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Why (some) recruiters hate job boards

Oh, to be the new kid on the block! Twitter, Facebook, and the rest of social media are experiencing that thrill – they’re new, exciting, and can do no wrong.

A while back, job boards were the new kids. No more messy newsprint, no more limits on ad length, immediate results – what was not to like? Recruiters flocked to job boards and, in the process,

made many boards very profitable.

But things have changed. Job boards are old news, like those ugly,…

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Added by Jeff Dickey-Chasins on May 4, 2010 at 9:00am — 18 Comments

Is the client always right (subtitle: is money more important than manners?)

This week by way of a change, a real life workplace problem for you to get your teeth and business wisdom into.



“The customer is always right”. Or so said Barry Pain (1864-1928) the English journalist, poet and writer. But is he or she?



A situation arose recently at the offices of a business associate of mine. What happened was that one of the more junior members of the team was trying to help a client who wanted some information quite urgently as they were on their way to… Continue

Added by Alasdair Murray on May 4, 2010 at 8:45am — 4 Comments

The Good, the Bad and the Unqualified

As a 360 degrees desk recruiter, I am involved in all phases of recruitment. From meeting with the client and understanding their staffing needs to finding the right candidate and completing the contract.



Last week I had to terminate a contract prematurely.


The…
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Added by Lorena Perry on May 4, 2010 at 12:35pm — 2 Comments

Welcome to the Recruitment Content War

Recruitment Content War On #talentnet they raised the issue that since everything on Twitter is public, there's no way for a recruiter to gain any sort of competitive advantage.



Take LinkedIn or a job board, for example. On LinkedIn, you pay to get access to everyone's profiles, otherwise your network is limited to who you know. On a job board, you pay extra to get your job posting at the top of the search results, or… Continue

Added by ryanchartrand on April 30, 2009 at 6:30pm — 7 Comments

Diversity Sourcing Part 4!!

Diversity Sourcing Part 4

Here is the last in the 4 part series on…

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Added by Dean Da Costa on March 21, 2010 at 1:21pm — 1 Comment

Diversity Sourcing Part 3!!

Diversity Sourcing Part 3

As promised, I will now continue with part 3 of…

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Added by Dean Da Costa on March 19, 2010 at 11:23am — No Comments

Diversity Sourcing Part 2!!!

We already looked at Women so now let's focus on Hispanic. As I said in my previous post remember diversity sourcing is a very special skill. You need to have knowledge of were to search or as I have said in my " Top Ten Rules for Successful Internet…

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Added by Dean Da Costa on March 9, 2010 at 11:18am — 2 Comments

Diversity Sourcing!

Diversity Sourcing

Diversity sourcing is a very special skill. You need…

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Added by Dean Da Costa on March 7, 2010 at 12:57pm — 4 Comments

Finding the Next Outlet for Recruiting Talent (Tips to Stay Ahead of Other Recruiters)

Want to find the next outlet for recruiting talent? For starters, stay clear of recruiting communities, HR sites and your recruiting industry peers. Step "outside of the box" and your comfort zone with those in recruiting and HR, and get a completely new perspective. I was an early adopter of popular recruiting destinations today including LinkedIn, Facebook and Twitter. Currently I'm working… Continue

Added by Geoff Peterson on May 3, 2010 at 9:54am — 3 Comments

StandoutJobs.com Gets Acquired

It's an exciting day for Ben Yoskovitz who is/was the CEO of StandoutJobs.com. Ben wrote on his blog today about the sale of StandoutJobs.com



I remember walking into their office while StandoutJobs was in development so that Ben and I could talk about the product and brainstorm ideas. That was the first time I met him… Continue

Added by Slouch on May 3, 2010 at 2:44pm — 1 Comment

Top 10 Things that are Seldom Measured and Analyzed that Should Be

Corporate recruitment departments are usually extremely busy places. The focus is mostly on filling currently open requisitions. Satisfying the internal customers' immediate needs is paramount. Large quantities of fascinating data can be collected during that process but seldom are. My experience is that even when that data is collected, it is rarely analyzed.

