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Comment on: Blog Post 'Simply The Best?...What Makes a Great Recruiter': nth. Even as an agency owner, I would want to lead from the front, so that my instructions to my recruiters had more credibility. Judging the best recruiter can depend entirely upon your perspective, whether you are the employer, candidate, agency owner or a colleague. As an agency owner, my focus was primarily on the size and consistency of the fees, but I'd also be keen to see new clients acquired, new sectors established, and exclusivity secured with customers. I much preferred a recruiter who billed consistently to one who interspersed blank months with enormous fees. These recruiters would often also be a drain on office morale too. In footballing terms, it's just not enough though to play expansive entertaining football, if you're stuck in the relegation zone. Winning is much more important than losing with style. Value is the key word I consider. How much extra value (short and long term) is this recruiter adding to my firm? Modern networks have added to the ways in which a recruiter can show their worth, but the bottom line remains the same.…; Added by Stephen ODonnell at 9:25am on April 16, 2010

Topic: Renewable Energy: eading this on your off time, but if you have not added renewable energy into your portfolio, I think after reading this article you might want to consider it at least as a potential growth area. For the quick spin, look at page 13 and I think you will see why I brought this to attention with the Midwest Recruiters. Some other research I've done strongly points out that we've also got to figure out a way to distribute the energy from one location to the others that need it. (in the utility industry, this is what we are calling the Transmissions department) As you see on the map, there is some distance where you build the wind turbine and where you send the energy and right now we have to figure out something that will allow it to transfer without losing it's power strength. (Personally I think maybe if they could set up some storage locations and pump the energy in short distances and store then somehow build up it's strength and shoot it out to another station until it reaches the area that needs the energy) Another thought is if we could build some storage device on a truck/train and transport it without losing it's level - maybe sun panels on top of the truck/train to keep the levels up during transportation to the storage location. I've got too many spikes going on in my head right now ;-) Feel free to contact me if you think you want to get serious about this sector of the business. IMO we are going to have to work together to make this a successful venture because I think if the new gov't signs onto this as it looks like they will, this is going to be a big trough everyone is going to line up to feed out of and it will be very competitive to find talent. *NOTE* I've only researched this about 2 -3 weeks seriously so far and made about 25 calls to potential clients and I should know next week if I get 2 of them signed up to work with me. One COO told me they had already hired 10 people from a firm this year they were working with and they are a smaller player in the market. Now take that figure and x 3-5 decent sized clients and I think you would have a good book of business going for you. You could go the way of Wind/Solar/Water for renewable and there are a huge number of areas to expand your services (Engineering, Transmission, Construction, Proj.Mgmt, Technology, Regulatory, Science and much, much more) Summary - If you have doubts about this sector of business, turn on your TV or read a newspaper, it's spoken/written of daily - but think about where the energy came from for you to be able to read this ;-) Enjoy…; Added by Dean Lockett to Mid West Recruiters at 12:01pm on November 15, 2008

Comment on: Topic 'Future visions': k. http://www.nytimes.com/magazine/ Excellent piece on how the big and small banks who took on risks misread or misused the widely accepted method of risk assessment, a mathmatical formulation called VaR, or Value at Risk. What the article appropriately points out is that this formula could not predict what is called a Black Swan event -- where the risk assessment calculations were based on issues/factors that were not able to account for the current events. So as the big boys at Merrill and Bear Sterns pushed for more risks (which equated to more profits) they relied on a faulty risk assessment tool, or at least that is the claim of some analysts. Hence their current quagmire. I think we need to take a deep breath and approach how each of respond to this challenges with some common sense, although I realize that common sense in forecasting the short to mid-term economic coniditions may be the world's great oxymoron (right after country music). l think the best leaders will take steps to look at performance and profits, not head county or some arbritary expense target that may allow the short-term profits to look better but could hamper the company's ability over the longer term. I think there is a time when taking losses based on a prudent risk assessment, using P&L for service lines is acceptable, or even preferred, as a management strategy. We are encouraging clients to lookat the quality of their executive team and use this crisis to cut the so-so performers, and recruit stronger leaders. We also will emphasize our consulting services, helping clients to strengthen their internal recruitment and employment processes for those positions we do not cover. This would include setting standards for outsourcing firms in terms of their placement and client satisfaction guarantees. A crsis is a terrible thing to waste. I am concerned but at this point I am not OVERLY concerned. Focus, hard work and innovation will carry us through, I believe.…; Added by John G. Self at 12:21pm on January 4, 2009

