Recruiting News Friday, March 2 People, Linkedin message, Exciting new opportunity & more…

Recruiting News TLDR / Table of Contents

  • After a brief greeting and rapport building, I propose a call agenda by saying something like, Thanks so much for taking the time to chat with me today, Sue.
  • One of the things I am asking of my network is where to find great people.
  • I take this as an open door and then tell them I will follow up with an email with a link to the job description we just talked about and some other links of different open positions in case they know of anyone in their network.
  • I’ve been managing all communication with people who have booked a time on my calendar on a Trello board with the following lists: – – To target people and build pipeline, I simply conduct LinkedIn searches, message 1st connections, and invite anyone else to connect.
  • So far, Ive had over 40 calls and referred 10 people for positions across my company.

Tags: people, LinkedIn message, Sales Acceleration Formula, Hyper Sales Growth, valuable business contacts

  • This is an exciting NEW opportunity for an experienced General Manager who has previously managed more than one private clinical practice of excellence!
  • Our client is now embarking on a expansion of their business in Scotland and requires a General Manager to fulfill the business plan laid out for their existing and new sites.
  • The role will encompass operations, business development and HR for all their entire team of experts and administration staff.
  • Reporting to the MD and liaising with the Referrals Manager you will be responsible for implementing business initiatives, negotiating with suppliers and new suppliers, dealing with compliance, Health and Safety and audit outcomes with HIS.
  • On the HR side you will be required to look after appraisals for the whole team along with recruitment, training, staff development and disciplinaries.

Tags: exciting NEW opportunity, General Manager, experienced General Manager, private clinical practice, outstanding customer journey

  • Some of the problems start in these preliminary recruiting sessions, which routinely discourage women from applying at all, according to a paper published in February by Alison Wynn, a postdoctoral fellow at Stanford Universitys Clayman Institute for Gender Research, and Stanford sociology professor Shelley Correll.
  • As students entered, women were often setting up refreshments or raffles and doling out the swag in the back; the presenters were often men, and they rarely introduced the recruiters.
  • Of the sessions Wynns research team observed, only 22 percent featured female engineers talking about technical work.
  • Wynn and Correll describe one session in which men asked 19 questions and women asked none.
  • Opening the DoorA female engineer explains how to encourage talented girls to pursue careers in technology.Amid a booming tech sector and a tight job market, women in tech have a little more power to speak out about harassment.The president of Harvey Mudd College discusses how the school has lifted the…

Tags: women, preliminary recruiting sessions, male presenters, scantily clad women, professor Shelley Correll

    Tags: Facebook, Nasir El-Rufai, Facebook Lite, Log InForgot account, New Account

    • Following a successful first year since its launch, Irwin Mitchell (the 11th largest law firm in the UK and amongst the top 50 in Europe) and the Institute of Recruiters (IOR) have announced that they are to run their innovative joint HR course again from January 2017.
    • Each individual unit of the course is led by employment law experts at Irwin Mitchell and leading HR practitioners.
    • The face-to-face units of the course are be delivered from Irwin Mitchells offices and cover subjects such as introduction to employment legislation, understanding employers rights, and principles of employee motivation and commitment.
    • In its first year, the course has attracted a range of organisations, including representatives from street furniture manufacturers, Wybone, haulage company Brian Yeardley Continental, CB&I, Shaw Group UK Limited and West Yorkshire Playhouse.
    • The Level 3 Certificate (Foundation Level) in Principles of Human Resource Practice costs 1,995 for the full course and various funding and pricing options are available.

    Tags: Irwin Mitchell, Brian Yeardley Continental, joint HR course, ,

    Top Recruiting Courses

    Recruitment Interviewing (603 students enrolled)

    By Bob Bannister
    • Identify the best applicants for the role.
    • Interview applicants effectively.
    • Avoid legal infringements.
    • Confidently select the best candidate for Job offer.

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    Recruitment for startups: How to avoid common pitfalls (89 students enrolled)

    By Michelle Gyimah
    • Really understand who they want to hire by examining why they are hiring
    • Get to grips with different employment status which will help them avoid expensive tribunals claims
    • Understand the true cost of recruiting new staff - it's not just about wages!
    • Sound and look professional when interviewing job candidates
    • Stay away from inappropriate questions that land them in tribunal
    • Use a system that helsp them pick the best person for the job - based on facts
    • Understand how to do reference checks when someone cannot provide a reference
    • Save themselves up to £2,000 per employee by doing simple employee checks

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    Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)

    By Craig Brown
    • Become a hiring hero at your company by finding the right person in record time.
    • Free up your recruiting schedule so you can focus on other important areas of your job.
    • Free $99 book version of this course!
    • Learn about the 'Heavy Door' theory of job applications.
    • Evaluate candidates using the 'Cross-Platform Verification' technique.
    • Effectively headhunt candidates using Boolean search strings.
    • Use the advertising industry's 'Rule of Three' when contacting candidates.
    • Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
    • Properly define the role and get buy-in from colleagues 'before' beginning the search.
    • Define the hiring process 'before' recruiting begins, and learn why this is important.
    • Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
    • Decide where and how to advertise job positions within your budget.
    • Evaluate online profiles and resumes for the 'paper test'.
    • Effectively screen and assess candidates in the early stages.
    • Decide what format final round interviews should take.
    • Create a job offer, negotiate salary and check references accurately.

    Learn more.

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