Super Open Networker
I am actively building my network. I am Top Linked, a LION, and all invites are Welcome! Please do not hesitate to send me an invitation, or let me know how I can assist you.
ch started BEFORE I connected with them. (Or is that 'reached out'?)
In fact today I'll be wrapping up #2 for the week. One is a candidate that was referred by the manager who had to let him go a few weeks ago. The old "we need to cut payroll - so the last guy hired has to go" story. So what did I do with this somewhat "undesirable 'active' candidate"? Well I sent him on an interview with my client! The guy is super. Really. I'm not kidding. He starts Monday.
Placement number 2? Believe it or not a lady I placed 8 years ago saved my number (business card) and let me know she had to move back home (Cleveland) and had already sold her home (Michigan). So what did I do with this "active" candidate? Did I tell her to wait and call me when she's NOT looking for a job? Thus regaining her solid qualification as a highly desirable "passive" candidate? NO! I sent her resume to one of the busiest companies in Cleveland. She starts a week from next Monday.
Please don't hate me for it........…
als and make some folks happy!
I am super ecstatic about breaking out on my own and I am staying very positive and definitely working with candidates to get some profiles in. If you are a recruiter with active reqs and you need some help...send me an email right now and let's agree, set the standard, and close your deals.
cruiters technologically savvy with google, boolean searches as well as scouring the Internet. Those are the type of people my clients hire for HR. Or they outsource to a major HR outsourcing group or contract recruiter I'm never able to gain advantage through HR technological incompetence--cause if they were incompetent they wouldn't be there.
Jerry, my daily life is like Paul's. Client gives me a list of companies they'd like someone out of. Sometimes it's industry specific and sometimes technologically specific. If a client needs someone with Oracle, many companies have the technology. But there are times they want someone with Oracle Manufacturing module experience, in which case going to an Investment or Insurance house won't work.
Paul, everything you say applies to my world. Companies want someone else's super stars. Sure, I've heard of companies laying off solely on a project's ending or based on salaries cutting the high enders. The constant is my clients ONLY want people they can't access. Those are typically passive/invisible candidates. Not all invisible candidates are passive, but if not on boards or sending their resumes out my clients usually can't access them. Anyone unemployed and actively looking, forget it. All my clients will have them and admonish me for competing with them on public venues.
Call them "passive" or "active"...it's all about if your client can access them. …
ssive candidates. We belive recruiting high quality employees through social media is the future!
Go to Jobgo.com to check it out for yourself
We would be happy to anwser any of your questions! Feel free to email us at firstname.lastname@example.org…
hey are purchasing.
Add to the fact that our commodity has a mind of its own, and you simply can't break it down to who is the client. No matter the situation, someone is on the losing end.
If you step outside the paradigm, and look at your business as matching instead of placement, you can make the decision to work only with people of quality on both sides of the equation. If you look at your job as matching two equally worthy people to work together, rather than a client company and candidate, you could sidestep the issue. Some recruiters (people like Harry Joiner) do an excellent job of making just this distinction.
The problem of course is that you better be really good at your job to take that kind of risk. We've all worked with people we didn't particularly like - sometimes actively, sometimes maybe there just isn't any personal connection, and it's all business. To my disappointment, I've made far more money and done a better job overall with those who were just business connections than those that were friends as well as clients.
Playing nice and being extra super special sounds good, but when it's time to pay the bills, can you afford to eat platitudes and attaboys? Candidates aren't required to do as I say - they look out for their best interests. Clients do the same, but at least they pay if I successful do my job.…
Added by Jim Durbin at 2:41pm on February 13, 2009
er what their background (always 100% unrelated) these dorks blast them with "hey your background looks perfect for our spammy team..." Super annoying! The other complaint is the ignorant staffing firm reps that don't understand that finding a "keyword" on a resume is not the same as finding a relevant match for the position. Some of them say they may occasionally get contacted for legit opps, but few and far between.
Anyway, most people I know that would be categorized as "passive" don't have their resumes posted online, anywhere and never have. Some do have a LI profile, but likely quite skimpy on content that might be searchable.
Have you tried Pinterest? Just kidding! ~KB @TalentTalks
Will Thomson said:
You know Monster gets a bad rap. I believe it is still the worlds largest database. I know we are all looking for passive candidates and people that aren't actively looking for a job, but Monster resumes go years back. There are a lot of resumes that aren't current and have been with different companies for years. I have had a lot of success with Monster and really digging.
this Webinar. This is the most advanced search engine sourcing class available today. This is NOT a software demo!
Please contact Kathy Maxwell, Operations Manager for JobMachine at 770-682-6988 or e-mail her at email@example.com in order to pay by credit card.
Join JobMachine’s Founder and Chief CyberSleuth Shally Steckerl as he presents an exclusive 90-minute “how-to” webinar on utilizing the most advanced search strings he has ever created, and how to apply them to Broadlook’s new sourcing and recruiting software, Broadlook Diver. Shally will show you how to maximize efficiency in using search engines to find active and passive candidates.
When: Wednesday, June 25th, 2008 1:00 - 2:30 pm US EST
Who should attend?
* Advanced researchers interested in honing their skill with the most effective search strings available anywhere
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* Even if you don’t end up keeping Diver after the free trial, you’ll still benefit immensely from these super search strings
What you will learn:
* How to use search engines to find hard-to-find candidates in seconds
* Reduce 8 hours of finding résumés and online prospects to 15 minutes
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* How to apply laser focused search techniques that you can use on just about any search engine
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BONUS!!! For attending the webinar, you get:
* A free 14-day trial of Broadlook Diver (this is double the regularly available trial period)
* $150 off of the regular purchase price of Broadlook Diver (cannot be combined with other offers)
* Free use of Contact Capture to automatically grab contact info for multiple people appearing in any file, web page, etc. (a $209 value)
* Free use of the new “Title Research” widget to generate additional, relevant job titles to expand your search strings
* Plus, a special custom set of Shally’s super sourcing search strings you can load right into the Diver application
*The deadline for payment is June 25, 10:00 am US Eastern time*…