Search Results - who happen to be

Blog Post: Veterans Day 2016 a special and weird day!!

Veterans Day 2016 a special…

Added by Dean Da Costa at 3:04pm on November 9, 2016

Blog Post: International Bi-Lingual Sr. Recruiters: Hello All,

Are any of you currently seeking this hard-to-find talent? A few friends of mine whom I have had the pleasure of working with for many years and who just happen to have over 20…; Added by Hans Guiscardo at 9:01am on October 20, 2008

Blog Post: Elated!!!: Well, this is way past due but I am elated that we have been successful in getting the Maryland TECH TAX Repealed. We just attended a cocktail hour on Monday in Baltimore to celebrate and it was very…; Added by PJ Cunningham at 8:45am on June 18, 2008

Comment on: Blog Post 'Strike 1 - You're Out!': ters who "play god" and only send folks who are qualified and play by their rules to whom this may happen more often. BNut I keep ego out and if there is a character flaw I note my observation in the presentation. Such as " his energy level wasn't as high as I'd like but it could've been the connection..."…; Added by Bill Schultz at 1:07pm on August 31, 2012

Blog Post: The 4th of July- Our Independence Day!!

The 4^th of July is the biggest date in the…

Added by Dean Da Costa at 3:45pm on July 3, 2017

Comment on: Blog Post 'Let’s have a toast for the douche bags. Let’s have a toast for the recruiters': h you on the image. It's not something I'm proud of, but something like this happens all the time, to many candidates. It's basically the number one complaint folks have about the job search process. It happens more than any of us want to admit, and it's not our goal or objective, but we do let some candidates slip through the cracks, and recruiters are full of the worst smelling shit if they won't admit that. I never interviewed the candidate. I conducted a phone screen. When I received the third email, I let my supervisor know of the situation, and it was handled from that point on. It hasn't been the first time something like this has happened, and it won't be the last. I'm not proud of it, and I'll work on it, but it's going to happen again. We can talk about image and brand all we want, and that part I am 100% on board with. But, things like this will continue to happen. All we can do is work hard on making sure it doesn't happen, and when it does, reach out and apologize. Many recruiters simply won't reach out after a few weeks has gone by. They have new openings they are working on, with important initiatives. If a recruiter can take a few minutes and call the folks they haven't got back to, then it goes a long way. I just know that I'm not the only one who's been in this situation. I refuse to believe it.…; Added by Rich DeMatteo at 12:21pm on October 27, 2010

Comment on: Blog Post 'INNOVATE or DIE': y default. The employee pays the costs of implementation - The employee implements these ideas only when they have a high ROI to make it worth while. Having the person with the idea make ROI trade-off against their other work is wonderful - People who create ideas and make them happen are highly visible and are greatly rewarded. - People who don't come up with ideas (or can't make them happen) can be identified -- since they aren't doing anything innovative.…; Added by Bryan Starbuck at 10:27am on August 19, 2009

Photo: Cryogenic Chamber - A Timeout While Sh-It Happens...: surprising to people in or just coming out of a Chryogenic Chamber. With the rising age discrimination claims begs the question, "Now what?" The EEOC and OFCCP will now have to weigh-in on corrective actions. It's unfortunate that with those actions now older workers, who have actually proven themselves by performance over many years, will now be looked on as the new "affirmative action" beneficiaries as minorities and women have been for so many years. However, I do not see this as a problem for employers who simply value sustained quality performance regardless of who delivers it. @Tim—as recruiters it seems to me—we recommend top talent regardless of age, sex, etc. If our recommended candidates are not hired the onus is on the employer—if they’re ever challenged.…; Added by Valentino Martinez at 12:59pm on October 17, 2011

Comment on: Blog Post 'Let’s have a toast for the douche bags. Let’s have a toast for the recruiters': tion. The candidate emailed, and while I was busy, I should have found time to reply. Then at his second email to me, I notified my supervisor who left him a voicemail. The candidate should have called my supervisor back, but instead he sent the nasty email. When he sent his third email, I forwarded that to my supervisor, who handled the situation. And you make a point that I've already made. It's rare that this stuff happens, but it does, and we can't deny that. I never said this is an on-going occurence. I said that this is something that has unfortunatley happened before, and will happen again. All you can do is improve and move on. Hopefully I'm making myself clearer for you now.…; Added by Rich DeMatteo at 3:20pm on October 27, 2010

Comment on: Topic 'Stunk-Up Deal - What do YOU think?': and push to find out what information they have - also, I agree with that you should get some A+ c-level references quick for this guy - maybe even call them and ask if they would be willing to take a call from the client company - sometimes these conversations, though not controlled, help to lead to a better outcome...interested to see what happens though...…; Added by seattlerecroot at 3:53am on May 23, 2009