All Blog Posts Tagged 'HR' (937)

Resigning does not mean falling out with your current employer or does it?

 

There have been a number of articles recently on this topic mainly from the point of view of the person having to resign; I especially like the editorial by Wendy S Goffe on the Forbes website

http://www.forbes.com/sites/deborahljacobs/2012/04/09/how-to-quit-your-job-without-burning-your-bridges/

However it does present an atypical response to…

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Added by Chris Bailey on April 13, 2012 at 4:55pm — No Comments

5 Best Recruitment Marketing Articles of the Week 3.31.12 to 4.6.12

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. In this article, we’ll be talking about talent communities, promoting within, source of hire, thoughts on HR Tech and Google semantic search.

I’d also like to remind any recruiters reading this, the deadline to submit an application for the…

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Added by Chris Brablc on April 6, 2012 at 10:35am — No Comments

First-Ever CEO Panel Presentation on Employer Branding at the Employer Branding Conference

The Employer Branding Conference and The Annual Universum Awards ceremony, which takes place May 10th & 11th at The New York Times Building in New York City, will offer the first-ever CEO Panel on Employer Branding. Moderated by Chief Executive magazine, the panel will feature three CEOs from top organizations who will provide insights into their branding challenges and a look at employer branding from a CEO’s perspective.

“Decisions made by CEOs…

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Added by Jonas Barck on April 6, 2012 at 8:58am — No Comments

“MOST”-Part 6!!! Getting the “MOST” out of yourself, Bringing it all Together!!

“MOST”-Part 6!!!

Getting the “MOST” out of yourself,

Bringing it all Together!!

 

So this is part #6, Bringing it all Together with the “MOST” technique.

 

Okay so let’s bring it all together.

 

If we learn how to multitask, then we can get more done in a shorty time frame, which will help with time management and planning and be helped…

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Added by Dean Da Costa on April 3, 2012 at 12:44am — No Comments

MOST”-Part 5!!! Getting the “MOST” out of yourself, Time Management and Planning!!

 

“MOST”-Part 5!!!

Getting the “MOST” out of yourself,

Time Management and Planning!!

 

So this is part #5, pillar 4 on the “MOST” technique.

 

Pillar 4 Time Management and Planning, simply put you need to understand or learn how to manage your time effectively and have a plan.

 

Time management and Planning are together…

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Added by Dean Da Costa on March 27, 2012 at 7:51pm — No Comments

“MOST”-Part 4!!! Getting the “MOST” out of yourself, Speed!!

“MOST”-Part 4!!!

Getting the “MOST” out of yourself,

Speed!!

 

So this is part #4, pillar 3 on the “MOST” technique.

 

Pillar 3 Speed, not just fast but warped speed fast, the ability to perform at warped speed is essential to the pillars.

 

So this is a biggy, speed can be god given, or gained over time and effort or both. For our purposes we…

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Added by Dean Da Costa on March 19, 2012 at 6:13pm — No Comments

3 Tenets of Excellent Customer Service in #HRTech

In this week’s #HRTechChat, we discussed what it meant to provide great customer service in the HR Technology space.  From real world examples of customer service excellence to how to create innovations that provide value to customers, there was a lot of great discussion and sound-bytes on the topic.

 

The question that inspired this post, however, was a simple…

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Added by Chris Brablc on March 15, 2012 at 12:18pm — No Comments

Recruiting 2.0 - The Potency of Video

As a hiring manager, how many times have you said the phrase “The resumes I am getting do not match what I’m looking for at all”? Well, now is the time to restructure your hiring process and see what you can do to improve your results. For starters:

1. The proof is in the details – Your job description is everything; it should be detailed, but not a novel. Make sure that important “must haves” are at the top to catch those quick readers in their tracks before they hit the “apply”…

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Added by David DeCapua on March 13, 2012 at 10:10am — No Comments

7 Signs You are Being Marginalized as a Recruiter

I've been writing about the marginalization of recruiters and thought I would put down the signs that you can use to evaluate whether or not you fall into that category of recruiter. Technology plays a significant role in the marginalization of recruiters, but it is not merely technology that forces many recruiters to the margins. Here are some clear signs for recruiters to take an honest look to see if they too are becoming marginalized.

7. The company makes you sign their…

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Added by Drue De Angelis on March 13, 2012 at 9:30am — No Comments

What is the most popular source of hire?

Jim Stroud interviews Gerry Crispin and discusses his annual research report - "Source of Hire."

