I have employed thousands of people over the years. And every time one resigned, a little part of me died. (OK, I lie. I have actually danced a celebratory jig around my desk on the odd occasion, but that’s another blog!)
Mostly, my natural reaction has always been a human one I suppose. “What possible reason would they have to do that?” or “What’s wrong with them?” or even, “She must be leaving for money. The fool!”
But I grew wiser as the years rolled by.
Dear Hiring Manager,
So, just to make sure I clearly understand you.
You consistently call our entire industry ‘cowboys’, who add no value and who cannot, or will not, build relationships. You often warm to your theme by telling us we don’t understand your business or your briefs, fail to match appropriately, never provide insights, and do not invest time to understand the nuances of your company and your unique culture. You deride us as ‘resume shufflers’ and ‘phone-jockeys’,…Continue
I have been reading quite a bit lately about creating a personal brand online. The subject fascinates me, not least because I see so many people making a total hash of it by the inane things they post on Facebook, Twitter, blog replies, and to a lesser extent, LinkedIn.
But recently I had such a powerful personal example happen to me, that I feel compelled to share it with you. This small Twitter exchange taught me a huge lesson in how quickly “Brand You” can be harmed by…Continue
There is an elephant in the room when it comes to the basic business model of our industry. People don’t talk about it much, yet it’s a fundamental flaw in the relationship between client and recruiter, and it drives poor service and lack of satisfaction for all parties.
Multi-listing of job orders across multiple agencies, and recruiters accepting briefs on a contingent and in-competition basis.
There are three primary reasons client multi-list job orders and expect…Continue