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Comment on: Blog Post 'Does the Recruitment Industry suffer from short termism?': uitment businesses are there to make money and let's face it most of us are in the business for the same reason but using metrics that only focus on the amount of money the consultant is generating that month is counter productive. You are forced to focus on your immediate pipeline in a very short term way which can have an adverse affect on long term relationships and sometimes quality. The problem is that relationship building (and I am talking the long term, sometimes slow burning) is not a tangible quantity making it difficult to measure. Cash is the easy metric and one that most consultancies put the most emphasis on. It is a brave and wise manager who values and acknowledges the bottom line, quality of service and the long game of relationship building as equal parts of success.…; Added by Leigh Cosgrove at 4:21am on January 5, 2011

Comment on: Blog Post 'Social Recruiting: The Replacement for Cold Calling': embers worldwide and has recently unrolled a platform that caters specifically to recruitment firms and that's because staffing companies are clamoring for it, and why are they clamoring for it? Because that's where the people are, and they've seen tangible results by using it. Now we have the ability to easily search and find potential candidates that we can cater to specific necessities for any job. 500,000,000 Members (Facebook) 160,000,000 Members (Twitter) 80,000,000 Members (LinkedIn) Those are real numbers, which means social media HAS to be a real outlet to find candidates. White boards and Rolodexes can't be relied upon anymore like they were in years past. And I would contend that if you aren't finding candidates through the various avenues online, you may need a clinic on new age sourcing.…; Added by Justin Miller at 5:35pm on November 29, 2010

Comment on: Blog Post 'Social Recruiting: The Replacement for Cold Calling': premise about social media. What I have done is defended my statement to people like you who just outright claimed that you tried it, it didn't yield results so it's not worth recruiters time. It just not worth YOUR time. I cant repeat myself enough, there are people who are seeing tangible results from it. If you don't agree, that's fine but disagree with the premise that it didn't work for YOU not for recruiters in general, that's where my frustration comes from. We just keep going in circles, I'm not going to convince you, you certainly aren't convincing me. So let's just see where we're at in 5 years and catch up. I'll send you an outlook invite…; Added by Justin Miller at 1:31pm on December 1, 2010

Event: R4 Conference - Diversity: Myth or real: that diversity is working? The data on diversity is showing more and more the correlation between global competitiveness, financial performance and a diverse workforce. Attend the R4 conference and discover how several employers have discovered the competitive advantage of having a workforce that represents and mirrors a universal customer base as they achieved recorded financial success through the implementation of a diversity strategy that goes far beyond valuing individual differences. http://in.r4conference.com/?PageNum=5…; Added by Moises Lopez at 12:01am on August 4, 2008

Comment on: Topic 'Why is it so difficult to give feedback to applicants?': with the Candidate. This relationship will help me to Hire or Decline the Candidate, whatever the final decision. If it is Decline, I am much better positioned to give quality feedback because I was part of the interview & assessment. I want to leave a good & lasting impression with any Candidate we interview, so the door may be re-opened to the Candidate in the future. Information is key! If the Recruiter is not the one actually doing the interviewing, then the Recruiter must ask the right questions of the Hiring Manager post-interview, to generate meaningful feedback. I think it is the Recruiter's responsibility to "dig-deeper" with the Hiring Manager if the initial feedback on your candidate is "not the right fit" or "lack of chemistry". As a Corporate Recruiter, you better be able to put your hand on a tangible competency or skill that the Candidate is lacking, otherwise you may be putting your organization at risk under EEO laws.…; Added by Andrew Sutherland at 10:22am on August 24, 2009

Comment on: Topic 'What is the major challenge you see facing the recruiting industry in the next…': modity. From a candidate perspective, we are viewed more and more as a necessary evil (see http://lifewithrecruiters.blogspot.com/ for an example of this) while from a client perspective - especially since the introduction of the internet and job boards such as monster.com, we are viewed as paper pushers (resumes) and shotgun hunters (throw it against the wall and see if it sticks). The most important thing we can all do, again in my opinion, is to reinforce the value of our services by proactively facilitating the recruitment process throughout it's full lifecycle. Understanding the intangibles of a job order (the environment, the culture, inter-office dynamics) as well as the necessary skills and experience (beyond buzzwords) is a great start, but also developing a strong relationship with the candidate from first to last call. Just as companies have very specific tangible and intangible needs, candidates also have specific tangible and intangible needs. Because minor details are missed on both ends, the credibility and value we - as FACILITATORS - bring to the table is jeopardized. I represent my candidates, for the most part, for life. I know when they have major events in their lives and I track them - such as wedding anniversaries, job anniversaries and birthdays. Even though I may only work actively with them once in 4 years or so, I do my best to stay in touch. Then, when I deliver them to a client at some point, I am able to assess the culture for a fit, the environment, and of course I am crucial throughout the negotiation process. These services which used to be standard inclusions in our buisness are now rarer than the purple squirrel, and with large staffing conglomerations going for high volume/low markup business on a regular basis, of course there is no perceived value in our services. The way to combat and change this perception is to first, understand and believe in the value you bring to the table and the services you provide. Next, take your time to understand EVERY step of the process and make sure you are developing relationships along the way. Finally, stand behind your word. A commitment is a commitment. Just because you might have a large volume of clients or job orders to are trying to address, ALWAYS address quality over quantity. One good, detailed job order is worth 100 website cut and pastes. So what's my solution to this perceived problem over the next 5 years? To continue to take pride in my work by doing my absolute best, not taking shortcuts and forcing my clients to see the value I personally bring to the table. There will always be people with less pride willing to do it cheaper, but I can promise you this - no one can do it better. You are all winners for being here. Art…; Added by Art Pitcher to BillVick.com at 2:29pm on June 12, 2008

Blog Post: THE BILL GATES METHOD: Opinions may vary, but there is little doubt that Bill Gates has built, and continues to build, a very successful company. I find his secrets and his business strategies to be interesting and…; Added by Ann Clifford at 11:30am on May 11, 2009

Blog Post: Bright Spots – The Market Demand Report: As volatilityreigns in the financial and job markets, opportunities exist for candidates and staffing and recruiting firms as hiring demand continues to challenge the supply side of the…; Added by Scott Wintrip at 10:33am on August 10, 2011

Blog Post: “Begin at the End” in Hiring: We all know Steven Covey’s Seven Habits of Highly Effective People. If you haven’t read it lately, take…; Added by Mark Bregman at 11:46am on February 7, 2011

Blog Post: Becoming your own boss: Purchasing an established business is sometimes characterized as risky. But if you do your due diligence, with the help of professionals, you will have more confidence.

I suggest for people to…; Added by Mike Johns at 5:11am on November 11, 2008