Search Results - selling cheap

Blog Post: Sometimes change brings on new ideas: After years of buying PC's , gadgets, software, and having to update every piece of software I own almost every other day....after multiple glitches, crashes, freezes, processor hogging…; Added by Kevin Harry at 10:14am on June 5, 2007

Blog Post: The 22 Immutable Laws of Branding: The 22 Immutable Laws of Branding

Some of my favorites:

The Law of Expansion:…; Added by Steve Levy at 11:16am on November 16, 2008

Blog Post: The Big Recruitment Debate???: I spent time this morning reading a blog on a British based site leadingemployersblog.com. It was titled "The Big Recruitment Debate". It was a debate with only one view being represented, which does…; Added by Fran Hogan at 12:04pm on October 13, 2009

Comment on: Topic 'Bounty Jobs - Be Very Careful!': if your fee agreement says that if you bring to the table a candidate who your client is not currently talking with, the fee goes to you. It is counter productive for your client to see this any other way. It's an easy sell. The other thing is that if you live in the third party bubble which I am proud to be a tenant of, you never ever see anything as a threat to this business. You believe that the value you bring to the table can never be replaced by software and you believe that good clients will always see this. You also believe that the fees that are earned are necessary to build your business and in order for you to feel real good about the job that you have. You find it amusing that there are those dedicated to the concept that great talent should be easy and cheap to get. Darren Crosby said:In my opinion, if companies are allowed to have their databases updated for free it will result in a cannabilization of our business. Companies will be able to have an endless number of recruiters providing them an endless supply of talent which will diminish the chances for other recruiters to earn a fee. We may ultimately find companies do not need our services because they already have the names of people in the industry. …; Added by Slouch at 11:46pm on October 23, 2008

Comment on: Blog Post '"dirty rotten job searching tricks"': hat was that google would see it as duplicate content so would lower your SEO, so hogwash on that and hogwash on this latest. You have been asked, and warned and told that if you continue to post a self promoting blurb with a link to your site you will receive an invoice for advertising. Your posting here has long been recognized as a cheap attempt to generate traffic to your site thus generating business without paying for advertising on this site as most reputable companies do who are marketing their product or service. In my opinion your blurbs add nothing, your sick need to moderate comments, picking and choosing which you choose to respond to or allow others to see is just another cheap and chickenshit way to promote yourself rather than contribute anything other than a One way projectile puking of promotion. No , I did not read your article, just your distorted blurb but I truly enjoyed when your link was stripped and was not surprised at your determination to post another link in one of your comments. Take this to your newsletter...people here are generally sick of and bored to death with the users and losers who promote and market on this site. It is obvious that you have not been a recruiter for a long time. A great deal of your advice is out of date, self defeating for candidates and just flat a disservice in my opinion. I wouldn't flatter myself that your advice would take food off of my table or any other recruiter's table The reasons you give for this ridiculous advice are so weak that they hardly require a response, but let me address one of them. Yes, we represent the client but in order to provide the best service to our clients it is imperative that we fully represent each qualified candidate in the best possible manner. A good recruiter will normally represent three, at least, good candidates to a company. Thus we do in fact represent candidates, as our client narrows the field being represented by a recruiter means that candidate is not out there on a limb with no ability to get feedback, refute concerns or just simply sell themselves. As to a candidate going around six recruiters when the company has the job posted on a job board or their career site. Are you kidding me. Are you really telling people it is better to go to the career site or respond through a job board when there are six trained hunters ready to bring a bird back and fight for their candidate. I have never heard of one case, not one ,when a cndidate who was remotely qualified ,submitted through a recruiter, got no result then went direct and got hired. There are certainly some dumb recruiters out there, but even the dumb ones will get a resume to a client if the candidate is even half way qualified. By telling a candidate if they don't get a result from a recruiter they should go around a recruiter is setting that candidate up for more failure. More times than I can count I have been asked by a client if I know of a Candidate who has contacted them. Yes, I do I rejected them because...if a client is using a recruiter they normally trust our judgement. Most recruiters do not reject surface qualified candidates, if we do it's because we know something the candidate doesn't know so they won't get the job going around us after we have told them it's not a fit. Why would you denigrate the judgement of a recruiter who rejects a candidate by advising that candidate to do an end run around a recruiter because they don't agree with no. Why advise a person to do something unethical because they don't like "no" How in the hell can any candidate determine if a recruiter has knowledge of the job or a hiring manager. Most probably the recruiter has taken one look at the candidate and the resume, knows it is not. Fit and is not going to provide more information. Great go around th recruiter, you aren't going to get hired but you will have paid some idiot too much if it was over a buck, to get you one more rejection. Are there situations where it is good for a Candidate to apply direct? Of course ,recruiters only fill a small % of jobs. Advising candidates to waste time, do sneaky crap and set themselves up for more rejecting and failure by digging around trying to go around recruiters is in my opinion, just cheap , cheesy advice. As someone said, why waste time trying to climb a greased pole to get through the backdoor,when one can stand on the ground, be ethical, honest and walk through all kinds of front doors. since your clients aren't recruiters and it doesn't make sense for you to advertise on this site, how about you quit taking up space, posting your linked blurbs and trying to generate traffic to your site. Either pay to promote your crap or quit insulting everybody's intelligence. There are no suckers here, so if it's not worth paying for, take your cheap bastard self someplace else.…; Added by Sandra McCartt at 9:13pm on June 19, 2012

Blog Post: Big tech goes bargain hunting: By Michael V. Copeland, senior writer

October 28, 2008: 6:14 AM ET

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(Fortune Magazine) -- These are the days that bring out the power shopper in Larry Ellison. With so much…; Added by 01. Lonnie McRorey at 2:46pm on November 6, 2008

Blog Post: Are You a Natural Born Recruiter?: Are You A Natural Born Recruiter?

What does it take to recruit talent these days? Is it as easy as it once was? When all it took was to post an advertisement in the trades, newspaper, job…; Added by Lisa Kaye at 12:55am on November 16, 2009

Blog Post: SkillStorm's Tech Tuesday: iPads galore!

The iPad3 is rumored to be introduced at Apple’s scheduled…

Added by SkillStorm at 3:11pm on March 6, 2012

Blog Post: TLS Continuum Part 22: Management what were you thinking? the good and bad of quotas: Everybody has them. Every organization has them. As the global workplace we call them by many names. But when we refine them to their roots they are all quotas. Salesmen are told they have to sell…; Added by Daniel T. Bloom at 1:50pm on October 2, 2015

Blog Post: The Future of Job Ads is NOT Video