Expert Interview with Andy Greenberg About Recruiting and Hiring

Expert Interview with Andy Greenberg About Recruiting and HiringAndy Greenberg, CEO and president of The Recruiting teilen, took the time to talk with us about his company, recruiting and hiring trends. With 17 years of experience in the field of recruiting, Andy has valuable, insightful information to offer. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Heading The Recruiting Division, Andy works closely with clients and candidates to consistently find the best for the best. Here he shares a bit about that process.Whats different about The Recruiting Division that makes it so successful?We extend the capabilities of a contract recruiter with a unique solution that is team-based and on-demand. The result is a more flexible, scalable and cost-effective way of engaging a contract recruiter. What are three attributes that employers want to see in a job candidate?Intellectual curiosityPassionFlexibilityHow about three qualities theyd rather leid see?Infle xibilityArroganceInability or unwillingness to bring something extra to the roleWhat do you look for in a job candidate?Ability to self-assess, meaning that they are able to understand and articulate their strengths, weaknesses, boundaries and their own internal brandPassionAbility to convincingly articulate why and how their background, skills and experience will translate into success for the positionWhy is it key for companies to have good relationships with recruiters like you to find the best team?Contract recruiters like those here at The Recruiting Division are able to act as a fully accountable, seamless extension of a clients team, since we are not motivated or paid by placement fees or commissions, nor are we bound by the typical contingency-based agency model that necessitates alignment with candidates as opposed to HR and hiring managers.Are you seeing any particular hiring trends lately? If so, please tell us a bit about them.Although the economy has certainly improved, employers are still very cautious in their hiring and are willing to wait for candidates that meet all of the criteria on their list.There is still strong demand for information technology and sales professionals, and we are also seeing an increase in temporary hiring as a result of the Affordable Care Act. Another interesting trend is a growing number of companies that are bringing jobs back to the United States after frustrations with offshoring.From a recruiting perspective, we are seeing a huge interest in social recruiting. Besides LinkedIn, Twitter and Facebook, there are a host of social aggregation and deep web mining tools that recruiters are flocking to, including SwoopTalent, Gild, TalentBin, Talenthook and HiringSolved.Why is timeliness so important in the hiring process?Thats a double-edged sword. On the one hand, there is a cost associated with a company not being able to achieve its goals due to a lack of manpower. But on the other hand, there is also a cost associat ed with rushing the hiring process and hiring sub-par employees. We are all doing our best in the search for the holy grail of hiring top talent as quickly as possible.How do you go about finding the top talent to place?For starters, make sure that your recruiters themselves are top talent. Think about it it takes top talent to be able recognize top talent.Those who know me know that I love to arm my recruiters to the teeth with lots of cool tools like the ones mentioned above. That said, I am the first to admit that a great recruiter can work their magic simply by using LinkedIn and nothing else. The key to LinkedIn is learning how to target the right people and then message them softly and professionally. Your goal should be to achieve a response rate of at least 30%. And anything less than 20% means that you are spamming and not doing relationship-sourcing.Also make sure that you know your companys brand and can articulate it effectively throughout the entire sourcing and vettin g process. Candidates that are in demand know that they have choices, and they are looking for employers with a compatible brand, mission and values.Along with company branding, do your best to provide a great candidate experience. Candidates are sharing their interview experiences on social media sites like Glassdoor and Vault, and your ability to attract top talent can be either enhanced or stymied by your reputation on social media.

Workers Are More Likely to Resent Feedback If Its Coming From a Woman, Study Shows

