Search Results - surprisingly relevant

Blog Post: Yeah RecruitingBlogs.com I found my peeps on the Blogosphere..: I have undergone a radical personal productivity "life art" recently. This consists of learning to live my best authentic self in recruiting, health and fitness. This hunger for knowledge and…; Added by Dawn Christine Khan at 12:00pm on April 27, 2007

Blog Post: Just4Medical.co.uk New Location Search announced: www.Just4Medical.co.uk

announces new location search facility.

Derbyshire - April 2010

Leading online job advertiser Job Affair…; Added by Richard Johnson at 8:12am on April 7, 2010

Blog Post: LIES PROSPECTIVE EMPLOYEES USE ON THEIR RESUMES: While honesty is indeed the best policy, too many prospective employees tend to stretch the truth-- or not use the truth at all-- when they are making their resumes. If you are an employer, it can be…; Added by Todd Moss at 12:33pm on May 13, 2008

Blog Post: Terminations in the USA: Part 2 – Red, White, and Grey?: As promised here is Part 2 of the Guest Blog entry from Julie Keeter, PHR.

In Terminations in the USA: Part 1 we provided two…; Added by Lisa Switzer at 3:33pm on January 16, 2011

Blog Post: 7 Careers You Achieve Under Business Degree

The skills you gain on a business and management studies degree will…

Added by Ellen Summerhills at 1:39am on February 20, 2017

Comment on: Blog Post 'Recruiters, toughen the f*** up!': West as cowboys.Today, IMO, recruiters need to be able to perform a role HR is unable to. They have social media, web sites, doing Google/Boolean searches, some have dedicated teams of 50 recruiters solely scouring the Internet, in this economy scores of people hitting those web sites with a surprising number being good enough to be considered. So we are definitely competing with HR, the resistance to working with us greater, and the assignments we receive are usually "problematic" jobs--if you're lucky your contact will truthfully share what the "problem" with it actually is.Being indispensible is the key. Having a niche where you're valued by your client being the "go to" person. Finding passive/insivible candidates companies absolutely can't. Dyll's doing it the right way. But any financially rewarding/attractive business (or personal) relationship/situation we can always count on competition as someone else will want it--as Dyll expressed.Being relevant in the marketplace is crucial to survival today. Finding out what that relevance is--even for this 32 year recruiter--isn't always easy and I'd get long winded explaining why. But if your client can do it, they likely don't need/don't want you.Ashley, you raise an important point. That was my experience. I changed going from a small to a national chain agency for 10 years before becoming self-employed. Your environment experience counts for a lot. …; Added by bill josephson at 9:59am on January 11, 2013

Comment on: Topic 'Question of the day: Why do you attend recruiting related conferences?': ny firms came as a group and that other solo recruiters sometimes had a problem interacting with other recruiters not in their firm or "group" so networking was not an option. This was surprising to me as I would think many solo recruiters there - and there were many - would want to network with some one that worked in the same discipline or industry. So the conference wasn’t a “networking” place for me. The last conference I attended was in the 1990s. I went to a “Big Billers” session. These were people from the Pinnacle Group or Society, or whatever they call themselves, who were going to tell what they do differently from everyone else and how they work and how they focus on niches to make as much money as they supposedly do. During the self introductions one of the women told what kind of car she drove and that started (seriously) a 14 minute discussion on what type of car they each drove and why they chose that particular one and the features and benefits of each car. REALLY? I was in the third row and got up to leave after 14 minutes (could it possibly go on longer?) and one of the great Pinnacle members asked why I was leaving – ‘I said I’m from Detroit, I don’t need a lesson on cars. If that’s all you guys know about I’m better off somewhere else’. The room clapped, the “great’” recruiters looked shocked that we weren’t impressed by their choice in cars and discussion. I continued to leave the room along with others – have no idea if they ever got down to saying something relevant. I have never had the desire to attend a recruiter’s conference again. I now sometimes participate in online recruiter training webinars if the subject matter is of interest.…; Added by Cora Mae Lengeman at 10:30am on December 6, 2011

Blog Post: Lessons from the Trenches: 5 Ws of LinkedIn Marketing for Recruiters: Like nearly everyone in business, we have been building our social media presence over the past few years. As recruiters see us out on social media sites, we often get questions about the "right"…; Added by Debbie Fledderjohann at 1:09pm on November 12, 2013

Blog Post: The 5 Key Pillars of Recruitment Marketing

The hiring market is embroiled in a vicious battle for the best talent…

Added by Ben Slater at 8:52am on November 10, 2015

Blog Post: Corporate Boards’ involvement in Talent Management: Highly influential Boards such as those at GE and Google have always kept talent development in mind when looking at long-term strategy. The Boards of these companies have relevant…; Added by Saleem Qureshi at 6:50am on March 11, 2010