Search Results - quit paying

Blog Post: Temp staffing to stay!: Young and promising career aspirants have no hang-ups about job security like their parents had and are increasingly looking at temporary roles ( most of these assignments are on contractual…; Added by Raman Ramamurthy at 8:16pm on February 29, 2012

Blog Post: For Beauty And Perfect Health Choose Koji Berries: People have been talking about Koji berries for a long time now. Everyone is using them. They are saying that Koji berries are actually perfect for pretty much everything. However, before you…; Added by Geo Msn at 2:43pm on October 13, 2016

Comment on: Topic 'do you think my commissions set up is fair': Also the more a salesman sales the more compensation I believe he should get, bonuses or something...I have looked at my bosses paperwork...shhsss He personally takes home more than a million dollars a year. He owns the company and what not too. But still, I think its greedy. I mean what if I talked to him next year, finished out this year really strong, with good leadership, and he still chooses to not pay me more commissions or bonuses...This is tuff, cause I love my relationships with my coworkers, and the job..I just dont feel good at the end of every month, nomader how much I get. I have been taking several steps to raise my value..NOW I train other employees to door knock like me and as well as me, I do all those appointments, and what not..He ACTS like he is doing me a favor everytime we talk, and it pisses me off that he is like that...am I just being a crybaby or does is sound like my boss is a con artist????? Dan Nuroo said:A few things to consider here.Did you sign up for it? I mean did you agree to this when you started or did it change? If these are the conditions you signed up for, and you did so on your own free will, then.. to be blunt.. so be it.Secondly, if it changed and this is now different conditions to what you started with then, hey, by all means talk to your employer. Actually talk to your employer anyways. No use using the threatening to quit line, if you like the company, the people etc and you want to stay.All sales people work for free, my boss says. They make the money and pay for themselves. Our sales people are well looked after, however my boss says he doesn't pay them a wage. They look after it themselves. Honestly if sales people don't cover their own wage plus a lot then you don't have them. Easy.I had another boss once who told me he could give me what ever OTE (On Target Earnings) package i wanted, however the expectations and KPI's would be way different.Sorry Joshua, you probably wouldn't get to much sympathy in my office. …; Added by joshua g crampton at 12:28pm on May 30, 2009

Blog Post: A Quick Overview of Unemployment Benefits: Unemployment benefits are available to employees in every…; Added by Luigi Lupo at 9:56am on September 16, 2019

Blog Post: Are You A Jobaholic?: Find yourself drunk with envy at your highly successful working friends? Having trouble saying “No” to every network invite you receive? Tired of the rejection, invitation, rejection? Too busy…; Added by Lisa Kaye at 11:16pm on September 20, 2009

Blog Post: Is a Career Change in the Cards?

Changing careers can be an exciting but scary prospect.

If you have…

Added by Dave at 3:37pm on June 9, 2015

Comment on: Topic 'If every company has an internal recruitment team, how will consultancies play…': a stupid canned, cold call. They start with networking, being introduced or referred by another business person. Both candidates and clients. If one client or industry starts declining in need for my services I use the same method to develop new business and it's not done with cold calls. Any idiot can cold call like a trained monkey. A broken clock is right twice a day. Anybody can handle the mountain tops when everybody is hiring by throwing enough crap against the wall so some of it is bound to stick. Making 150 mindless cold calls calling the same person three times a day is the mark of desperation, stalking, being a pest or simply an irritating, buggy recruiter. When big companies moved to good internal recruiters, TPR's with any savvy at all developed relationships with internals and became part of the team realizing that we would no longer be paid or needed to fill most mid management and below positions. We sure got some of the big ones that take time, deep contacts or difficult or became part of the team during an expansion hiring blitz. Here is another flash for you. In the history of the world there has never been a time when every industry was flat or we would all be posting whiney posts...and we aren't...have you noticed that? At the same time bigger corps hired internals, TPR's with any savvy looked around and found mid size companies who were in growth mode. Smaller firms and companies who might not hire but four or five people a year. Here's some simple math for you. Ten small to medium size companies who need a TPR to hire five people equals 50 placements a year at average fee of 10k. If you can quit whining about being obsolete long enough do the math. Then throw 7 or 8 a year on top of that with the big ones at oh say, 20 to 30k. If you can quit making cold calls long enough and whining you might pick up an outplacement gig from one of those big companies who are merging, eliminating, reorganizing, outsourcing. Guess what. Internal recruiting teams do not do outplacement no matter how good they are but if you are the go to TPR your name is at the top of list whether it's one executive or 100 employees. Those little gigs come in at anyplace from 5k a month for six months per person or a three week seminar type offering at average 50k. Ever heard of litigation support. We just finished a shadow jury today. Wed Of last week to today, recruit, screen, schedule 12 people to sit in a court room observe a trial, back to our office, interview them as to their thoughts about what they saw and heard as if they were the actual jury ( interviewing people is what we do right.)report to our attorney client what 12 people think and understand about the case. Our fee, 12 temps making us 5 bucks an hour 8 hours a day plus our fee for recruiting, interviewing and reporting 20k. Not a bad return for 5 days of two hours a day of our time. Beating the drum of doom, whining about losing relevance because somebody else can do what you used to be the only one doing is simply being the messenger of gloom and doom. Try flying a different direction instead going around in mindless circles thinking you have proven anything if you can get somebody else to agree with you that you are in fact the extinct dodo bird. I will always denigrate a whining messenger of gloom and doom. Keep beating that drum and you will find yourself marching to it. Most of the TPRs I know don't have time to worry about relevance.. We are too busy using our superior skills doing something other than making 150 mindless cold calls a day. Cold calls suck buttermilk right along with the irritating people who make a career out of counting them. If technology has made you the dodo bird, quit before you disappear.…; Added by Sandra McCartt at 1:00am on July 26, 2013

