ERE community

Hello,

I am looking for an RPO Agreement Example, If someone can please share an example of one?

Would be greatly appreciated.

Thank You

I am looking for a tool to help manage our passive candidate prospects.  Currently have an ATS but am finding that we're creating a bunch of confusion between active vs. passive candidates as well as duplicate records when they become an "applicant".   I don't want to not track sourced candidates but my simple excel spreadsheet is not cutting it as the numbers grow and more people are involved in using it.  Any recommendations???

Hi All,

I am one of the many recruiter (job seeker) who is finidng it difficult by every passing day to combat the conditions around us given the economic slowdown and the competitive job market.

For all the time that I have left on my hands after my job search efforts , I try to upgrade my knowhow in some or the other way like reading blogs, websites that talk about the Do's and the Don'ts, Boolean Search Strings, and various other recruiting techniques ....But what I a really looking for is some material on how to become a good IT recruiter (I mean from TECHNOLOGY perspective)

Recruiting like to many others happened to me as well. I am not shy in letting people know that I do NOT come from an engineering B/G. Recruiters need not know the indepths of each technology out in the market but with time I have come to realize that each recruiter should know the basics the least and I am not finding any material out there which tells me so....I mean technically from a recruiter's perspective....For example....What is the difference between a BSA and a BA and a SA...What is the difference between a programmer and a developer...etc ....

I am not saying that material is not available on these topics on the internet but I was wondering if there is any thing designed on these lines for recruiters specefically ???

Any suggestions ??

Regards
Priti

We are a small startup and I have the task of setting up a sick policy.

I am curious to see what people are doing

Sick and Personal time independent, if so is the amount of sick time different with each level of management I:E Associate vs Manager vs VP

PTO - lump it all together?

And what is procedure? Call Hr? Call your boss?

I would love to hear what everyone thinks...

What are the going rates these days for various levels of contract recruiters?

I'm wondering if anyone has had experience sourcing passive candidates in Mexico.  I am an avid user of Zoominfo and Jigsaw, neither of which have any options for sourcing out of Latin America.  I have had some success on Linkedin.

If you've sourced out of Mexico - I'd love to hear any tips you can share!!!  Thanks in advance for any insights you may have!

Monica Schmidt

Recruiting Consultant

Being an entrepreneur is in the forefront of the minds of the Y. They want freedom, power and control. I assured them they would have all of this if they were also proactive, tenacious and willing to do the work.

I spoke at SHRM on Saturday to a group of professors, students, and HR leaders /mentors about careers in and around HR.  As always I was passionate and engaging with the audience. What they did not know they'd get that they did was a powerful dose of ‘pursue your passions’ and what you think you want may not be what your best at. Go with what your great at and the career will work out. To do that, I told them, they ‘d need to be self-aware.

I spoke to them about several careers inside Talent Management and HR, I thought I’d share what I had to say about recruiting as a career and see what my fellow RecruitingBlog members might like to add.

I know the mass reading Recruiting Blogs doesn’t feel we have much to do with HR, I however sit in a position that I feel what we do is the leading HR task at hand and will be for the next 15-20 years and while they might not do it as well as we do it, recruiting is an HR or Human Capital or better said Talent Management function.

I highlighted for them the careers in HR as they sit today, how I feel they will shift for tomorrow and what they need to look at before considering the roles. As HR leaders spoke to me about my presentation they were grateful that I was so straight with the Gen Y-ers about what is needed, what to expect, how to get what they want and how to evaluate the roles.

Because of its challenge, rewards, independence and creativity; many of these young people will wind up pursuing recruiting careers as their post - I wanted them to be ready for what it is and what it isn't. It was so cool to see the gleam in some of their eyes as I spoke about what recruiting does for people, businesses and one's bank account.

I told hem they’d need to kiss a lot of frogs and although most people wouldn’t might not come right out and say it – yet recruiting is sales. I reiterated that they needed to be exceptionally coachable, trainable, great listeners, good communicators and risk takers. We talked about integrity, work ethic and commitment delivering quality results.

I added that if they were not internally hungry for success no matter how much of the right stuff they had, recruiting would not be a long term career for them, rather it would be a short lived unhappy stop along their path to discovering what they really want.

So what do you think they need to think about and what can you add?

Hi All,

In an attempt to give our site viewers more resources to network and find jobs given this crazy economy you have a chance to self promote your conference, webinar or seminar.

We are looking for seminars, webinars (not everyone can afford the travel), or conferences that are industry related (social media, advertising, marketing, digital media) OR those that help people in this industry find jobs to add to our site www.newmediahire.com. We are open to posting for you but anyone can post it themselves to make it a quicker process.

To give you an idea of the info we need, see on this page http://www.newmediahire.com/events and it will also be on the home page. NO COST. You can get an idea of the type of events we are able to list.

Hi There,

I am exploring the use of entry interview surveys in my company, and would like to know if other companies use them. 

If you do use them, what kinds of questions do you generally ask?  Are they more around expectations of the role/orientation/team/company?  Or more around recruitment services quality after just being hired?

Any direction and/or templates people can provide me would be much appreciated as I work through this new concept for our company.

Thanks so much!

Astrid

I'd like to hear how other recruitment professionals are networking in their local communities to help their companies out reach efforts. I've included and example of what I am doing with my local SHRM chapter to further Sodexo's brand image as well as support the Veteran recruitment efforts. Please attend if you are local and share your professional experiences with me!

http://gbrshrm.shrm.org/webmodules/webarticlesnet/templates/?z=2&a=21

Hello everyone,

I am considering moving to an RPO model with some clients. Can anyone please provide me with examples of pricing or revenue models?

