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Blog Post: Are You The One Responsible For Divorce Between Boss And Employees?: The boss and employees relationship is very critical. Above to that recruitment is a serious job. On it lies the foundation of good hiring or bad hiring.…; Added by Skillventory at 9:09am on August 9, 2017

Blog Post: Smiling, Happy, and Radically Accountable: After two hours of singing, dancing, and acting, the cast of Newsies was still smiling, as were…; Added by Scott Wintrip at 9:13am on April 15, 2013

Comment on: Topic 'Have any of you come across a job discription that REALLY grabbed you attention?': ather than the requirements of the job, as Lou Adler suggests. Here's what I wrote: "Every salesperson wants to represent great products and a great company. They want to make great money and have great relationships with their customers. Are you ready for greatness? ConMed Linvatec is a leader in products for minimally invasive surgery. Here are some of the things reps love about representing Linvatec. * Linvatec offers and extensive line of products recognized in the marketplace for exceptional quality. We have over 4,000 proven and innovative products for Sports Medicine, Endoscopy and Powered Instruments, like the TrueHD Camera- the only autoclavable camera on the market * Honesty and integrity are central to the way we do business. We "do right" by both our reps and our customers. * Sales reps can count on the full support of Linvatec, from excellent customer service, technical support, experienced mentors and a management team that supports their success in tangible ways every day. * In a recent survey, reps told us the three things they love most about representing Linvatec are: 1) Every single day is exciting and challenging. 2) They have the ability to make great money and an uncapped potential for growth. 3) They have the freedom to "run their own business" and do what they do best- building relationships with surgeons, growing their business, and closing major capital sales. If you have solid outside B2B or prior medical device sales experience, we encourage you to apply now for our opening in Danbury- but only if you are ready for greatness." It is still quite dry compared to Martin's, but I thought I'd take a chance and share. Love the Rock Star ad. We are about to redevelop our employment website with a new "brand" informed by the survey, so thanks for the nudge to consider a more creative approach.…; Added by Lisa McCallister-Grant at 1:02pm on April 17, 2008

Comment on: Blog Post 'So this is social...': efinition of acceptable behavior. While there are certainly Acceptable Use Policies in place for these networks, I think we can agree that 99.99% of the communication that takes place within and across these networks, including my original example, doesn't violate any written policies (although Sandra referring to people as "internet marketing whores" is very close). Where communication becomes "dicey" is when it risks violating my own personal "code of conduct". If I've opted in to a network and haven't articulated my personal code of conduct in any tangible way, I'm relying on the personal codes of conduct of everyone in my network. In other words (and Jerry is going to like this...) it's a community thing. A. I let this individual into my network so I hold some measure of "community" responsibility for their communication with me and others. B. I think I exercised that responsibility by notifying the individual of my dissatisfaction with the communication. I'll also agree that I could have communicated this in a "kinder and gentler" fashion :) C. I'm now convinced that the worst thing to do is delete a communication that I find unpleasant and move on. If I don't in some way voice my "code of conduct", I begin to abdicate any role and responsibility in future communications within my network or "community". My code of conduct is then dictated to me by Sandra's "internet marketing whores"...queue the visual where we picture the end of civilization as we know it! D. I think we're required to exercise the responsibility to articulate boundaries or our personal codes of conduct to those within our own networks. If we don't, we'd better be happy to STFU when someone else dictates the terms and conditions of our discussion. Peace. Out.…; Added by Frank Zupan at 6:27am on December 13, 2011

Blog Post: Organic HR: Sustainable, non-toxic, and low on chemical fertilizer, Organic HR is something I have been developing for the last couple of years, based on over thirty years in the trenches of large and small…; Added by Kim Bechtel at 2:56pm on February 13, 2010

Blog Post: Hiring: Can You Do Better Than Flipping a Coin?

Added by Mark Bregman at 4:26pm on November 8, 2010

Blog Post: Focus or Flavor: Take No Prisoners is a free weekly memo from Scott Wintrip that explores how Radical Accountability prospers companies and changes lives. Instead of…; Added by Scott Wintrip at 10:02am on May 14, 2014

Comment on: Blog Post 'Networking: Enough to go Around…': benefits. I recently presented a candidate for a position and he made it to advanced rounds of interviews before the client decided to go in a different direction. He took the news well and was impressed enough with the process that he stayed in touch with me. In fact, he asked if I could advise him on a deal that I was not a part of. I asked him if he had another recruiter he was working with on it and he said that he did, but he wasn't getting any value out of that relationship. I felt like it was ethical of me to give him a hand without any expectation of a quid pro quo and I with no intent to negatively interfere with a colleague's placement. I liked this guy and thought he was a winner. After an extended coaching call this morning, he thanked me and before we hung up, he gave me a lot of information about other companies where he had been interviewing and had decided to take a pass. I knew that he had been actively looking when I presented him at the first place but I had respected his privacy and didn't press him for info on these other firms at that time. He volunteered this client info with the understanding that it might open a few doors for me, which it very well might. So even if you're not looking for a direct incentive to network with someone, good things could drop in your lap. The other huge benefit (to me) of networking and coaching/advising is that it serves to expand and enrich my personal knowledge base. I find that creative problem solving gets easier with each case study I'm exposed to. Candidates and clients love it when we're able to offer a different point of view on a "problem" and it opens up the potential for a host of positive outcomes for all involved. Good post, Bruce. --Chris…; Added by Christopher Perez at 10:24am on June 1, 2012

Topic: Third Party Recruiter Training: Aghghgh! You’ve been Taught Client Development the Wrong Way!: suspiciously phony phrases such as “I had a pretty interesting conversation about you earlier today.” It’s weak and generic and your client will sense that he was number 20 on a list of 200. Also, don’t say things like “I work for a pretty interesting company.” Or “I’m calling you about a great opportunity.” Or “I only recruit exceptional candidates.” Or here’s the worst of them all: “we are headhunters who match high performing people with companies who refuse to recruit mediocre staff.” It’s a very weak self-proclamation of your value. Adjectives are weak, especially when you use them to describe yourself. When you speak this way, you sound like a phony and unctuous BS artist. Instead, open the door with a high performing candidate who can bring specific value and tangible results into the picture. Or find a referral. That way you can structure your opening phrase so that it begins with this: “You and I have a common friend in John Smith and he suggested I give you a call.” Then, you say things such as “We helped John’s company increase their margins by twelve percent through the placement of one of our recent hires. We do executive search and specialize just within your niche, and John told me about some recent changes in your company and thought I might be able to provide similar value. Is this a good time to talk about that?” Forget about building credibility by touting your own opinions of yourself. It used to work twenty years ago. Not in today’s world where buying resistance is at an all time high. Specificity always builds crediblity. In today’s world, people are busy, don’t have time for silver-tongued snake oil salesmen and can see right through it.…; Added by Scott Love at 1:44pm on March 5, 2010

Comment on: Topic 'Why is it so difficult to give feedback to applicants?': ck, even if the truth is coated with a healthy dose of protecting the guilty and the innocent." Respect and compassion are the key issues here; I've also had instances where the applicant said they wanted to know truthful feedback, and when giving them the "reason" it's not really want they want to hear....what they want (and need) is a job. Charles Van Heerden said:What a great debate and enlightening responses from all and I will try and summarize:(a) Several root causes as highlighted by Thomas, suggesting recruiters do post interview follow up to give a real answer.(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! …; Added by Greg Inguagiato at 9:39am on August 26, 2009