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Technical HR - beBee

Technical HR

+ 100 buzzes
Get to know other technical HR professionals. Share your experiences on the latest processes, procedures, systems, legal aspects, administration and financial aspects.
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  1. ProducerJohnathan Jones

    Johnathan Jones

    06/12/2016
    Hiring and Training Sales Teams for Ongoing Success
    Hiring and Training Sales Teams for Ongoing SuccessHiring and Training Sales Teams for Ongoing SuccessWhen it comes to hiring and training effective sales teams, it’s all about finding the best candidates for the job and cultivating their potential. The question most teams have is how to accomplish...
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  2. Johnathan Jones

    Johnathan Jones

    05/12/2016
    5 Key Factors for Choosing a Testing Vendor
    Johnathan Jones
    5 Key Factors for Choosing a Testing Vendor
    www.glowtouch.com Consider these key factors before choosing a testing vendor to ensure you're getting the best value for your money and the right skills for the...
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  3. ProducerGeorge Arbogust

    George Arbogust

    18/09/2016
    Walking the flexible wire without a safety net
    Walking the flexible wire without a safety netThe gig economy. The sharing economy. The on-demand economy. Contingent labor. Contractors. Freelancers. The labels abound describing the many forms of independent and flexible work in the US economy. Whether you love or hate the...
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    Comments

    Lisa Gallagher
    19/09/2016 #1 Lisa Gallagher
    Shared on beBee and Twitter!
  4. ProducerJennifer Schultz
    Putting the Human Back in Human Resources
    Putting the Human Back in Human ResourcesPutting the Human Back in Human ResourcesThere are lots of phrases today related to recruiting and hiring that are heard in the Human Resource industry. Yes, we all are on a “quest for the right talent” – those individuals who will add value to our...
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    Comments

    Jennifer Schultz
    02/08/2016 #14 Jennifer Schultz
    Thanks @Shawn Quinlivan, C.Ht. So much has changed - and certainly not all for the better.
    Shawn Quinlivan, C.Ht.
    02/08/2016 #13 Shawn Quinlivan, C.Ht.
    Some excellent insights, @Jennifer Schultz. What does the automated experience say about the culture of an organization? Thanks for sharing.
    Brian McKenzie
    02/08/2016 #12 Brian McKenzie
    I would take a million dollars to train HR how to hot key an auto response and answer a phone. As a bonus, I will teach them to quit asking the damn spirit animal question.
    Jennifer Schultz
    02/08/2016 #11 Jennifer Schultz
    @Erroll -EL- Warner yes, I have seen the same. Some managers lack the experience, people skills and compassion to recognize good employees.#9
    Jennifer Schultz
    02/08/2016 #10 Jennifer Schultz
    Yes @Brian McKenzie that is a problem. Any many HR departments are too small to handle the volume of incoming potential candidates. But, that means there is room for improvement and better technology to be developed. Could be a million dollar+ idea! #8
    Erroll -EL- Warner
    02/08/2016 #9 Erroll -EL- Warner
    #7 There is a problem Jennifer. If organizations don't strive for the best how would they be able to compete?. There must be a knowledgeable, skillful, competent, and qualified work force. I have seen in places where micro managers terminated the best and were unable to meet their quarterly fiscal obligation. This management human resources relationship or "nuptial" engagement is destroying the integrity of many companies.
    Brian McKenzie
    02/08/2016 #8 Brian McKenzie
    Mail merge is 30 year old tech, auto email response is at least 20, i have yet to meet a company that could sucessfully deploy those together in their hiring process. NOT ONE.
    Jennifer Schultz
    02/08/2016 #7 Jennifer Schultz
    That is definitely one thought Erroll - many HR departments are challenged due to bad management. The biggest issue going on is that too many employers are treating people like a number - replacable - and not investing in treating them well enough to encourage the best employees to stay. #6
    Erroll -EL- Warner
    02/08/2016 #6 Erroll -EL- Warner
    This seem to indicate that the human resources system is broken. What is creating this bad review of human resources is their entanglement or "nuptial" engagement with management. That association will never yield the best talented workers and work force organizations need. Corporate Offices need to start paying attention to such a dilemma.
    Tahir Kashif
    20/07/2016 #4 Tahir Kashif
    Very true and needed in all aspects of life. Thanks @Jennifer Schultz
    Phillip Hubbell
    20/07/2016 #3 Phillip Hubbell
    Call me anything you like....just call me.
    Jennifer Schultz
    20/07/2016 #2 Jennifer Schultz
    Thank you so much @CityVP Manjit for your kind comments - and for including the link to one of my favorite CEO's Richard Branson's blog.. Yes, I would love to rename Human Resources too. - open to suggestions - that will make us more human conscious, human engaging and human focused. #1
    CityVP Manjit
    19/07/2016 #1 CityVP Manjit
    I would say take the "resources" out of human resources and let's see if we can really become more human in the workplace., to represent the classic shift from human doings to human beings. https://www.virgin.com/richard-branson/human-beings-not-human-doings The kind of human being I see Jennifer Schultz being here - a person in her own right and a person who understands the principal transformation required by us to be 21st Century.
  5. ProducerJane Hollman

    Jane Hollman

    08/07/2016
    The Problem with Leadership Development
    The Problem with Leadership DevelopmentRight now in companies around the world Heads of HR are having discussions with the CEO and Executive teams about the state of leadership skills in their company. Heads will be nodding, problems identified and (usually) HR will present a solution...
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    mohammed khalaf
    08/07/2016 #1 mohammed khalaf
    Thank you for your artical. Typically, I treated people how I would a little anxious by now
    like to be treated as well, honestly, with enthusiasm, and tried to motivate and inspire them along the way. Ego is definitely part of everyone's character, but being able to motivate and inspire people leading that, is what makes a difference in a work place, no matter if you are a manager or a leader.
  6. ProducerRamesh Sood

    Ramesh Sood

    07/07/2016
    My Perception of Being Right Doesn't Make You Wrong
    My Perception of Being Right Doesn't Make You Wrong I was looking at the participants’ faces, their expressions and the way they were sitting. Their eyes were beaming curiosity and yet, distinct from each other. Everyone was present in the same room in a common environment, with same...
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    Comments

