Archive | September, 2006

Google Reader Gets Facelift

28 September 2006

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I track a lot of websites and blogs–both from people in the recruiting industry, and from business leaders I follow, businesses in the local area, and top-talent in the area that I like to track because I respect their opinions. VIDEO: See Chris Wetherell, Google Reader Engineer, introduce the new version of the feed reading […]

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What IT Recruiters Are Good For…

28 September 2006

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Anthony Meaney’s tag over at recruiting.com points us to an interesting rant about IT Recruiters, interviews, attire, and more. Truth is, I respect this post: Are IT Recruiters Worthless (part 1) because the author (Sean McCown) does a good job of respecting the recruiter’s role, while simultaneously showing clear oddities (and downright stupid things) recruiters […]

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Hiring Options: Retained Search

28 September 2006

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Retaining a search firm to help you locate candidates is an option often best-used in conjunction with an exclusivity agreement, and where a long-term, consultative hiring process is needed. Retained search firms often focus on the high-level, top-tier management hires needed by an organization.  These hires are very strategic and mistakes are too costly to […]

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Hiring Options: Contract, Contract-to-Hire

28 September 2006

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Contracting talented people works in more situations than people often think of.  Where technical or specialized skills are needed, contractors or consultants are both a good way to bring in top-notch candidates while having the luxury of a try-before-you-buy relationship… just in case. Some Definitions:

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Hiring Options: Exclusive Agreements

28 September 2006

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Initially, the thing which I find most companies hesitant about when it comes to working with a recruiter/agency are the fees.  Many agencies will agree to discount their fees somewhat if the client is willing to sign an exclusivity agreement.  Options to Consider: Often used in conjunction with retaining an agency, an exclusivity clause can […]

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Hiring Options: Direct Hire, Permanent Placement

28 September 2006

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Direct hire, a.k.a. permanent placement hiring fits the standard model of recruiting and hiring: Talented person leaves company A… …to go work for company B If a contingency recruiter is involved in the transition, that recruiter is often paid a one-time "finder’s fee" for the recruiting, screening, interviewing, reference-checking, etc, that brought the company and […]

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Compare Salaries By Location

27 September 2006

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I am still jiving over Indeed’s new tool for Salary Search. I was just mashing up some results when I realized the tool nicely allows comparison of salary among localities, or globally (as far as Indeed’s system is concerned, anyway). I started comparing my local market (Utah) to the Indeed global market, not suprized to […]

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Help! They Want to Clone Me!

27 September 2006

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I guess my different, unusual brand of openness in technical recruiting is paying off–my boss wants more–enough that he’s looking to duplicate me in the Salt Lake City market. Do you know anybody who would enjoy shaking up the technical recruiting community in SLC? The Official Description from the official job posting: SOS Technical is […]

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Salary Comparison Tool

27 September 2006

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Ever since I heard about Indeed, I have been a fan. Aggregated jobs search results in one place–alerts by email or RSS/XML. Back in April, I bumped into their Job Trends tool and I analyzed six hot job categories to see their frequency in the indeed job-posting world: Engineer Customer Service Sales Receptionist part time […]

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20 Ways to Ruin an Interview

25 September 2006

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Yahoo Hot Jobs has a great Job Tips of the Week newsletter they send out. Here’s some rather obvious (yet suprizingly common) ways not to interview like a superstar…. Arrive late. If you can’t show up on time for an interview, why would an employer trust you to show up on time every day if […]

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