Recruiting Blogs (19,834)

Does our industry REALLY care about Candidate Experience?

I had an interesting conversation with someone following ERE about the lack of innovation in our industry in terms of Candidate Experience. He suggested that if a vendor really cared - they would have someone on staff solely focused on making the technology easier for candidates. After just 1 solid rebuttel's, he stopped the conversation. Cold. Seriously people - you should know by know that I enjoy a good Debate - I learn, you learn, we all win. Anyway...It got me thinking about the conference… Continue

Added by Sarah White on September 15, 2009 at 10:09am — 1 Comment

Three Tips for Handling Employment History Problems

Got Gaps?

Three Tips for Handling Employment History Problems

By Alesia Benedict, CPRW, JCTC

The department staff gathers around to celebrate a milestone for a staff member. It is retirement day for Joe Smith who has been with the company for thirty years. Management is there to present a nice gold watch to Joe along with a plaque commemorating his extensive service and loyalty to the company. The staff provides a nice cake and some soda. A picture is snapped of Joe… Continue

Added by JDHUNTR In-House Jobs on September 15, 2009 at 12:02am — No Comments

Depend on the Recruiter for Recruiting

As I waited at the traffic light on my way to the ERE recruitment conference in South Florida, I watched in amazement as a teenager rode a bicycle while texting on his cell phone. I immediately thought about the new multi-tasking skills that are being developed by the next generation of talent. It also made me wonder what I would learn from this ERE meet-up session; the last time I attended a recruiting conference was in 2000. As I recalled, Job boards and ATS were the talk of the town and… Continue

Added by Ken Forrester on September 14, 2009 at 8:30pm — 1 Comment

Interviews Slow as Molasses

I have noticed that it is taking forever for clients to make a decision on a candidate. The candidate might be the right fit, but they have to think about it. The economy is so slow companies know they can wait, and the candidate will most likely still be out there.

I was speaking with one of those candidates, and he forwarded me a clip from a letter he rec’d from a company after his interview. You won’t believe it!

"Dear Mr. Engineer,

With some luck, the interviewing… Continue

Added by Sherry Junker on September 14, 2009 at 7:49pm — 1 Comment

Recruitment Strategy Development - The Dreaded Job Description

In our last blog, “Recruitment Strategy Development – The Best Qualified Candidate Rarely Gets Hired”, we discussed if a Hiring Manager has not been taught how to interview, they certainly have not been taught how to select a qualified candidate.

For the purposes of Recruitment Strategy Development, RecruiterGuy ties the job description and the interviewing process together. Why? The job description should be specific enough that the skills required to be successful are crystal clear… Continue

Added by Bill Humbert on September 14, 2009 at 2:15pm — No Comments

How does your social recruiting engagement stack up?

We have re-launched the Social Recruiting Index, a database of social recruiting efforts around the world. It is free to participate in the Social Recruiting Engagement Survey. You will be receive a free report summarizing where you rate overall and based on your employee size. You will also be adding data to the index, and your peers will appreciate that!…


Added by Rob Humphrey on September 14, 2009 at 1:25pm — No Comments

Is There Growth Potential?

When interviewing for a new job get answers to the folowing questions to help determine your potential growth pattern in the new firm.

1) What are their sales projections?

2) What has the past revenue history shown?

3) What is their policy on internally promoting?

4) What is their policy on internally posting positions?

5) How long have your potential new co-workers been at their levels?

6) How long have your… Continue

Added by Kunin Associates on September 14, 2009 at 9:55am — 1 Comment

The Coming-Out Stories of Anonymous Bloggers

Added by Recruitnik on September 13, 2009 at 10:11pm — No Comments

Caveman Recruiting | Social Media World

I had a terrific time making new friends at the "TalentNet Live!" Recruiting Conference yesterday (at the Frito-Lay campus in Plano, TX).

For all who asked, here's a copy of the ppt from my presentation: Caveman Recruiting | Social Media World. Actually - it's best watched on Slideshare as the video is built in...check it out here:… Continue

Added by Dennis Smith on September 12, 2009 at 11:30am — 5 Comments

Hello Every One

I am New Here, I am a Technical recruiter..Can You teach Me More Concepts Of Technical Recruiting

I will Really Appreciate

Added by Prabhjot on September 12, 2009 at 6:51am — No Comments

Occupational Hazard

Dearest candidate,

Thank you for reaching out to me this morning via email. I am flattered by your suggestion to treat me to sushi and cocktails this evening to further discuss your interest in the Practice Leader position here in southern California; however, I must decline your generous offer. Friday evenings usually involve my husband, Paul, who is coincidentally the Partner working closely with our client to hire the Practice Leader.

