Search Results - supply management

Blog Post: Why Staff Retention is the Key to Success in Haulage and Logistics: Why Staff Retention is the Key to Success in Haulage…; Added by Alicia Walker at 5:49am on May 26, 2021

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Blog Post: Better Economic Times plan for it, ...Employment Planning 2011 , a How to.: Vacation Plan for it, Better Economic Times Plan for it, Promotion Plan for it, Increased labor demand;…; Added by Susan Hand at 11:02am on November 8, 2010

Blog Post: The Struggle of the Small Business Skills Gap

Added by Sean Pomeroy at 11:03am on July 24, 2015

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Blog Post: The Four Bad Habits of Recruiters: The Four Bad Habits of Recruiters

Move toward a position of respect and strategic leverage…; Added by Holli Maestas at 10:28am on January 15, 2008

Blog Post: Tips to improve the candidate experience and boost your employer brand: Developing a positive employer brand should be the main focus for every…; Added by Investigo Ltd at 10:44am on June 10, 2015

Comment on: Blog Post 'To recruit or not to recruit? Becoming a NYC Advertising/Media/Marketing Recrui…': line media related searches. I don't focus fully on the online/creative space but follow it and am seeing an enormous pickup in my area, Boston. What could give you an advantage is your contacts and knowledge of the space. If you are great at assessing Online Art Directors for instance, that's a role I've seen huge demand for and it's one of those things that is so subjective. I had a client pulling her hair out trying to understand what made one portfolio stand out over another....they all looked good to her. That's where the inside experience could be hugely helpful. As far as growth potential as someone else mentioned, well there is definitely growth potential at an agency but maybe not the kind of growth most people are used to. When you work as a recruiter at an agency it's a very entrepreneurial thing. As my former boss used to say, your desk is like your own business and you have complete control over what you produce and how busy you are. As you grow in the business, your income can grow tremendously, and you may eventually want to go on your own and keep 100% of the commission. That's what I did and many of the others here. However, that is not everyone's goal and I know quite a few recruiters who don't want to go on their own and who are making impressive incomes at an agency and enjoy the comraderie and also the leverage that you get from having a team....it's really nice to bring in a job order and have five people jump up and say, "I have the perfect person!" Or who will make calls and find people for you.....and that goes the other way as well, when a colleague brings in an order and you've recently met someone through your daily recruiting who is ideal for the role. Another growth opportunity is into training and management. Some people really excel at this. One mistake I've seen recruiting firms make though is to 'promote' a top recruiter into a manager role and it's not a good thing. Most top recruiters enjoy working a desk and are not the best managers...and I'll be the first to admit I fall into this category. It's just not my strength. Another thing I'll say about recruiting is that one of the most rewarding things for me is when I am able to help someone secure their dream job. We do help people, but the thing to understand that a lot of people don't get about what we do is that we can't help everyone. Our client needs drive our recruiting efforts, so we are always focusing on finding that A candidate, often for needle in a haystack searches that others have given up on. The pharmaceutical client you mentioned, that happens and is just an example of supply and demand and we saw a lot of this in 2009 when the market was really soft. If there's an excess of available talent, it's a tough sell to pay a recruiting fee when people are banging on the company's door. However, in some instances clients will still use us for the same reason. We had a pharmaceutical client that needed to fill a senior level HR role and used us because they were overwhelmed by people applying who were not appropriate, mostly several levels above the role and they didn't have time to week through the hundreds of resumes pouring in. In my opinion, as one who has been through several recessions now, I think this is probably one of the best times to get into recruiting as the market is on an upswing and if you start now and work hard, you'll be positioned to do well. The most important thing to consider is do you really want to do this job and do you know what it entails? Social media can definitely be a part of your recruiting, but to really ramp up and get things done, you need to pound the phones, 50-100 cold calls daily. The good thing is that you can get things going very quickly if you put the effort in, and the more you do it, the easier it gets. Feel free to message me if you have any specific questions as I am very familiar with this space and happy to help. ~Pam…; Added by pam claughton at 9:16am on December 10, 2010