Change is…
The point is, ladies and gentlemen, that change, for lack of a better word, is good.
Over the course of my career (in my previous life working in education) I’ve worked with some amazing students in many different settings.
Blog
“I Wish My Recruiter Knew”: Feedback & Face-to-Face Meetings
Welcome to the third post in our “I wish my recruiter knew” series!…
We polled our clients, candidates and social media followers, asking them to answer a question that most search firms don’t dare ask-- what’s on their minds!
A CANDIDATE SAYS:
The Happy Factor
During my years as a recruiter, I can recall the number of times I’ve asked candidates what they’re looking for in a job only slightly more than the number of times I’ve gotten the response “money isn’t the most important factor”…
“I Wish My Recruiter Knew”: GEOGRAPHIC AREA
Welcome to the second post in our “I wish my recruiter knew”series!
We polled our clients, candidates and social media followers, asking them to answer a question that most search firms don’t dare ask-- what’s on their minds.
Below is another response-
“I Wish My Recruiter Knew”: INTRO EMAILS
Welcome to our first post in our “I Wish My Recruiter Knew”series! We polled our clients, candidates and social media followers, asking them to answer a question that most search firms don’t dare ask-- what’s on their minds.
Below is the first response we received-
A CANDIDATE ASKS:
If You Don’t Ask, the Answer Will Always Be No
It’s funny how little credit people give to themselves, and others. I recently came across a scenario where I was on the fence about reaching out to a past business connection regarding an opportunity I was recruiting on…It had been several years since we had spoken-would they remember me?
My Template for Hiring the Ideal Inside Sales Rep
SCORE!!… I found the proverbial needle in the talent haystack.An inside sales rep for my client, a web conferencing software company. It all happened rather quickly and my client was thrilled. When I called them to share the good news, their reply was “…bring me more JUST like her…” My success turned into another job order!
This made me think: If I could create a template of the perfect candidate, what would it look like?
Have a “Beer” Budget but Need “Champagne” Talent?
When it comes to compensation, who do you think cares more about money- the employer or the candidate? Both, of course! Unfortunately, sometimes organizations are just not able to get to market compensation, but still need to make great hires to sustain and grow their enterprises.
Getting Real About Big Data Talent
One of the biggest misconceptions business leaders have about data scientists is this: They have some sort of mysterious, magic formula to extract meaningful insights and solve all of their organization’s problems…If I had a dollar for each time I’ve had to remind clients that there is no one secret formula, I would be a rich man! Here’s the reality:
New Job Market, Not-So-New Hiring Problems
In the current jobseeker’s market, companies-especially in the tech industry, are competing to attract and keep top talent. Some organizations are getting creative by offering major perks- from game rooms, catered lunches, childcare, to unlimited vacation time. But what about the hiring process? Why aren’t most companies changing up their hiring methods?