Recruitment Firm Fights Back Online »
A leading recruitment firm has today launched a new website to tackle Seek and networking sites like LinkedIn.
A leading recruitment firm has today launched a new website to tackle Seek and networking sites like LinkedIn.
I have been working at Riviera Advisors for about 9 months and have interviewed and interacted with many recruiters from several companies. I have identified a solid understanding and interest in a future profession in Recruiting.
After a slightly shaky start, the Institute of Recruiters (IoR) was finally launched last week. But what is the point of another professional body in the HR and recruitment marketplace, and is the new organisation going to be able to offer anything really meaningful to its members?
Accolo, Inc. recently launched their enhanced Cloud Recruiting™ Platform which harnesses the power of advanced social network recruiting. The solution includes real time access to recruiting capacity on demand via the Accolo Hiring Consultant network.
I did not tell my parents when I was 5 that someday I was going to be a recruiter. After high school I didn’t try to find Recruiting 101 classes. And when I graduated college I wasn’t applying for work at every local recruiting firm I could find. I fell into it. Just like a lot of us. I didn’t want to really sell anything I told myself. Yet every job has a selling side involved, I just didn’t see it. I was actually doing quite well for myself. I was in the restaurant industry working my way up to general manager of 2 very upscale, top rated, and wildly popular places. Celebrities knew my name. I worked a ton of hours and loved it. But it did catch up with me. My social life was inside the business and I got the itch to do more. I took the LSAT’s (law school tests) did OK, and was accepted into a couple of schools. But the cost, and the reality that it was not what I really wanted drove me away. I never went. Whew.
A steady customer and I got to know each other, Shawn. He ate out every weekend and always talked with me about his business, recruiting. He really loved it and from all indications made a good deal of money at it. He told me that he never thought this is what he was meant to be and that intrigued me. He told me he worked hard, but did work less hours then I did. I was up to 80 hours a week for quite some time by then. But what I really liked was that he treated recruiting like his profession. He was proud of it and the success he found.
Shawn told me I should come in and talk to his boss. In the late summer of 1996 I took him up on the offer after some time thinking, not really sure if I wanted to sway from the path I was on. I was doing good after all, and I had offers to move up in the business I was established in. After a couple of months I arranged my first send out/interview, me. When I walked in I was intimidated right away. The company was a room of about 30 recruiters. The phones were ringing constantly and the sound level of everyone talking created an energy that I only felt on a fully booked Saturday night at the restaurant. Wow, this was cool I thought to myself as we walked to an office. After some of the most grueling interview questions, mostly about me personally and my decision making, I was offered a second interview. I know it was because of Shawn I am sure, and I accepted it. Turns out Shawn was the top producer at the company, and one of the top in the nation. When I came back I met the owner, Joe Pendergrast, a great man. He and Larry offered me a starting job for half my current salary but some enticing commissions. I accepted after some thought. It was a big step for me but it felt like the right timing. I was a poor kid that made his way up the ladder and starting over was a bit scary. But I always liked taking chances and seeing what I can do with them.
My last Forbes article created quite a stir in the recruitment world and a lot of recruiters left comments and posted their own articles to dispute it. I wrote about how job boards and resumes are no longer useful and how LinkedIn will put them both out of business. Recruiters, on the other hand, believe that job boards are here to stay. In order to get their side of the story, I reached out to two of them who could provide more information and research on the topic.
Executive search specialists are experiencing increasing demand for highly skilled and experienced senior executives, as certain sectors show signs of recovery and growth. But despite the scarcity of professionals who meet the demands of highly challenging roles, companies are currently inclined to be ultra-cautious and often delay making decisions on important appointments.
That corporate recruiting machine, she’s broken. Job-seekers and hiring managers alike complain that the current system, studded with Black Hole career portals, insulting online honesty tests, and officious, unresponsive staffers, needs an overhaul.
Monster is an online job search portal that provides recruitment services to employers and job seekers. According to Monster, its recruitment service product Power Resume Search based on the 6Sense Semantic search technology continues to gain traction with its clients.
The US motor industry has experienced a surge in recruitment for skilled engineers, lending some optimism to the recovery of the national economy as a whole.
Hate your job and looking for something new? Want to transition to another field, but don’t want to spend years and years preparing?
Job search engines are many on the online scene but to have a web portal solely dedicated to specific jobs that work under eco-friendly ethics and regulations is rare. GreenZone.org has finally been launched as the exclusive provider of jobs in the U.S that is solely based on environment friendly undertakings. “Thousands of clean technology jobs, environmental jobs, agricultural jobs and recycling jobs are available at this job portal. The web layout is rather down to earth and is easy to browse and find specific job profiles according to your preferences,” says the spokesperson of http://greenzone.org.
It will be a year on June 15th. Tim and I started Recruiting Daily in May of 2010 but we made it official on the 15th of June: we were going to start a blog in the recruiting world. We enjoyed all the other blogs out there and their specific qualities, but we wanted a platform to write our own stuff, get our own readers, and see what happened. There was no monetizing plan discussed at that time and that was a new thing for me personally. I loved to write and thought we could fill a gap and help some recruiters along the way. Recruiting Daily has taken on a life of its own and I like to believe that through our writing, some great readers, and a good deal of Tim’s cross media skills we made it. Our number of subscribers grows daily, and we couldn’t be happier. Thank you to all of you that read our posts, tweet them or share on them on LinkedIn, or comment or flame us. We appreciate them all. – Noel Cocca
Where has all the time gone? We are set to hit our first year anniversary and what an amazing ride it has been. What began as a creative outlet has turned into so much more over the past twelve months. I would like to just take a moment to thank all of our RD readers, all of those that Retweet, post on Facebook, and exchange amazing ideas. I personally have been inspired and learned so much from all of you. I also wanted to give special thanks to the #HireFriday, #TChat, and #HRHappyHour communities for giving us something to look forward to weekly. Recruiting Daily will continue to grow, and Noel and I look forward to all the conversation in year 2. Thank you all for the amazing support. – Tim Spagnola
The UK provider of senior level interim executives has appointed two new Directors to strengthen its specialist team.
Witmer Group has created Speed To Hire in order to help companies optimize employee recruiting. The program helps corporate job sites compete directly with career boards and aggregator sites for job seekers.