    Ramesh Sood
    17/08/2016 #8 Ramesh Sood
    #1 Thanks William Davis.. !! I clicked on + under your comment and don't know what does it mean.. Hope it's OK.. RS
    Anees Zaidi
    07/07/2016 #7 Anees Zaidi
    #5 It's my pleasure @Ramesh Sood. Encouragement brings affinity.
    Ramesh Sood
    07/07/2016 #6 Ramesh Sood
    #1 Thanks a lot William Davis.!! It feel good when thoughts resonate with wonderful minds in this space..
    Ramesh Sood
    07/07/2016 #5 Ramesh Sood
    #2 Thanks @Anees Zaidi to find you constantly encouraging. I am grateful..
    Ramesh Sood
    07/07/2016 #4 Ramesh Sood
    #3 Thanks a lot Sharon King.
    Sharon King
    07/07/2016 #3 Sharon King
    Absolutely @Ramesh Sood, This is the key to our accepting of other peoples views and opinions. I like to think of them as important to hear for they either strengthen my opinion or teach me a new perspective. Great buzz, keep them coming!
    Anees Zaidi
    07/07/2016 #2 Anees Zaidi
    Excellent @Ramesh Sood. This understanding is needed to make this world a more enjoyable place. There is lot of tolerance deficit all around. Only 'I am right' is making life miserable. Thanks for sharing a wonderful buzz.
    William Davis
    07/07/2016 #1 William Davis
    Great quote! I think that in order to grow and mature we have to accept that people don't have to think the same way in order to be right. We don't have to be obliged to do, think or say something that we don't want to. Great buzz @Ramesh Sood
  7. ProducerRafi Chowdhury

    Rafi Chowdhury

    28/06/2016
    Interview Questions for Administrative Assistance
    Interview Questions for Administrative AssistanceAdministrative work has been on the rise over the past few decades and the demand for administrative assistants has shot up relatively. An administrative assistant is a professional who provides a variety of services in relation...
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    Comments

    Rafi Chowdhury
    30/06/2016 #4 Rafi Chowdhury
    @William Davis you're right! Its always the best idea to avoid answering questions just to impress the interviewer.
    @Kimberly Lewis. Thanks!
    @Michael Jones That's absolutely true.

    Guys lets discuss more here http://www.mycampushacks.com/
    Michael Jones
    29/06/2016 #3 Michael Jones
    About handling stress at work, I think we should answer as honest as possible. We are not superheroes, all of us have limits regarding work load and pressure. The key is to point out what we can do and a good way on doing it is saying some examples on past experiences.
    Kimberly Lewis
    29/06/2016 #2 Kimberly Lewis
    @Rafi Chowdhury basic and definitely essential questions in the first round of recruitment. Welcome to beBee!
    William Davis
    29/06/2016 #1 William Davis
    Regarding the questions about your weaknesses, as you say, having them is ok. In order to give a good interview it is good to say a weakness, but be creative and original, in that way you will still show that you are competitive even when you are not exactly talking about your best qualities. For example: a lot of people still answer that one of their weaknesses is being a perfectionist or working too hard. Just be original and come up with a creative idea to describe how you are going to work on your weakness so it can become a strength. Great buzz @Rafi Chowdhury
  8. ProducerLynda Spiegel

    Lynda Spiegel

    24/06/2016
    "What you Want, Baby I Got" is the Key to a Great Resume
    "What you Want, Baby I Got" is the Key to a Great ResumeYes, it's the opening line to Aretha Franklin's iconic "Respect." But when it comes to your job search, that's the message that your resume needs to convey before anything else.As I pointed out in "If You Build it, They Will Come Doesn't Apply to...
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    Comments

    Maria Fafard
    11/07/2016 #1 Maria Fafard
    Your advice is spot on as always dear Lynda! Resume, cover letter, LinkedIn profile - all these brand assets need to be customer/employer oriented. It's not about you, it's about them!
  9. ProducerPhil Friedman

    Phil Friedman

    11/06/2016
    In Defense of Self-Determination
    In Defense of Self-DeterminationTAKE YOUR ALGORITHM AND SHOVE IT! ...This is a rant in defense of self-determination, and against the kind of mind control that many social media moguls are seeking to exert upon their memberships. I am damned tired of being pushed around, and so...
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    Comments