00:01 - Introduction

00:17 - You know who The GodFather of HR is

00:32 - Bleep

01:52 - It is a flawed process how ATS count source of hire

03:33 - There isn't one source that stands on its own

05:10 - Direct sourcing has…

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Added by Jim Stroud on March 13, 2012 at 8:30am — 4 Comments

The New Human Resource Professional Job Description

The job of the HR professional especially when it comes to recruiting has changed. It never was a straightforward process, but it’s even less of one now. The rules have changed on how to acquire and bring top talent in to a given organization. The main reason is a combination of both the Internet and social channels. The review process alone can be staggering from checking up on a candidates Twitter feed, to setting up multiple live interviews. Understanding potential candidates thinking via…

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Added by Patrick Richard on March 12, 2012 at 11:27pm — 2 Comments

“MOST”-Part 3!!!

“MOST”-Part 3!!!

Getting the “MOST” out of yourself,

Organization!!

 

So this is part #3, pillar 2 on the “MOST” technique.

 

 

Pillar 2 Organization , you need to be organized to the point you do not waste time looking for information or trying to remember what search goes were etc.

 

Organization is a very important pillar to the…

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Added by Dean Da Costa on March 12, 2012 at 6:35pm — No Comments

“MOST”-Part 2!!! Getting the “MOST” out of yourself, Multitasking!!

“MOST”-Part 2!!!

Getting the “MOST” out of yourself,

Multitasking!!

 

So this is part #2, pillar 1 on the “MOST” technique.

 

Pillar 1, Multitasking, the ability to do more than one thing at the same time. When most people hear the word multitask they think 2-3 things at once. However in my world it could mean as many as 15+ things at once or…

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Added by Dean Da Costa on March 5, 2012 at 2:09pm — No Comments

“MOST”-Part 1!!!

“MOST”-Part 1!!!

Getting the “MOST” out of yourself, the 4 pillars needed to get to the next level.

 

Often I am asked what are the secrets of my success. When I try to explain it, most people thought some of these secrets were not something you could learn, you either had it or not. To a point this is true, but also to a point you can learn them and as such can get better.

 

So here I will…

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Added by Dean Da Costa on February 28, 2012 at 4:56pm — No Comments

Search Firms: Big or Boutique?

I believe that a constant in our society is that Talent drives innovation and execution. Talent is the key ingredient in all successful companies. Every successful venture has either a single talent or a group of talented people behind it. I don’t know many people who would argue this point.

My question is, “Why don’t more companies and HR types consider the talent of the prospective search consultant in their equation before they hire a search firm?…

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Added by Drue De Angelis on February 28, 2012 at 3:00pm — No Comments

PPS, anything that goes wrong in Staffing comes down to PPS!

PPS, anything that goes wrong in Staffing comes down to PPS!

PPS stands for People, Processes and Systems. Basically the premise is if there is anything wrong within a staffing or for that matter any organization it comes down to either the People, the Process or the systems being used. 

For people we are not just talking recruiters, or sourcers. We are talking anyone who has anything to do with staffing, sourcing, hiring of people to the company. That means, the…

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Added by Dean Da Costa on February 20, 2012 at 8:36pm — 3 Comments

The Problem with HR... (Caution- generalizations ahead)

After ruffling some feathers on this site yesterday with my post about what is wrong with Recruiters, I thought it apropos to post a counterpoint article about what is wrong with HR.  If a guy can't rant on about HR on a site like this, where can he rant?  

My typical client is a start-up or mid-sized company mainly because I am able to produce the best outcomes when I am free to…

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Added by Drue De Angelis on February 9, 2012 at 7:00am — 3 Comments

2012 and beyond, what is coming?

2012 and beyond, what is coming?

 

So what is going to be the new in thing in staffing? In my post some time ago titled “Staffing Yesterday, Today and Tomorrow!!” I went over the direction staffing might take in the future and were staffing came from.

 

Now let see what the coming year has to offer.

 

Like Social Media was to 2011 , Mobile will be come in 2012. The ability of staffing professionals and…

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Added by Dean Da Costa on February 8, 2012 at 1:00pm — 3 Comments

The Problem with Recruiters!

The problem with recruiters is that most of them are focused on “closing the deal”and all else is just details. They will do anything necessary to simply make a placement and invoice their customer. They don’t have their customer’s best interests at heart. His only concern is getting paid and getting past the guarantee period!

Sad, but true for many, if not most recruiters. Oh sure, they “care” about the outcome. But not more than they care about submitting an…

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Added by Drue De Angelis on February 8, 2012 at 8:30am — 52 Comments

What is it with the Low-Ball offer? And What are the Risks?

We’ve all had this happen to us. Just when the process is purring along and our client has made their final candidate selection they go pull the “low-ball” offer! Despite ongoing consultation on what the offer should be, some of these clients still seem to get it wrong!

Even after being retained and after a challenging search and protracted interview process, the client decides that although they know that the candidate is currently making $185,000 salary, and they were prepared to go…

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Added by Drue De Angelis on February 6, 2012 at 1:58pm — 1 Comment

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