PAUL FOREL
  • Kansas City, MO
  • United States
  • PFES, INC.
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PAUL FOREL commented on Kelly Blokdijk's blog post 'Call for Mr. Hole, First Name: Jack'
"Sandra is correct- "The outcome of this example might have been totally different if mr. Jack Mehoff had taken the opportunity to speak on the phone for 10 minutes with a candidate he was trying to recruit..." This is not a complicated…"
Jul 28
PAUL FOREL commented on Josh Goldstein's blog post 'The Recruiter Blacklist: A Company-Wide Process to Combat Recruiter Spam'
"Josh, Plainly said, it is quite likely you are underfunded if you cannot afford to hire an executive search consultant to assist you in your key staffing. Also, not to rub salt in the wound....it appears your lack of understanding of our business is…"
Jun 2
PAUL FOREL commented on Josh Goldstein's blog post 'The Recruiter Blacklist: A Company-Wide Process to Combat Recruiter Spam'
"Josh, One more point- insofar as recruitment fees are concerned, Josh, no, the 'model' is not broken, you were simply trying to get a deal. Both reasons that recruiter gave you for not wanting to reduce his fees were realistic and…"
Jun 2
PAUL FOREL commented on Josh Goldstein's blog post 'The Recruiter Blacklist: A Company-Wide Process to Combat Recruiter Spam'
"Josh, it is important you understand the nature of our business and the 'rules' we [are supposed to] follow: That recruiter of whom you speak did nothing wrong at all. Until you have a verbal or signed/emailed agreement with a search firm,…"
Jun 2
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Hey, Ken... I was taught to know as much as [is relevant] possible about someone prior to calling. Everyone understands that- we should not be asking someone how long they've been on the job/how long they have been at their company when we can…"
May 6
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Keith, Yep, I was going to say that you and I have different markets....I had read your '...putting butts in seats...' which I took to mean volume recruiting, something I can't do..... Niche recruiting, yes, that is my lazy approach…"
May 6
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"King Kong Savage Ain't Got Nuthin' On Me... LOL!"
May 6
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Ken, Since there is no 'edit' button here- A key area that I left out is to have as part of our operating system value-added [to our clients] components such as Interviewing technologies and Strategic Partnerships with the F1000 so we are…"
May 6
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Ken, Ack! Dodging recessions has mostly been a matter of switching industries until the smoke clears. When in the eighties we got hit, many of the old timers did not re-invent themselves and we lost half or more of the agency/search firms in Los…"
May 6
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Keith, I 'hear' you but I still don't understand- My training was partly based on the concept/premise many people will initially react to my phone calls with a 'no thanks' and they will be hanging up almost as fast as they…"
May 6
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Oops, Ken... I forgot to say I had forgotten about that preference to receive email/LI messaging when I had questioned this. Had I remembered I'd not have raised my eyebrows today when I read your note about LI hassles with messaging, etc.…"
May 5
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Ken, Yes, I am aware of your market's preference for email and messaging; I've been told that before. Better you than me, Ken. I can understand your having to deal with the cards they give you...given that is the market you have chosen for…"
May 5
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"....one of those times I did not take 'no' for an answer....by being persistent....I filled a retained search. Approximately a $46K recruitment fee plus expenses. That person has been on the job/with the same company for nearly fourteen…"
May 5
PAUL FOREL commented on Ken Forrester's blog post 'They're Just Not That Into You: 8 Signs A Candidate Isn't Interested'
"Keith, Whoa! Now you guys want LI to screen potential recruits for you? It seems to me that by the very nature of our business, everyone is recruitable, depending on the timing and opportunity. Does that mean you guys would not call on someone who…"
May 5
PAUL FOREL commented on Amy McDonald's blog post 'The Time I Found A Purple Squirrel'
"Amy, There is more here than a story about a beginner not recognizing a job order that was not 'viable'. You can't be entirely held responsible for this since it is a beginner phenomenon. But: In your story was a description of a…"
May 5
PAUL FOREL commented on Amy McDonald's blog post 'The Time I Found A Purple Squirrel'
"Amy, Bad Job Order ≠ Best Client. This usually gets covered in Chapter 1 of that three ring training binder."
May 5

Profile Information

Name
PAUL FOREL
Job Title
EXECUTIVE SEARCH CONSULTANT
Company
PFES, INC.
Which best describes your profession?
Consultant
How many years have you been in the business?
>15 years
Which industries do you work in now?
All Industries
How many employees in your company?
<10
LinkedIn Profile
http://www.linkedin.com/pub/paul-forel/a/1a8/474

From LinkedIn

PRES/CEO
PAUL FOREL EXECUTIVE SEARCH
March 1980 – Present (34 years) KANSAS CITY, MISSOURI

Retained Executive Search Services to both Service and Manufacturing industries, working with client companies across the U.S. and in Canada.

Our key consideration is to align a client's Recruitment Requirements with its Business Objectives.

Our Recruits -often Subject Matter Experts within their industry- have track records demonstrating successful execution of Operational and Profitability objectives.

