Being an entrepreneur is in the forefront of the minds of the Y. They want freedom, power and control. I assured them they would have all of this if they were also proactive, tenacious and willing to do the work.
I spoke on Saturday to a group of professors, students, and HR leaders /mentors about careers in and around HR. As always I was passionate and engaging with the audience. What they did not know they'd get that they did was a powerful dose of ‘pursue your passions’ and what… Continue
Added by Margaret Graziano on June 30, 2009 at 8:00pm —
As a recruiter with 20+ years of experience I’ve heard the phrase “no thanks I’m very happy where I am at now” more times than I can count, and as recruiters all the world over know this is the equivalent to the brush off “no thanks….I’m just looking” that many of us use with retail sales people. However, what I’m finding as I recruit now is that that very few (and I mean VERY FEW) people bother with such comments as more now prefer to get more details about the job/career… Continue
Added by bill martineau on June 30, 2009 at 5:44pm —
Last time we spoke about some reasons why corporate recruiters don't always seems to be on your side. We discussed how these reasons could be mistakes made on both sides.
From some feedback I got (mostly from the recruiter world), there is sometimes a misconception of impropriety by the recruiter because candidates try to "shoe horn" themselves into being the right fit for a position even though it is… Continue
Added by Bill Meirs on June 29, 2009 at 6:00am —
Business owners could avoid making bad hiring decisions by implementing pre employment tests
, according to a new study.
A recent survey from SurePayroll found that three out of four business owners admitted to hiring at least one employee that they later regretted. On top of that, 12 percent of business owners indicated that the mistake resulted in a significant financial loss, or more than $10,000 per bad… Continue
Added by Cheezhead on June 26, 2009 at 1:18pm —
Hello and hope your day is fantastic!
As you know I am a 3rd party Search Recruiter (Headhunter)
When I am evaluating if I will take on a search assignment with existing or new client I qualify, qualify, and qualify, some more.
Why you may ask? As a contingent recruiter I WILL NOT work on a search, nor allow emotions to get involved, unless the company provides compelling, "reasons to work the search".
Here is how I create a Job Value Proposition, by… Continue
Added by Brian K. Johnston on June 26, 2009 at 9:30am —
A recent Forbes article by Matthew Kirdahy titled “Filling the Talent Pool” begins: “The focus at private equity firms is shifting. Cash will always be king, but looking ahead, the most important type of capital may very well be human. It's a company's bold leadership that carries it into financial prosperity—not its product, services or numbers.” This new focus on talent will surely improve the success rate of acquisitions, which is typically rated at less than 50 percent.
Added by Kathleen Quinn Votaw on June 23, 2009 at 8:57pm —
As I wrap up a social recruiting campaign with a client (and yes, links will come once it launches...tomorrow), I thought I'd write about building an in-house promotion campaign you can run to get your social recruiting campaign off the ground and running (a post I've actually never seen anyone else do before surprisingly).
So why promote in-house? The answer is obvious (hopefully): your employees are your greatest resource when building any kind of social media campaign,… Continue
Added by ryanchartrand on June 23, 2009 at 2:31pm —
As the economic condition continues in its turbulent rant and rave cycle, the consistent flow of layoffs seem to effect and detract from every sector without relief. In this, I try to look for the benefits that are offered to those employees in their transition. How do employees view their employers and how did the layoff go in terms of process and respect.
Well, to no ones surprise, least of all mine - they do not do a good job. A recent poll suggested the following figures which… Continue
Added by Jason Monastra on June 23, 2009 at 9:35am —
I think most people feel corporate recruiters are always an impartial bunch whose sole purpose is to fill open jobs as quickly as possible with the best qualified candidates. As a former corporate recruiter, this is the principle I lived by. In speaking to people in the job market I am hearing troubling stories of corporate recruiters who may not be living up to this. This is particularly disconcerting in this… Continue
Added by Bill Meirs on June 23, 2009 at 9:08am —
Originally Posted at Bearing Fruit Consulting
on Wednesday June 3, 2009
Some of you know I have a Recruiting Call Hall of Shame.… Continue
Added by Michael Homula on June 23, 2009 at 8:56am —
There is a lot of talk about if, when, which, and how to use social media tools - whether you are recruiting or searching for a job. I have been an avid user of many of these tools as a part of my toolkit -- and I have used them in my role as a Corporate Recruiter, Consultant, and even a Candidate.
