Career Consultations emphasizes “MORE than Recruiting” which this blog will support in various ways in 2010. I am convinced that staffing and hiring managers need to be reminded of the basics. In 2010, the blog will reverberate with the essentials for hiring top talent in the most efficient ways.
I plan to post minimally every two weeks or twice a month with useful information for the following people:
• Hiring managers
• Hiring teams
• HR and staffing professional
• Employees who want to learn more about the recruiting process
• Employees who want to hear me rant about related topics.
I opened my business in January 1984, as a training and consulting company. In 1989 I sold the clients to a competitor, but kept the name (dba) and did training and outplacement nights and week-ends while I worked full time for Lennox, the HVAC company. While at Lennox I moved into recruiting which was an immediate fit, as my training background developed my consulting skills for ascertaining client and candidate requirements. By asking good, consultative questions, I became well known, especially in the semiconductor market. Most of my business development derives from referrals. I returned to working full time for my own company in 1994, focusing on quality recruiting in the semiconductor market.
Currently Career Consultations provides contingency and project recruiting. Contingency means I receive a fee if the company hires one of the candidates I submit. Project recruiting refers to special hiring projects for companies, both large and small, when the managers don’t have time to complete the staffing related projects. For example, you may want to hire a customer service team. I might design the campaign, starting with defining the requirements, establishing deadlines and processes and work across functions to finish the process in record time. Or maybe your company has no HR or recruiting person. I function as your part time (no less than 10 hours per week) to make sure you hire the best talent in a cost effective way.
I’m adamant about being a partner when you have a project. Recently I discovered a company had 18 contingency recruiters working on one assignment. I won’t be a party to that. The recruiters were falling all over the same candidates, the positions were not getting filled, and the company was developing a very bad reputation.
Please read my prior blogs to know me better or visit my websites which I’ll list below. I bring experience, education, and a passion for matching people and companies for bottom line results.
Not only will topics include the recruiting process with ancillary ideas, but you’ll be offered the chance to see the importance of preparation and planning. You’ll hear me preach on the criticality of personality in recruiting. And you’ll have a chance to suggest topics, situations and maybe we can actually have dialogue. Please send me any ideas for the blog. I’d like “MORE than Recruiting to reflect what you need and want to be “MORE than a place to work.”
www.hotcareers.com
www.ruthglover.com
www.morethanapaycheck.net
http://www.examiner.com/x-31872-Dallas-Career-Transition-Examiner (online articles for candidates in transition)