Posts Tagged ‘recruiting’

Oddskills – JobBoard

Oddskills - JobBoard With a name like


Unprecedented Times are You Ready?

As always, he provided invaluable insight into what is going on in the world of social networking, SEO, Internet Search and Web 2.0 tools. He kicked off his presentation with a cool video I thought I would share with you today - Did you know?


Funny, new website for your anecdotes: TJNTIY (they're just not that into you)

I recently posted a Q&A on LinkedIn asking "What have job candidates done or said that blew their chances of getting hired?" and received an astounding 40 answers. I could not believe the weird stuff that recruiters and hiring managers said that candidates had done during their interviews. It seemed to be something that recruiters and hiring managers wanted to talk about .


Recruiter, Clone Thyself: Do Twice as Much in Half the Time

Have you ever found yourself at the end of a day, week, or month and wonder where the time went? Seriously.  One moment you were at the beginning . The next moment


Suzy Welch's 10-10-10: A Life-Transforming Idea

S uzy Welch's new book, 10-10-10 A Life-Transforming Idea , is a study in decision-making, which is why executive search consultants should take notice as well as the C-level luminaries that we recruit. A candidate's career is not simply a collection of skills and acquired experiences, but rather serves as evidence of candidate's ability to decide his or her own fate. Great recruiters learn to look for a story arc in candidate's career.  Ideally, the career path should, on average, ascend ever upwards in as series of steps in which greater responsibilities are assumed and greater challenges are overcome.


Dude, Where's My Job? Register for Teletopic for Executive Search Professionals on Downsizing

Most of us have friends and love ones who have been recently downsized -- corporate-speak for being handed a pink slip and shown the door.  Few are immune from this dispiriting trend from the senior-most executives to entry-level workers who were the last in, and, regrettably, always among the first to go.  For those who are laid off and for those left behind, the event is disorienting.  One day the job was here: the next was gone as if Ashton Kutcher woke up from a night of partying to exclaim, "Dude, where's my job?"  Next month, I'm serving as moderator of the International Association for Corporate & Professional Recruitment's live phone-in discussion panel entitled "The Challenges of Downsizing".  The teletopic will take place on June 10, 2009 from 11:30-12:30 Eastern and designed for professionals involved in talent acquisition and retained executive search.  (To register, visit www.iacpr.org.)  Clearly, downsizing is hitting every corporation in every sector of the marketplace. The experience is traumatic for those making the decisions and delivering the news; those losing their positions; and the individuals left behind, taking up the slack and worried about the future.  The IACPR has put together an impressive panel of experts In an effort to answer questions on the myriad of challenges – and how to effectively support all those impacted. Joining me will be Joyce Bradley, the SVP/General Manager of the Greater Philadelphia Area of the talent management solution firm Lee Hecht Harrison;  Allison Cheston, a Career Strategist with Allison Cheston & Associates; and Ann Scott ,an Executive Agent with Scott Executive Agent.  The presenters will examine on the many challenges of downsizing – before, during and after the event.


Hiring During Layoffs: Delicate Mission Requires a Sensitive Approach

Scenario: What to do if you have to layoff and hire at the same time Layoffs are occurring with increasing frequently in the current economic environment.  However, that doesn’t mean those same companies have stopped hiring.


Too Many Resumes: Too Little Time

Scenario: What to do if you are drowning in resumes and still can’t find the candidate you need. They say you should be thrilled.  The unemployment rate is so high that it is raining resumes.  Your candidate must be in there, somewhere.  Only thing is that you’re going blind from scanning resumes for the elusive, one-in-a-thousand, qualified candidate.  As you do, you wonder whether this is what you went to college to do – repetitive, apparently useless sifting through CVs.  With each successive resume, you casually wonder why candidates don’t read the job requirements.  Then you wonder whether they can read.  Oh yes, and then there are t he resumes that don't seem particularly truthful.


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