Where long-term planning/Ascension is a key issue, we have a history of having our recruits hired into positions such as VP of Sales, VP & General Manager, VP & Business Manager.

In each of these retained searches, our "Candidates for Success" executed career-length commitments to our Clients, thus maximizing each client's recruitment expense investment.

Outplacement, Career Coaching and Resume Preparation also provided on a contractual basis.

Comment Wall (7 comments)

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At 2:32pm on March 20, 2014, John said…

Hello Paul,

Thank you for your comment and thanks for reaching out.

Blogging in general can be categorized in a wide variety of areas, it all depends on the author. In my case, I use this particular platform as a mirror when I write HR related content on my other blog (www.fastfoodhr.com).

I don't take a traditional approach to blogging, partly because I write for myself first and readers second. There are a few hard and fast rules that one should try to adhere to when writing blog posts (you learn those along the way...) but I view those rules as more guidelines.

With respect to your particular questions, I'll try my best to answer.  I was trying to shed light on a subject that I was observing in my own particular situation. That being said, there were some undertones that I usually don't mention overtly (such as corporate politics), but I will usually make mention in a story type format.

My post was not about common sense, but more about realizing that one of the ways to measure the difference between what I feel are good or great recruiting skills, as opposed to mediocre ones.  The yardstick I often think about is quite simply do you have access to people when you need it. 

Best,

John 

At 6:33pm on March 10, 2014, Keith D. Halperin said…

Very good. I'm not even sure what I normally do, but I have no problem if someone wants to borrow/steal my stuff. (Of course, if I were making MONEY off my stuff I might object...)

-kh

At 1:00pm on March 10, 2014, Keith D. Halperin said…

These are good questions, Paul. I don't know the protocol on these, either. In lieu of that, I'd "Golden Rule" it: If it were your blog/comments they were reposting, would you prefer to be notified, or would it be OK to do it without asking? Sometimes my standars are different than for most people, but I try to go in with good intent and say: "If they did that to ME, would I be upset?" and if I say "no" I go ahead (assuming it's not easy just to ask and find out).

-kh

At 1:32am on March 7, 2014, Martin Ellis said…

Paul. You're no wizard, but you are looking for the signals we all give away about ourselves. It can be in a smile, eye contact, body position, photograph or LinkedIn profile (people often tell me way more about themselves by their activity here than they realise). On thinking, you've made me aware that people on these blogs (me included) talk about the use of psychometrics, but I can't remember the last time somebody wrote about body language - perhaps I can do one soon!

I liken all this stuff to dancing. You have to listen to the music and go with it. Early times you'll trip over you're own feet, but soon you'll have the rhythm and be knocking out a fandango with the best of them - but it doesn't work if you care when people are watching. Then, you stay in yourself and make little progress. 

This isn't magic, but it is a great tool - among many available to us if we're open to their use.

At 1:07pm on March 6, 2014, Martin Ellis said…

Sorry Paul I can't think of any reason, good or bad, to have a paypal button on a headhunters blog. Come to think of it, I can think of lots of reasons no to...

I'm afraid there are too many 'experts' who need a poke in the eye.

The only tip I can give you is to start. It doesn't matter if you make technical errors, because if it's well-written, it's well-written, and you'll learn as you go. It's fun to do and will attract an audience if you're consistent in your views.

Sadly, as you pointed out earlier, you'll get an audience if even you write bollocks (UK English for rubbish), but that's probably not an audience you'd want to attract.

Good luck with it. I suspect you may enjoy it - and so will your readers.

Don't try to please all the people all the time..... but I suspect you're already well aware of that.....

At 11:47am on March 6, 2014, Martin Ellis said…

Hi Paul,

So THAT'S what you're up to.....

The first comment I can give you if you're going to blog is use Wordpress.com (but I guess you've found that?....) My usual blog is at http://corporatehandyman.co.uk/blog - not sure if you've bumped into it yet. It's embedded into my website and drives traffic to my normal website at +100 visits a day. It has earned me business, and many of my client read it (despite it's sometimes about them!0

My all time favourite blogger is the Magic Sausage. It's got nothing to do with recruiting, but the author is working in UK local government after a career in the private sector. He has a refreshing view. His style is very engaging. perhaps this is a good place to start: http://magicsausage.com/2013/11/02/european-funding-the-gift-that-demands/

Don't fret about treading on anybody's toes. Most of them can't keep it up after they've though of three different subjects.....

At 10:51am on March 6, 2014, Martin Ellis said…

Paul,

I'm afraid some people spend their time speak the bleedin' obvious - and many people need to hear it! What makes it worse is that this bloke doesn't even write his own blogs.

Mitch Sullivan is my favourite recruiting blogger.  I suspect you might enjoy his style. Start here perhaps: http://fasttrackrecruitment.com/blog/its-friday-right. You'll often find him bursting the balloons of people who normally speak out of their backside.

I warn you you may not agree with him, but his brings a pretty bright torch to the murky waters of recruitment.

 
 
 

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