Search Results - superior about

Comment on: Blog Post 'Are candidates running TO your opportunity or AWAY from something else?': mething else? This is the definition of the PRIME passive candidate, based on credentials and references. They are gainfully employed, or not--highly respected and have potential going through the roof. For this professional to want to come to you—they will have to be sold on your opportunity and growth potential (they must be selective for the right reasons as well). I often remind hiring managers to distinguish between candidates, with good credentials, who Want their job; and candidates, with superior qualifications, who might want to work for them but want to know more than I could tell them, and they want to hear it from the hiring manager her or himself. If the recruitment effort is done right such outstanding candidates can fit into your clues of mutual admiration, but only if the evaluation and wooing is done right. I often worry about getting a candidate sufficiently excited about a job and an employer only to hand them over to the SPANISH INQUISITION, WIMPY or MR. MAGOO (I date myself). …; Added by Valentino Martinez at 1:47am on August 13, 2011

by Nanci Lamborn SPHR and BrightMove Recruiting Software

Oh, no he didn’t! Oh, yes…

Added by Michael Brandt at 10:10am on June 15, 2010

Blog Post: Fighting for Superstars: It's superstars who make the critical difference in your company's performance. Everyone wants the superstars, and you have to fight for them - both the ones you have and the ones you want. Winning…; Added by Kathleen Quinn Votaw at 11:23am on April 3, 2009

Comment on: Blog Post 'Bad economy? Retain your talent!': than most people acknowledge) retention is the wrong thing. Certainly you don't want people to leave because they haven't had the best possible performance environment. But, you DO want them to leave if they aren't superior performers. You may even want them to leave if they are really good performers but have been in their jobs too long (you might want to shift them into something they know less about). Retention, in and of itself, is more likely to result in bureaucratic organizations full of people who have been there too long. Keeping the organization in a state of renewal just might involve making the place a little less friendly. While I agree that hanging on to really great talent is an important thingto consider, I'm not so sure that anyoneone has a really good definition of what "unnecessary turnover" actually is. What do you think?…; Added by John Sumser at 9:45pm on December 15, 2008

Comment on: Blog Post 'The Customer Isn't Always Right!': ough they are in the same industry forget that. Towards the end of last year I had a candidate in a high demand skill set. The hiring manager (HM) did not respond and just sat on the submittal. Hmmmm, I called him up and he said he did not want to "waste his time" if the candidate liked his job. I did say the candidate liked his job but I also mentioned that he did not like the arrangement, he was on contract and he really wanted full-time. But the HM focused on him having a general level of satisfaction about his day to day work as making him not worth his time. I had to educate/remind this HM that in this industry with that kind of skill set nobody is desperate, everyone is working typically on promising projects. …; Added by Elise Reynolds at 10:53am on February 22, 2012

Blog Post: William Almonte - What Recruiters Want From You?: In the focused universe of business, in the event that you need to make your place secure and fruitful then you need to keep contact with the selection representatives. In the event that you can…; Added by William Almonte at 1:13am on February 19, 2018

Stephen Hawking and Elon Musk both think that Robots and Artificial…

Added by Nicholas Meyler at 7:47pm on September 9, 2015

Comment on: Blog Post 'Is resume optimizing cheating?': kill should be reflected in black type on the resume or on an addendum that is a skill set summary. Not the slimey crap of hiding a ton of buzz words so it will come up. If any recxruiter is stupid enough to just search for QTP and not Quick Test Pro they haven't been doing online searches for more than about 20 minutes. I will defer to Ryan's far superior knowledge of techie stuff it's above my pay grade but when i first read it a year ago or whenever it was recycled my thought was, what a cheap chickenshit trick. But then i am a purist about cheap tricks and being from Texas i can recognize chickenshit without having to take a bite of it. So i suspect that is what the recruiters were talking about when they said it was cheating and would cause them to get all kinds of unqualified candidates. Fortunately or unfortunately , as the case may be, i am blessed or cursed with a photographic memory. I am delighted that Ryan has clarified the pitfalls and called your suggestion out for what it is albeing somewhat more politically correct than mine. …; Added by Sandra McCartt at 1:16am on August 7, 2012

Blog Post: Engaging Today's Entry-Level Talent: Now that the economy is beginning its slow uphill climb, boomers are beginning to think about retirement and the cycle of hiring entry-level talent is beginning again. Yet, a lot has changed in these…; Added by Richard Bottner at 11:20am on September 25, 2009

Blog Post: Tracking Candidates for Profit – Making Money for Your Company: I recently did some work for a large retailer who’s executives kept talking about increasing their customer base and of course their profits. While conductiong a recruitment audit it was clear…; Added by Francois Guay at 8:33am on September 20, 2011