It has been an interesting week between Marissa Mayer's clamp down on telecommuters at Yahoo and Sheryl Sandberg's pitch that women sabotage their own careers.In both arenas there seems to be a criterion missing. That criterion is how do you view your human capital in your organization - are they a liability or are they an asset? Let's look at the two events separately:
The job search process can be frustrating, but for job seekers who are middle age and older the process presents additional challenges. Often, their higher salary requirements provide stumbling blocks for employers trying to work within defined budgets. As a result, flexibility is key for the experienced job seeker looking for their next great role.
Recruiters: Poor Client Development? Try Doing the Opposite in Marketing Your Recruiting Services!!!
When I opened my recruiting firm in 1990... well... I kinda, no I did... SUCK! In my first year in this business I only cashed in $23,000 personally. Even if you adjust for inflation, maybe if you're kind, we come up with $50,000 in today's dollars. I did everything the wrong way... client development, time management,prepping, closing, training, leading, etc.
Recently a colleague and I were discussing our different work styles. By working from the mindset of the client and the job order are the most important part of the fill to hire equation he has been extremely successful. I on the other hand have achieved similar success with probably less effort.
Getting the answers, without violating the new EEOC guidelines
According to some studies, over 90% of employers conduct criminal-background checks for some job applicants and over 70% of employers conduct background checks on all potential new hires. This includes many hospitality-industry employers. Most decision-makers want information about criminal behavior and other related data before bringing a candidate into the organization.
