Whenever I'm having one of those down days when I start feeling a bit despondent, be it that I can't find the right candidate for an important position, or that a star candidate has been turned down in favour of someone else, or just that stress starts creeping in, I have a little something that always manages to make me smile.
I phone my placements.
There is nothing better than checking in with placements and hearing how much they are enjoying their new…
ContinueAdded by Nikki Delport on November 15, 2011 at 6:08am — 1 Comment
When I first talk to a recruiter who is looking for a new job, I will always ask them 3 questions.
The answers separate the good recruiters from the average. They tell me whether a person takes their recruitment career seriously or are just hopping from one job to the next .They indicate whether a person is really committed to securing a new role or just dipping their toe in the water. They also highlight if someone is not telling the whole truth and has maybe…
ContinueAdded by Luke Collard on November 14, 2011 at 8:09pm — 8 Comments
Added by Kristina McDougall on November 14, 2011 at 1:18pm — 1 Comment
1. Build talent pipelines and recruitment strategies to key business groups
Business units love to engage and buy-in to recruitment strategies that are tied to their groups and units vs. the whole company where job requirements and competencies can get watered down to meet all requirements. Sourcing and recruiting to fill a specific pipeline for…
ContinueAdded by Francois Guay on November 14, 2011 at 8:25am — 6 Comments
BY ROB33TALENT
As the markets in Asia Pacific continue to grow at rates from 6 – 23.5% (in the case of SG’s 1st Quarter 2011!) the ‘…
ContinueAdded by Robert Fanshawe on November 14, 2011 at 12:19am — 9 Comments
Is Twitter experiencing Facebook envy? Or, do they just want to be creepy? Google is doing something really cool with their image search and that's a good thing for social recruiting. Plus, Jim Stroud shares the love. Download the show notes for all the links to the stories covered in this video and more!…
ContinueAdded by Jim Stroud on November 12, 2011 at 3:30pm — No Comments
When you are starting to build your Talent Community (or Talent Network), it’s extremely important to think about this question. In understanding why candidates want to be part of your Talent Community, you can start creating communities & messaging that better appeal to your best target candidates.
So the question remains, when a candidate opts into your Recruiting…
ContinueAdded by Chris Brablc on November 10, 2011 at 2:46pm — No Comments
Dear Penn State Undergrads,
You have just been hit between the eyes with a hard dose of the real world. I notice that you are not handling it very well so let me try to give you something to think about besides your folk hero and the game on Saturday. As i have listened to your comments ,i am reminded of the time many moons ago when my world consisted of Wildcat football games, painting the "A" at the University of Arizona, boondockers with a keg or two and once in a while a…
ContinueAdded by Sandra McCartt on November 10, 2011 at 2:17pm — 2 Comments
We recruiters often talk about how candidates need to give more to their employers and how they need to be seen to want to add value, to want to drive for good outcomes but it is a game of two halves and as Employers we all have to look at how we attract, retain and develop our people - do we have a formal employee engagement strategy in place?…
ContinueAdded by Lipton Fleming on November 10, 2011 at 9:30am — No Comments
Added by Recruiting Animal on November 9, 2011 at 5:30pm — 2 Comments
Poor HR, employee engagement is their responsibility, yet it is definitely one of those things that cannot be done alone. Employee Engagement is one of those things that companies really struggle with when it comes to prioritizing, surveying, implementing and monitoring effectiveness; why? Well it is overwhelming. When we think about engaging our employees and our teams we want to be sure that we have all of the pieces together, we want it to be successful and repeatable and there are a lot…
ContinueAdded by Danielle Powers on November 8, 2011 at 9:19pm — No Comments
“Today more than ever, the fate of an organization depends on its ability to recruit, retain, and, when necessary, replace talent.”
– Emmett C. Murphy, Talent IQ
In his best selling book, Talent IQ, Emmett Murphy lays out a very clear and researched process for increasing your company’s productivity and profitability. It all…
ContinueAdded by Nick Tubach on November 8, 2011 at 6:00pm — No Comments
Last year around this time, Dawson had a Customer Service Open House - we advertised on job boards, our website and spread the word on our personal social media accounts. This brought us about 30-40 people that we were able to help!
Today, we abide by the same rules and hardly have anyone walk through our door…what are we missing?
Has anyone else experience this struggle? It comes with the Staffing territory, I know, but this "drought" seems to be lasting longer than…
ContinueAdded by Glenna Halligan on November 8, 2011 at 11:37am — 11 Comments
Last week I read a post about how social media killed job boards (yes, again!). Whether or not you agree with the argument (and as you can surmise, I don’t), the piece inadvertently brings up a larger issue: are job boards still relevant to job seekers? After all, this is all about the job seeker, right? Many social media evangelists would have you…
ContinueAdded by Jeff Dickey-Chasins on November 8, 2011 at 9:41am — No Comments
I meet with a number of Recruitment Consultants every week who are looking to move on from their current position, or step up to their next opportunity… I probably speak with a further 10, or more on the phone….
And, to be perfectly honest I’m lucky if I meet with one a week who I consider a good, old fashioned ‘A’ Candidate…
It’s not to say that these candidates are not fantastic on paper… On paper most of these candidates look great…. On paper most of these…
ContinueAdded by Craig Watson on November 8, 2011 at 9:30am — 20 Comments
Ok, so I have no idea where this diversity series is taking me....but hopefully you’ll come along for the ride. I just got back from speaking on a discussion panel so my mind is going a mile a minute on this topic. What I’d like to address is how, we as recruiting professionals can help our organizations continue to hire and grow awesome, diverse talent. Here are a few thoughts:
Pipeline - Build a big,…
Added by jeffreytmoore on November 8, 2011 at 9:00am — No Comments
Remember that cute little blonde you had a crush on when you were ten but were to shy to approach or even kiss during that awkward game of spin the bottle. Well you're a big boy know so you better start taking action, especially if you're in Human Resources otherwise some big finance guy is going to waltz right in and sweep Blondie off her feet. It’s time for…
ContinueAdded by Francois Guay on November 8, 2011 at 8:12am — 2 Comments
That’s what I heard every day for 2 years from my boss.
Every time I talked with a partner in a public accounting firm or a corporate attorney or a commercial banker he would tell me that they only returned my call because I worked for him. They only referred clients to me because I worked for him. Yes, he had a huge ego.
I believe he thought if he said it enough to all his recruiters they would believe him – most did. None of us had signed non-competes – he told us he didn’t…
ContinueAdded by Cora Mae Lengeman on November 8, 2011 at 12:29am — 2 Comments
You call them ‘clients’ and you think they see you as a business partner. Take this quick test and maybe… think again! Tick each statement that applies to you.
Added by Greg Savage on November 7, 2011 at 10:54pm — 7 Comments
I had an interesting conversation with a former candidate this week. This is someone who got the position I recruited him for and by all accounts is doing a fabulous job. Nothing unusual about that, until you understand that recruiting this candidate just about drove me nuts.
When I first sourced him, he was terrific. Had the skills and education (very specific, prestigious university grad) my client wanted. Excellent culture fit – really brought the right “start-up…
ContinueAdded by Amy Ala Miller on November 7, 2011 at 7:57pm — 10 Comments
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