Most successful professionals have worked very hard to make it into the $100k+ Club. Now that they have made it, it should be easy for them to stay there. So, why are so many asking for and accepting less than they are worth?
I think that the answer is simple. The incessant talk of the recession, combined with technology overload and the online networking bandwagon have sucked the life out of them.
If you are a six-figure professional, you must have done something right to get yourself in this prestigious tax bracket. Isn’t it time for you to stand up and believe in yourself again?
Here are four ideas to help you get things back in your control. Stop letting this fast-paced world intent on stressing and shocking your senses get away with it.
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Companies and many other organizations – at least some of you – sweat the details of how you do onboarding – also known as new employee orientation.
Great idea, but there’s one small flaw; effective onboarding for a new hire starts even before that new hire walks through the door.
Here’s why:
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Why do you need to know about social recruiting? Literally hundreds of millions of people log onto Facebook, Twitter and LinkedIn alone daily. One of the reasons is that businesses have taken notice. What have they noticed? They notice where people are and what they are doing.
Facebook and
Google have become today’s Big Brother and business want to harness the attention we invest in social media.
Facebook and
Google are business sites and businesses need the best talent. So social recruiting is here to stay because companies want to increase job visibility, hiring quality, build referrals, increase revenue and reduce costs.
One of the fallacies of the social media sites is that they are for social exchange only. From the onsite of people’s participation in “social media” it’s almost always been a business proposition...
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An effective executive resume advertises your value and influences decision makers. If you want employers to understand your value, your executive resume must be read. It’s not how much you say, but
what you say and
how you deliver it.
There are many ways to strategically make your executive resume readable:
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I had a call from a recruiter who places CFOs today. As you might expect, he was looking for a particular type of CFO with specific industry experience. And a CPA. It’s a mid-six-figure salary. And … any referral candidates must be sitting CFOs!
Sitting. Employed. Passive. Desirable.
The candidate pool would likely be much larger if he was looking at unemployed prospects. But he isn’t. And that is probably a part of the specs he received from the client company.
– Rarely will a company look at hiring a recruiter to find those candidates who are easily found in all the public job boards.
– Rarely is a really good CFO position advertised, particularly with any kind of identifiable information included.
– Rarely is a recruiter going to find qualified and quality CFO candidates on job boards.
– Rarely is securing any executive finance position a cakewalk.
The job market is tough. Don’t make it even tougher by waiting until you lose your current job to begin thinking about your next job.
... Read more Posted on Apr 03, 2012 under
Recruitment & Executive Search by
Cindy Kraft.
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Recently CBC Television’s Marketplace investigated a career services firm that was ripping off clients. In
Recruitment Rip-Off, Tom Harrington exposed the aggressive and unethical sales practices of a Toronto-based company that first pretends to be a recruitment firm and then scams job seekers by taking thousands of dollars. The company’s representatives often target internet job seekers as well as new immigrants by expertly playing on their inexperience and desperation in the labour market.
Clearly, ethics and integrity are of primary importance to everyone – job seekers, practitioners, and recruiters alike. I personally know and value the services of many outstanding professionals. It’s unfortunate that one “bad egg” can hurt job seekers and taint the industry as a whole.
If you are a job seeker, you need to be informed.
RED FLAGS YOU SHOULD KNOW ABOUT
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Posted on Mar 28, 2012 under
Recruitment & Executive Search by
Sharon Graham.
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It’s a pretty typical interview process.
You’ve met with a recruiter and the hiring manager. Now you fly in the night before and meet a bunch of people in a series of individual and group interviews that will last the entire next day. You fly home that night.
They love you and have offered you a job. Ready to accept the offer?
There are 3 fundamental questions anchored in the critical element of a “good fit” at the new job that will tell you whether you have a fighting chance to succeed, and whether or not you should take the job on that basis. They revolve around these areas: cultural fit, technical expertise, and interpersonal relationships.
Where these three spheres intersect and overlap is the “perfect” job; miss out on one, two, or even three and you may have paid hell on earth. Here are the thee big questions for which you should find answers:
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No prizes for guessing what month it is when your Tweetdeck stream is overflowing with links to blogs reviewing the year that was, and previewing the year that will be. The HR and Recruitment communities have been in a flurry trying to hone in on
the single biggest trend, for both sides of the Times Square Ball Drop. There’s been no shortage of buzz words: social, video, infographics, mobile, candidate engagement and personal brand (to name a few). And the big question is how it all ties in with existing processes and tools, like the Applicant Tracking System.
But one question: why do we feel compelled to choose only one trend? The companies that place top talent will
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There is trouble in recruiter-land. Talk to any in house recruiter and they know it. Talk to any job candidate and they suspect it. Heck, as someone who has run small, medium, and large size talent...
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