    Phil Friedman
    11/06/2016 #17 Phil Friedman
    @Dean Owen - The nominal claim is that your post is distributed into the feed of your connections, but may not be seen as it is pushed down by other posts, if the connections is not online at the time or close to it. However, the reality diverges significantly from that claim more than 85% of the time, as explained in print by LI systems engineering manager Byron Ma. In fact, the Algorithm throttles down distribution based on ITS assessment of who are "strong" connections, and so distribute your posts to the feeds of less that 15% of your connections. LI rationalizes this choking down on the basis that members complain of their feeds being too jammed by posts from connections. The irony of this is that, if the purported complaints are real to any significant level (which I question), the people complaining are those who connect willy nilly or who want to connect so that they can send you solicitations and sales pitches, not receive anything from you. Thus, LI distribution protocols are being driven by the preferences of spammers. LI also claims it distributes your posts 100% to your followers, but repeated careful observation by indie writers brings that claim into serious question, as well. Which is why, as you point out, many indie writers have moved their base of operations over to beBee, where distribution to self-designated "followers" is 100%, 100% of the time. I have suggested that all social media platforms, including LI, adopt this structure for interactions among members: https://www.bebee.com/producer/@phil-friedman/time-to-break-all-connections-on-social-media. Cheers!
    Javier beBee
    11/06/2016 #16 Javier beBee
    #13 LinkedIn distribute your posts to only 8-15% of your followers, based on its algorithm. This will never happen on beBee. You will always reach 100% of your followers. Why ? Because we think that they will stop following you if you send spam or poor content or irrelevant content. I think it is the right way. We will never limit it.
    Dean Owen
    11/06/2016 #15 Dean Owen
    LinkedIn is an odd beast and we can only guess at their motives. I suspect they assume there is more money to be made from recruitment and sponsored ads and thus are restricting peoples ability to market freely their products. But if I understand correctly, your post does appear on everyone of your connections timeline, and obviously they will miss it if they are not on at the right time. But the decision to throttle notifications was due to complaints of too many notifications. Notifications also have a short lifespan don't they? So they disappear if you don't open them. It does seem they have increased the emailed newsletter frequency. A balancing act they are getting wrong yes, but that's why we are here!
    Phil Friedman
    11/06/2016 #14 Phil Friedman
    @Dean Owen - what I can and can't see and read is mind control. Cheers!
    Phil Friedman
    11/06/2016 #13 Phil Friedman
    @Dean Owen, I understand your point. But if Netflix makes suggestions to me based on what it perceives my preferences to be, that is one thing. Because if I am not satisfied with the suggestions, I can opt to access the rest of the database. But if, for example, LinkedIn chooses to distribute my posts to only 15% of my followers, based on its algorithm which decides that the 85% remaining don't really want to see them, that is another matter. Unless, of course, you know of a switch in my settings to prevent that algorithmic filtering from occurring on my incoming notifications. ??? Control of what I can see and can see is minds
    Dean Owen
    11/06/2016 #12 Dean Owen
    #11 I get you @Phil Friedman, but recruitment, retail, social media, the discussion is the same. It is about having relevant candidates, products, content there on your screen when you log on. Certainly the whole database is still available for you to search. If I had purchased a couple of gangster movies on Flixster, and the next time I visit the site, on the front page there is the latest gangster movie, great! Doesn't stop me from also hitting other tabs and seeing what is on offer. Likewise if I have hidden some articles on Facebook, and the Facebook also decides to show me less of those type articles and more of the type I have liked, great! It is not a perfect system, but it will get better and better. We are time strapped. Algorithms offer us the option of a clutter free experience. Good discussion!
    Phil Friedman
    11/06/2016 #11 Phil Friedman
    #10 @Dean Owen, thank you for reading and commenting, and for the kind words. With all due respect, however, I have to point out that the use of an algorithm by a marketer or advertiser to tailor what is offered to you based on your expressed interests is not what I am talking about. Nor am I referring to the use of an algorithm by a firm such as Home Depot to show you what is in stock in a local warehouse store near you. Consider, instead how you would feel is Google used an algorithm to decide to show you only some results of your search, not by relevance, but selected by how its judgement of your intellectual ability to understand the items. Or what if a firm like Flixster decided that it knew better what movies you would like, and so failed to show you all the movies at theaters in your area, but only those it deemed appropriate for you, never mind the search parameters you entered. The difference is between serving your expressed preferences and over-riding them based on an algorithm that, in the final analysis, is only a dumb sorting tree based on a two-value (binary) logic, which is completely inadequate to capturing the nuances of Human Intelligence and selection which operate in a multi-value logic. Cheers!
    Dean Owen
    11/06/2016 #10 Dean Owen
    Granted perhaps that the technology is not up to speed, but I am not so cynical of algorithms in our lives. Imagine that you could visit an online department store that displays products tailored according to your tastes, your size, your colour preferences. At some stage, the technology will be advanced enough to optimise our online experience by showing us content that is hugely relevant. For example, I have absolutely no interest in being marketed health and fitness products or French cars or brown clothes, or a cool pair of shoes but without my size in stock. I am sure our online experience right now is better than if Google or Facebook didn't employ algorithms.Yes sometimes they get it wrong. But at least the banner ads we see are sometimes relevant. Not a fan of current ATS, but eventually systems will be able to deduce that someone was a marine and is looking for military related jobs, and not jobs tagging sea turtles. Great article as always @Phil Friedman
    Wayne Yoshida
    11/06/2016 #8 Wayne Yoshida
    Thanks for the thought piece @Phil Friedman. It is a great reminder for all of us to keep control over our own "personal branding" - because if we do not, someone else will control it for us!
    Milos Djukic
    11/06/2016 #7 Anonymous
    Independence is "expensive" entertainment.
    Milos Djukic
    11/06/2016 #6 Anonymous
    @Phil Friedman, Now you know, among other things, why I call you my friend. You're a brave social man.
    Milos Djukic
    11/06/2016 #5 Anonymous
    #3 The reason is that they are part of "influencer" marketing.
    Milos Djukic
    11/06/2016 #4 Anonymous
    The same applies to "influencer" marketing. This "ingenious" fiction will destroy social networks.
    Phil Friedman
    11/06/2016 #3 Phil Friedman
    #2 Yes, @Milos Djukic, it boggles my mind that so many who speak about the :liberating" aspects of social media -- the worldwide exchange of ideas and information -- are for the most part the same people who do not even raise an eyebrow over algorithmic control of what they see and read on social media. Thank you for reading and commenting. Cheers!
    Milos Djukic
    11/06/2016 #2 Anonymous
    Dear @Phil Friedman, You know my attitude about algorithm in any type of social media. Writing and publishing in social networks is more like transparent teaching and completely free mutual shaping of perception (without algorithmic control), rather than highly selective promotion, self-promotion, manipulation with exposure, influencer marketing or activism of an artificial, selective, highly manipulative and dehumanized algorithm. The algorithm control will be remembered as a dark age of social media.
    Phil Friedman
    11/06/2016 #1 Phil Friedman
    For the record, beBee is, to my mind, blazing a different trail than most social media plarforms. Witness the commitment from founders @Javier beBee and @Juan Imaz that beBee will never over-ride the wishes of its members as to what they want to see from those members and writers whom they follow, that beBee will deliver 100% of the content from writers to their respective followers 100% of the time.
  10. ProducerMikayla Houser

    Mikayla Houser

    09/06/2016
    Tell me about a time when.....
    Tell me about a time when.....Interview questions!!! We all love them, right? I have a beBee challenge for those of you responsible for hiring humans.... MIX. IT. UP!In my humble opinion, we are bland. Admit it. The applicants have our game all figured out! How many different...
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    Comments

    Mikayla Houser
    22/06/2016 #5 Anonymous
    #2 Deal, @Dean Owen! It's funny to watch them process their answer... some close their eyes, some go straight for senses and others go for the more mushy responses. It has been a good predictor so far!
    Jeffrey Boxer
    09/06/2016 #4 Jeffrey Boxer
    Great post, but an even better picture! I laughed at that
    Kevin Pashuk
    09/06/2016 #3 Kevin Pashuk
    Some great questions @Mikayla Houser. I like how you mixed the practical (prove your skills) with the esoteric (Describe yellow...) I always like to ask "If time, money and others resources were not an issue, what would you be doing right now?" I could easily spot those who were self aware, who had dreams and goals, and find if they had more depth than their resume indicated. The wrong answer to this question (for me) was "I don't know."
    Dean Owen
    09/06/2016 #2 Dean Owen
    I am going to have to steal your "yellow" question @Mikayla Houser!
    Lisa Baker
    09/06/2016 #1 Lisa Baker
    When I managed a telemarketing agency, we often needed large numbers of staff for temporary roles. There simply wasn't time or budget to gives someone 2-3 weeks to settle in, they'd need to be on target within 2-3 days. I therefore had to test their confidence and ability to cope when thrown in at the deep end.

    At interview, I'd tell them they were a waitress and I was a customer who asked for their advice on what to eat - sell me lasagne! (Bearing in mind this was for a TELESALES role, where candidates would be expected to do lead generation calls at Director level for clients like IBM and Microsoft).

