Search Results - the number of

Blog Post: The Dreaded Word...Metrics: In my experience most Recruiters or Human Capital Sourcing and Talent Acquisition Specialists (I like writing that:)) dread the word Metrics. I will agree that in our profession the most…; Added by Dave Graziano at 4:02pm on March 19, 2009

Blog Post: It's all about the numbers: Have you ever been to a job site where you looked at the hit counter and just scratched your head?

All websites want to publically say how good they are "we have X number of users on our…; Added by Thomas Shaw at 9:19pm on September 22, 2009

Topic: Third Party Thursday - Number Range Searches in Google (aka Numrange): hnique that Google offers us is the ability to do a number range search. They call it numrange. Unfortunately this only works in Google and not Live or Yahoo at this time. Most of the time, from a recruiter’s perspective, we would use this technique to search for a range of zip codes in order to locate resources in a particular geographic area. Many recruiters when they are seeking resources in a given city will use that city name as a keyword. Maybe something like: (intitle:resume OR inurl:resume) java “st. louis” (missouri OR MO) And yes, the above (very simplistic and incomplete) string will find resumes of Java people in the St. Louis, MO area. But…using this one leaves a lot of resumes on the table for the competition. The reason you are not maximizing your results is because by using the city name as a keyword (or in the case of St. Louis, a keyword phrase), you are passing up dozens and dozens of qualified resumes of people that live in a given labor market, but just don’t live within the city limits of the metropolitan area. So, a better way to expand your results is to utilize the number range technique. It is actually very simple. The number range structure: low number..high number Meaning you have your low number first, then two dots (periods) and no spaces, then your high number last. To use the St. Louis example again. Since I am from here I can tell you that all of the zip codes in my metro area begin with either 630 or 631. And I also know a zip code is usually a five digit number. So, my number range is 63000..63199. I just round down on the low number and round up and the high number. The better search string looks like this: (intitle:resume OR inurl:resume) java (missouri OR MO) 63000..63199 So now I am telling the search engine to find me pages that have the keyword resume in the address, have the keyword Java on the page, have either Missouri or the abbreviation MO, and have any five digit number in between and including the two numbers in the number range. Since I am using the combination of the state keyword and the zip code range for the St. Louis, MO metropolitan area, I am going to get many more resumes than by just using the city keyword as in the first example. You can use the same technique for any city. You just have to know the range of zip codes for that city. This same techniques can be useful in any number of non-recruiting uses as well. Searching for automobiles with a certain fuel consumption…you can type: (cars OR automobiles) 30..50 (mpg OR “miles per gallon”) Searching for inexpensive computers…type in: (computers OR desktop) $350..$650 Give it a try.…; Added by Mark E. Berger at 11:20pm on March 11, 2009

Comment on: Topic 'Multiple Openings Requisition': t is done this way because HR (Benefits) & Payroll require an official job requisition number to assign to each new hire to accommodate their pay, sick pay, pension, benefits--as well as for accounting/tracking purposes.…; Added by Valentino Martinez at 5:05pm on November 12, 2011

Blog Post: Strong Jobs Report, Real Growth Ahead?: Last week we had a strong jobs report. 261,000 new jobs is not a great number, but it’s a pretty good number. Considering the fact that this included significant disruption from multiple…; Added by Todd Kmiec at 9:43am on November 8, 2017

Comment on: Topic 'RecruitingBlogs.com Logo Contest!!! - Sponsored by Broadlook': I like the simle one with the people in a cluster, how come they are not numbered in this post, when i first clicked on I only saw 3 and they were numbered, in that case I like number 2; Added by Margaret Graziano at 2:49pm on July 16, 2008

Blog Post: Your phone number

I get an email from a friend or client and there is no phone number with it. It drive me crazy.

If there is a phone number I most likely call them back ASAP. But if I need to go…

Added by C. B. Stalling!! at 9:54am on September 2, 2010

Comment on: Blog Post 'Do you want a career or a pay cheque?': of calls compared to number of send-outs per day. No focus on hires. Activity is the key. 2. Draw against commission: (Sendouts / Placements) Number of Send-outs is compared to number hires. 3. 100% commission This is accompanied by a clear division of labour between Account Manager and a Recruiter. Follow up questions What is the specific logic that ties each method of payment to a different method of performance assessment? How are the 100% commission people measured?…; Added by Recruiting Animal at 10:55am on September 28, 2010

Comment on: Blog Post 'Survey Says.....': e called when they were actively looking for a job, but they should be proactive in thinking ahead on what happens with their number after they put it out to recruiters.…; Added by Ryan Harding at 11:58am on January 8, 2013

Comment on: Blog Post 'KPI's are bad for recruitment...': ay some recruiters process. In our office, we focus on total number of calls made, and we measure our successby the number of interviews, not resumes sent out. I measure what is important, and meaningful to our office. Number of interviews is extremely meaningful. I don't care how many people the recruiter had to screen, I don't care how he convinced our client to interview. I hope it wasn't by sending a resumes, but again, I could just be a grouchy old broad and not in step with the times. Why do I measure number of outgoing calls at all? Well, it is a simple way to making sure everyone is on the phone, and one only has so many relatives. It is amazing how easy it is for a recruiter to start at 100 calls a day and go to 10, with that 10 'feeling' like 100. So we count the calls. Low call count takes three months to manifest itself in production. By the time production slips, and the recruiter realizes DAH got to make more calls! It is too late. We honestly need to look at the number daily. It works. We count what is important to us. We are all adults. If you have to send a resume, a hot air balloon, or fly to the client site yourself, I don't want to hear about it. Just confuses the issue. I would rather not measure the number of resumes sent out, to do so would be to encourage an unproductive behavior. In my office, a high number would mean that you are papering companies with resumes instead of providing service by presenting qualified people that they want to hire. I guess we all gotta measure somthin'…; Added by Barbara Goldman at 3:42pm on April 9, 2010