Search Results - quit paying

Blog Post: Failure: This week we’ve seen great success and great failure in our national elections.…; Added by Maureen Sharib at 9:09am on November 5, 2008

Blog Post: Debunking the Myth: Why Active Candidates are Great, too: It’s time to debunk what may be the costliest myth in recruiting - that active candidates are inferior to passive candidates. When recruiters consider candidates who are gainfully employed,…; Added by Steven Duque at 10:59am on September 21, 2016

Blog Post: What You Need to do to Retain Your Employees: According to new research by the CIPD Good Work Index, over 6.5 million people in the UK are…; Added by Alicia Walker at 6:35am on October 21, 2022

Blog Post: Employee Retention Statistics: Why Businesses Need to Pay Attention in 2022: If you’re a recruiter or a human resources manager, you need access to the latest employee retention…; Added by Phil Strazzulla at 11:44pm on November 4, 2022

Blog Post: Either Do Social Recruiting or Don't: Lately, there has been tons of discussion around the use of social media in recruiting. While there are some companies that recognize the value of these new tools to achieve their recruiting…; Added by Omowale Casselle at 11:27am on April 6, 2010

Comment on: Blog Post 'Is Recruiting Becoming an Unhealthy Profession?': aily. Look at just the membership of this site 35 40 thousand and there are thousands who are not members here. Yes for god's sake a law firm can do a search themselves on linkedin for immigration attorneys. Who do you think is going to call the 100 they find. An attorney who is seeing clients all day, a paralegal, an internal recruiter who is also worried about the support staff and doing all the other stuff internal recruiters do that does not entail being able to connect with 199 attorneys on linked in. Instead of trying to do what you did 20 years ago the way you did it 20 years ago, quit whining and worrying about technology and learn how to use it better and faster than the younger internal recruiters because the advantage an experienced recruiter has is being able to review all 100 of those profiles, pick out the best four or five and go get them while the internals are still going down the list beating the phone trying to call all 100 of them. Doing the same thing (mindless cold calls all day long) over and over expecting different results is the definition of insanity and it also spells depression and defeat. Four warm calls into four qualified candidates will get a referral to a client faster than most internal recruiters can check their facebook page and text five of their friends about which Starbucks they went to on the way to work. I am working on a global IT director for an international company as we speak. They have about six internal recruiters. I don't have to justify getting paid. I find what they want. There is no needle in the haystack, technology has made that haystack easy to filter. I would never fill anything if i spent my days cold calling into companies the way i did it before computers. Many of my peers like many of yours fell out of the industry because they could not turn loose of the fax machine and the phone long enough to realize they were becoming a dinosaur. They bitched and whined about the same things you are whining about until they disappeared in their own methane cloud of 100 cold calls a day. There are 480 minutes in an 8 hour day. Do you really think that a 4.8 minute phone call is going to create anything but the sound of a fly buzzing through somebody's phone . Leaving 50 messages for somebody to call you back is a waste of time. However the bottom line is if you don't feel like there is any reason for a company to pay your fee. If you really think that a batallion of internal recruiters armed with laptops and ipads renders your experience irrelevent and the whole damn third party industry is gasping for breath then for God's sake get out. i heard this same depressing grousing in the early 90's when the internet was still waiting for the MSN guy to quit talking so the dial up would finally let me sign on. While i was having the time of my life digging around for candidates in chat rooms my peers were still afraid to turn on the computer because they might get a virus so they were hammering the phones until they died a slow lingering death all the while bemoaning the fact that any secretary with a computer could now find candidates on the job boards. I went on the job boards because i knew more about recruiting than any secretary with a computer. I didn't have to justify fees then and i don't now. If i find what a client wants and i get the candidate to them prepared to interview with all the knowledge i can provide them my clients are delighted to pay my fees. There is not one damn thing noble about hanging on to the past and being in constant turmoil about the future of anything. But, if you can't do a better job than someone with half your experience it's time to find something else to do. and it has nothing to do with your industry or my industry or anybody else's industry. All industires are using TPRs but they are not using the ones who piss and moan about only getting the unfillable or hard to find. They are using the ones who hit it and get it. Misery loves company but it doesn't pay the bills.…; Added by Sandra McCartt at 1:59am on May 18, 2012

Blog Post: Why Recognizing and Awarding Employees Reduces Recruitment Needs

Added by Rachelle Wilber at 4:36pm on July 6, 2022

Blog Post: Advice from Harvey's Dad: Harvey Mackay's one of my favorite business speakers and authors. So I wanted to share this article I received today because I think it applies directly to…; Added by Dennis Smith at 10:36am on June 12, 2008

Comment on: Topic 'Gun For Hire!!!': ny kind of non compete? If so take that to an attorney. Talk to a CPA as to your situation whether it would be best to set up an LLC, DBA or 1120C Corp. When I started my firm I set up my firm as an 1120c Corp. Requires Corp taxes and individual taxes paid separately but there are advantages tax wise and personal liability wise. Discuss with your attorney/CPA to decide which works best. Check your state requirements for license requirements. When you go on your own, it's your railroad. You can blow the whistle any way and any time you want. It doesn't take many placements at 100% of the revenue before you quit holding your breath. Then the trick is to manage revenue so you can make it through any "dry spell". As Jerry says, if you don't make placements you fail, nothing changes about that. The only difference is if you bitch about the boss you probably won't get fired. The big difference is there are no excuses. A good recruiter doesn't have to stay in a niche unless you want to. On your own you can take any search you wish. Sometimes that flexibility will pay the bills while the big ones are taking longer. Go for it!!…; Added by Sandra McCartt at 11:04pm on March 4, 2011

Comment on: Blog Post 'The Best Investment your Company can Make to Attract Top Talent': the referring employee and tension for them from the friend. Employees who refer good people who get hired then employee gets fired his recruits take it more personally and react and sometimes quit. Employees who dig making some money from referrals and actually start working linked in to recruit with all kinds of weird results from not well known referrals or Hr has to tell them to cool it or refusing to pay referral fees since thevemploee really didn't know the person and got into interfering with internal recruiters. Tino's comment is what a lot of us call the "begat syndrome". I had a client who got a lot of internal referrals. They got ready to fire an employee. The manager said he couldn't fire him because they went to the same church. They started checking and discovered that they had 20 or more people who went to the same church. They had inadvertently changed their internal culture as well as discovering that the smaller numbers of employs who did not go to that church were not comfortable because albeit quietly they were being made to feel like lesser life forms because they were not religious. Something that could not be asked about initially and was a nightmare to correct after it happened ERP can be a tricky wicket to deal with. A double edged sword.…; Added by Sandra McCartt at 3:35pm on September 24, 2011