    You'd be amazed at the responses from supposedly well-qualified candidates, which included: "errr I've never worked in catering." "I'm not really good at selling things" and the ultimate "I didn't think you'd ask me to sell anything, it's really hard." I didn't think it was an especially tough question, but most of them said it was the toughest question they'd ever been asked.
  11. ProducerAnders Liu-Lindberg
    What HR Can Learn From Finance
    What HR Can Learn From FinanceOK let me start by saying that I work in Finance and have been for my whole career, at least since I graduated, but there was a time when I considered working in HR as well. You can read about my considerations...
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    Comments

    Dean Owen
    08/06/2016 #2 Dean Owen
    #1 People don't hate for no reason. My experience with dealing with big HR depts in a two decade career in banking is that they are inaccessible, often leaving no signature on their emails, they do not answer each others calls if their colleague is out. They make a huge nonsense of year end appraisals but don't even read them. All they seem to get passionate about is organising team building events and year end parties. They rarely do overtime. And most could not articulate concisely the company business. Yes there are exceptions, but very rare.
    Michael Jones
    08/06/2016 #1 Michael Jones
    People should really stop hating HR team and start noticing that sometimes some good things that happens with contract terms or development on integration activities are also because of them. Of course, there's always something to learn from each other I think it is both ways. For example HR can learn from Finance team the economical conditions of the company and try to relate it to what they do.
  12. George Touryliov
    Moving jobs is usually not a casual decision. You should take some time to review your past performance and define the sales culture that is the best fit for you and your skills, as well as inventory the things you would like to learn in your next venture.
    George Touryliov
    39 Questions to Ask in an Interview Before You Start a New Sales Job
    blog.hubspot.com Ask your sales interviewer these questions when you're looking for a new...
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  13. ProducerJohn White, MBA

    John White, MBA

    05/06/2016
    Workability: 2 Steps to Master Your Time Lies From Werner Erhard - THIS IS beBee After Dark's Summer Blockbuster's Special Guest
    Workability: 2 Steps to Master Your Time Lies From Werner Erhard - THIS IS beBee After Dark's Summer Blockbuster's Special GuestOne of the fundamental aspects of unworkability in the world is time. That’s the first lie. That’s the first apparency. That’s the beginning of the end of the truth.Time.You need to master time to have any mastery in the world.People who are at the...
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    Comments

    James Smith
    06/06/2016 #3 James Smith
    Good buzz and perspective there. I agree, people get lost on the "what to do", "who to be", "what next"'s, lets start focusing in one thing and start simple. Sometimes simple is the best way.
    CityVP Manjit
    05/06/2016 #2 CityVP Manjit
    This is what makes Werner Erhard so compelling a thinker - those of us who appreciate his way can think with him rather than simply read him. That is what makes us wiser, brighter, sharper and more alive at a personal level. I take time to be the rhythm, the flow and the cycle of our own life - for we are in movement just as the Earth is and how the Earth is in its own body of movement i.e the Sun, and then beyond where we don't know the movement beyond this universe. Peter Sapper thinks this is the best two minutes of Werner Erhard https://www.youtube.com/watch?v=NIUuPscUiT8 A 2 minute serving is a nice appetizer but personally I can't eat time, but I can take time to eat. I am not here to convince people that Werner Erhard is brilliant, I know he is - but for all the brilliance in the world we human beings still need to build a power plant because we don't know how to make the Sun work - the ultimate source of this Earth's brilliance is still a source of power that defines time - until now it has been a worship of time of a Sun God, as we move forward it is an acceptance of time as a life source - and in that much brilliance is still to be discovered, and this means we are at the beginning of a this life evolution, though not at all at the end of treating time as a deity.
  14. ProducerJohn White, MBA

    John White, MBA

    06/06/2016
    To Get Hired Ask The Right Questions During the Interview
    To Get Hired Ask The Right Questions During the InterviewYou’ve heard the phrase, “There’s no such thing as a stupid question.” Whether or not you believe that’s true, there are certainly questions that, when asked in the context of a job interview, can hurt your chances of landing the position.Most job...
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    Comments

    Charles David Upchurch
    21/07/2016 #3 Charles David Upchurch
    If you haven't had at least 20 job interviews in your lifetime, this article by @John White, MBA is a worthwhile read!
    Richard Miller
    06/06/2016 #2 Richard Miller
    I agree, all the questions that we ask have to show that we're interested in the company where we are being interviewed and also the job (tasks) that we're going to be given. A thorough research will always show in an interview.
    Kimberly Lewis
    06/06/2016 #1 Kimberly Lewis
    There's certainly no stupid questions, but regarding an interview there are the right questions and the ones out of place. If the interviewer notices that the interested person didn't do the background research, he'll probably end up being cut at the first filter. Great share @John White, MBA
  15. ProducerCandice Galek 🐝
    How To Land A Job In The Fashion World
    How To Land A Job In The Fashion WorldSo you’ve found a listing for a fashion job you know you would be perfect for. And lo and behold, you get an interview! You’re over the moon. You freshen up your resume and prepare yourself by rehearsing your answers to possible questions and...
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    Comments

    Candice Galek 🐝
    07/06/2016 #22 Candice Galek 🐝
    Thank you everyone for your comments and feedback 😄
    Laurent Boscherini
    06/06/2016 #21 Anonymous
    A good mix between a valuable Ethic approach and a consistent positive Branding, Well done Candice Galek !
    David B. Grinberg
    06/06/2016 #20 David B. Grinberg
    Nice post, @Candice Galek 🐝, keep up the great work!
    William Rakow
    05/06/2016 #19 William Rakow
    Candice welcome to beBee this is where you belong.
    Franci Eugenia Hoffman
    05/06/2016 #18 Franci Eugenia Hoffman
    These are great tips, @Candice Galek 🐝. I love these dresses - beautiful, flowing and make a statement. I am glad to see you on beBee. Sharing.
    Federico Álvarez San Martín
    05/06/2016 #17 Federico Álvarez San Martín
    @Candice Galek 🐝 I can see all images. Tomorrow I will send an email to have more data and analyze it. Sorry for the inconvenience. Great buzz !! Regards.
    Javier beBee
    05/06/2016 #15 Javier beBee
    #14 yes @Candice Galek 🐝, you are right. Google is starting to like beBee , and I am sure will fall in love ;)
    Candice Galek 🐝
    05/06/2016 #14 Candice Galek 🐝
    @Javier beBee additionally we are seeing articles and updates posted on Bebee show up in Google and Talkwalker alerts. So Google is paying attention as well.
    Javier beBee
    05/06/2016 #13 Javier beBee
    #12 @Candice Galek 🐝, that is thanks to the hives structure. It is democratic! BeBee need only to be bigger to break any barrier!!!! And of course engagement will be better and better.
    Candice Galek 🐝
    05/06/2016 #12 Candice Galek 🐝
    #6 Thank you @Javier beBee! 2000+ views? Impressive. I posted this exact same article with a different title on @linkedin at the same time and it has much less.
    Claude Avilez
    05/06/2016 #11 Claude Avilez
    @Candice Galek 🐝 once again continues to show in her writing & her skills as a leader that she is paving the way for leaders in the business world. This very simple article with these basic idea's of how to do an interview are key in this the twenty first century.
    NO one
    05/06/2016 #10 NO one
    The last red dress is amazing! I find this tips really helpful, some of them can also be applied on business meetings. Showing that you are a good listener in your job interview, I think it will also show your hopefully new boss that you'll listen when he asks something from you while working for him.
    Michael Eisman
    05/06/2016 #9 Michael Eisman
    Learn some body language techniques such as mirroring. Non verbal comunication can be extremely beneficial is all aspects of life If used correctly.
    Javier beBee
    05/06/2016 #8 Javier beBee
    #1 i can see all of them . It looks like They work after sometime. The team is working on it. Thanks @Candice Galek 🐝. Can you see them now?
    Javier beBee
    05/06/2016 #7 Javier beBee
    #3 @Jan Barbosa we are on it. It take sometime to work and it shouldn’t. Can you see them now ? CC @Federico Álvarez San Martín @Alberto Anaya Arcas @Daniel Paz @Jorge Lázaro Molina
    Candice Galek 🐝
    05/06/2016 #5 Candice Galek 🐝
    #2 Thank you Lisa! the limp handshake is something that really bothers me, from both Women and Men. This collection from Shahida Parides is ultra exclusive, customers such as Madonna, Britney Spears, Paris Hilton just to name a few. 😉
    Candice Galek 🐝
    05/06/2016 #4 Candice Galek 🐝
    #3 Thank you Jan, they seem to take a moment to show up @Javier beBee 😄
    Jan Barbosa
    05/06/2016 #3 Jan Barbosa
    Can See All The Images... @Candice Galek 🐝
  16. ProducerPhillip Hubbell

