"Treat them the way you would want to be treated"
Candidate and Client Satisfaction!!!- Well this is one of the most important issues for a recruiter/staffing professional. It is not just about filling positions. It is about having a good relationship with your client and ensuring you treat each candidate with respect. Remember it is a small world and I can guarantee you, candidates talk. You treat one bad and it will get…Continue
Added by Dean Da Costa on June 3, 2011 at 1:13pm — No Comments
Added by Jeremy Eskenazi on June 1, 2011 at 11:15am — No Comments
If most hiring managers knew what games many (not all) HR staffing types play in blocking external recruiters, who can actually fill their hard-to-fill openings,...they would (should) cocoon them and convert them into speed bumps befitting their role in the recruitment process.
Added by Valentino Martinez on May 30, 2011 at 11:30am — No Comments
No such thing as too much communication!!
As with any relationship communication is key. I have found it is far better to over communicate than under communicate. Clients appreciate knowing what is going on and one of the biggest complaints about recruiting is lack of communication. One of the biggest ways to do this is to manage your inbox. Do not let it become overwhelming and a place where emails go to die. Stay on top of it. Respond to…Continue
Added by Dean Da Costa on May 27, 2011 at 10:08pm — No Comments
My apologies for no post last week. I have been very ill. But am back up, sort of, and running so here we go!!
Change can be good!!!!
Change, one of the scariest words in the English dictionary, also one of the most exciting, and perhaps one of the most important. Change means - to become different, or make something or somebody different. For us in staffing it means the ability to be flexible. This means just…Continue
Added by Dean Da Costa on May 20, 2011 at 7:00pm — No Comments
1. Cold Calls. If you are cold calling me from any company that rhymes with Blobert Blaf or similar companies, call me from your mobile because I can see your company on my caller ID. Expect me to still blow you off, but call me in 6 months to show me you made it. We may talk then.…Continue
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. This week we’ll be talking about great job ads, reasons why your metrics are ineffective, how to find the right company culture, social media best practices, increased hiring of management positions and how sitting can be dangerous.
Added by Chris Brablc on May 13, 2011 at 11:18am — No Comments
One of the continuing challenges facing the Recruitment function is moving from the traditional, reactive and primarily transactional focus to a proactive and enhanced recruitment model.
Think about when you sit down with your hiring leaders to scope a new open position and the role details. When you ask the hiring leaders for a proposed start date for a new hire, how many of them responded with “ASAP” or “yesterday”? How many of your hiring leaders complain about the time…Continue
So this is part 4 the end.
Over the last few weeks I have posted allot of info about the 3 models. I posted roles, responsibilities, positive and negative point about each as well as metrics used to measure the success of each.
Now for a few tidbits, things to keep in mind when deciding, and my overall thoughts.
The A-z Model or monofunction is the oldest. One person does it all. It can work, but to make it work you need to ensure the following are in…Continue
Added by Dean Da Costa on May 6, 2011 at 1:18pm — No Comments
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting, recruiting metrics and anything else in the recruiting space. This week we’ll be talking about knowing your recruiting competitors, who to recruit first, recruiting and social media, recent HRTech acquisitions and…Continue
Added by Chris Brablc on May 6, 2011 at 12:08pm — No Comments
Recruiting is a time intensive process and anyone that says otherwise obviously has not done the job. But even so, every recruiting initiative doesn’t have to be time intensive or hands on. There are a few initiatives where you can use tools and services that can save you time so you can spend it on more important initiatives that cannot be put on auto-pilot. There may be an upfront cost in time to set these initiatives and tools up, however, once you have them going they should provide a…Continue
Added by Chris Brablc on May 3, 2011 at 3:25pm — No Comments
Not a single day passes by of late without hearing the dreaded words 'global talent pool', but what does that phrase actually mean in practice, if anything at all?
Consider a typical recruiting scenario. You're looking for a mid-career engineer for a specific location. There is no relocation package on offer so straight away it would be fair to assume that 99 times out of a hundred your likely candidate is going to come from a 30 or 40 mile radius of wherever the business is situated.…Continue
Part 3 of the ever expanding staffing function!!!
So this is part 3 of the series or in reality it is the 4th installation but we are talking about the 3rd model. Here we are going to focus on the trifunction model also called sourcer(Also can use titles of researcher)/caller(also can be called screener or interviewer)/account manager(also can be called)client manager. (for acronyms see first post in this series)
Added by Dean Da Costa on April 28, 2011 at 5:32pm — No Comments
Today is another addition to those “literary posts” that I have already shared with you. This day is a day we take some additional advice from the greatest playwright of our time and apply it to the business world and your recruiting department, because what Shakespeare taught us about love and war, he can also teach us about business. These lessons are most applicable to your Internal Recruiting Staff. Today’s topic: Othello.
If you are unfamiliar with the…Continue
Added by Tim Giehll on April 28, 2011 at 1:00pm — No Comments
One of the most important blogs you will read is a blog that shows how to protect yourself and your company for the hassle not to mention the expense of a negligent hiring law suit. When another person feels they have been injured as a direct result of an action by an employees (an employee your recruited or hired) they have the right to file a negligent hiring suit. As a recruiter, business owner, or employer you can reduce the possibility of an incident happening in the FIRST place IF…Continue
Added by Sandy on April 27, 2011 at 2:13pm — No Comments
Part 2 of the ever expanding staffing function!!!
So this is part 2 of the series, or in reality it is the 3rd installation but we are talking about the 2nd model. Here we are going to focus on the difunction model also called amr/cgr and finder/filler. (for acronyms see first post in this series)
In the difunction model 2 staffing professionals split the SLC in 2. One does the account/client management function…Continue
Added by Dean Da Costa on April 22, 2011 at 1:48pm — No Comments
With all of the straight and narrow, by the book, out of the box, sane and insane, crazy and not so crazy personalities that make up the $500 Billion dollar Global Recruitment Industry we call home – I thought where is our…Continue
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting, mobile recruiting and anything else in the recruiting space. This week we’ll be talking about job titles, social recruiting strategy risks, 8 killer recruitment strategies, new features on LinkedIn and important HR metrics.
Here are the articles our that interested us this week (in no…Continue
Added by Chris Brablc on April 15, 2011 at 11:00am — No Comments
Remember it is not personal!!!
I am taking time out form my series on “staffing function” to address those in need.
Times are strange right now. People are losing their jobs for the strangest reasons. You must always remember that in most cases it is not personal. In most cases it is not personal, it is business. That is not to say sometimes it is never personal, politics make for strange bedfellows, I have been victim of that myself more than once.…Continue
Sounds sort of weird right? A Marketing Director to work inside Human Resources. The reality is that marketing may be one of the key things missing from the world of social recruiting and justifying budgets each year to the executive team. Having a dedicated Marketing person that can analyze and execute campaigns is something that could prove vital to keeping HR recruiting budgets in tact as well as bringing in more quality talent.
Tracking all of your ads and…Continue