Should you wish to apply for the… Continue

Added by Suzanne M King on September 11, 2009 at 2:54pm — 1 Comment

The Missing Piece to ATS Prescreening Questions

It’s no surprise that the number of resumes stockpiling for HR and hiring managers has increased in the past year. Thus, it’s important now more than ever to have an applicant tracking system (ATS) that’s well optimized to organize candidates. Sure, there are basic search and filter components available; however, there’s one more key component that can really help you find the “shining star” in today’s more than likely flooded candidate pool. This is prescreening or custom… Continue

Added by Jake Stupak on September 11, 2009 at 2:46pm — 1 Comment

Healthcare Employers and Recruiters-Are your internet job posts getting the visibilty they need?

There are over 124 million internet job searches monthly with over 2.4 million of those searches for healthcare and medical jobs.

Are healthcare Jobseekers finding your jobs online? Chances are they are not. What is your SEM strategy to drive those jobseekers to your career page? Most companies do not yet have a strategy in place to benefit from the millions jobseekers using the internet to find their next job. We have the ability to drive more traffic to your career page by utilizing our… Continue

Added by Teresa Scholten on September 11, 2009 at 2:13pm — 1 Comment

Oracle Federal Financial Functional - Baltimore, MD

Hi partners,

We have an urgent requirement from our client. Please send me your consultant profiles ASAP.

Oracle Federal Financial Functional

Location: Baltimore, MD

Duration: 10 months

Rate: $/hr all inclusive

Required Experience:

Experience in multiple R12 eBusiness suite implementation.

Advanced Oracle Accounts Receivable and Accounts Payables experience (8 years or… Continue

Added by Vasu Dev on September 11, 2009 at 12:15pm — No Comments

Our Latest Recruiting Angle

We have had huge success recruiting top talent by focusing on our insurance benefit packages in our recruitment literature. With so many people without good benefits due to the economy, the fact that we offer comprehensive Medical insurance / Short term health insurance. We use to just add a tag line at the end of our literature that said benefits included, but now that we spell out the details,… Continue

Added by Lincoln Builds on September 11, 2009 at 9:50am — No Comments

Catch the RSS Wave

When online news articles and technology bloggers began proclaiming sometime in 2008 that Twitter would become the AP newswire of the future, I literally laughed out loud. Dismissing it as techno-hype, I was completely certain that the American news reporting icon would continue to command ownership of top newspaper headlines and web pages from here to evermore. I also pondered that the majority of intelligent and web-savvy global workforce participants would simply not be all that keen on… Continue

Added by Michael Brandt on September 10, 2009 at 7:35pm — No Comments

SAP BI/IP Architect

HI Friends,

Please send me an exact matching resume for this position along with all the details immediately.

Full Name:

Contact Number:

E-Mail ID:

Current Location:








SAP BI/IP Architect


We have an opportunity with in the Boston Area. We are… Continue

Added by Vasu Dev on September 10, 2009 at 4:11pm — No Comments

Informatica and Mainframe Developers

Positions: Informatica and Mainframe Developers

Locations: See below

Est. Start: 9/21/09

Est. Term: 6 months

Bill Rate: $45/hour (All inclusive) (We are getting)

*** phone interview required ***

*** local or regional candidates preferred ***

*** drug test and background check required ***

Key Skills:

Informatica /COBOL/IMS Mainframe Developers needed… Continue

Added by Vasu Dev on September 10, 2009 at 4:10pm — No Comments

Corporate Social Responsibility Base Camp

I rarely ever hear of medium to large sized SMEs ever attempting to develop any kind of 'employment brand' or being bothered about their employer reputation. I also hardly ever see any evidence of it in any of the recruitment communications that these companies put out.

Amazingly, they then compound the problem by treating those applicants who do respond to their self-indulgent job announcements/Internet postings, with very little respect. These applicants are people who invariably… Continue

Added by Mitch Sullivan on September 10, 2009 at 11:01am — 1 Comment

"I need to Hire Someone, but Who?"

The market is slowly changing and more companies are looking to fill positions that have been on hold. They have realized that they no longer can run effectively without key positions being filled. The question becomes: 'What do I need from from this role in this changed economy?' Below are questions to help you create the best job description to give to your recruiter, and thus leading you to the ideal candidate.

1. What is the job's primary… Continue

Added by Kunin Associates on September 10, 2009 at 10:31am — 3 Comments

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