    Phillip Hubbell

    02/06/2016
    The Internet of Things - Disruptor
    The Internet of Things - DisruptorI’m told that the “Internet of Things” (IoT) is the next big thing in Business/IT. It is to be the disrupter of all disrupters changing everything about how we view the generation, collection and interpretation of data…lots of data, dare I say...
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    Comments

    Phillip Hubbell
    03/06/2016 #3 Phillip Hubbell
    Where IoT is important isn't in your refrigerator...that is just an example put out there for the distractors. Where it is important is in industrial machines like PLCs, valves, switches, counters, scales and gauges....in order to bring real time analytics to the business to increase efficiencies. There will however be connectivity in appliances ...my washing machine already has one, (not connected) to report on maintenance and warrantee information....and to connect when it is broken to analyze the problem...just like the one in cars.
    Nicole Chardenet
    03/06/2016 #2 Nicole Chardenet
    The only thing I see the Internet of Things disrupting is everyone's lives, and not in a good way. Do we *really* need to have *everything* we own connected to the Internet? My fridge doesn't need to be. What, so it can email me when the milk's expired? I can't check the date myself? (Okay, it might have been helpful this week when I discovered an old milk carton hidden in the back. I've been putting off dumping it down the sink. If the IoT can remove my milk carton and dispose of its contents without smelling up my kitchen, then I'll listen.) I don't need my watch connected, my clothes, my glasses, or my cat. (He'd probably spend any time I'm not here downloading kitty porn.) We can't even keep our bank accounts safe from hackers, and I'm supposed to open up the rest of my life to pimply-faced virgins in eastern Europe and perpetually pissed-off terrorist Daeshbags in the Middle East? Ain't. Happenin'.
    Gert Scholtz
    02/06/2016 #1 Gert Scholtz
    @Phillip Hubbell Interesting post! Is Big Brother watching?
  17. ProducerAnders Liu-Lindberg
    Everyone Needs Help In The Job Market!
    Everyone Needs Help In The Job Market!In previous posts, I have written quite a bit about the perils of job seekers trying to find a job and given them some tips on what they can do to improve their situation. But, even if you highlight your results, write a cover letter that's focused...
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    Comments

    Anders Liu-Lindberg
    30/05/2016 #8 Anders Liu-Lindberg
    #5 Don't worry @NO one! I will be posting another article soon that can help you with just that but as @Javier beBee would say: "You're not going anywhere are you?" ;)
    Anders Liu-Lindberg
    30/05/2016 #7 Anders Liu-Lindberg
    #6 I agree, @Brian McKenzie! In the US online job ads are worthless. Or show me any bee who ever got a job from an online posting?
    Brian McKenzie
    30/05/2016 #6 Brian McKenzie
    Its abysmal - I get better response overseas out of my native language than I do from any on line posting. I do no talk to HR. I go right to the C level - or project manager. I have found online ads only useful for competitive intelligence on where a company is failing or heading, and then I work to solve that problem.
    NO one
    30/05/2016 #5 NO one
    @Anders Liu-Lindberg this is very interesting. I guess abandoning the process wouldn't be the wisest idea but maybe taking advantage of the developments specially the technological regarding the algorithms would be maybe the wisest, all this is just my opinion. This is something that makes me think about the way I make my CV visible also.
    Monica Chetal
    29/05/2016 #4 Monica Chetal
    Agree. The job market is so competitive these days. Candidates really need to stand out and 'shine' in order to get selected. Thanks for sharing this post
    Javier beBee
    29/05/2016 #3 Javier beBee
    #2 thanks @Anders Liu-Lindberg !!!
    Anders Liu-Lindberg
    29/05/2016 #2 Anders Liu-Lindberg
    #1 Sounds interesting @Javier beBee. Let me know if you want any input/feedback?
    Javier beBee
    29/05/2016 #1 Javier beBee
    creating better job ads is a MUST. We are going to try to do it in the next release ! CC @Noël De Castro García @Alberto Anaya Arcas.
  18. Matt Sweetwood

    Matt Sweetwood

    27/05/2016
    My top 5 tips to find a job in this market includes beBee at #1, of course! Please check out my latest buzz on Huff Post and consider sharing it some hives and on your other social media pages.

    CC: @Heather R. Younger, J.D., CCXP @Loribeth Pierson @Juan Imaz @Javier beBee @Federico Álvarez San Martín @Teresa Gezze @John White, MBA @Paul "Pablo" Croubalian @Catalina Serrano @Jeffrey Boxer @Phillip Hubbell @Phil Friedman @Cristian Randieri, PhD -President & CEO of Intellisystem.it @C_Randieri @Sergio Gomez Creativo 360 @William Rakow @Jim Cody @Jim Murray @Daniel Jiménez @Milos Djukic @Arnie McKinnis @Qamar Ali Khan @Carla Jenkins @Julie Hickman @Dean Owen @Chema M. del Hoyo @Chris Spurvey @Oliver McGee, PhD, MBA, CFRM, AFWCI @David B. Grinberg @Paul Kearley 🐝 @Paul Drury @Alberto Madrid 🌐 Especialista Cisco ✱ Network Jedi ◆ CCNA ➲ CCNA Voice ♛ Open Networker ✔ Follow me on beBee! @Aurorasa Sima
    Matt Sweetwood
    5 Tips to Stand Out in a Crowded Job Market
    www.huffingtonpost.com Let's say you are applying for a new job. You have a professional resume, a complete LinkedIn profile, letters of recommendation and you have lots of...
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    Comments

