My son recently graduated from college. As with so many young people just out of school, there were not a lot of job opportunities that awaited him. Rather than move back home (whew, we avoided that bullet), he and a group of friends piled into his car and took off to Boston to find their fortunes. My son is extremely energetic and is a bull dog when he sets his sights on something, so I knew he would find some sort of job to tide him over. I figured he would call me to say he’d found a job…

In the course of my daily work in Executive Search, I don’t do much job board mining and I don’t tend to see a huge volume of CVs. Most of those CVs I do see tend to be those of Senior Execs, and a lot of them don’t put their interests on their CVs. Is there a need to?

Listing ‘Movies, socialising, eating food’ doesn’t really add much to the CV, or even give me more of a picture of the candidate as a person. I’m sure those are really things that most people are…

I am an Relationship Manager with 3 years experience within the HR, employment, and staffing fields. Experienced in large scale national, as well as, regional account sourcing. On-going Account Sourcing and Recruiting for multi-site locations in the pharmaceutical, manufacturing, engineering, communications, sales and start-up industries.

I will be posting positions I have available. If you would be interested in one of the opportunities, please feel free to contact me.

One of the most critical factors in evaluating a candidate’s work history is how/why they left previous jobs.  As a recruiter, how you ask the question, and how you receive the answer, will impact the accuracy and completeness of the information you receive.  Questions about departures must be asked without bias – don’t word the question to presume either a voluntary…

Seems like Dodd-Frank rules are changing almost as soon as they become law lately…

The SEC extended the registration deadline for certain hedge funds while Reuters reported the…

7 Easy Steps for Starting and Maintaining an HR Blog

1. Get permission from the boss. Unless, like me, you are the boss. Then just do…

I hope everyone had a relaxing and safe 4th of July weekend. The fireworks are just beginning in the online recruiting industry! Despite headlines to the contrary, hiring during the summer is only going to get more competitive, this is no time to relax on your…

Last week, I had the opportunity to attend the SHRM (Society for Human Resources) Annual Conference in Las Vegas.  I joined over 14,000 HR professionals from 73 countries, 1400 exhibitors, and 650 volunteers for the largest conference for HR in the world.  I…

If you are thinking of starting a blog or are curious about the benefits of one - there are lots of them. You can join Haley Marketing (the company I work with) for a 1 hour lunch time webinar tomorrow. Go here for all the details and to sign up: www.lunchwithhaley.com.

I can send you a free eBook on our Social Media services if you are interested. Our site also has tons of free marketing resources specifically for the staffing…

As you know, I spend a fair amount of time blogging about recruiting software and the talent management industry.  I’m always surprised by the small number of HR professionals who are also blogging.  It’s true, it does take time, but I’ve found that blogging is a great way to get more exposure for our company and products.

My intention in this post is to inspire other HR professional and recruiters to also consider blogging so with that, here are my 5 Reasons Why Blogging in…

Article Originally Posted on RecruitingReach.com

A Blog that Caters to the Marketing Aspect of Recruiting

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Many recruiters shy away from contracting because they think it is too complicated. But as we pointed out in our last blog post, when a recruiter uses a contracting back-office, the process is actually very similar to a direct-hire placement. In fact, in many ways, contract…

You already know that  you should do contracting. You know it can help you keep income flowing when direct-hire job orders are sparse. And you  know that more and more of  your clients want contractors and are probably going to your competitors to get them.

So why aren't you doing it?  Well, there's a misconception out there that contracting is hard.  Let's face it, it sounds hard. Who is the legal employer of the contractors? What…

Financial firms are ready to hire but are frustrated by the available candidates, and the feeling seems to be mutual, according to a recent Workforce Management article.

The firms that are looking to hire say they may increase their staffs by up to 30 percent, according to the article.  But…

As a new crop of college graduates attempts to enter the workforce, a recent Human Resources Executive Online article reminds companies to be careful when bringing on interns, particularly unpaid interns.

As we reported last year, the Department of Labor (DOL) and state agencies have been cracking down on illegal unpaid internships. In…

Contracting is a great way to bring in an additional stream of steady, more predictable income. But many recruiters shy away from contracting because they don't want to take on the financial, legal, and administrative burdens that come with employing their contractors.

Luckily there is a way to sidestep those burdens and still reap the rewards of offering contract staffing to your clients - by utilizing a contracting back-office. So that just leaves…

My kids have always summed up my career in this fashion: “People pay mommy lots of money to find other people”.  They have never questioned the logic of this.  Mommy plays a mean hide n seek.  Now that my baby has graduated from Kindergarten, I have come to realize that really, some of the most important elements of recruiting he has now mastered.  Since school let out I’ve been watching him interact with his friends – and here’s what I’ve found...

Have something good…

Now this statement seems pretty self-explanatory right?  Obviously with every recruitment marketing campaign you run, you want qualified candidates above all else.  But the real question is how are you measuring which candidates are qualified and which are not.

There are a few levels of qualified candidates that should be pretty easy to track and measure:

 …

Light Summer Reading!  I just ordered this brand new book called The Executive Guide to Integrated Talent Management (got it on Amazon for less than list), which includes chapters from 20+ authorities, including: David Ulrich, Marshall Goldsmith, Peter Cappelli, Noel Tichy, Edward E. Lawler, Jon…