Following are some ideas about what to collect and analyze.

  1. Source of hire data is really…
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Added by Simon Meth on May 2, 2010 at 10:34pm — 10 Comments

Talent management will be the key as the market recovers

For all my blog posts please see "The Savage Truth"



As the market recovers, one of the first impacts on our industry will be a revival of the temp and contract market. Temp-to-perm will be huge. Employers will see increased work volumes as the economy recovers,but will “dip their toes” into the labour market at first, hiring flexible solutions initially. But then, as momentum is gained and confidence returns, they will start to…

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Added by Greg Savage on April 30, 2010 at 12:06am — 2 Comments

The Physics of Recruiting- Be a Magnet for Talent

Physics has always fascinated me. (stop laughing)…



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Added by Trish on April 30, 2010 at 6:30am — 3 Comments

Nothing wrong with the basics

You just need to do it. Nike has a point!



Switch off your tweetdeck, log out of facebook, put those Recruiting blinkers on and just go for it. In football parlance... get your head down, put your bum up and just do.



Read the cv's, get on the phone, organise interviews, meet people, get activity happening. Do the reference checks, get the appropriate sign off, give the offer, close the deal! Shhhhh don't tell anyone, but that's your job Mr Recruiter.



Social… Continue

Added by Dan Nuroo on April 30, 2010 at 11:31pm — 3 Comments

Twitter. Its a chat room on steroids...

To continue the twitter theme from my last post, I thought I'd tell you a story....



So I’m sitting in my office and the IT Director hurries in, shoves a small black box, some cables and a piece of paper into my hand. “I’m off out” he said, “give this a whirl, I think you’ll like it”. And with that, off he trots.



I look at the box – a modem (remember those?!) and know enough to deduce that I needed to plug it into the office phone socket. After an hour or so of…
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Added by Gareth Jones on April 29, 2010 at 4:31pm — 1 Comment

Human Resources: Be Like a 1-year Old



“Experience is a hard teacher because she gives the test first, the lesson afterwards. - Vernon Saunders Law

In order to be in HR (or any field or career mind you) you need to approach everything like a 1 yr old.

  1. Crawl, Walk, and then Run – Whether you start out as a specialist, a generalist or in a rotation from one area to another, don’t fool yourself into thinking you know everything.…
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Added by Benjamin McCall on April 29, 2010 at 10:38am — 2 Comments

In Every Dream Job...A Heartache?

“Such a shame, it’s my absolute dream job but I just don’t feel that I can stay”



How often do recruiters hear that?



A candidate said that to me last week. In this case, her problem was her boss...try as she might she found it impossible to have a harmonious working relationship and efforts to work through this had failed. She wants the bits of the jobs that she enjoys – challenge, responsibility, flexibility – but in another environment.



She’s not the first,… Continue

Added by Mervyn Dinnen on April 29, 2010 at 6:41pm — 1 Comment

The NFL Draft: The Perfect Hiring Process?

Disclaimer: These opinions are my own



There’s nothing like the NFL Draft, when the eyes of the nation tune in to watch an event which, at its core, consists of 255 verbal offer extensions. Kris Dunn recently wrote the NFL Draft represents a “test tube for the Talent Management game as a whole.” It’s the perfect search, really, one that’s almost unfair to employers watching the prime time… Continue

Added by Matt Charney on April 29, 2010 at 11:00am — No Comments

Set Social Recruiting Boundaries

Just because your company is still deciding on whether or not to implement Social Recruiting into your overall recruiting strategy doesn’t mean you should delay setting a Social Recruiting policy. This can be a simple one-page of guidelines for appropriate use by employees based on the expected usage of these tools now or in the future. Being proactive about developing a usage policy will help avoid many of the issues that can result from a hands-off approach.



Digital…

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Added by Omowale Casselle on April 28, 2010 at 8:30am — 2 Comments

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