Search Results - specific effort

Blog Post: Why Recruiters Should Become Sole-Source Providers NOW!: Recruiters who can satisfy ALL of their clients' staffing needs as sole-source providers could find themselves in demand as companies look to streamline hiring…; Added by Debbie Fledderjohann at 12:29pm on March 15, 2013

Blog Post: Why New Media Recruiting is a MUST!: Here is further proof that if you use new media to communicate to your customers (aka candidates) your company will have a much more favorable impression. Research firm eMarketer released this…; Added by Chris Russell at 9:30am on October 30, 2009

Blog Post: Do You Know What You Are Looking For?: So often, I have people that are looking for a new job, network with me but they can’t tell me what kind of position they are seeking. Sometimes they only know they don’t want to do the same thing as…; Added by Harry Urschel at 1:07pm on October 22, 2009

Blog Post: TLS Continuum Part 53: What m I supposed to do?: You are a member of management of your organization and you have an employee who Is not performing to the level that the organization requires, so what do you do? If you re like many managers your…; Added by Daniel T. Bloom at 11:14am on June 24, 2016

There are several advantages to…

Added by Jared Jaureguy at 3:12pm on October 19, 2017

Topic: Try this Interview prep tool to better prepare your candidates www.wintheview.com: ey) a site that candidates can go to and prepare for their interview by going through our step by step process that helps them develop content to support their qualifications for a specific job opportunity - interview. Currently we offer a 30 day free trial, so it really shouldn't cost the job seeker anything unless they wish to come back later and make more presentations. We have hundreds of success stories. Used properly, this tool is extremely powerful and adds value for recruiters by helping their candidates prepare much more thoroughly for a great interview performance. Call me or email with questions on how we've used this tool www.wintheview.com…; Added by Ken Diamond at 9:56am on November 25, 2008

Comment on: Blog Post 'The basics on managing the flood of resumes': for the specific user will always be the most effective for that user. This certainly applies to the world of 3rd party recruiters. However, in corporate settings, recruiters who are part of the company and often part of the HR department, almost always have to work within the confines of a system or business process. I believe the best way to manage those situations is to narrow down the focus of your recruitment marketing and sourcing activities, and reviewing fewer resumes more thoroughly. To be sure, it's easy to see who could qualify for a job with a quick scan, but it takes more time and effort to identify who would be the best fit and bring the most added value to the organization.…; Added by Jason C. Blais at 1:14pm on March 2, 2011

Comment on: Blog Post 'When the Candidate asks..."Why didn't you call me?': y of a recruitment is a p e o p l e business, and that means treating people with the decency and respect required. Either do your job properly (as illustrated by those that do respond) devise a system by which you do come back and respond, or sorry to say get out as you are are not fit for purpose. There are no excuse in this day and age for not shooting someone a 10 second email or provide an answer, be it generic and/or of a more candidate specific nature. The excuse of 'if you are of interest I'll call you, if not, - black hole' sorry that belong to 3rd rate down a basement dodgy recruiters that should be ashamed of themselves.…; Added by Jacob S. Madsen at 9:34am on March 27, 2013

Blog Post: Facebook Fan Pages, What Are They Good For?: If your company is focused on hiring entry-level employees, being active on Facebook is an essential element of your overall recruiting strategy. Looking at…; Added by Omowale Casselle at 8:59am on March 3, 2010

Comment on: Blog Post 'Acknowledging the Elephant in the Room': hen we have a better chance of receiving quality responses. Will this discourage all candidates from applying for positions for which they are not fully qualified for? Probably not, but it could play a role in improving the overall talent pool and possibly identify potential candidates for future opportunities in the same industry sector. For example, I may be looking for a senior level geophysicist today, but in the future I may have opportunities for that junior or mid-level person who responded. With the unemployment rate staying above 9% in the US and over 12% here in California, can we really blame candidates for pursuing opportunities even when they only partially meet the requirements? I have tremendous respect for any candidate who takes the initiative to attempt to sell me on why he should be considered for a particular opportunity, but this doesn’t mean that I will ignore the critical requirements. However, I will engage in a positive dialog with that individual. Creating a positive candidate experience may seem like a wasted effort to some, but I can say from experience that these little seeds that we plant today can lead to great referrals as well as new business opportunities later. Most often, we get back what we give. It’s a perk of the recruiting profession that makes it all very rewarding. …; Added by Lori Siets at 7:17pm on April 14, 2011