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Search Results - strong ranged

Blog Post: Creating Salary Ranges: a starting off point: Added by Raj Sheth at 12:49pm on June 25, 2013

Blog Post: Cloud-Based Adoption Increasing and Hiring Demand Continues: Over the past 2 years, companies have invested heavily in cloud-based applications, due to cost savings in the current economy and overall process improvement. In a …; Added by Carolyn Menz at 9:25am on October 7, 2011

Comment on: Topic 'Salary Objections': ncome of sales people). This allows you to see if any raises were given and can also offer another talking point with the candidate. Once you have this information you can discuss thier expectations based on historical data. If they are seeking a big raise then ask them why they feel they deserve such a large raise based on the history. Also if you explain that you need three points of data in order to make sure the internal range, external market value and the candidates expectations are in line. Think of the salary discussion as a triangle with all three of these points and if you explain that the internal salary range and external market value are the two points you have a strong understanding of but you need to hear what the candidates expectation is so you can create the right number based on all three points of the triangle. Let them know that you are not asking this to disqualify them but rather to understand them and they will be more receptive to answering. Finally if they are really pushing not to tell you, which normally they don't after explainig the above, I normally just tell the candidate not to take offense but "I really don't care what you are looking for" and it has no bearing on me representing them or not. The number they are expecting just creates what kind of conversation I will have with the hiring manager. IE if they are seeking lower than the salary range I will be able to negotiate a raise for them or if they are seeking more than the range that is a different conversation with the hiring manager either prior to the interview or post interview but it needs to be done as quickly as possible as to not waste anyone's time. Hope this helps! Cheers, Stuart Musson Career Transition Specialist @ TalentLab Inc. LinkedIN: www.linkedin.com/in/stuartmusson Facebook: Stu Musson Twitter: www.twitter.com/PreciseRecruit…; Added by Stuart Musson at 10:51am on June 13, 2011

Blog Post: Hiring Demand for Recruiters Still Growing – Up 10% in September: During September, more than 5,300 job ads were posted for Recruiters. Although a decline from August's post-recession high in demand (when more than 6,000 new jobs were advertised online), this…; Added by Carolyn Menz at 9:23am on October 13, 2011

Comment on: Topic 'Finding Recruiters': them? A few questions: Salary range? Year? What type of technical recruiter are you looking for?…; Added by Ryan Leary at 4:25pm on November 21, 2012

Comment on: Group 'Recruiters Looking For Splits': rience. This position will Support the core HCM portfolio applications including Payroll, Benefits, Compensation and Talent Management Guide. Candidates should have Strong expertise in PeopleSoft tools such as PeopleTools, Application Engine and SQR. Great Company, a “world-class” leader in their industry. Jim@CheckmateRecruiters.com…; Added by Jim Aguilar to Recruiters Looking For Splits at 11:48pm on August 16, 2012

Blog Post: Is it time for a "social only" ATS?: I've been thinking a lot about Applicant Tracking as it relates to social. There is a clear trend towards social networking profiles becoming more widely used to evaluate talent.…; Added by Chris Russell at 1:54pm on February 14, 2013

Topic: Split - Engineering Leadership: nization offers strong global career growth opportunities. Candidates must have engineering management experience with strong preference for Native Americans. I'd be interested in hearing from anyone with experience in this kind of search or with a strong network in Native American communities. Compensation is in the $200,000 range with excellent bonuses and benefits. Fee is 20%. Please feel free to email me at dougfr@sciencereferralnetwork.com or call me at 520-320-7864 for more information.…; Added by Douglas Friedman to Recruiters Looking For Splits at 9:07pm on April 20, 2011

Topic: Need Help With Legal and Admin Roles: lly@kjmstaffingsolutions.com. Thanks!…; Added by Kelly Callahan to Recruiters Looking For Splits at 11:45am on April 2, 2014

Blog Post: Taking the Stress Out of the Salary Discussion: It is interesting how much stress there can be over the salary discussion in the interview process. If you ask me, it is the one question that should be easy to answer because it is factual. The…; Added by Cathy McCullough at 8:28pm on June 23, 2011