Blog Post: Candidates Experience Discrimination After Just One Month Unemployed: What does a worker who has only been out of work for a month have in common with one who has been unemployed for six months to a year? It appears they are both just as likely to be rejected for…; Added by Debbie Fledderjohann at 1:21pm on August 7, 2012

Blog Post: US Jobs Report Falls Below Expectations, Adding Just 113,000 Jobs in January: This morning, the Bureau of Labor Statistics (BLS) released their Employment Situation Summary for January, showing that…; Added by Ashley Zito Rowe at 11:45am on February 7, 2014

Blog Post: 5 Recruitment Marketing Articles of the Week 8.12.11 to 8.19.11: Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting…; Added by Chris Brablc at 10:20am on August 19, 2011

Blog Post: Great Moments in Motivation: We introduced a very simple program and gave folks a one-week grace period to get with it. On Monday mornings, our HR folks check for timesheet compliance. If someone missed a day or a few…; Added by Anthony J. Meaney at 6:57am on May 12, 2008

Topic: CV or Resume has to make a first impression in 2014 in just 7.6 seconds: 2014. Do you agree Recruiters? Hiring Mangers? The first part of the process was for the recruiter to use an applicant tracking system (ATS) to determine initial suitability. The resulting short list of candidate CVs was then scrutinised by a recruiter to ascertain the "fit" of the candidate against the role specification. The average time to say yes or no to a CV suitability was found to be just 7.6 seconds. Interesting way to conduct a study, but if you disagree with the finding it is good to know this same firm offers resume writing services. ; ) Full Article via Bristol Post…; Added by Tim Spagnola at 4:53pm on February 13, 2014

Comment on: Blog Post 'Psychology of a Counter Offer – The Trust Issue': me excerpts: Before you succumb to a tempting counteroffer, consider these universal truths: ♦ Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect. ♦ No matter what the company says when making its counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason), you will lose your status as a “team player” and your place in the inner circle. ♦ Counteroffers are usually nothing more than stall devices to give your employer time to replace you. ♦ Your reasons for wanting to leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promise made to keep you. ♦ Counteroffers are only made I response to a threat to quit. Will you have to solicit an offer and threaten every time you deserve better working conditions? ♦ Decent and well-managed companies do not make counteroffers…EVER! Their policies are fair and equitable. They will not be subjected to “counteroffer coercion” or what they perceive as blackmail. If the urge to accept a counteroffer hits you, keep on cleaning out your desk as you count your blessings.…; Added by Todd Lempicke at 12:16pm on February 11, 2010

Comment on: Blog Post 'My Letter to Gen X & Boomers: The Debate is about Expectations, not Respect': we are a lot like our counterparts were when they were in their 20’s – we want the same types of thing of out life, have the same goals and dream the same dreams they did." I think high talent Gen Y are just like any other high talent in many aspects: -Are self-aware and expect feedback from managers, mentors, and peers -Want to be stretched and challenged in what they do at work -Are ambitious, and will invest extra initiative to demonstrate they can optimize/innovate when given the opportunity -Expect to be rewarded for going above and beyond -Don't tolerate environments that do not offer opportunities to grow/develop/advance I think where Gen Y differs is they are accustomed to a much higher degree of multitasking (thanks to living through their formative years listening to their iPod while texting and doing homework simultaneously); they are much more accustomed--and comfortable with--working collaboratively (and many universities have embraced this in their curriculum, especially in Business programs); and they are very accustomed to being highly programmed with short- and long-term activities pre-planned (think course syllabus or overall degree path). These things need to be taken into account when developing your recruiting strategy and communication plan, and also when developing an internship or FTE talent development program.…; Added by Jon Jenks-Bauer at 1:21pm on February 18, 2010