Search Results - visceral

Blog Post: Goal Setting – The Most Effective Ways

Scott encourages you to use your ‘grindicator’ – your visceral reaction to the rightness of a goal for you.…

Added by Scott Wintrip at 9:54am on December 27, 2012

Comment on: Blog Post 'Will my Klout score get me a dream job in Digital Media?': ng in filling marketing/PR/social media jobs back in August, and less than seven percent say they consider candidates’ Klout scores in deciding whether to pursue them as prospects (http://blog.bullhornreach.com/post/34632815358/top-5-ways-to-scare-away-recruiters). Weighing Klout scores for marketing/media jobs at this stage reminds me of a college interview. A really bad one may keep you out but a really great one won't necessarily get you in.…; Added by Vinda Rao at 1:02pm on April 1, 2013

Blog Post: Background Checks for Corporate Jets Proposed by TSA: A proposal to start conducting background checks on anyone involved with corporate jet flights is already causing trouble.

The…; Added by Cheezhead at 2:02pm on March 2, 2009

Blog Post: Truth be told...the truth will emerge...and expose the truthlessness.: Kudos to Stephen Doyle of Doyle Partners…; Added by Valentino Martinez at 3:01pm on April 22, 2011

Topic: "I Just love people!": ar career path. Several of the candidates replied that they had chosen HR as a career path because "I just love people!" I am certain that because I was an HR practitioner before I came over to the recruiting dark side, I always cringe when I get this response. First, I cringe because I believe that there is far more to the HR profession than just the love of people. Secondly, I think that this particular answer is one that some candidates believe the interviewer wants to hear and that is an even more frightening thought. As recruiters, we weigh answers from candidates. I sincerely believe that most of us try to make certain that we are weighing candidate responses with our best "client focus" possible. That is; we want to do the best job we can of matching client needs/expectations and candidate needs/qualifications. Unfortunately, stereotypes do exist and we recruiters do react to them. Again, speaking from personal experience, I find I must set aside that initial reaction and press on. I need to dig deeper with a follow up question if the candidate has met all of the "Must Have" criterion of the client. I cannot allow my visceral reaction to blind me to the possibility that I could be over reacting to a personal pet peeve. So I can only offer this: Keep the recruiting requirements clear and firmly in place in front of me. Remember that the candidate will be working for the client and not for me. Remember to ask a detailed follow up question before I make a 'go - no go' decision. Keep your pet peeve chained up and your mind open.…; Added by Tom Dimmick at 11:54am on June 14, 2011

Topic: What Are Your Thoughts When One of Your *Top Clients* Starts Broadcasting Positions On BountyJobs, RecruitAlliance, Dayak, etc?: on unit/team/architecture about 9 months ago. Before this point, I had access with the decision makers . . . however, Talent Acquisition immediately prohibited any discussions with Hiring Managers outside of their knowledge. Every call had to be 3-way and they had to be copied on all email correspondence (understandable, if you ask me . . to a degree, anyway). My only thought is that the TA employees hired came in with an 'us versus them' mindset in dealing with 3rd Party Recruiters - if you've been doing this a little while, you can tell by the tone and inflection of conversations -- as with all new relationships, it takes time to earn trust. Anyway, the output/results from implementing a dedicated TA function has went starkly south. Fallouts increased 50%, offers aren't being accepted at the same levels, the recruiting process now has several additional steps that makes the candidates feel as if they're on an assembly line or in a meat grinder, etc. As in any math equation, using more steps to get to the result increases the variability, or 'margin of error'. While I don't have the data in front of me, I can only imagine that the TA function is operating well below direct ROI, and that isn't calculating the opportunity cost associated with fallouts and a lower acceptance rate. As the Hiring Managers are now calling me complaining about not getting candidates anymore (at least, good ones), I always felt that I could work through the newfound inefficiencies . . . that is, until this morning. As I check the online Vendor Mgmt Systems every week or so (BountyJobs, RecruitAlliance, etc.) to see 'what's going on in the employment space', I came across this Client broadcasting their open positions for the world to see. I'd like to reach out to RBC to see what the community thinks about this situation. Here are some questions: a. Have you encountered this yourself? b. What was your first thought and how did you feel? c. What did the ensuing conversation with the client sound like? d. Did you walk away or play the 'wait until they come back around' game? Looking forward to your thoughts . . .…; Added by Joshua Letourneau at 9:44am on December 17, 2008

Topic: Color My World: set according to color and length of sleeve, leg, or skirt. It works out well for me. But, I miss my file folders in all different colors, I miss having a reason to use my 36 different colored sharpies. I still keep them around. I always will. With our transfer to and fascination with "all things virtual," have we lost the need to organize, color-code, systemize, and categorize? Oh yes, I know there are virtual folders and if you are like me, you can color code events and calendar items in Outlook, but is it the same? I used to love sectioning off the Director of Business Development candidates in the red file folders, while the Director of Product Development candidates were in blue, and the Organic Chemist' candidates were in purple. Holding paper resumes that were marked up with my handwritten notes gave me such satisfaction. It showed the work, in my hand! Handwritten professional references on a yellow pad were time consuming to transcribe but those conversations were etched into my brain because they were etched by my hand. Relationships seemed more solid because there were mounds of paper behind them, backing up every conversation, not collapsible notes in a CRM or added details in an online address book. Business cards went somewhere instead on in stacks on desks and tossed in drawers. The notes on a business card meant something and were always visible as you cruised through your rolodex. I miss the way we used to touch paper, write on paper, file paper, find paper and read from paper. It is earthy, it is visceral. Like face-to-face communication - almost indelible. It was the cement, the glue, the binding, and the handshake. The hash marks on my daily call sheet, the whoop when a resume came in the mail or via fax, the hand-written thank you note from a candidate or hiring manager. Now we just pray for a LinkedIn recommendation. © by rayannethorn…; Added by Rayanne at 2:31am on December 1, 2009

Blog Post: My Future in Recruiting as Dictated by The Tao of Jack Butler: "I understand that you little guys start out with your woobies and you think they're great... and they are, they are terrific. But pretty soon, a woobie isn't enough. You're out on the street trying…; Added by Chris Hood at 2:07am on October 30, 2009

Blog Post: Sitting In The Other Chair: I got laid off in December. It's a pretty common refrain these days. I'd been the Manager of Recruiting for a Federal Systems Integrator for three and half years and in the space of a brief…; Added by Doug Munro at 10:48am on March 3, 2011