ty Recruiter be called/compensated for in the market place, as it's cheaper for companies to utilize their own internal good to very good recruiting staff despite, perhaps, taking longer or missing some candidates providing the ones they do find are hireable? What I hear most frequently in my pursuit to work with old or find new customers is:* "We have no requisitions"* "We have no requisitions we need assistance on as we're able to cover them ourselves for the time being."* "We don't use recruiters as we have our own internal staff."
* Hiring managers defering to Human resources as "HR calls the shots on whether or not to use TPR's and spending."* And in the defense industry which is my specialty "the government has decreed that Defense Contractors reduce their cost per hire making it difficult to cost justify using a Third Party Recruiter."So we can and should be superior to internal recruiters, but they're mostly pretty good and up. Will companies require the services of a superior recruiter when "pretty good" is getting the job done?
akes sense the more you do anything repetitively with training the better you'll be at it than others doing so far less. You could be the best recruiter out there.
But what I'm saying is superiority's immaterial when "less" is good enough. Getting the job done is what matters. Doesn't matter how good a TPR recruiter is or if superior to you. Bottom line is are you finding the people your employer needs you to find?If the answer is yes, the company doesn't require employing the services of an outside superstar with fee cost when able to get the job done with their own resources. If you're able to access the same or enough quailty candidates to fill your opening, you don't need to utilize a TPR no matter how good a recruiter they might be.…
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ust opening up the lines of communication helps. The idea is to build a relationship with one's superior where we can go with them with suggestions or simply ask questions. I'd probably just try to set aside some time to chat and just ask open-ended questions to learn more about the person's philosophy. That way I can act based on actual information. It's basically relationship building.
ss, it goes much further than that. To your question, we look at how do your internal processes, such as onboarding and training, align with your brand? Do new hires experience the same reality that you promote when you are recruiting them?
Here's some questions we think all new hires should be asked (and this data should be recorded and kept in a spreadsheet):
What do you know about our culture?
What do you like about working for this company?
What elements of the training do you feel were best aligned with our company culture?
Did your training experience match your expectations? If so, how, if not, why not?
Were their any elements of your training that you found particularly innovative or unique?
The point we're getting at is this: is your employment proposition realistic? if not, you'll lose employee engagement very quickly, and see less than superior productivity. There was a great article in HR Executive Online from the HR Director at 20th century fox, that speaks to how the onboarding process was very different from the brand, and how it affected their productivity. Links are below.
Story about onboarding at HR Executive:
Link to a conference session at the ERE.net Conference 2009
creative, general office, accounting, and some IT when I have temp needs). Their mulitiple divisions cover just about every discipline, they are well managed, provide excellent training and are always on the look-out for great recruiters and would most likely take a chance on someone re-entering the work force than other companies. I'm not an advertising vehicle for RHI, but I've used them for over a decade at multiple locations and their customer service and consistency is way beyond and far superior compared to all the other national firms in my opinion.
Good luck. The world always needs another great recruiter!…
untyJobs would not be retained search territory; if someone from BountyJobs doesn't reply tomorrow, I'll call them and get a breakdown by salary band.
I utilized Linkedin to see the background of people previously in the position and I know absolutely that my candidates were superior to people the company hired previously.
Of course, they were superior - they're you're candidates! Darren, LinkedIn profiles are like resumes; some people are just better at writing about what they've done versus actually doing it.
There were also other searches that were put on "hold" with no warning - this happens in our industry but I found the level of occurence on Bounty Jobs to be a worry.
Two words - Wall Street. Oh, have you also noticed all the recruiters looking for work these days? Why is that?
Talking about BountyJobs in terms of good and bad is like talking about the best ATS or recruiter training program: I know employers and recruiters who like the concept and the results.
Sure I was there in the beginning and helped Jeremy and Ron with employer and recruiter contacts but I'm not there now. BountyJobs is a different idea, one that this profession needs to consider as it continues to evolve. No one forces recruiters to participate in a search and can you blame employers for wanting to reduce costs? Perhaps there will be a percentage at which recruiters won't elect to work with and employers may not receive the quality they seek. I suspect at this point the percentage pendulum could swing in the positive direction.
Again, BountyJobs is a business; the marketplace will ultimately decide its fate.…
mployees while working with Sales and Marketing to increase revenue and profitability.
Provide clinical support for assessments of potential and current customers.
Provide on going training of the latest clinical needs and products
Work in conjunction with Sales and Marketing team to increase revenue
•Licensed LVN/RN with 2 – 5 years experience in nursing
•Strong personal computer skills MS Word/Excel/Power Point
•Ability to forge relationships and partnerships with customers, referral sources, vendors, and company personnel
Excellent written and verbal communication skills
•Knowledge of Home Health business including referral sources and reimbursement preferred not required
Superior presentation skills
• Ability to handle a variety of assignments
• Bilingual English/Spanish preferred, but not required…