re. Hard to give a good example without knowing more details, but for example at one point in time I was a corporate recruiter hiring salespeople & other staff positions making a pretty healthy base plus $500 for each hire. I usually had a few a month so that worked out well.…
s being at the current employer. Old coworkers and bosses being scattered to the wind or unavailable. The candidate explained the situation and we worked it out. We came up with a plan that satisfactory to both sides.
Just as a reasonable employer would never want a candidate to do anything to put their current employment in danger during the interview process.; A reasonable candidate knows that references are a very standard expectation when getting hired. This lady has some control issues I suspect and will cause problems for her employer if hired.
For the record I prefer to check references towards the end of the interview stage where it appears an offer not yet made is expected. OR if a candidate lives in a different city from the prospective job I will check the references as soon as interest has been established by the client but before the candidate travels for the interview. …
on a few interactions with the business on interview. That limited information makes for creative assumptions, rather than someone who is thinking with knowledge of the business and industry. There is something wrong with what they asked during the laborious interview process if it did not leave them feeling like they knew the candidate and what the candidate could offer. You don't know until you get there, so sometimes too much information before making a decision confuses your decision making ability rather than improve it.…
r insurance only to be dropped because of fine print when we need support the most? It's insane.
Hopefully this helps drive more reasonable costs, whether you're insured or not, as well as wellness programs. I currently have a high-deductible plan with a HSA, which works ok for me. Biggest issues are the outrageous RX prices and the inability to predict costs if I require a "non-preventative" office visit or service.
Clearly there is work to be done. I don't see an immediate effect on recruiting until things get a little further along.…
te will mean in terms of time, expense and litigation. With the purchase of your firm the previous non-compete may be null. If you are asked to sign a new one, don't until you speak with an attorney. It might be possible to buy your way out of the non-compete by agreeing to pay the firm a % of first year billings. But a great deal depends on the terms of the non compete as to reasonable in time and distance or if it is restricted to not being able to do business with current accounts you are working with. That would be my first step to decide whether to open my own firm or not.
If you place only temps and your non compete restricts you from placing temps and it is enforceable that is a bigger decision. Attorney time.
Unless you plan to borrow money to start your own firm you don't need a business plan. You need an office, a phone, a computer and the necessary licensure, insurance.and an outside CPA to advise you on setting up your business and accounting format.…
l be the first person out the door when things pick up and it doesn't matter if there is a recruiter fee involved or not.
The salary expectations are the least of my problems although you do bring up some good points.
In general you can assume that a good rule of thumb when comparing contracting rates to direct hire rates are as follows:
On average benefits for employees start at around. 30% being a W2 employee with about 3 weeks time off, 8 holidays per year and a reasonable medical plan that covers 75-80% of the employee.
If the employer adds in 401K, stock, matching funds, dependent health coverage, or other "perks" it can go as high as 50%.
Those numbers help me give independent contractors a realistic idea of what to expect as their salaries get lower.…
a few border issues with nuclear weapons on the side, an election or two, a few tyrants, and it is even more difficult to predict.
While my words above were a bit humorous, the general idea of building a plan that generates employment is reasonable. The real problem is that politicians and most lay people truly believe that offering, for example, tax incentives and out right loans can generate jobs. Politicians "believe" this because making promises is how elections are won; most lay people could care less about the system and related processes - the paycheck and the bills written each month tell all they need to know.
For certain, people need to know more but it is not likely the masses will become more knowledgeable - I wish the opposite was true, I really do. But since we're recruiters, we can only take care of our little corner and make sure that we do our part. And we aren't.…
Added by Steve Levy at 6:42pm on December 28, 2008
lient has a PMC contract that has further five years to run and can offer career development and progression working on multi billion/million $USD contracts for new Gathering Centres, Booster Stations, Pipelines and Water Injection Facilities across Kuwait.