As a Corporate Recruiter, I made a choice to make myself accessible to potential candidates via these tools. I know many shudder at that thought, however I have been surprised that more… Continue
Added by Chris Havrilla on June 22, 2009 at 9:00am —
10 Lessons Learned at the Florida Staffing Association Owners Conference
1. The future competition is not just the newest recruitment / staffing firm offering better, smarter and more holistic talent solutions, it is also Monster.com and their NEW career portal as well as other specialty niche sites that aim to own the talent pool through various career pathing and career targeting technology.
As many of you know Keen embarked on creating a new kind of talent management… Continue
Added by Margaret Graziano on June 21, 2009 at 4:30pm —
There is an official definition for unemployment that everyone can find at the Bureau of Labor Statics (BLS.gov). However, because unemployment, and employment calculations do not count all peoples, and have a limited view of the labor force for reporting numbers, they inadequately capture our potential problems.
We should consider the additional indicators when assessing our Labor Market problems, and the BLS does have some addition stats they consider, but the system as a whole… Continue
Added by Susan Hand on June 17, 2009 at 1:27pm —
All the brouhaha over lay-offs and pink slips is finally coming to an end, whether temporarily or for next few years, only time will tell. I recently graduated with an MBA and the speculation whether the economy is picking up was driving me to an edge. The only solace was that there were more people like me around – people sitting at Starbucks with their laptops open and job alerts popping on their screen and speaking to headhunters for “relevant” opportunities.
However, what I… Continue
Added by Dhruti Shah on June 17, 2009 at 1:00pm —
Over the last two days I connected with 6 long time friends and former colleagues in corporate recruiting. A few of them have been clients and a few others are professionals in the corporate recruiting space that I routinely chat with about various issues, challenges, strategies and tactics. Pretty much these are open discussion sessions where I learn a ton from each of them and… Continue
Added by Michael Homula on June 16, 2009 at 2:00pm —
In January, before demobilizing back to civilian life
, I was honored to speak to a group of over 200 Wounded Warriors in Fort Benning
regarding transition into civilian life and what they should convey to prospective employers when trying to separate themselves from the mainly civilian pack when searching for a job. Luckily… Continue
Added by Chad Sowash on June 16, 2009 at 8:20am —
When the economy tanks in one sector, the advice you hear from ABC, CNN, Employment Blogs, HR professionals, and even your second-cousin is that you need to target sectors that are growing. That sounds like really smart advice, but like most mainstream pithy wisdom it has it's flaws doesn't it? And I feel like it is our job as talent identification professionals to knock some sense into the growing ranks of "cross-over applicants".
Only Applicants with Experience Need… Continue
Added by Kyle Smith on June 15, 2009 at 12:30pm —
What's one very important attribute of a successful start-up? Is it the brilliant idea? Continuous innovation? or the plain old execution? All of the above are important for the young company to survive and flourish. However, over the last decade or so that I have dealt with start-ups including building a few of my own, I have realized that focus on execution is key. There are tons of examples of companies that had just another product like many others but out shined the rest with pure focus on… Continue
Added by sundar vanchinathan on June 10, 2009 at 4:09pm —
When it comes to recruiting there are many aspects to focus on in the process. Some focus on the sheer quantity of resumes to provide with an acceptable pool of talent in which to choose from while others are more focused on the quality of the candidates and accessing more than just the individuals that are hitting the job boards to insure they are looking at the highest level of talent available to them.
As we know during a downturn in the economy many candidates that have been impacted… Continue
Added by bill martineau on June 9, 2009 at 3:41pm —
In my 18 years of following the staffing and recruiting industry, two cliches have come up now and again.
"Two and out or in for a lifetime.”
This term relates to the penchant of staffing and recruiting companies to hire freshly graduated college kids with limited experience and/or no job prespects in their chosen field. Often these young people would learn the ropes well enough to be functionally effective, then leave after a couple of years to hopefully greener… Continue
Added by Phil McCutchen on June 8, 2009 at 11:00am —