te measures he is taking to get his name out.
I would suggest that the result of his advice to a job seeker who pays him could be judged by how well his blog here is working for him. The response he has offered up that of course recruiters would think this is bad because we are recruiters begs the question of why any idiot would post something on a site for recruiters suggesting that job seekers go around recruiters.
I don't know about other recruiters but I very often tell a candidate to check out an opening I may know about that is not listed with a recruiter or suggest they apply with a company I know hires people with a candidate's background. If they tell me they know someone who works there I suggest they go online, fill out an application or send their resume to HR or the internal recruiter. Then a call to someone who may know them advising that they have applied is more professional than trying to get in the back door first. If they know someone well it never hurts to contact that person to see if there is an employee referral program would the person they know like to refer them.
It's my take that the employment process starts with the person or department who has that responsibility whether it is a recruiter or the internal HR department. I have seen very few situations where a truly qualified candidate does not get an interview.…
r counselors rightfully encourage people to gain control of their digital brand and to use it to their advantage and there is nothing wrong with that. Lots of surveys and studies on the topic contradict what you suggest and it's a bit hypocritical to suggest that this is overkill when you have one yourself.…
possible who are in a position to make change or, at the least, work to improve the Quality of recruitment/recruiters.
As I said, we have a lot of people talking 'about' the system being screwed/broken, etc. but we have no one taking an active participation in actually changing anything.
The Beat Goes On.…
ing Six Sigma to HR that the attendees have come away with a totally new perspective on HR. One in particular was able by using the techniques int he seminar reduce time to hire by 60%. That proves to management and the organization that the system works. They also have to learn that the true source of the culture change is in the hands of the people on the front line.…
nkedIn group. After a month or so I will collect the best answers and post a summary on my blog http://booleanstrings.wordpress.com for all to benefit.
To respond to any or all of the questions, please post a separate discussion item.
[QUIZ-JAN2009-QUESTION 1] Can you suggest a search string on Google where brackets would be necessary?
[QUIZ-JAN2009-QUESTION 2] Can you suggest a search string on Google that cannot be built through it's advanced search page?
[QUIZ-JAN2009-QUESTION 3] Can you name three differences between "classical" Boolean syntax and Google syntax?
[QUIZ-JAN2009-QUESTION 4] Can you suggest three search strings to look for people who work at Microsoft or Yahoo?
[QUIZ-JAN2009-QUESTION 5] Can you name three ways to find out someone's email address from their LinkedIn profile if they have not specified it on the profile?
[QUIZ-JAN2009-QUESTION 6] Can you suggest three search strings for Google to find first, last names of employees of a specific company Companyname?
[QUIZ-JAN2009-QUESTION 7] If you have a person's name, email and company can you provide a string (or a way) lo look for the work phone number?
[QUIZ-JAN2009-QUESTION 8] If you have somebody's name and email can you provide a string or a way to find out the person's title?…
r come in and teach all of us and that's exactly what he covers, how to 'innerview' where you really dig and get to know what drives the candidate, and how to source via the phone and also how to get clients. It's very thorough and it works. If your friend can't afford to actually go there, then I'd suggest either his video tapes or CDs which are very affordable. www.morgancg.com
I have a friend who invested in going to the training because she wanted to shift from being a teacher to a recruiter. After the training, she started working out of her house, on her own, which is very difficult (I always suggest people join an agency to learn from colleagues and shorten the learning curve and make more money initially). She's now going on 4 years or so, and is doing great...she's made well into six figures each year. Pretty good!
ting its value for application to the recruitment process. My concern is that some recruiters may take such a recommended method literally. The legend of the “casting couch” is not a myth, so suggesting such a concept, even innocently—can open Pandora’s Box, particularly for those who don’t require coaching.
Professional recruiters, who are also cognizant of the legal limits of their profession, know how to "engage" candidates without crossing the line by getting personal with them. Therefore, pursuing a candidate for employment is not at all similar to how you would pursue a "mate". Nor is applying what amounts to a "dating formula" wash either.
There are limits for getting anyone excited about job prospects particularly if “Finding the perfect mate and the perfect employee” are actually considered similar as Assaf suggests they are. And if the application of the “Dating Game” formula to make a “pick me” impression is in one’s recruiting arsenal of tools/methods to woo the very best recruits—“Hello Pandora”.…