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Smart Sourcing Practices

By | July 31st, 2015|Recruiting and Sourcing|

#1: Think Before You Search “Give me six hours to chop down a tree and I will spend the first four hours sharpening the axe.” – Abraham Lincoln This famous quote from Lincoln aptly emphasizes the importance of planning and thinking before taking action. As a recruiter if we just take the time to think, develop a search strategy, and experiment with various searches (sharpen your axe!) continually reviewing the results for relevance before we start using the results to begin making calls.– we would end up with more relevant and efficient results.

Les Meilleures Pratiques Du Sourcing

By | July 22nd, 2015|Recruiting and Sourcing|

#1: Réfléchissez avant de faire une recherche. “Que l’on me donne six heures pour couper un arbre, j’en passerai quatre à préparer ma hache” – Abraham Lincoln Cette citation d’Abraham Lincoln souligne l’importance de la planification et de la réflexion avant de prendre une action. Comme recruteur il faut avoir le temps de réfléchir, développer une stratégie de recherche, faire des expériences de recherches différentes (préparer votre hache!) aussi vous devez examiner les résultats pertinents par rapport à votre recherche avant d’utiliser l’information et de faire des appels. De cette façon on peut avoir rapidement des résultats rapides que nous avions souhaités.

Are you looking for Candidates? How Are You Doing That? Some Sound Advice!

By | July 17th, 2015|Recruiting and Sourcing|

Many people decide to look for new career opportunities for various reasons: career advancement, learning opportunities, new challenges, and finally for personal and financial reasons. These are the active job seekers. However, there are thousands of individuals who are willing to take a chance to make a step forward in their professional careers but they are simply not aware of an array of great career possibilities available in the job market. A short while ago we entered a new era of recruitment and talent management. Recruiters are no longer waiting for a flow of job applicants. Instead, the focus of top sourcers and recruiters has become taking an active role in the hunt for top talent and subject matter experts in specified domains.

How Polish“ed” are you with Cross-Cultural Recruiting ?

By | July 8th, 2015|Recruiting and Sourcing|

As a person born and raised in Poland who had a chance to live in North America for some time, I would like to share my perspective from the view of both an experienced recruiter and a candidate in these two similar, yet different, worlds. Through my experience, I have learned that recruitment strategies and how candidates present themselves on a screening call or face-to-face interview is uniquely different from one country to another and it is the culture of that individual that comes into a play. Culture – the unique values, customs, social norms and behaviours that identify the individual a being part of a particular nationality or culture.

Why Use a CRM when Sourcing?

By | July 3rd, 2015|Recruiting and Sourcing|

Is a CRM necessary for sourcing? I believe it is if it is used correctly. Some of you may be thinking, what is a CRM and why do I care? A CRM is a Customer Relationship Management System. This tool is pretty important because it manages the most important asset as a sourcer….your prospects! I consider myself to be a sales person. My job is to research and reach out to passive talent in the market. I don’t typically deal with people who are applying for and actively seeking jobs.  For the candidates that I actively work with I sell them on an opportunity. So why are we talking about this? Why would a company invest in this?

Recruitment Agency versus Recruitment Process Outsourcing (RPO)

By | June 19th, 2015|Recruiting and Sourcing|

Recruitment Agency or Recruitment Process Outsourcing (RPO)? Do you know the difference? Are they the same or different? The confusion often rests with blth candidates and employers looking to engage in talent assistance. In short, a Recruitment Agency and an RPO are very different: And here is why.

Hey, Passive Candidates! “What will it take for you to leave your current role?”

By | May 25th, 2015|Recruiting and Sourcing|

What is so appealing about candidates who are content in their current role and not looking for job opportunities? Is it the excitement of the chase? Is it the challenge of convincing them to consider an opportunity that makes them more desirable? OR is that gut feeling that passive candidates may be “the one” – the purple squirrel that we have been endlessly searching for and may possibly be an exact match to our open positions? Whatever the reasons, the untapped market is intriguing and contains a huge pool of top talent that requires a different recruitment approach. Many are exceptional and can be found through boolean search or social media. According to social media statistics, 75% of candidates in the workforce are passive and 45% of these passive candidates say that they would be open to having a conversation with Recruiters, Sourcers and Hiring Managers. So, what will it take for these passive candidates to leave their current role?

I can FIND the needle…but can I recruit it?

By | April 8th, 2015|Recruiting and Sourcing|

I have seen these images passed around social media for years where it shows the title of an occupation; be it a Lawyer, an actor, or even a Stay at home Mom. For obvious reasons the one for a Corporate Recruiter resonated with me. There are six laid out images with the subtitles “What my friend’s think I do, what my mom thinks I do, what society thinks I do, what applicants think I do, what I think I do until that last slide shows what I actually do. Of course the last image is a needle in a haystack…had to be right? I have always looked at this and thought maybe I will “LOL” it but I always have this nagging feeling its wrong. Perhaps it’s just in the wrong order? Maybe one or two images are off the mark or maybe it is simply wrong?

Candidate Communication 101

By | April 1st, 2015|Recruiting and Sourcing|

As I’ve read Geoff’s post on his Friday night chat with a recruiter, I started thinking about the way we, recruiters and candidates, communicate with each other. Even when both parties are interested in a conversation, it does not go smoothly. Sometimes we read things wrong, we hear things wrong, we say things in such a way that there is room for another meaning, and then we are so disappointed when the conversation ends up in a totally different place from where we wanted it to end. I remember speaking to a candidate for a sales role, and I told her that the targets were 50-75 units per year (as in fifty to seventy five). When she spoke to the Hiring Manager, she said that the targets were too high. She thought I told her fifteen units. Now it’s easy to blame the candidate for hearing what they want to hear, but how hard was it for me to double check that she understood the numbers correctly?

9 CRITICAL JOB SEARCH TRENDS FOR 2015 THAT CANNOT BE IGNORED

By | March 27th, 2015|Recruiting and Sourcing|

Are you looking for employment? Thinking of a career change? Or Want to take your career to the next level? As a job seeker or passive candidate, you need to stay competitive – be mindful of popular and new recruiting trends that will improve your chances of finding employment and or give you a boost of visibility to maximize your career. Job search trends radically change, some will slightly shift and a few will revolutionize the way we look for opportunities and how employers find us. Here are 9 job search trends that cannot be ignored.

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