    Cyndi wilkins
    07/06/2016 #18 Cyndi wilkins
    #17 Yes, Thank you Federico Alvarez San Martin for sharing this;-)
    Cyndi wilkins
    01/06/2016 #16 Cyndi wilkins
    Excellent article by @Matt Sweetwood...If you are in the job market, I strongly suggest you check it out;;-)
    Cyndi wilkins
    01/06/2016 #15 Cyndi wilkins
    " Include a link to your beBee profile in your application and your perspective employer will get a glimpse of the whole you. You will stand out in a crowded application process and that may be just the edge you need to get that job interview".
    Franci Eugenia Hoffman
    01/06/2016 #14 Franci Eugenia Hoffman
    Excellent, Matt @Matt Sweetwood. Sharing. as well.
    Javier beBee
    31/05/2016 #12 Javier beBee
    "What makes it better than LinkedIn is that all features are free and it allows you to combine your professional resume with your personal interests, creating your unique personal brand. Include a link to your beBee profile in your application and your perspective employer will get a glimpse of the whole you. You will stand out in a crowded application process and that may be just the edge you need to get that job interview." , HUFFINGTON POST
    Catalina Serrano
    30/05/2016 #10 Catalina Serrano
    GReat!! JUst shared it!
    Chema M. del Hoyo
    30/05/2016 #9 Chema M. del Hoyo
    Great article, @Matt Sweetwood!
    William Rakow
    28/05/2016 #8 William Rakow
    Thank you Matt for your kind mention.
    Aurorasa Sima
    28/05/2016 #7 Aurorasa Sima
    @Matt Sweetwood - Thank you for sharing! Being published on Huffington Post is pretty cool!
    Mamen Delgado
    27/05/2016 #4 Mamen Delgado
    Straight to the top!!! Great article @Matt Sweetwood!! 👏
    NO one
    27/05/2016 #3 NO one
    Great article @Matt Sweetwood! beBee in at number one! I like the suggestion on sharing the beBee profile to show the whole you.
    Mohammed A. Jawad
    27/05/2016 #2 Mohammed A. Jawad
    Guiding tips to chisel one's resume.
    Anders Liu-Lindberg
    27/05/2016 #1 Anders Liu-Lindberg
    Thanks for sharing Matt! I think one has to work on one's personal branding message. Who are you and more importantly what can you do for me/my company?
  19. ProducerEmilia M. Ludovino
    THE DARK SIDE of EMOTIONAL INTELLIGENCE
    THE DARK SIDE of EMOTIONAL INTELLIGENCEA recent article has raised the concern that emotional intelligence can be abused to manipulate others in the workplace in order to achieve self-serving goals. Drawing from the research report of Prof. Martin Kilduff and Dr. Jochen Menges...
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    Emilia M. Ludovino
    25/05/2016 #9 Emilia M. Ludovino
    #7 Thank you, @Cyndi wilkins for taking you time to read my post and leave me such a great feedback and such kind words. If you liked this little excerpt of the book, I'm sure you'll enjoy very much the entire​ book as it brings my humanistic approach to emotional intelligence - mind, body, and soul. Grateful for your support. Have a wonderful day!
    Cyndi wilkins
    25/05/2016 #8 Cyndi wilkins
    Excellent post by Emilia M. Ludovino....
    Cyndi wilkins
    25/05/2016 #7 Cyndi wilkins
    "Emotions and interpersonal relationships, encompass more directly our values, our ideals, our identities and our ethics." Excellent point...Awareness of our emotions allows us to perceive the intentions behind them...This translates to a "conscious discrepancy" when dealing with challenging situations or interactions with others. When we are "tuned in" to the state of our being we can respond in accordance with our experiences rather than just reacting to them...Thank you for a very enlightening post Emilia M. Ludovino;-)
    Emilia M. Ludovino
    25/05/2016 #6 Emilia M. Ludovino
    #3 Dear Pamela L. Williams - Actually, Emotional Intelligence is helping Leaders to become more "Human" by teaching them how to connect and recognized their emotions. It;s not an easy process for a lot of them - because during the training they need to deal with buried feelings and emotions. There is more to EI. Maybe you like to discover what we Emotional Intelligence Coaches are teaching to their coachees, in my book. Grateful that you time to read my buzz and leave your opinion :). Have a blessed day!. BTW, EI​ is for everyone not only for Leaders :).
    Emilia M. Ludovino
    25/05/2016 #5 Emilia M. Ludovino
    #2 Charles Wilson, you're most welcomed. Glad you​ liked the reading, Hope you enjoy the book :). Have a wonderful day.
    Emilia M. Ludovino
    25/05/2016 #4 Emilia M. Ludovino
    #1 Thank you, Julie Hickman, for taking your time to read my buzz and leave your comment. I agree with you when you say that is up to the individual to have the keen senses to see through manipulative acts for what they are - after all,​ not only Leaders or Machiavellian types have EI Skills. Awareness of others emotions it's also very important for our own sake - that's why in my book I teach how to enhance them and the importance for every "mortal" to assess and actively develop their EI skills. Thank You for your Feedback. Glad you liked.
    Pamela L. Williams
    25/05/2016 #3 Pamela L. Williams
    This 'Dark Side of Emotional Intelligence' is exactly why I find the concept disturbing. It is accepted that Command and Control management tactics are antiquated and actually limit a productive atmosphere. Have we however replace C&C with M&C; Manipulate and Coerce? Is it emotionally intelligent to utilize stone faced management tactics? Is not that lack of emotion in social interaction what Hollywood would describe as psychopathic behavior, whereas the clinical terminology is antisocial personality disorder.. According to World of Psychology these are the traits of a psychopath. Psychopaths, in general, have a hard time forming real emotional attachments with others. Instead, they form artificial, shallow relationships designed to be manipulated in a way that most benefits the psychopath. People are seen as pawns to be used to forward the psychopath’s goals. Psychopaths rarely feel guilt regarding any of their behaviors, no matter how much they hurt others.

    But psychopaths can often be seen by others as being charming and trustworthy, holding steady, normal jobs. Some even have families and seemingly-loving relationships with a partner. While they tend to be well-educated, they may also have learned a great deal on their own.

    When a psychopath engages in [this] behavior, they tend to do so in a way that minimizes risk to themselves. They will carefully plan [activity]to ensure they don’t get caught, having contingency plans in place for every possibility.

