l amount of unemployed candidates. Are they legally bound to phone screen a certain number of unemployed folks per month? How is this enforceable other than skimming job descriptions on job boards? Technical roles for example are much more skill oriented -- tangible skills like coding languages, use of specific SW or HW, ect. -- and will remain more skill oriented than intangibles like how long a candidate has been out of work or that "warm fuzzy" feeling. They either have the skills or they don't. However, for technical contracts, the max length we looked at for someone being out of work and still eligible was 6 months unless they could demonstrate that they had been taking classes or keeping their skills up with home made projects. I think the main reason for not looking at those unemployed is ramp up time...especially if it's been over a year. There are plenty of things that a candidate can do while unemployed to leverage their skills, but most don't do anything other than feel sorry for their situation (I know this is a slightly ridiculous generality). Do you really believe that a candidate that hasn't had a job in 3 years is just as qualified as someone who has been employed over that same timeframe in the same type of role? …
nue for themselves and are a great way for the folks at the top of these organizations to make a big easy paycheck. Sure some of them put on some great events, I guess if the event isn't going to be great, who will spend their money on them, right?... I hear what you are saying about having a certification shows that there is a commitment to the profession that is tangible to others, but does that make the 17 years that I have been doing this either not a commitment or my resume intangible to others? Realistically, no... Now if it were a law that required licensing or certification in order to practice recruiting (like practicing medicine), or if I believed that all companies overlook experience and ability because someone else has a certification, I'd be more than happy to get some certifications, but that isn't the case right now, as nobody has ever asked for my certifications. They just want to make sure that they get the positions filled from someone that they like working with... My clients treat me like a trusted consultant, a professional and most of them over time treat me as a friend... I'm pretty confident regarding my knowledge of employment law, and stay abreast of changes as they occur. When I have legal questions, I do my research and have friends who are lawyers and judges that I ask. So to answer the question, "Why not?"... I guess I don't feel the need for it...…
t. Or the Wall Street Journal mentioning a great product or service. Blogging has brought the concept of buzz to a virtual level.
If our team posts a blog about the importance of internships, and takes the time to discuss the benefits for employers and students, that blog posting will come up in many search results that include keywords like "internships," "employer," "experience," etc. The more blog postings, the more we appear in search results. This ultimately leads to more clicks which pushes the aforementioned results higher. Again, creating buzz for your service and driving people to you.
We recently received a large volume of inquiries and new clients because of a blog posting. One of our team members posted a blog on a legal forum in a specific geographic area. Within 24-48 hours we had "buzz" among law firms and legal recruiters. This happened for 2 reasons: 1) Our blog (and company) came up in search results that extrapolated keywords from this posting. Various firms & recruiters read about us and gave us a try. 2) These organizations were satisfied with our service and posted our information somewhere else (i.e. their blog) as a great resource for legal recruiting. As you can see, this further supports the virtual buzz concept.
One needs to be careful however. Bad buzz (or in this case, negative blog postings) can hurt an organization as well. To avoid bad buzz, provide the services you promise. Provide the best customer service. No different than a food critic reviewing a restaurant.
e results of your finds and how they better the company on a daily basis.Work with an amazing management team and be paid not only for your ability to talk on the phone and source but also for your judgment.
The ideal candidate is still shaping their philosophies on what it means to be a good recruiter, driven by the good of the team, interested in speaking with well compensated, highly technical candidates, and likes waking up Monday morning ready to go to work because they enjoy their colleagues and career. Having a fairly high technical aptitude is important as well.
Please send me an email or give me a call if there is interest. All previous backgrounds and experience will be considered.
(512) 236-1517 x 230
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