Also if anyone has example contracts... greatly appreciated.

Thanks,

Michelle

I'm helping at least one employer to build a Facebook page for recruiting. I've kind of stumble through and have something together but need some help. For example, when setting a company fan page up there is not a choice along the lines of employer - it's all things like product, store, communications, etc. So, what is the best choice?

(BTY, it looks like CareerBuilder's page has them as an employer, maybe they got a special, custom page built?)

Also, what are best practices around building fans and communicating to them.

Any direction/help would be appreciated.

What is the difference in method used by a retained versus a contingency search firm? 

Anyone have turnover numbers for field sales reps in fast moving packaged goods or consumer packaged goods industries.  Any ideas on where we can look? Urgent need as one of our clients has seen their turnover leap unexpectedly.  Thanks for your help.

I am looking for a good agency that can handle telcommunications engineers-this postion would be located in the DC area, MD,etc.

Any suggetions?

Hi,

I am interested in better managing company and candidate data.  What resource(s) do you recommend, to study ways to improve how I manage my data and ultimately improve my process?

Please email me at jsisneros@launchec.com.

Cheers,

James

I'm very interested in hearing from companies on how they fund an internal recruiting model.  If you have internal recruiters and you "bill" departments within your company for their services I would love to hear from you!!

I am embarking on a project to standardize the job requisition process internally within our company and I wanted to start by creating an online form that allows me to hone in on exactly what the manager needs to have for the position (i.e. success factors, must haves, nice to haves etc.)

So, rather than recreating the wheel  - I was wondering if anyone has created such a form or process, and if so, would you be willing to share it with me?  Thanks so much!

Can anybody suggest on the above  idea.  What are the issues to be taken care in integrating the same ?   How can disbursements of awards be taken care of ?  Feedbacks and suggestions are welcome. 

I'm looking for information anyone has regarding Crime Policy Coverage that Oracle requires for staffing vendors.

Specifically - How much do they require contingent staffing vendors to carry - this is for Crime policy coverage only - I'm not concerned about other cover ages at the moment.

Thanks

The state of Iowa has a predatory tax law that requires Iowa recruiting firms to collect Iowa sales tax from outside of Iowa clients.

Why is the law predatory?  Because it defines executive search firms as those that recruit "top management positions - Salaries over $30,000".

As a result of this law, I moved my business out of Iowa to business friendly Utah.

In this week’s podcast at HRWatchesTheOffice.com Matt talks with psychotherapist and author Katherine Crowley about what makes Michael Scott so magnetic as a boss, despite his "benevolent narcissism."

What’s your take?  Are there real HR lessons to be learned on this NBC sitcom? Or is The Office just painful television slapstick.

Weigh in here... and at the podcast blog at HRWatchesTheOffice.com.

I'm wondering exactly what traits, personality, skills, and experiences would make a great corporate recruiter. Some of the key things that come to mind are customer service mentality, excellent organizational skills, great at working with people, exceptional at assessing people, smart, strong administrative skills, hard and smart worker, inquisitive, perceptive, business oriented, more extraverted than introverted, and technically savvy. Any other ideas?

Got a call from a Texas attorney yesterday clearly probing me on background information for a potential lawsuit against one of the largest companies in Illinois.

Got the name right but nothing else.  Was asking me, as the former CFO for this company, why the companyhad changed its mind on a deal with a firm in Texas.  I was confused to say the least.  I finally asked him who he THOUGHT I was and he said the former CFO of this company.

I explained that I was not and he had the wrong guy.  He said he got my information from LinkedIn.  Read my bio which has this company name NOWHERE in it and assumed I was the right guy.  How?  I have no idea. 

He was gracious and apologized and asked me to "forget his name and that he ever called" and that he would not "bother" me again.

It was very strange.

Point?  Just because it is on the internet, LinkedIn, Twitter, Facebook, or anyplace with a www starting it does not make it true. We should all be consciously aware of this only "internet truth" when we choose to use the web for work.

I thought I would throw this question out to this community and leverage the collective knowledge: 

I have several hundred people in a community of candidates who I want to keep in contact with on a more regular basis, (at least monthly), to keep them informed of things going on at my company and trends in the IT Consulting/Storage industry.  These are people I have a relationship with and have connected with about opportunities in the past.  I want to keep me and my company on their minds so when I do have the opportunity, or they are looking, they are quick to take up a conversation.  I have their information tracked in Salesforce with some specific tweaks done so it is the ATS for this community. 

Question One:

-Any free tools that would be best to use in the manner I mention above to stay connected and communicating with this community on a frequent basis?  So, things like NING, Twitter, Facebook, ect. may work, but this is a target community I am building and without spamming people, having an opt in distribution may not be the quickest way to get the communications out.  Now maybe there is an into email to get people on board in the community and then the appropriate tool is used to manage this effort.  Any thoughts recommendations?

Question Two: 

-Anyone else using Salesforce as an ATS?  I would clearly want to pull that data into whatever tool I use to manage this community and am looking for any experience with this type of process.  If I am just sending emails out initially then that is easy, but I would continue to pull new prospect from Salesforce to add to this community and would like the integrity of the data to work both ways.  (ok, maybe just wishful thinking, but thought I would throw it out there.)

I appreciate any thoughts/comments.

Mark St. Amour