Search Results - returns

Blog Post: 7 Storytelling Structures to Improve Your Presentations: In his book The Seven Basic Plots: Why We Tell Stories, Christopher…; Added by Marilyn Louise at 3:07pm on December 6, 2017

Blog Post: Social Recruiting: Failure is an option: You grow up most of your life hearing your parents and partners, teachers and TV stars, mentors and managers - remind you that failure is not an option! The fear of failing is scary. It is human…; Added by Vic Okezie at 8:06am on August 25, 2010

Blog Post: Apply & Demand: Summer hiring tips: It used to be that summer jobs were within reach of all willing and able job seekers, most of whom were students looking for a steady gig to earn gas money or fuel the old college…; Added by Michael Ward at 11:33am on May 13, 2008

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Comment on: Topic 'Future visions': nt than for a turnaround. The problem I have with a "strong" leader at the top is that with large companies it almost appears to be Stalinistic - drink the Koolaid and follow...or else (I always hark back to GE and Jack Welch). Follow or perish; when the head is gone, there goes the company. Reflection? You bet. Inspirational leadership is wonderful in theory but inspiration comes in many forms - fear comes to mind at GE under Neutron Jack as one of these forms; Jack also produced great returns so inspiration to Wall Street came in the form of results, human carnage be damned. Yet culture comes from every level and to place the credit or blame at the top is to deny the power of individuals to become leaders in their own space. A charismatic leader at the top never assures success but a culture where leadership thinking is really promoted and rewarded is more likely to produce superior results. Dan Nuroo said:Steve, whilst I cannot disagree with your thoughts on situational leaders, to allow that, don't you need a strong, secure, inspirational leader who can inspire, encourage and allow others to lead. There are always informal leaders around any place, however without the encouragement and recognition from THE leaders the situational leaders will disappear, either going somewhere where they will be recognised, or simple stop contributing as the efforts could seem fruitless. Is a company's culture a reflection upon the leadership of the company or the managements? …; Added by Steve Levy at 11:44am on January 4, 2009

Comment on: Blog Post '2009 is dead! Recruitment outlook for 2010...': cific period in history and has it's unique characteristics). However, our industry doesn't have the long history and stats to apply. Even so, the stats don't hold as much weight because of this. Also, you extrapolate after the industry shrinks by 70%. There is a point of diminishing returns and we are probably there. The industry loses 70%, it doesn't then likely lose another 70% and then from that point another etc.... Our industry has been blown up and I think your stats show that and make some sense of what has happened. I also agree that the outlook for business in general long-term is very rough. As your chart shows, it was six long years to siginificant recovery but there were waves up and down in that period. This is probably similar to what we face now, but maybe for a much longer period as recovery from this historic bubble burst will be a monumental task. Nothing goes in a straight line forever, so mini recoveries in a long difficult period for business in general seems most likely. I think all your advice is dead on. But with elections coming up next year apparently for you as well as here in the US, government will throw resources at things to try and make it look as good as possible. Combine that with an industry that has shrunk a ton and a business world that has shrunk as well and may have exhausted most or all of it's shrinkage, and you might have some recovery here in the near term. I'm hoping for that. Certainly not counting on it though.…; Added by Todd Kmiec at 10:50am on December 23, 2009

Comment on: Blog Post 'Social Media Strategy: Let's Stop Talking ROI Already': actions and returns from your program" Rich: "the value of time to produce, the value of the talent producing it, and duration of the impact" You are both extending far beyond the definition of ROI, and I mean that very positively. ROI is strictly quantification. It's: (Gain from Investment - Cost of Investment)/(Cost of Investment) I define ROI for what it is: a quantifiable expression of expected "return", however I also note that the calculation does not include time or risk. You both are accounting for such :) We're not apart on this at all. Each of you have a unique way of selling your project plans, both of which I imagine are extremely effective. Why? Because you're accounting for both time and risk, something pure ROI does not account for. So please do not assume I'm trying to punch holes in the way that you sell your initiatives and project plans - I am definitely not doing so; I was simply trying to point out the futility of ROI as a metric. John, I like your communication style - I can tell you're a straight shooter much like myself. Given that admission, let me toss out there that I agree with your approach. You're moving far beyond ROI, which is my recommendation. I'll follow up with a Game Theory approach that takes into account both our actions and our competitors' actions. This further extends where you both went in your extension of ROI. Why? Because we're searching for 'dominant decisions' given any of our competitors' counter-moves. As we don't exist in a non-competitive vacuum, it's important to predict our competitors' counter so that we're a step ahead. To reference maneuver warfare, once we have them in a reactive state (where they're only reacting to our moves), we've won and can always keep a step behind.…; Added by Joshua Letourneau at 5:30pm on January 19, 2010

Comment on: Blog Post 'Recruiters - What if the one that got away came back?': er the lock has been changed. Reinserting a candidate lost to you and then returns, after a significant effort to recruit that person failed, is close to asking for a punch in the neck. Doesn't the term "reinsertion" in such cases already sound DOA for most hiring managers? It reminds me of your post, Sandra and my response to: You Want What? What what what …; Added by Valentino Martinez at 1:17pm on October 31, 2011

Blog Post: Top Factors for a Successful Sales Recruiting Project: Finding a top sales…; Added by Or Hillel at 11:52am on March 15, 2015

Blog Post: Developing And Nurturing Candidate Relationships: Most recruiters can agree that there are two types of recruitment- passive and active. Passive recruitment tends to lend itself to more candidate involvement. The majority of your time is spent…; Added by Matthew Hakaim at 1:14pm on March 9, 2010