    Are we training leaders to be psychopaths? Which is actually a genetic disorder so such training is actually an environmental development of the disorder and becomes a sociopathic personality disorder. ----Just this person's opinion, but something to think about
    Charles Wilson
    25/05/2016 #2 Charles Wilson
    This is really interesting, @Emilia M. Ludovino. Thanks for a great read.
  20. Anya Chupryna

    Anya Chupryna

    24/05/2016
    What do you think of the post? Does it show discrimination? Or is it an example of inclusion?
    Anya Chupryna
    'Disgusting' tweet shows lack of executive diversity
    www.hrgrapevine.com Diversity is an issue set deep within the heart of all HR...
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  21. ProducerAnders Liu-Lindberg
    Why I Use A Disclaimer When Guiding Job Seekers
    Why I Use A Disclaimer When Guiding Job SeekersIf you are looking for a job you know that it’s good to have a network to lean on. You know people you can ask for advice about your job search and at best people that can help you get the next job. However, how do you know which advice is good...
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    Comments

    Anders Liu-Lindberg
    23/05/2016 #4 Anders Liu-Lindberg
    #1 I fully agree Mary! You should have a gross list of achievements you reached in your past positions and depending on what you're applying for some will be more relevant than others.
    Anders Liu-Lindberg
    23/05/2016 #3 Anders Liu-Lindberg
    #2 Thank for commenting @Navinya Lee. There's certainly no one size fits all but there are some mimimum standards that most would benefit from applying.
    Navinya Lee
    23/05/2016 #2 Navinya Lee
    Great advice, and i like the idea of having the paltform jobindex too. Depending on the industy, there are many different types of CV nowadays. For example, video CV, video books and of course linkedIn and Bebee have great job profile which allow you to apply for jobs.
    Mary White
    23/05/2016 #1 Mary White
    Well, I think that if you are already customizing something like a cover letter (or even if you don't write one) sometimes there are aspects on each person's resume that should be customized depending on the profile that the company needs. I mean, not lying of course, but making some of your qualities that fit the job more visible than others and taking out irrelevant (for that company specifically) ones. What do you think @Anders Liu-Lindberg?
  22. Shivam Dhawan

    Shivam Dhawan

    22/05/2016
    Good to see the group is anyone going to the Madrid for the summit?
    24/5 - 9:30: The ‪#‎HR‬ role in the ‪#‎DigitalTransformation‬. at @DES_show
    Shivam Dhawan
    HR Summit - Digital Enterprise Show - DES2016
    bit.ly The digital transformation is a business transformation that requires a reorientation of the entire organization to adapt to the challenges and opportunities of the new digital environments. Human resources experts in people and change management...
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  23. ProducerAnders Liu-Lindberg
    There Is No Chivalry In Recruiting
    There Is No Chivalry In RecruitingThe business model of a recruiter is really quite simple, but naturally has differences depending on if you are a corporate recruiter or an agency/freelance recruiter. No matter what, all types of recruiters get paid by a company to find the...
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    Comments

