get home to cook dinner with my wife, or play with my dog.
Maybe I had a bad experience, but I used to work in the recruiting agency world- and NEVER thought about stuff like that. I've since realized the constant pressure and MONEY MONEY MONEY mentality and no career path (besides simply managing other recruiters/sales people) really doesn't give you tangible goals to help you use your defined measure of success. I am now a corporate recruiter and while it is a high pressure environment, I work for a company that cares about my career development, not just my production. There are more things for me to learn and different ways I can contribute. All this seems to add up to options, and opportunity. Yeah, I may not make $135k a year right now slinging resumes here and there - but I get to concentrate on my craft, develop and implement ideas, and control my own destiny - I truly didn't feel that way on the agency side.…
rs are like any other specific tool..useful in specific times and situations, but we aren't a swiss army knife.
It also helps to have a year or two of experience before you even approach a recruiter..why would a company pay one of us to deliver them an entry level person..they can get 'em for free anywhere.
Question two: Hell yeah I read cover letters, so make it a good one. tell me what you want and how much money you make.,.,don't waste time telling me how good you are, that should be on the resume, expressed in terms of deals you've closed, problems you've solved, and revenue generated.
You mention intangibles..those aren't important in the initial stages...If the tangibles meet the specifications of our clients, you'll have plenty of opportunity to bring out the intangibles during the interview process.
Question Four: If anyone is bothered about being approached thru linkedin, they shouldn't be on there in the first place. that's what it's there for.…
a designer for a key project - the accepted convention to measure level of experience was not years/months/minutes or ability to learn [sic], BUT hours operating/working with program/package or software [i.e. minimum 3000 hrs], additionally we would have the specific details of what the 3000 hrs should include...
Whether a client or a candidate - both have un-realistic expectations and only be drilling down and talking with them and getting clarification on the measurable/tangible qualities will the recruiter really know who fits requirement/company
Institutionalized recruiters (3rd party agencies/RPO/corporate) are not paid to challenge the clients position description that has been produced by a pre-formatted template - they are paid to feed candidates into a system and hopefully in-front of the hiring/hr manager and get someone hired. Oh yeah and some 'recruiters' have a quota to meet of daily phone calls/touches/contacts/searches/presentations - to make the analytic's look good (whole different story line - don't you agree Animal/Lou?) …
you get to see or hear the excitement within a candidate. You literally make someone’s day, even better you help grow an individual’s career.
I’m an internal recruiter and I truly believe in the product I am selling to my candidates. I feel privileged that everyday I get to sell the opportunity for others to work in the organisation that I believe is a truly wonderful place to work. I love recruiting because I know when I make a hire I’ve not only made someone happy for a day, but given them the gateway to be happy in a long term career.
As the saying goes, everybody lives by selling something. Recruitment gives me my opportunity to make sales. It allows me to source individuals with the same unique value set as our organisation and give them a chance to be fulfilled everyday of their working lives.
I love recruiting as you not only sell a candidate a role, you sell a chance at a better career with what you truly believe is a fantastic company.…
ot an item. Success is experience.
Life is trial and error. You have to try things to know if it's a good idea or not. Of course, educating yourself before you make your decisions is a wise approach but even then, sometimes you just don't know until you try. You make your mistakes, you claim your victories and you just keep moving. Expect nothing, appreciate everything and keep moving.
I know a lot of good, smart people who sit around talking about what they want but never try anything out. They'll never be successful until they give it a try, no matter how good their ideas are and truly you're doing yourself and the world around you a great disservice if you don't value your ideas and put them into action. If cavemen hadn't tried smashing rocks together and rubbing sticks together we'd all be pretty cold, if not completely extinct.
On my computer I have a sticky note that reads: "Success is going from failure to failure without losing enthusiasm." -Winston Churchill.…
(b) It helps if the recruiter is involved with interviews, identifying a tangible gap and Andrew agreed that information is the key.
(c) Providing feedback should not be difficult according to Peter, though at the final stage it may more be scope or fit.
(d) Feedback throughout the process by setting the tone and expectations from the start is endorsed by Greg.
(e) The irony of honest feedback is profiled with candor by Sandra highlighting the real risk of honest feedback being used against the recruiter.
I am not sure how many of you have been involved with any claims of discrimination during the recruitment process? All of the discrimination cases that I have been involved with has been during employment (bullying, harassment etc), as result of employee and managers lodging claims and counter claims against each other. Whilst there is always a potential risk, the way in which candidates ask for feedback is probably the best indicator of self-improving Sally, or litigious Larry wanting to know.
Many of the applicants of today could be potential hiring managers of tomorrow and are expecting to be treated with respect by giving them constructive feedback, even if the truth is coated with a healthy dose of protecting the guilty and the innocent.
Feel free to add any other responses or thoughts!…
) nor are many of them using per-diem at this point or so it seems.
We do have several Perm orders but we submit individuals to the clients and they say "we already have them" but for some reason have decided to pass. We find individuals for some of the hard to find perm positions and the facilities aren't willing to relocate anyone..so then it goes up in smoke.
We have had 2 $20K positions that took our candidates to the end of the process and then said they were going to hold off.
Jerry Albright said:Michael - can you maybe shed just a bit more light on the roadblocks you have been facing? From everything I read - Healthcare is up for recruiting. Can you pinpoint a specific area that needs addressed?Are you getting no job orders? Are the fees too low? No enough candidates? Fall offs? What specifically is the problem - maybe we can offer some constructive ideas. (not that messages of hope and good thoughts aren't helpful - they sure are - but let's dig into the tool box and start working on something tangible.)