Posts Tagged ‘Recruiter’
December 11th, 2012
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October 18th, 2012
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By Kris Dunn (hrcapitalist.com)
I was having a conversation with a high potential candidate last week, and she proceeded to tell me about a recent connection with a recruiter. This candidate is bored, and “gettable” for the right company that can help her interrupt the career pattern she’s in.
She’s reached the expiration date of her shelf life in her current gig. She either reinvents herself at her current company (made difficult by layers above her and a lot of specialization in her shop) or she moves on. The expiration date sounds like it was 2 months ago.
The candidate’s not an active candidate yet, but she gets calls. She recently returned a call from a big local company and had a nice conversation with a recruiter – a phone interview.
At the end of the call, which had gone well, the recruiter proceeded to say seven words that are like poison for a high potential candidate.
“We would love for you to apply”…
October 10th, 2012
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By Caroline Ceniza-Levine (forbes.com)
A lot of job seekers wonder what happens behind-the-scenes in the hiring process. I asked a diverse group of recruiters from private sector to non-profit, from start-up through Fortune 500, from business to creative: What do you wish more job seekers knew?
June 19th, 2012
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BY RUSSELL S. REYNOLDS, JR., WITH CAROL E. CURTIS
Whether you’re being interviewed to be an intern or a CEO, you’re going to run into a few notoriously tricky questions–here’s a road map of what you’ll be asked, and how to craft impressive answers to even the toughest questions.
No two situations are ever exactly the same, but as a general guide, these are the types of questions that could come up in a typical interview. Read more »
May 22nd, 2012
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By Morgan Hoogvelt
When I attend career fairs, hiring conferences, recruiting events, or through conversations with prospective candidates, I keep learning that the wrong people are attending these events and working as recruiters. As I walked the room at a recent career fair, prior to the event starting, I sought to introduce myself to some of the other company representatives. I was surprised that many of them were unable to communicate at a level that would properly represent their company. Read more »
April 12th, 2012
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by John Zappe
Tech workers get an average of 23 recruiter inquiries a week — yes, a week, says a survey from TEKsystems, a global IT staffing and services firm.
That’s a remarkable number, which, even if is skewed by respondents with very in-demand skills, would still go a long way to explaining why you’re not getting calls back. In fact, the survey shows that IT professionals are picky about whose call they will return.
The best thing a recruiter can do when leaving a message or speaking with a potential candidate is to be as detailed about the job as possible. Hearing details about the specific job, the team, the nature of the work, and the company culture is the kind of information that would lead 88 percent of the survey respondents to return the call. Read more »
March 1st, 2012
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It’s a brand new year, great things are on the horizon … and for me, I have had it up to my eyeballs with a particular topic. I am so fed up with this topic that I want to climb to the highest peak and scream, bang my head against a wall, and even toss my desk around the room over and over. This topic that’s making me and others so irritated is Passive Candidates.
Yes, that’s right. The topic or even the mention of passive candidates now a day makes me want to throw up. In conducting my own personal year in review and through scouring HR topics, articles, blogs, etc., it seems as if 2011 was the year of the “Passive Candidate.” My response … so the heck what. Read more »
February 20th, 2012
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By David Lee
The title of this article comes from a conversation with a senior-level HR professional who demonstrated a level of awareness that many employers seem to lack about their onboarding process.
We were talking about their need to upgrade their onboarding, and she was describing her concerns about the effects of a poorly executed process.
While she listed the typically cited negative costs of sloppy onboarding — increased turnover, longer time to productivity, etc. — she hit on one of the biggest prices employers pay for a shoddy, sink or swim, unwelcoming onboarding process:
You take someone who is initially excited and even starry-eyed about working for you, and rapidly turn them into a cynical, skeptical, eye-roller, who does not respect or trust management and their employer. Read more »
