It is without a doubt one of the most historic times of our economic windfall. Everywhere you look there is doom and gloom discussion, individuals getting overwhelmed, and political rumblings, and a historic downgrade of the US credit rating. The Dow dropped 600+ points, but yet there is still hope.
We need to look long and hard these days at giving individuals hope. Is there any wonder that the Recruiting/Staffing professional of today can be a powerful voice that gets…Continue
Added by Mike Rasmussen on August 8, 2011 at 10:30pm — No Comments
Look in the mirror and ask yourself -“Can I perform my duties to the best of my abilities today? Or is this going to be one of those rare days that I am just going to go through the motions?” Answer honestly, because that will set the tone for your day as well as set your mind-set (good or bad).
If you genuinely believe that you will be successful today, then you will feel a little glow of positive energy which should carry you through the day…Continue
Inspired by Anthony Roberts of Kelly Services in Florida. From his LinkedIn Discussion entitled: "Are Recruiters Really Necessary" posted on the National Association of Colleges and Employers (NACE) Discussion Group Aug 6, 2011.
External recruiters are actually not necessary if the internal process of recruiting quality candidates has been solved. However, plan on solving that challenge often, because each…Continue
Why not see great candidates over 40, or even 50?
Does more youth = more energy and time spent working?
Do you dream younger people will stay with you 10-20 years?
Does being older mean being too set in our ways?
None of these things are relevant to age, and you know it.
The last 3 years has shaken the hell out of everything.
The right person for your company can be any age.
Here’s the criteria:
1. Not a job-hopper.
I originally came out to Australia for what was meant to be a year, but 10 years or so later I am still here. I have spent that time going back and forth between England and Australia, working for a variety of different recruitment companies and in different sectors. Over this time, one thing has become very apparent to me with regards to the recruitment industry in both countries – Australia is a much better place to do work. This is a personal view point but the path I have taken…Continue
Every so often on this blog I like to highlight some of the companies that we work with that are doing some interesting things in their recruiting. I highlight these companies as they are leveraging data and Talent Networks to drive innovation in their recruitment marketing strategies in a way that I believe can help other organizations potentially improve their recruiting processes.
Here are a few examples of companies that are utilizing their internal…Continue
A lot of great content has already been written about Google Plus and how we can use it for recruiting (or networking if you are not a recruiter). I continue to think circles are the key feature for those of us feeling unsatisfied with other social media platforms ability to organize and structure our contacts. I wanted to give my take on how to really dig deep and use Google Plus to organize your online world.
1) Start Big - Huh? Don’t people usually recommend starting small? Well…Continue
When you are building your Talent Network it is important to understand what types of recruiting contacts should be part of your Network. Recruiting contacts can include those collected in dual purpose job ads, through sourcing campaigns, applicants that enter your ATS, social recruiting followers and most importantly your current employees. One group of recruiting contacts that is forgotten and outright dismissed by organizations is your past employees.
When employees move…Continue
There is a lot of well-intentioned advice cautioning job seekers from disclosing their salary history and / or requirements. The wisdom (?) behind this is that you don’t want to get “low-balled” by asking for too little or be tagged over qualified by asking for too much.
So what’s the alternative? Apparently you wait until the employer is ready to make an offer, and naturally you NEVER accept the first offer. After all, who leaves money on the table,…Continue
By now, it’s a well-accepted fact that the job market has struggled to stabilize over the past couple of years. Job seekers – both active and passive – have hit roadblock after roadblock, and apparently, they aren’t alone. Corporate hiring managers looking to bring new talent on board are also facing their own set of challenges.
Case in point: I recently met with…Continue
Go to any company’s web site, pick up any company’s annual report, read any company’s marketing material and chances are good that you will come across the phrase, “our people are our most important asset”. In some cases in order to emphasize how important, the phrase is often in bold and italics.
Do the leaders of these…Continue
This very question has become a debated topic amongst recruiters, HR professionals and managers – basically anyone involved in the interviewing process. As we well know, traditionally the old standard was you apply for a job and become an applicant, if lucky enough to get chosen from the applicant pile you became a viable candidate, one worth interviewing at least.
The interview stage, this is where candidates stress and prepare themselves for the opportunity to present…Continue
My favorite weather site is WeatherUnderground. For some obscure, probably cookie-driven reason, I tend to see a lot of HR-related ads there. A few SHRM and iCIMS ads, for example.
The other day I noticed a corporate blue banner that said “Job Boards Are Broken”. It led to TheLadders.
This had me scratching my head, because: a) TheLadders is a job board. Really.; and b) I…Continue
An attractive market…Continue