Search Results - rebates

Comment on: Topic 'What about the candidates?': you are placing dozens of new candidates each week, it would soon become a nightmare to try and keep on top of every single one - let alone being able to continually rotate those candidates so that every single one you've worked with can be placed by you and you alone. Is it impossible? No. Not if you work with a network of like minded recruiters, who also place in similar markets, and can help you find work for these candidates when needed. The main point is that candidates have someone they can go to for advice when needed. They might not be looking to move right now, but who can they talk to about the market? And when the time comes for them to start looking actively, who can they trust to represent their best interests, someone who knows them inside out and will present them to clients in a better way than any other recruiter? Why do sports professionals and celebs use agents? It's not just because of the money involved - it's because they need someone they can trust to look after their careers. Because this practice of representing candidates exclusively has become standard in those two industries, companies appreciate that they can only see the people they want in their business / team / film by going through the appropriate agent. If that happened in our industry - we wouldn't need to worry about RPO's, HR, In house recruiters and so on .... because none of the companies would get to see the candidates they want the most without going through one of us! And how do you ensure that they know your candidates are high calibre - you help your candidates to make a good name for themselves in their industry: - make sure their competitors know who they are, and how much value they are adding to their current organisation. There's a lot we can learn from the like of Jerry Maguire! I've always hoped that my candidates view me equally as important as their accountant, lawyer, or doctor even. Those are people that they basically trust their lives to - but isn't their career one of the most important things in their life as well? If their career isn't managed in the right way, will they ever realise their true potential in the markets they operate through? A bad career move can affect a candidate in such a dramatic way - and would the recruiter who placed them really care? Most of them wouldn't, as long as they stayed past that darn rebate period! I'm different - and I'm confident enough in my perm placements to offer a 12 month rebate period! I know that the candidates I'm placing trust in my judgement, and appreciate that I won't force them to take a role that isn't perfect for them in every way. It's got to be a win win for everyone - the client, the candidate, and the agent. I really didn't think I was pioneering a new "business model" by the way Jerry - it's something we've always done and was aware that others like Nancy also did. We are pioneering many other new ways of recruiting through our group, because our group is entirely different to any other recruitment business in operation today. I will always share methods that are working well for us, it’s in our interests to – as our primary goal is to support our industry, raise standards, and increase recognition amongst clients + candidates for all of our combined efforts. It’s not just about us, it’s about supporting the industry we know and love, to ensure that it continues to grow and stays around for many years to come. Keep up the good work everyone, Carpe Diem!…; Added by Sean O'Donoghue at 4:46pm on March 31, 2011

Blog Post: Completely Missing the Point (China): It has been around for decades, and is conducted using a well-defined and validated methodology.

So It’s such a pity that the Manpower Employment Outlook Survey (MEOS) survey…; Added by Frank Mulligan at 1:23am on November 1, 2008

Comment on: Blog Post 'Counter-Offers, And Why They Are Baaad, Very Bad!': think we see this from a recruiters point of view and have these stock answers to give to applicants before the process begins re counter offers and again when they happen, it's just not my experience that the person is on borrowed time or has used up any credit with their company. How many times has the applicant gone to their employer before they start looking to let them know they are unhappy or want a pay rise or promotion therefore giving the employer the chance to re-act, look at it this way if you have a client you have had on full fee for the last few years and they spend a lot of money with you, they have never asked for a discount or reduction a rebate extension and have been an excellent source of income over the last few years, a new company comes in with a better deal and have given them a very good service and have offered to reduce their fees to undercut you significantly, now you are in danger of losing this steady stream of income and you have reduced rates in place with some of their competitors so it's not as if you are setting a precedent you want to keep the business. You offer your client reduced terms to remain competitive and retain the business and their answer is "So why didnt you offer me these terms before? Do you not value my business?" Counter offers are a part of recruitment but I don't think they represent anything other than part of the process they are not malevolent on the whole and if someone offered to triple my money and give me a cash bonus unless I was terribly unhappy I would probably take it. We need to stop seeing things from purely our own point of view to be truly honest with our selves and improve performance and results. Keep the guy close if things don't work out as we assume they won't we can palce him elsewhere if he's that good.…; Added by Terence at 4:06am on October 18, 2011

Blog Post: Budget 2013 - How it will impact Independent Contractors & Businesses

How much of what was announced in the budget will actually become law?

Given that this is an election year with…

Added by Elaine McKelvey at 3:43am on May 17, 2013

Blog Post: External Recruiters: Are you a "salesperson", a "consultant", or both?: The big question I'm really interested in is this: What's in the best…; Added by Sean O'Donoghue at 8:44am on December 2, 2011

Blog Post: Thirteen Recruitment Disasters to Look Forward to: The more you leave to chance the more likely you are…; Added by Calum Morrison at 6:20am on April 27, 2015

Blog Post: Are Preferred Supplier Lists Outdated?

For many clients, a PSL is designed to…

Added by Jovan Sterling Noel at 9:47am on November 24, 2014

Blog Post: Why RecruitingBlogs.com Will Live Long and Prosper...: Seeing that Recruitingblogs.com does not infringe on trade secrets, customers or impose unfair competition to Jobster I think that Jason Davis can rest easily…More to…; Added by WorkFarce at 10:42am on June 27, 2007

Blog Post: Microsoft Shows Its Hand: Microsoft Shows Its Hand

by Steve Baldwin , Monday, June 2, 2008

IT'S BEEN CALLED A STUNT, a desperate move, and "little more than a gimmick." It's been derided as a failed idea…; Added by 01. Lonnie McRorey at 5:26pm on June 2, 2008

Comment for: Tom Merilahti: iters use LinkedIn to find "Ideal Candidates". To be found on LinkedIn is more than posting a resume. Its about creating a profile that three things happen: 1. The profile comes up during a search on Google and on LinkedIn. 2. The summary that is presented is read by the recruiter or employer and cause the reader to read the profile in more depth. 3. The profile creates in the reader the desire to contact the candidate 4. The candidate is called to start the interview process. For this sequence to happen, takes a combination of copywriting, Search Engine Optimization (SEO), and Marketing skills. Skills few executives earning over $75,000 a year have this combination of skills. I have developed a one day course to teach these specific skills for the purpose of the Job Hunter. My course is intended to teach the job hunter how to create a LinkedIn profile that presents the job hunter as "Ideal Candidate" for the job hunter's "Ideal Job". LinkedIn can help these candidates find a new job. LinkedIn can help them find the job faster. I want you to help me help these job hunters find jobs. The cost of the course is $349.00 I provide a $50 discount code, to make the cost of the course $299. For an executive making $75,000 their daily salary is $300. Thus the course pays has a one day ROI. A great deal. As part of my marketing efforts, I have allocated $100 for each student referred to me. All payments must be done online and I have an online affiliate program that tracks who introduced me to the job hunter. You can do as you please with the $100. Some people are keeping it. Some people are giving it as a rebate after the person takes the course, and some people are donating to job hunting places. The money is your to do with it as you please. If you need to have me split the money multiple ways, I can make those arrangements for you. I am only providing the affiliate program to 50 people currently, as I need the time to get each one up to speed on the program. I need to support my affiliates, so I can not provide the discount directly to the students and I would prefer that you don't advertise that I am giving you the $100. The online system has e-mails and articles that you can post on different websites and send out. These articles are advitorial in nature meaning that they provide help to the job hunter even if they don't take my course. This content can be posted on websites or sent out to a general e-mail list that contains job hunters. I want you to help me. You can sign up at http://AffiliatesOf.ZaleTabakman.ca Take Care Zale…; Added by Zale Tabakman at 3:44pm on November 17, 2008