Search Results - receive extra

Blog Post: Various Benefits of Contract Mechanical Engineer Jobs: Contract jobs offer various types of advantages for both the employers and the employees. More and more companies are offering contractual jobs to employees. There are many reasons to seek a…; Added by Daniel Smith at 12:51am on February 13, 2013

Blog Post: Want Better Candidates? Get Creative with your Recruitment Marketing Process!: Originally posted on the SmashFly Recruitment Marketing Blog…; Added by Chris Brablc at 12:09pm on April 6, 2010

Blog Post: How Connectivity Is Set to Transform Employee Experiences

The correlation between employee satisfaction and…

Added by Caitlin Purvis at 10:24am on April 7, 2021

Comment on: Topic 'No one returns emails or calls any more. Did professionalism go out the door wi…': ieties of sales people. I simply MUST be very selective and judicious of my time. Also, it does seem that many people who can't make a buck in the financial services business (mortgage folks especially) are now calling themselves recruiters and our clients tell us that they are inundated with calls from them- from all over the world now. Sales people often forget that their jobs offer a lot more freedom to manage their time than most other jobs and they should not expect anyone to stop what they are doing to help them make money. Yes, it's a tough world right now. As I suggest to my teams, it's not just about the number of calls you make, it'a about the quality of your relationships. Shannon Erdell, President TLC Staffing Stephen said:I don't mean to play Devil's Advocate here, but how many phone calls/emails are hiring authorities receiving from recruiters/account managers with which they have no prior relationship? 10 a day? Hundreds a week?I personally receive anywhere from 8-10 unsolicited phone calls from unqualified candidates per day and well over 100 unsolicited email resumes a week. Everyone of those people expects me to find them a job. We all know this is completely unrealistic. I work 12+ hours per day already and I'd definitely have to tack on an extra hour or so per day if I indulged everyone who reached out to me. When I say indulge, I mean having a thorough conversation to make the candidate feel like they received personalized attention.Let's flip the script. When I call a hiring authority, I assume they are already inundated by other staffing professionals trying to make a living. The fact they don't respond isn't because they are unprofessional. In fact, I think it is quite to the contrary. That person earned the authority to make decisions based, in part, on their professionalism. Part of being a professional is knowing how to manage your time most effectively, while avoiding complete burnout.When they don't respond, I assume it is because I took the wrong approach. I didn't do enough to stand out or I didn't think about WIIFM.We have to remember that the hiring authority is the customer and, in this economy, they have many, many choices. I realize this can be frustrating, but pursuing business is a very competitive, strategic endeavor - survival of the fittest at its finest. …; Added by Shannon Erdell at 11:30am on May 13, 2009

Blog Post: How to Determine if a Job Offer Is a Scam: There it is – a job offer you’ve been dreaming about for months or even years. Good working conditions, excellent hours, and a mind-blowing paycheck. It’s so good that you ask yourself could it…; Added by Tracey Clayton at 8:37am on April 11, 2017

Blog Post: HR Certifications and Recruitment Career: The Close Connect: Breaking into your HR career, it’s considered enough of educational qualifications that you have an undergraduate or a master’s degree to your name in an HR-related subject discipline. But,…; Added by Lucia Adams at 12:06am on November 12, 2020

Blog Post: Who Has the Time? –Candidate Feedback: A …; Added by Sean Pomeroy at 3:17pm on February 7, 2014

Comment on: Blog Post 'Calling Hooey on You': ecruiting for a client and whenever I feel it will be well-received, I make a point of letting candidates I'm turning away know just what they are missing that would have qualified them or made them competitive for the position and in many cases in the past I have also given them the name of an appropriate recruitment firm or employment agency that would be suited for their background. I try my best to be sure they have something in their fist when they leave as opposed to leaving empty-handed for just the reasons you point out in your post. (Interestingly, consistently, it is the female candidates who are most appreciative of the extra time I spend with them and it is almost always only they who send me notes in the mail, thanking me for the extra time I spent with them.) You make a good point about how each resume represents a real person and not simply 'a process'. I also believe that if more people understood that the background condition to their applying for a job through an employment agency, recruitment firm or corporate recruiter includes the probability they will not be acknowledged unless considered qualified and subsequently will be contacted, they would save themselves a lot of heartache. The basic problem is that too many of these applicants are pawing at the 'recruiter' or employment agency staffer because they have no one particular person on our side of the [perceived] barrier to speak with. They want to be heard, they want to be acknowledged, often for the same exact reasons you described. They are anxious and/or are in pain and believe they can get relief 'if only they could get through to us' and talk their way into that job. Even more basically, the process of applying for a job is to them like having a conversation with someone who won't talk back to them when addressed. So therein lies the frustration because almost everywhere else we conduct a similar 'transaction' there is an exchange whereas in our business, we seem to 'take but not give'. It does not feel natural for most people because they refuse to look at the application process as though it is a lottery and in fact, in many, many cases, they tend to believe they are 'owed' a response; that it is more than just courtesy they seek, they seek what seems to them would be common decency....especially since, as you describe, so much [for them] is at stake. This is why filling out application forms and using a company ATS is so offensive to applicants- because it is a cold-blooded process having to do with they feel is the human spirit. It is an unsatisfactory relationship because people feel they have so much of themselves on the line but are not treated as individuals and of course, this is automatically offensive by its very nature. When at a corporate website it indicates that 'only applications deemed qualified' will receive a response, it just plain feels unnatural to be told this. People [who are in need] want something back for their efforts. Again, because they refuse to accept they are in effect, 'laying down five dollars on black/red'. This is discussed from time to time -here, recently- but until a system is developed whereby each and every applicant gets a lollipop for applying, the angst we know exists will persist. Auto-responders are a partial solution but until corporate America and even the individual recruiter/employment agency staffer takes responsibility for each and every applicant who comes to their door, the employment process will continue to be a one-way mirror and you will continue to throw your 'hooey' at us. Thanks, Doug. Paul…; Added by PAUL FOREL at 11:19am on March 3, 2014

Blog Post: 5 Ways to Tweak Your Recruiting Strategy for Entry-Level Talent