Comment on: Topic 'Being Taken Advantage Of By Agency Owner': the opportunity to be an agent of change! Though I have no policy in place yet, I think my policy would be to pay a recruiter a slightly reduced commission (15% less than the typical 50% if they weren't there when an offer and acceptance happened). The recruiter must have met face to face with a candidate (whenever possible) worked on their resume, deal sheet, business plan etc. if with them, subitted the candidate's resume, secured an intereview for the candidate, arranged the set up of the interview, prepped the candidate for the interview and debriefed the candidate afterwards. If the recruiter has done a good portion of the work, then my intention would be to pay them for their contribution to the placement. I might wait for the guarantee period to pass before paying them just in case there was any issue with the placement. Alternatively, they could sign an agreement at the outset of employment indicating that they would be responsible for refunding their portion of any placement fee that didn't stick (whether they were employed or whether it was after they left). I certainly would not feel good about not paying them for their contribution and pocketing the whole commission. If they brought in a job and they left before it got filled I would pay them their commission on bringing in the job. Frequently, another requiter would place the job anyway but I think the recruiter who brought it to the company should be compensated whether still employed or not. I would draw the line at not paying a commission to a recruiter who has left on candidates who were recruited by them but have not begun the interview process yet. I hope I answered your questions Sandra. My goal in this discussion is to bring a fairer standard to the industry for both employers and employees. Thanks for bringing up some valid sticky points which need to be addressed and thoughtfully considered. Best, Casey Sandra McCartt said:Casey, If you feel that this is a wrong process you have the perfect opportunity to change it. As you are starting your own shop ,when you hire a recruiter to work for you set up a policy that if they leave to compete with you, you will pay them commission on anything they were working on before they became your competition. The question would then be: do they get commission on deals that have not closed when they leave but candidates have been interviewed?Do they get commission on candidates they recruited but have not been sent on an interview? There has to be some cut off point. Where will yours be? The other question is , if you placed someone before you left , were paid commission and the employee quit before the guarantee period was up but after you left, would you refund your part of the commission or replace the employee at no charge for the agency you left? Probably not. Does it seem fair to you that you received commission but didn't have to honor the guarantee? It is also standard that the agency is left with the responsibility to honor guarantees but normally a departing recruiter does not have to pay back commission or replace. Would you want to change that standard? …; Added by Casey at 3:23pm on August 8, 2009

Blog Post: Quit your complaining - It's time to get serious!!!!!: For the most part I decided to take the last part of 2008 off. I hung out on RBC…….learned to Twitter…… built my Linkedin network to a sizeable number (Thanks Dave!)…..and for the most part – watched…; Added by Jerry Albright at 8:57am on February 4, 2009

Blog Post: Don't fool yourself with Social Media.: Anyone who has heard me speak, or read my blog, knows I believe…; Added by Greg Savage at 7:55pm on September 2, 2013