Search Results - subsequent

Blog Post: The Avoidant Economy: Welcome to the Avoidant Economy, where cash is King and companies have made it their thrones as they sit on piles of it. Welcome to delayed decisions, fear of overhead, and the permanent change in…; Added by Scott Wintrip at 8:17am on August 31, 2012

Blog Post: Do LinkedIn members view Klout scoring as a credible measure of individual influence and reach? Let's ask!: I was fortunate to read through today's RBC Daily Update to find the subject matter addressed the Klout score as a measurable credential. I had recently thought about this subject myself.…; Added by schonfeld.michael19 at 3:04pm on October 28, 2011

Comment on: Blog Post '28 Tips for a Better Talent Management Strategy': and its set to automate everything to the extent of sucking all the human out of human resources. Any organization where process trumps results and takes the place of human interaction is bound to have no actual talent community/pool from which to source, identify and engage top talent. Second, these "helpful tips" are obviously more needed an a corporate environment which would do well to adopt a business-minded, proactive approach to recruiting - by creating an executive search level function in the HR environment. There is an interesting article & subsequent discussion posted on ERE on this topic http://www.ere.net/2011/11/09/stranger-in-a-strange-land-agency-skills-in-a-corporate-world/?utm_source=ERE+Media&utm_campaign=f009618260-ERE-Community-Newsletter-November-14-2011&utm_medium=email…; Added by Sylvia Dahlby at 5:15pm on November 14, 2011

Comment on: Blog Post 'Hiring managers and Social Media!!': e response (at first) but a few strong early embracers. As the Corporate Recruiter/Trainer I worked with the managers to establish their SM presence and it was not long until one of the managers received two good hits from prospects who viewed their profile on LinkedIn. These were two strong candidates who the manager turned over to me for contact and to make along story short both were hired for roles that are not always the easiest fills! Once these success stories were shared within the company (as well as all subsequent successes) it did not take long for MOST of the other managers to quickly jumpon board the Socail media train. Still have some hold-outs but hires from Social Media now greatly out distance those from true job posts and the myriad of job boards used! Most of the SM hiring still comes from my sourcing of these sites but the managers have made my job a great deal easier.…; Added by Ron Kubitz at 9:43am on September 13, 2012

Blog Post: Amy McDonald, CEO Rekrutr.com: This was an interesting show. I read some of Amy's articles about recruiting…; Added by Recruiting Animal at 5:31pm on May 29, 2014

Blog Post: Construction Recruitment Agencies – Points You Need To Know: The pace at which the construction business is developing, 5 years down the line, it will be a booming industry. In this field there are extraordinary chances for the talented individuals to…; Added by Sharon Kaith at 8:06am on October 25, 2013

Topic: Do you always go with your instincts about candidates?: g our intuition when hiring and going with our instincts about clients and candidates. I know myself that I have had those ‘Blink’ moments when I have interviewed a great candidate and just “know” they are great for a role or company without knowing exactly why. Other times you interview candidates and they stack up well on paper, when you meet them and so on, however for some reason something does not add up and you don’t listen to your intuition and inevitably it goes pear shaped. I recall one stand out candidate who I put foward for a role with a big four accounting firm who managed to charm us all (though I always felt something did not add up). She was quickly hired by the client and shortly after it all fell to pieces. If only I went with my Blinkfeeling I would have saved us all a lot of trouble. I would love to hear more about others Blink Recruitment moments - both the highs and the lows.…; Added by Kelly at 7:04pm on January 8, 2009

Topic: Men affected more by graduate unemployment: sis by the Higher Education Policy Institute (HEPI) may be of interest to those looking to outsource back office services such as recruitment agency timesheet management to an agency. According to the organisation, graduate unemployment has worsened significantly for both male and female job hunters in just one year, but the former appear to be particularly affected. Overall unemployment for university leavers has increased by 25 per cent, from 11.1 per cent in December 2008 to 14 per cent in December 2009. However, 17.2 per cent of young male graduates were without a job in December 2009, compared to just 11.2 per cent of females. The HEPI went on to reveal that despite the male population being larger, just under half (44 per cent) of graduate jobs are held by men. According to the body, their disadvantage "appears to arise from their lower participation in higher education, and their subsequent performance there". The High Fliers survey of 100 top employers recently revealed that up to 270 students are competing for every single opportunity in the consumer goods industry.…; Added by Stewart Roberts to Total Back Office Solutions Limited at 7:46am on July 6, 2010

Topic: Staff turnover to affect those intending to set up a recruitment agency?: ng to set up a recruitment agency. Figures released by PricewaterhouseCoopers (PwC) today (October 4th) show that, in 2009, 10.4 per cent of employees left their jobs - a figure which costs the UK £42 billion per year. The study looked at 1,148 employees and was based on an average salary of £25,000. The figure projection takes into account lost productivity as well as the costs of finding replacement staff and their subsequent training. "Companies often vastly underestimate the financial benefits of retaining existing employees," comments Richard Phelps, human resources services partner at PwC. The Telegraph notes that these figures are particularly significant as the research also shows that new positions are being sought by 24 per cent of UK workers due to dissatisfaction with pay. A recent study by Robert Half shows that the financial sector is struggling with hiring the right staff, as well as retaining them. Outsourcing back office solutions may help give recruitment agencies more time to help their clients hire suitable staff.…; Added by Stewart Roberts to Total Back Office Solutions Limited at 4:52am on October 12, 2010

Topic: I Have Recruiting Leads (Companies Looking to Hire) for Startup Recruiting Agencies, or for Recruiting Agencies Looking to Grow: iving some leads. Here would be the requirements: 1) My current fee would be 20% of YOUR fee, whatever it is, for the first hire you get as a result of my lead, plus 10% of all subsequent hires. 2) You MUST be HUNGRY (ie aggressively pursue these leads as they are specifically companies looking to hire), and GOOD (ie good at sourcing). 3) You must be aggressively priced and/or provide multiple recruiting options for the potential client. 4) You must have your own website and look and conduct yourselves in a respectable manner. IE you must answer your phone frequently, you must be nice to clients, etc. I get leads for all industries/positions, but specifically get leads for a few types of industries/positions such as: healthcare, sales, engineering/it, executive. Please let me know if you are interested by sending me a message or replying here!…; Added by Daniel Landon at 2:05pm on October 11, 2011