I'm looking for hire a Researcher for our offices. We are a firm of 3 Recruiters, but growing. Hope to eventually be an office of 10 within 5 years. Rather than hire someone new to the industry as a Recruiter, I'd rather bring them in as a Researcher and see where it goes. I'm trying to determine how best to utilize a Researcher to support our Recruiters. Any suggestions?
I need to help a client with information on sources for background checks. Any ideas on a source or company who can handle an extensive check for executive level management positions?
I'm researching recruiting software for my boutique executive search firm and have reviewed Bullhorn, PCRecruiter and HireDesk. Was wondering if anyone currently uses these programs and if so, would they recommend them? Web-based has its advantages but I'm not excited about paying a monthly fee. The biggest things I'm looking for is ease of use in updating and adding contact info, automatically populate resume information into database, strong search/boolean features, outlook integration, robust, fast system with limited to no downtime, excellent security and helpdesk. Would appreciate any feedback. Thanks.
Need your help here. I've seen a sourcing tool that meta-searched resume databases from multiple job boards that a firm subscribed to. It then held resumes viewed from a job board in a seperate database so subsequent views of the resume would not count as additional views. Make sense. Can't remember the tool. Would like to reconnect. Any thoughts? Email ken.sevec@gmail.com. Thanks!
I do sourcing using Social Media and give webinars on the subject, I use some tools and am in touch with many vendors that provide tools for these purposes. There are quite a few tools that 1) help you guess how to search, 2) go to various sources at the same time, including social networks, blogs, etc., 3) help organize, filter and sort through results you get. Some tools are more powerful than the other, or cover different functionality. Some of these tools are very useful.
What amazes me, however, is how some of these tools are marketed. I imagine that this attracts attention; however, some of these messages are questionable, to put it mildly...
I got a call a few days ago from someone who has a sourcing product that "can access all of the 45 million profiles on LinkedIn" via a search on Google. Here is the message I got:
My business partner and I invented a software that is a 1 of a kind passive candidate sourcing tool. This is not a web crawler that grabs resume off active job boards, those work great and might be great for you as well, I'm not sure how you do your sourcing. However, if you are looking for passive and semi-passive candidates and would like to find a tool that gives you a snap shot into their backgrounds, their name, title, location and phone number, we can help. This is NOT for everyone.
We set up a demo. During the demo, when I mentioned that Google will not get more than 1,000 results at a time, the person said that she was not exactly sure how this was implemented... We didn't even talk about private profiles.
Other tools tell you that they use "metasearch algorithms" and that you do not need to know Boolean and will do just as well. Yet other tools are semantic which is "better than Boolean".
As social networking becomes more and more common we are finding that the way our employees network professionally is changing as well. Specifically, we are trying to determine if we might need to adapt our employee referral program to account for this shift. Here are some questions I was hoping some of you might be able to answer.
Who qualifies as an employee referral? Does the employee have to know the referral personally (ie attest to their performance)?
How do you reward employees for referrals they don't actually know?
What sort of cash bonsues do you provide for referrals who are hired?
If you are an international company, do you have separate program guidelines and bonus levels for referrals who are hired outside of the US? How do they differ?
Have you modified your employee referral program to account for social networking? How?
I'm looking to get some really strong interview questions around the area of "Business Acumen" I'm finding it tricky to really quantify and probe this area. Any one got any great suggestions they can share? Or tips for questions they've used?
Are there any IT recruiters out there who can share/recommend best places to look for Business Analysts and/or Developers? I know Monster, Dice, Craig's List, etc. But any good blogs or tech sites you recommend I get on list? Thanks!
I am looking for a staffing agency referral for Singapore and for Korea. We have small offices in both locations and are looking for an agency to partner with in staffing that is local to the office.
I currently manage a small recruiting department that utilizes behavioral benchmarking. The department is made up of my Recruiting Coordinator and myself. I have several years of experience, while he has less than a year. He's done so well so far, but I realize he still struggles to identify what's important and what's not in screening through resumes and phone screens. Besides shadowing each other and providing relevant examples of things to look for when reading a resume, as well as knowing what questions to ask and when...is there some sort of online training course that someone knows of?
I'd love to either send him to an additional training course, or to provide some sort of online training for him. Being that our company is growing at such a fast pace, our req load is pretty high. I'd like my coordinator to become much more efficient with his time, and I feel like I spend so much time focusing on the basics with him.
I read an article by Fay Hansen written for Workforce Management (http://www.workforce.com/section/06/feature/26/68/67/) . I'm wondering if anyone is currently running hardcore social recruiting programs? And, if you are, have you run into EEO issues yet? Is it coming? Do you have a plan?
The U.S. Equal Employment Opportunity Commission is said to be heading towards a greater focus on enforcement and litigation as Jacqueline Berrien is confirmed as chair of the agency. Berrien is predicted to bring an enforcement mind-set to the the job. In fact, the US Dept. of Labor has already started hiring 250 new OFCCP compliance officers that will be kicking tires sooner than later.
While by no means does this article suggest that social recruiting is wrong, it does lead me to believe that a recruiting program heavily predicated on social recruiting could have significant compliance implications in the future unless applicant flow logs have been tailored to account social recruiting efforts.
Are other people thinking about this issue? How are you preparing?
Here is an excerpt of the article by Fay Hansen
"Social networking sites are problematic because the population is limited and highly selective," Roe notes. "I anticipate more race and age claims over the next two years, and a significant portion will be from sourcing through social networking sites, where the users are generally white and age 20 to 40. We'll see lawsuits.
"Employers don't want to pay recruiters, so they take the path of least resistance, but they have to look very carefully at the applicant pool and cast a much broader net. Recruiters are often swept up by the latest process. Minor decisions lead to major consequences."
Using networks for recruiting is ripe with risk for future discrimination claims, says Pamela Devata, a partner at Seyfarth Shaw in Chicago.
"Sourcing from professional network sites such as LinkedIn carries a risk that the method could be challenged on discrimination grounds," Devata says. "It represents a hiring pool that is not open to the general population. Using a limited network may have a disparate impact. If hiring through these networks can be challenged, it will be."
Employers should consider the risk of litigation arising from disparate impact claims.
"If the business practice is to use Twitter and the existing pool is 50 percent female and 20 percent minority, but you're down to zero for both groups because your digital network is heavily male and non-minority, then you must establish that there is a business necessity for the practice," says Paul Mollica, partner at Meites, Mulder, Mollica & Glink in Chicago. "The first company that gets sued for this will have to be very resourceful because it will be very difficult to establish a reason for relying exclusively on Twitter."
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I work for a good recruiting firm in a large city in the United States, and I recruit engineers there for the energy sector. Primarily oil and gas. I love that market and am doing well. But I want to recruit after hours (along the west coast) on my own and for myself because I can take better care of my family if I do so. I signed a non-compete (Texas) going in and don't want to get into any legal squabbles with my employer, so I'm looking for a non-related industry to recruit in. I am considering network security, since I have a little bit of an IT background.
My questions: 1. Can my company legally stop me from continuing to recruit in the energy market if I ever leave? 2. What IT-related employment category looks promising for the next three years?