Workers Are More Likely to Resent Feedback If Its Coming From a Woman, Study Shows Research already tells us that performance reviews tend to have a gender bias. For example, we know that women receive much less-helpful feedback than men in their performance reviews its typically on the vague side and tends to focus more on their personality attributes than on their actual skills and work experiences. But new research also tells us that theres bias even on the side of the receiver of feedback. Thats right workers resent feedback from women more than they do men.Perhaps its because women are expected to be altruistic supporters office mothers who lift one aelendher up and are passive bystanders to workplace concerns because, after all, they should really try to keep the peace. Right? Well, it turns out that when women do offer valuable constructive critcism something they so desperately need in their own performance reviews workers dont recieve it so well.According to a recent st udy published in the Institute of Labor Economics, from Martin Abel, an assistant professor of economics at Middlebury College, even if women and men offer the same feedback, it can be taken very differently. Abel asked 2,700 people on Mechanical Turk, Amazons online gig platform, to do transcriptions for a pseudo firm. Each of them was assigned a fake manager with either a female or male name (the names were deliberately chosen to take race, age, education and other factors into account).Then 60% of the workers received either positive or negative feedback from a female or male boss that readHello, This is NAME. As mentioned in the task introduction, Im overseeing your performance in transcribing the receipts. I just went over some of the receipts. Your performance has been above / below average. I was pleased with / disappointed by your effort and attention to detail. Going forward, remember that your continued commitment will improve / lack of commitment will harm the quality of our services. NAMEUpon completion, they were asked to answer a survey about their job satisfaction and their interest in working for the firm. And what Abel discovered is disconcerting.Both women and men were more negatively affected by criticism from female managers so much so that a bulk of them were not interested in working in the firm in the future, leading to a 70% larger reduction in job satisfaction than critism from male managers. Moreover, men tended to dismiss the validity of female managers criticism, though womens opinions didnt change depending on gender.So why is womens feedback so ill-recieved? Abel suggests that the workers were about three times more likely to associate giving praise and appropriate use of tone with female managers. By contrast, they are about twice more likely to associate giving criticism and strict expectations with male managers. And a wide body of research tells us time and time again that, when women deviate from preconceived notions of gend er norms, they make people uncomfortable and are, therefore, deemed less likable...Gender biases and subtle sexism plagues workplaces, and until more women are in respected leadeship positions in which their likability doesnt matter (and isnt even questioned), we still have a problem.--AnnaMarie Houlis is a feminist, a freelance journalist and an adventure aficionado with an affinity for impulsive solo travel. She spends her days writing about womens empowerment from around the world. You can follow her work on her blog, HerReport.org, and follow her journeys on Instagram her_report,Twitterherreport and Facebook.

Why Almost Everything Youve Learned About Writing Confidental on Resume Is Wrong and What You Should Know

Why Almost Everything Youve Learned About Writing Confidental on Resume Is Wrong and What You Should Know Companies have a look at your credentials to be certain that the employee reference letter you have written is not biased. With the impact it has both to the applicant and the geschftlicher umgang, you need to be conscious of all of the items that weve discussed when writing the employee reference letter that youll forward to an organization. An employee reference letter is usually asked by men and women who want to apply for employment. Since it contains confidential information about how another person thinks of the job applicant, it is deemed to be an important document during hiring processes. You must be aware your reference letter can actually impact the operations of the enterprise. Memos serve the simplest kind of communication in an organization. The fundamental memo has an important part in the dissemination of information in any kind of business. A confidenti al memo is a crucial communication tool employed in business when giving out sensitive small business details. Details of Writing Confidental on Resume Even if youre sending your resume to a business in the exact segment, the man or woman who will read it for the very first time may not have any technical expertise. Be certain to tailor your resume to the particular industry or job type that you are trying to find. Look at getting skilled help If youre having a tough time to create your resume, or in case youre receiving no response whatsoever from companies, you could look at employing a professional resume writing service. Format the resume based on your needs. Introducing Writing Confidental on Resume Many job seekers may not understand that subtle changes are happening in relate to the way that people want to start writing quality resumes. There is a great deal of work ahead of you, but its possible to do it. The statements which you will provide will mucksmuschenstil l undergo checking and assessment thus dont waste your time in writing something that isnt correct. Know the purpose of your resume Some folks write a resume as though the intention of the document was supposed to land work. Writing Confidental on Resume Help The resume sample has a strong ability to keep a readers interest over the span of the whole document. The ability to supply clear instructions is vital. Careful with sample resume templates There are lots of sites that provide free resume templates. The candidates resume is a superior instance of clear and strategic formatting for the next reasons.