Job Description • Design, develop, realize and test components, modules and subsystems within the limits of system specifications, costs and project planning. • Cooperate with other disciplines and suppliers to ensure the timely realization of competitive, achievable and serviceable products, including their Production information Documentation. • Participate in the definition of system and/or module specifications. • Apply standard engineering techniques, procedures and criteria to make adaptations and modifications in order to solve technical problems. • Contribute to and participate in formal and informal design reviews and the development of engineering changes, and coordinate parts procurement and prototype construction. • Execute the design process in order to realize the project, product and program plans. Report progress and obstacles and performance corrective actions. • Create designs that meet the specifications within the constraints given in the project plan. • Realize qualification of the design by participating in the prototype production and execution of tests. • Generate adequate Product Information/Technical Product Documentation to qualify, integrate, produce and test the product. • Collect and analyze information in order to report timely required information to different users and management. Provide regular status reporting to applicable management and departments in order to enable them to take required actions.
Skill Required • Degree in Engineering with 12 years of total experience, 10years in Oil & Gas, 5 years in related designation/specialty and 3 years of hands on experience in related software. • Self motivated and able to clearly communicate with KOC and contractors at all levels. • Reasonable presentation skills and ability to provide training. • Reasonable written communication skills. Contact firstname.lastname@example.org and email@example.com…
.0 tools, but there are some critical success factors that all firms using Web 2.0 should define.
Defining, Assessing and Organizing intent, results, and relevancy of Web 2.0 tools will be critical for recruiters success. LinkedIn, Facebook, Blogs....all provide a reach that if used resourcefully will provide an Advantage to Recruiters world wide. If used randomly it may also create a poor message, and brand to recruitment agencies, recruiters, and candidates. Think of that message that misses the mark, or the recruiter that never called back--now its not one candidate lost, or one firm declined but potentially thousands.
The information, collaboration, network and reach that Web 2.0 resources provide us can be exhaustive. Therefore, a plan, with organization, thoughtful messaging, anticipated measurable information flow, user training , available resources and metrics should serve if not as a strategy than at the very least a framework and flow of inflow and outflow. After all, what good is any tool if it doesn't provide relavant, helpful results.
Some Steps not to miss when dealing with Web 2.0 Tools:
1) Align your message, brand, and communications with the firms vision, and mission will benefit.
2) Define the how, why, what and when tools should be used ie) Is there one site on Linked in to post a company profile or several--is it about the individual or the company?
3) Train the representatives from the firm on the spam vs. competitive strategy
4) Organize the results---do you have metrics to measure the source, do you have $$$ to support the results
5) Information Flow---are there gaps, are there updates, are they reasonable for the resources to complete? Ie) One blogger, several bloggers add to it. One page for Linkedin with links to every recruiter
6) Goals--follow the SMARTprinciple IS STILL Relavant in Web 2.0. Specific, Measurable, Achievable Reasonable/Relevant, and Timeline. Is your process and goals for the tools SMART?
Organization and collaboration of the tools will save effort, money, and time. From a simple template message, the response, the intake, the output, and of course the contacts and networks.
recruitment firm or any recruitment organization should take more than tactical steps in order to use Web 2.0 tools to the best advantage. A strategic plan that incorporates, assessment, alignment, relevancy,
Key elements of a Web 2.0 Recruitment Strategy must include, alignment to a firms strategic goals; collaboration of tools, assessment and relevancy of tools, design, and usage. As the future generation of social networks, web 2.0 tools, software service as a solution evolves--The potential for collaboration skyrockets, and the need for Organization, Directed Marketing, and Monitoring of Results will Everything from messaging, to profiles and banners should have some alignment so no matter what the tool used---the brand connects the firm with its potential stakeholders, clients, and sourcing avenues.
Web tools can create linkage once only dreamed about. Image having a company profile Web Page on Linked in with instant messaging to facebook, your blog and client networks. Well its being done today. Much like a simple booleon with a targeted result has worked for sources, interactive strategy in Web 2.0 to Each tool should be assessed for its individual value, and comprehensive value. Ie) a recruiting firm that specializes in Tech might have a more aggressive objective in using.
I could write for hours, but in short, don't be bitten by the Shiny Object, Make sure you have a plan, use your resources and the WEB 2.0 companies Resources ie) lInkedin has a great help, so doesn't blogger. Then coordinate all and Go AT IT!