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What would you pay to improve your interview to hire ratio in this tough market?

Started May 6, 2009

All that swag!
1 Reply

Started this discussion. Last reply by pam claughton Apr 29, 2009.

How important is a well prepared candidate for your company? Can more preparation be offered...I think so.

Started Apr 22, 2009

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EmployPrep - Candidate Job Preparation Software:

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EmployPrep - Prepare your candidates, build your brand

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At 1:45pm on April 21, 2009, vasudevan mudambi said…: We are an Oracle shop with FSI focus. We work with direct clients mostly like citi and freddie, but we also shoot to place consultants - free range,just as any self respecting desi company would do. i had forwarded the link to our hr manager to see if they can run the demo to see if we could align. will update once i get feed back from HR.
regards

At 5:14pm on February 21, 2009, Paul DeBettignies said…: I am the “Admin” for the Recruiters On LinkedIn group, www.recruitingblogs.com/group/linkedin. You have recently joined and this is a "welcome" to the group and "here is how it works".

Over the past year I have been experimenting how best to facilitate members being able to connect with each other. Some want to connect with everyone and some are looking for a few meaningful connections.

1-2 times per week I send a group introduction message with 10-15 new members and reintroducing others.

What this means for you is simple, do you wish to be introduced to the group?

You have 4 options from which to choose:

(A) “Open Networker” with name, email address, and LinkedIn URL as you want to connect with anyone and everyone.

(B) “General Introduction” with name and LinkedIn URL as you are specific about who you want to connect with.

(C) “Lurker” no announcement will be made as you want to be on the sidelines connecting with people as you wish.

(D) “Super Open Networker” which is (A) plus having your contact information on the group page.

A caution on the “Open Networker”, you may be inundated with invitations to connect. For some this is exactly what they are hoping for and others this could be a pain.

I do ask, if you receive invitations from members you do not want to connect with that you “Archive” the message versus “I don’t know” so the sender is not penalized by LinkedIn although how you handle this is up to you.

Again your options are (A), (B), (C), (D).

Please include your LinkedIn URL and email address you prefer to receive invitations and send to paul@mnheadhunter.com

Thank you for your time.

P.

At 2:06am on February 6, 2009, Dr Simon Harding said…: Thanks for connecting !

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Company: EmployPrep

Which industries do you work in now?: Services, Technology

Website: http://www.employprep.com

Blog: http://blog.employprep.com/

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Moshin Manji's Blog

Prepare your candidates, build your brand

After years as a HR consultant specializing in recruitment and training, i had an opportunity to work with 100's of staffing company clients. Over the years hiring candidates, testing, screening and creating documentation (RFP, RFIQ etc.), I noticed not much was being done when it came to better preparing candidates. Regardless of the reputation or size of the staffing company, i received many ill-prepared candidates come my way. Unfortunately the candidates did have the skills but could not… Continue

Posted on April 27, 2009 at 4:12pm

Need work? Staff companies a good find

Here is an article we wrote recently for 24 hour newspaper called- Need work? Staff companies a good find, EmployPrep provides recommendations collectively gathered from staff and clients to help job seekers consider when conducting their search for the right staffing company to represent them.

Read… Continue

Posted on March 24, 2009 at 4:51am

Candidate Prep Helps in Tough Market

In this tough employment market, the ratio of applicant to job opportunities is greater than ever. As a professional recruiter, what can you do to increase your chances? Ensure your candidate’s resume is up to date and prepare your candidates before sending them out. A good candidate preparation can help ensure your candidate gets a fair chance to showcase his/her skills.

“All things being equal, the technical skills are the same — it’s usually the person with more forthright… Continue

Posted on March 9, 2009 at 5:09am

Staffing Swagaholics

It's a common sight at conferences whether it's ERE, ASA, local staffing conferences or job fairs - droves of people with "bags of swag". Along with this phenomena, comes the related "swag swap" where you get together with colleagues and make strategic trades of promotional products for their most important clients (translation get the stuffed toy for their son, daughter, nephew or niece). There is nothing like watching staffing professionals in tense negotiations, "I will give… Continue

Posted on February 27, 2009 at 5:00am — 1 Comment

Candidate Prep Friend or Foe?

When it comes to candidate preparation, there seems to be two major schools of thought. On one side, there is the school of recruiters who believe strongly in the benefits of preparing candidates before send outs. These staffing professionals believe it's their responsibility to provide a good candidate prep to help close hiring gaps and assist hiring managers with weak interview skills. On the other hand, other recruiters feel coaching their candidates before an interview interferes… Continue

Posted on February 18, 2009 at 12:44pm — 1 Comment