Act Now Click Here To Join
Tuesday, May 17th, 2011 by Tim Giehll
You use your connections, recruiting software, and interview skills to land the perfect candidate. Then, a year or two later, he or she leaves, following another great opportunity. It’s a recurring nightmare (and occasional reality) for recruiting and staffing professionals everywhere.
What can be done about it? The short answer: pay attention to all top performers. The long answer involves five ways of encouraging that helps to keep great employees sticking around:
Wednesday, May 4th, 2011 by Tim Giehll
As someone who knows a thing or two about recruiting software, I assumed that information on building a company “Search for Careers” webpage would be easy to find. They are, after all, pretty common, especially in the websites of medium- to large-sized companies.
I was wrong. Or, perhaps, all of my normal internet search tools weren’t what was needed for this topic. (If you have suggestions, please post a comment below!)
In any case, I’ve heard a lot of complaints about these pages from job seekers, and I’ve learned that some very well-qualified candidates simply walk away from jobs if the online application process is too cumbersome. A recruiter’s nightmare!
Thursday, April 28th, 2011 by Tim Giehll
Today is another addition to those “literary posts” that I have already shared with you. This day is a day we take some additional advice from the greatest playwright of our time and apply it to the business world and your recruiting department, because what Shakespeare taught us about love and war, he can also teach us about business. These lessons are most applicable to your Internal Recruiting Staff. Today’s topic: Othello.
Thursday, April 21st, 2011 by Tim Giehll
I have twice used my discussions with my daughter to inspire blogs. Her and I frequently discuss the ways in which the worlds of business and the world of art and literature coincide. Not too long ago, we related this back to Shakespeare’s Hamlet, and then Romeo and Juliet, and how lessons learned from that could apply in both words. Today we’re taking some more advice from the greatest playwright of our time and applying it to the business world of recruiting, because what Shakespeare taught us about love and war, he can also teach us about business and our candidates. Today’s topic: King Lear.
Friday, April 1st, 2011 by Tim Giehll
Recently I have reminded you about how I have a daughter who studies philosophy and literature in college. Her and I frequently discuss the ways in which the worlds of business and the world of art and literature coincide. Not too long ago, we related this back to Shakespeare’s Hamlet and how lessons learned from that could apply in both words. Today we’re taking some more advice from the greatest playwright of our time and applying it to the business world, because what Shakespeare taught us about love and war, he can also teach us about business. Today’s topic: Romeo and Juliet.
Monday, March 14th, 2011 by Tim Giehll
An article in the New York Times suggests that employers and employees alike might be moving toward a temporary-centric staffing model.
In November 2010, 80% of the 50,000 jobs created in the private sector were temporary positions. For all of 2010, a bit more than 26% of 1.17 million jobs were temporary positions. That’s a lot.
What are we to make of such high numbers of temporary positions? There are, I think, two possibilities:
Friday, February 25th, 2011 by Tim Giehll
Social Media, recently and over the past few years, has gotten bigger and bigger. With websites like Facebook, Twitter, LinkedIn and many others, a whole new path of interaction for businesses and their recruiteres has been opened. It gives companies a chance to make new connections with potential passive contacts. Just like with anything, there are many great ways it can be utilized by recruiters, but there are also a number of potholes to look out for if you want to make sure to use social networking in the best way.
Wednesday, January 19th, 2011 by Tim Giehll
Since I looked back at 2010 in a recent post, I’ll look ahead in this one. And I’ll admit, reading U.S. News and World Report’s annual “50 Best Careers” list got me thinking about staffing challenges and staffing solutions in the year ahead.
According to the article, just about any healthcare position – especially those involving direct care, including massage therapists and dental hygienists – is a safe career bet in 2011. Not surprisingly, technology-related positions will continue to be “hot careers” – although some may be surprised to see “meteorologist” and “hydrologist” alongside “biomedical engineer” and a handful of computer-related positions on U.S. News’ list. Business professionals like financial analysts and public relations specialists are expected to be in demand, along with a smattering of other workers (including translators, technical writers, and court reporters).
Thursday, December 30th, 2010 by Tim Giehll
SaaS is a new field, legally speaking. What are the rights of SaaS users?
Cloud computing is growing rapidly. Experts predict that, by the end of 2010, the Software as a Service (SaaS) market will be 20-30% larger than it was on January 1 – and that’s while the economy as a whole is growing at an annual rate of less than 3%.
With growth comes growing pains, however, mostly in the form of unanswered questions. What happens to material in a cloud when a SaaS provider goes out of business? How liable is a cloud computing company for its mistakes? Should users have to pay for part of the licensing fees for cloud-borne software?
Wednesday, December 22nd, 2010 by Tim Giehll
What is the best way to determine the real salary expectation of a job seeker or current employee? First, do NOT assume anything !!
This is an especially pertinent question in a time of high unemployment. Because of the number of job seekers out there, employers can offer lower-than-usual salaries to prospects. If staffing services don’t help their job seekers have realistic and workable salary expectations, they will find it hard to make placements.
A recent article in HirePlateau, an information hub for recruiters and other staffing professionals, provided some important insights for the staffing professional:
Sara Moss is co-founder and CEO of The Code Works Inc., a technology consulting company focused on the staffing and recruiting industry. Sara and her team develop actionable technology strategies to enable their client’s business goals.
