Donna Farrugia, Executive Director at The Creative Group (a staffing agency) wrote a post over at iMedia Connection this week on finding social media talent. Some of what she wrote makes sense, however there are a few items that as a practitioner, I disagree with.
The increase in job seekers seen since the economic downturn has led to extra expense for businesses as they struggle to manage an unprecedented rise in applications, according to research by SHL, the leader in talent assessment solutions.
A short conversation very early on in my first year of recruiting physicians with my manager:
“I have two interviews set up with my newest candidate. This one feels good!”
“Excellent! Let me ask you, have you done everything you can to help him find a job?”
“Yes, I have him interviewing with our 2 clients and both are in the area he wants to live in. Both are great jobs for him.”
“I thought you said you did everything you can?”
Continue reading “Are You Doing All You Can For Your Candidate?”
Medical device recruiters are vital connections to have because they know about the position first and can get you an interview before you are lost among the competition.
The world of IT staffing is a highly competitive industry. IT recruiting agencies race to the best candidates and are constantly battling for the very best high-tech resources. It often comes down to which IT recruiter calls or emails the respective candidate first.
Doing a recruiters job in advertising is a very tricky and one of the most well paid jobs. Recruitment operates at two different levels when it comes to advertising or even any other sector. There are recruitment agencies that specify in fulfilling the clients needs whenever they come to them in search of new employees.
Last Wednesday Yahoo/CNN posted an article “Out-of-Work Job Applicants told Unemployed Need Not Apply” and everywhere I’ve gone I am hearing all about it: online discussions, blogs, students at the school I work for, and even the grocery store!
Back by popular demand- We had so many good responses to last week’s Top Ten Tips for Recruiting During the Recovery that we had little option but to put together a sequel. So here we go: more helpful hints from the experts as to how your organization can pick up the talent it needs to get it through the economic labyrinth ahead
What do you do if you find yourself in the middle of the recession and jobless? Are there any industries that are recession proof?
Save US Jobs, America’s open source recruiting organization, announces the launch of its new collaborative recruiting solutions designed to employ Americans and empower the U.S. economy.
Not being much of a soccer aficionado, I have nevertheless been captivated by some of the games in the 2010 World Cup Soccer.
When Michigan-based staffing firm EmploymentGroup launched VCG’s StaffSuite® as their staffing software application in January 2003, they were ready to expand and diversify their business mix and were determined that technology play a key role in improving their client services. It did that, and more.
One of the few bright spots in the job market during this Great Recession has been health care. Month after month, the industry has added jobs.
If there were a personality test tailored specifically to the recruiting industry, what would the categories be? A few come to mind…
On average, 21 percent of job seekers are taken out of consideration by managers after a check of professional references, according to a survey released by OfficeTeam, a division of Robert Half International Inc.
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