    Anders Liu-Lindberg
    27/05/2016 #55 Anders Liu-Lindberg
    #54 Thank you for the heartfelt comment, Melissa. Please do not think that I personally am unhappy with everything that looks and feels like a recruiter. With this post, I tried to represent the general feeling amongst candidates rather than a personal rant. I always pick up the phone and am very interested in working with interesting people be it recruiters/headhunters and others. Because the thing is if you don't engage with people you're automatically turning opportunities or business away. The sad thing is that one recruiter who's writing I follow with LinkedIn and discuss with from to time said that she had been called a disruptor simply because she talks to people and form a connection with the candidates. It requires mutual effort to fix this but my humble opinion is that the profession of recruiters need to take the first step.
    Anders Liu-Lindberg
    22/05/2016 #51 Anders Liu-Lindberg
    #46 No one says people will be effective rankers whether employed or unemployed. Just like on product/company ranking sites like Yelp or Trustpilot there's no telling who the actual raters are. Even you need to sign up you can choose an unidentifiable username. The site offering the ranking naturally needs to know the identifies of the rankers as well recruiters would have to sign up to the platform rather than it being a free for all to shame all. As to incentive. Well, what incentive does anyone have to rate anything? They want the experience they've had (good or bad) to reflect on the company or in this case the recruiter.
    Phil Friedman
    22/05/2016 #50 Phil Friedman
    @Alan Geller - I agree that it does. The link to this would not work when I was on the website earlier. But that said, it is complete. Unfortunately, while I am sure that you follow these very laid out precepts, and that no doubt a number of your colleagues do as well, I am not at all sure that a significant proportion, let alone a majority of practitioners in the field do. Do you happen to know the estimated total number of perople working in the field versus those who belong to NAPS? #49
    Phil Friedman
    22/05/2016 #48 Phil Friedman
    Alan - pt II - because on many occasions I have already been directly in touch with the hiring exec or manager at the firm with the opening, either at my initiation or at theirs. For example, having a documented background in engineering management (with resume's posted previously with some recruitment firms and on LinkedIn), I'll receive a call about an engineering position from a supposedly "professional" recruiter, who it is clear doesn't have a clue about the difference between a structural engineer, electrical engineer, or industrial engineer, but who is willing to waste my time and energy in an "interview" that is 100% going nowhere. If someone said to me that many practitioners in my area of specialization (marine industry operations consulting) were less that competent and ethical, I would respond, and have responded simply by saying yes and that is why it is so important to deal only with practitioners who have documented bona fides and experience, and why professional references are so important. I would not accuse that person of inferring from one or a few bad apples that the entire barrel was bad. For if it were just a few bad apples involved, the question would never come up. And nowhere in anything that I said is there the implication that the entire recruiting barrel is bad. Only that lack of professionalism and ethics is sufficiently widespread, that extreme caution and due diligence are always in order. Cheers!
    Phil Friedman
    22/05/2016 #47 Phil Friedman
    Alan, the generalization is NOT that every recruiter is incompetent or dishonest, but rather that less-than-ethical behavior, lack of genuine training and experience, and lack of competence are rampant in the field of recruiting. That perhaps this is not more so than in any non-regulated field of endeavor (nor, for that matter, in many supposedly regulated professions and businesses) does not mean that the generalization is not true. At your urging, I have perused the NAPS website, and although I find a lot of attention to explaining how NAPS functions to "... represent our profession in critical legislative arenas in Washington, DC, provide legislative guidance and aid in states where government affairs challenges exist...", I find only a passing reference to the promulgation of professional ethics and standards. And indeed the link given for the latter appears broken. I personally find it telling that the lobbying function of NAPS is stated first and foremost, and that the website does not have a prominent mission statement concerning a code of ethics and professional conduct to which all member subscribe, albeit voluntarily. So for me, the existence of NAPS does not change my interpretation of the facts. Beyond that, I should mention that my conclusions about the recruiting industry as a whole are not pulled out of thin air. Although, I have not over the past couple of decades looked for a "job", I do mine relevant job listings and interface regularly interface with recruiters in the service of seeking consulting work in my field(s) of specialization. Beyond that, because I have in the past registered with some recruiting firms, and because I have a detailed profile on LinkedIn, I will from time to time receive a query from a "recruiter". Usually, these are a total waste of time because the recruiter calling me doesn't understand my resume or doesn't understand the job opening he or she is trying to fill. In the marine industry, I can tell this is the case
    Anders Liu-Lindberg
    21/05/2016 #45 Anders Liu-Lindberg
    #43 The not so good HR professional will be made irrelevant by better ones over time. Candidates can easily organize a wall-of-shame, a review site etc. where recruiters by name or agencies are ranked based on their performance.
    Anders Liu-Lindberg
    21/05/2016 #42 Anders Liu-Lindberg
    #41 Of course you do @Javier beBee ;)
    Javier beBee
    21/05/2016 #41 Javier beBee
    Hahahah great discussion. I firmly believe - as in all professions - there are great HR professionals and also not so good. I love ones who always tries to be innovators and disruptors :)
    Anders Liu-Lindberg
    21/05/2016 #40 Anders Liu-Lindberg
    #38 As I said they find me even some good ones ;)
    Anders Liu-Lindberg
    21/05/2016 #39 Anders Liu-Lindberg
    #36 With that level of argumentation Alan no one can change anything ;)
    Anders Liu-Lindberg
    21/05/2016 #35 Anders Liu-Lindberg
    #31 Alan the real discussion is how can we improve the business of recruiting.
    Anders Liu-Lindberg
    21/05/2016 #34 Anders Liu-Lindberg
    #27 Alan, I'm not looking for recruiters. Recruiters are looking for me (or any candidate). They often make the first and should also have the decency to make the last move whether candidate has been successful or not.
    Flavia Toro Rodriguez
    21/05/2016 #33 Flavia Toro Rodriguez
    #31 sorry, but nobody else but recruiters had ever contacted me addressing the email to the name of other candidate...it is not only my opinion/experience; here in Spain it is the most common, I'm generalizing but most of recruiters are doing bad their job. If it is not your case, good for you and carry on doing that way
    Flavia Toro Rodriguez
    21/05/2016 #28 Flavia Toro Rodriguez
    #26 correct, but here the topic is recruitment industry 😉
    Anders Liu-Lindberg
    21/05/2016 #19 Anders Liu-Lindberg
    Double like 😉
    Flavia Toro Rodriguez
    21/05/2016 #18 Flavia Toro Rodriguez
    #17 don't worry, I love working here! 😊😊😊
    Javier beBee
    21/05/2016 #17 Javier beBee
    #16 @Flavia Toro Rodriguez hopefully beBee will be good enough to engage you :)
    Flavia Toro Rodriguez
    21/05/2016 #16 Flavia Toro Rodriguez
    Totally agree. Recruitment process is broken.
    I may not be the best fit for this position, but I maybe the perfect for tomorrow one's, but if the recruiter didn't give me any feedback about the last process I don't want to work with him never again.
    Moreover many times they are not doing their work, e.g. somebody contacts me by Linkedin for a position that doesn't fit at all to me, they didn't even read my CV!!!! Or even worst, they mistake my name in the email!!!!
    And I hate when they ask me to fill their forms with the information that it is already in my CV, sorry, it is not my task, you can do it...
    I am not their customer, but if I am hired they will be paid, so I should be at least a little important for them. They should give me a little feedback (it only takes a few minutes to write a personalized e-mail), and they should answer the questions that I have about the job, company, etc. and if they don't have the answers they should take the time to find out
    Anders Liu-Lindberg
    21/05/2016 #15 Anders Liu-Lindberg
    Brian sometimes overstatement is needed to prove a point but I can see what you're saying.
    Anders Liu-Lindberg
    21/05/2016 #14 Anders Liu-Lindberg
    Alan there a good recruiters and bad recruiters but if you ask people the majority would confirm an overweight of bad experiences one way or another. You might not have been that kikd of recruiter but others are. I don't have a vendetta on recruiters and I have certainly also worked with both good and bad ones. Nevertheless I am not in a position to call out names of specific recruiters.
  24. ProducerKristina Evans

    Kristina Evans

    19/04/2016
    3 Reasons Your Job Application Process Sucks
    3 Reasons Your Job Application Process SucksI am sure that anyone reading this post has been on the candidate side of the equation at some point in their career.  Or, perhaps you are actively on the candidate side of the equation now.Either way, no one......and I mean no one......likes to go...
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    Comments

    Kristina Evans
    20/04/2016 #6 Kristina Evans
    #1 Pamela, your points are great additions. And, you are right about all of them! Thanks for sharing.
    Kristina Evans
    20/04/2016 #5 Kristina Evans
    #2 @Brian McKenzie, this is true to a certain extent. I only tell a candidate that I will keep their resume on file if I truly see potential down the line. I have tapped into resumes on file numerous times in my career to make a hire :) but you are referencing the other 90%. Thanks for adding to the discussion :)
    Kristina Evans
    20/04/2016 #4 Kristina Evans
    #3 Thanks for the comment Betina! :)
    Betina Carvalho
    20/04/2016 #3 Betina Carvalho
    Very good advices for recruiters. Thanks!
    Brian McKenzie
    20/04/2016 #2 Brian McKenzie
    "We will keep you resume on file" is the corporate version of the dating realm's "Let's just be friends". Expect same and similar results
    Pamela L. Williams
    20/04/2016 #1 Pamela L. Williams
    Excellent advice Kristina. I could add several more, including; 1. Actually send out a notification. 2. Don't play the 'we're looking for a position that would be a good fit for you". Being in a pile of resume's and getting once a week calls just to 'check in' is wasting the candidates time. I've had some recruiters do this for months. I don't want to be rude or burn bridges so I keep taking the calls but in my opinion it's unprofessional and to some that may be desperately looking; cruel. What I want to say to them is; 'deliver' or 'leave me alone otherwise you're going to get a bill for my time'. 3. Take jobs off the internet if they are filled.Taking all that time to fill in that information only to get to the end and get a message; "This position has been filled, please check back for other opportunities". I want to call the company tell them to keep their sites updated, because someone isn't doing their job, then I want to send them a bill too! :-). Candidates are customizing resumes and cover letters for a particular position, then filling in all that information. This takes time, sometimes a lot depending on the complexity of the job. Why shouldn't a candidate be able to bill the company for wasting the candidates time?
  25. Miguel Montoro

    Miguel Montoro

    12/04/2016
    Why don't start speaking about beBee profiles too? Recruiting is much more than LinkedIn.
    Miguel Montoro
    Forbes Welcome
    www.forbes.com How do you talk to a recruiter who contacts you after spotting your LinkedIn profile? Here are tips to...
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