Recruiter Networking Group - Client and Candidate Management

The Why Behind Gen Y: Uncovering Three Gen Y Behaviours

Tue, 22 Feb 2011 15:06:44 -0600

Gen Ys, raised mainly by Baby Boomer parents, have been encouraged to share their opinions, starting at a very early age. Baby Boomers decided to raise their children differently. Rather than following the Traditionalist paradigm of command and control and paternalistic child-rearing, Baby Boomers tend to want their children to experience more liberal formative years.

The Offer Experience – Is Your Recruitment Function Equipped to be a “Closer”?

Wed, 31 Mar 2010 07:59:07 -0500

by Simon Parkin

One of the most important steps in the recruitment process is the offer stage – yet most companies don’t invest the appropriate amount of training and resources into this critical recruitment phase. Success in Recruitment must be defined mainly by the outcome – the Hire. In working closely with a large number of clients over the past year and closely analyzing the state of their Recruitment function with our diagnostic model, the offer stage is definitely one of the larger Recruitment capability gaps we encounter.

As Recruiters, we need to look at this phase as “closing the candidate”, and put the same importance the Sales function puts on “closing the deal”. An organization can have best-in-class sourcing channels but if they are unable to have their top external talent accept their offers and actually start with the company then they have failed. You aren’t classified as a top Salesperson by your company if you haven’t impacted the bottom line and closed deals so why should this be any different for Recruiters when it comes to closing the candidate.

Strategic OnBoarding

Wed, 24 Mar 2010 07:59:12 -0500

by Ron Cox and Chris Cox

All new hires are not created equally. Dr. Joseph Juran taught us that a key to success lies in being able to separate the vital few from the trivial many. He gave us the Pareto Principle or 80/20 Rule. Not to disparage anyone by saying they’re less important, but as organizations go, some hires are more critical than others. If you don’t buy into that, talk to a board member about the search for the next CEO and compare that to what a recruiter is doing to fill other positions in the same company. The reality is that, whether you know it or not, you separate the vital few hires and handle them very differently. It just makes sense. When you’re hiring an upper level player or key contributor, the stakes are much higher, as are the expectations of everyone involved.

Are Super-Successful Different?

Wed, 03 Feb 2010 08:59:58 -0600

by Iyer Subramanian

We always want to know the success secrets of super-successful people. We are inquisitive to find out what they actually do, how they actually do, when they actually do, what differently they do from that of others which give them the title of super successful. They are like any other human beings who have the same number of hours which we all have but what separates them from the rest of us is the way they think, work and live differently. Here are 12 of the traits super-successful people are likely to exhibit.

As economy rebounds, companies worry about talent exodus,...

Tue, 18 May 2010 13:43:39 -0500

As the recession eases and companies begin to add to strained staffs, employers are also taking action to retain existing top talent at their organizations,... http://bit.ly/aaeZaa

Recruitment Update

Tue, 16 Mar 2010 17:59:12 -0500

Hello All

I am trying to create a "recruitment update" page so that i can send this to my hiring leaders as a weekly update as to the progess of the recruit.

Would any of you have something you can share with me (sample template) so i can get some ideas? Thank you.

You can email me at rn4@caasco.ca

Jumping High for the Internal Client

Tue, 03 Mar 2009 09:25:16 -0600

by Gloria Rubaine

The internal client, we all have them. They’re our co-workers, colleagues, bosses, staff, assistants and employees. They may be brilliant experts in their own right or not, but if they are not working for each other, the results for company, clients and staff are simply not encouraging and could be downright disastrous.

One of the greatest causes of frustration and low morale is the apparent or perceived lack of co-operation and harmony between workers, management, divisions. What is the cause of this?

2009 RNG Recruitment Conference

Wed, 28 Jan 2009 13:33:53 -0600

Hey Folks,

I’m starting to plan for the 2009 RNG Recruitment Conference and could really use your help on a few things.

1. What topics would you like to see this year?
2. Do you know of any good presenters?
3. Do you want to present?
4. What would you like to see as a keynote?

You can reply to me here in the website or send me an email richard@recruiternetworkinggroup.com Let me know if you have an ideas. Remember this conference is for you 

Funny article - "Why we Hate HR"

Tue, 11 Nov 2008 13:05:15 -0600

There have been many debates around the role of Recruiting in HR or as a stand alone function of an organization.

I recently stumbled over this harmless and quite comical article that takes a look at the HR function. Probably written by a recruiter, and I would be curious if the quite community of recruiters had anything they’d like to add “Why We Hate HR.”

Looking for an "All in one" web service / solution provider (ATS / SEO / CSO)

Wed, 17 Sep 2008 13:10:13 -0500

Afternoon all,

I would love to receive any suggestions on an ‘All in one’ web service provider which offers both CSO (Career site optimization) and ATS (Applicant tracking system) solutions.

Our company is currently in the works to re-vamp our corporate website and along this process we would like to integrate a new ‘mini career-website and ATS solution which could help us track and attract jobseekers across the board. I’ve done some initial research however find myself at loss with a wide range of solution providers each offering a specific service but none who are able to offer a 1 stop shop catered to our specific need.

Canada’s Campus Recruitment Study: The industry standard for benchmarking talent attraction performance

Wed, 28 May 2008 11:59:54 -0500

How well do you know the students you are trying to hire? Is your recruitment strategy meeting its objectives and desired outcomes? And how can you better equip yourself to gain that real competitive edge for high calibre talent that will propel your company’s success?

A’s Hire A’s, B’s hire C’s

Wed, 28 May 2008 11:59:29 -0500

by Jeremy Miller, LEAPjob

Donald Rumsfeld nailed it when he said, "A's hire A's, B's hire C's." Hiring the best people is not a new idea. It is actually quite common. Especially since people like Jim Collins, author of Good to Great, proclaimed that good to great companies got the right people on the bus before they became great. The problem is not everyone deserves to hire A's. Hiring A's is a privilege. It comes with having a great brand, great products and great culture. This is the environment that attracts star sales people, because they can apply their skills to a company that will reward them accordingly.

Hire Education

Thu, 08 May 2008 11:59:06 -0500

With competition fierce to snap up top grads, a survey of 30,000 students shows recruiters what the new crop of employees want.

Recruitment Question & privacy laws

Tue, 08 Apr 2008 21:56:09 -0500

Do privacy laws in Canada restrict an employer from providing an opportunity to a applicant to interview for a position they appear to be better suited for, but didn't apply for?

The Offer Experience

Wed, 05 Mar 2008 09:36:48 -0600

by Simon Parkin