wide policies that will affect our candidate if they are hired.
We should be working with the entire company to understand the hiring process, allowing us to understand hiring bottlenecks and how to fix them. Sometimes is it HR, but sometimes HR is only doing their job masking a bigger inefficiency in the system. And sometimes HR is doing a better job of protecting the company than the manager.
Our job is to know as much as possible.…
Added by Jim Durbin at 12:48pm on January 23, 2009
otential and our abilities. I suggest that the main reason for moving at a fast forward pace is because we start comparing ourselves too much with others and follow the same path. If we really understand our capabilities and the edges that we have (which require a PAUSE of course) then the pace could be even better. So the pause is basically to understand where we can capitalize.…
seekers completely understand and get job boards, but they don't. Just like any type of technology there are early adopters but most job seekers still don't understand the the basics of a job board and yet we build more and more widgets and functionality into them to "stay current" or "trendy" rather than understanding the communities they serve.…
ct. Since the power has shifted into your hands and you have nothing to lose, you might as well lay out the framework for how your relationship MUST work, in no uncertain terms. If he/she plays by your rules, you might land a placement and a future client who understands and respects your role in the recruiting process!…
fo works best.
I've had messages that are rushed and end with a garbled name and/or a garbled call back phone number. Or it's a message that sounds aggressive, bordering on unfriendly--from complete strangers.
There have been times where I've had colleagues try to decipher what I cannot understand in a voice message...and it's not in a foreign language.
e. I still find it amazing that with a PSA that states no cold calling or blind submission of candidates, the amount of recruiters who do not read and understand the rules of the PSA and call me. You have a responsibility as a recruiter to understand your clients and the parameters that you are allowed/not allowed to work within. Learn them, adhere to them and DO NOT create your own rules.
You catch more flies with honey!…
very important that corporate leaders have a better understanding of Diversity inclusion. We need measureable ROI and a stronger commitment.
I think when companies make the investment to understand the true Value of its People they will have a greater understanding of the uniqueness of every human being.
Diversity is a social responsibility for all organizations it is more than the color of one’s skin.
Every company has a legal requirement to implement a fair and equally opportunity for all.
Company’s need to develop strong strategic plans and goals that reflect the large consumer base they as a company target.
Company’s need to effectively understand how they will communicate this message to all shareholders and their leadership.
And last Company’s need to understand change by understanding capacity building.
In setting up a corporate diversity program we look at Seven Key areas for a solid measurable Diversity training program.
I think recruiting is very important along with Values and Training these must run parallel in order to achieve success.
I look forward to reading your continued posting on this topic.
Don Martinez is Certified Diversity Consultant and Founder of the Domar Group, Inc a retained executive search firm.
Recruiters need to understand that Recruiting is one part to the process, Understand the company’s overall strategy values will provide more clarity to help achieve the goal of attracting the best suitable talent.
Don Martinez CDC, MCC, MNLP/PT, PMP SHRM
Is an Author, Speaker, Entrepreneur and Certified Diversity Consultant
Create of “The Seven Dimensions to Diversity®”