So you've reached the breaking point? Or perhaps you are one of the many of us who has learned to "keep your eyes open" for new opportunities. Either way, you couldn't have picked a better time to begin your job search.
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Now that companies are investing in internal HR databases to track applicants, how does that change the meaning of that ominous "thank you but no thank you" letter?
Okay, so you're at the point of no returnthey have asked for references. This is great news! Now be prepared to provide a list of PROFESSIONAL references and for heaven's sake don't list Mary Jo, your old college buddy and best shopping companion. Just because she knows everything about you (which I'm not sure is a good thing in any circumstance), does not make her your best choice for your professional reference list.
It doesn't have to be that extreme! Let's talk about how search firms work and how to better manage your relationships with them.
In baseball you get three strikes before you are out, three individual chances to get on base. Your job search, on the other hand, doesn't afford you that luxury. Your cover letter is your first document of introduction and has got to be fast hitting and on target. If it doesn't measure up, not only are you not going to get to first base, but your dream employer is on to the next batter before you get a chance at the second pitch. There will be no arguing with the ump; your team is not going to come rushing out of the dugout to defend you. You are back on the bench before you even got started. Let's avoid this catastrophe by reviewing an outline for a winning cover letter!
You have your game plan--you are going to put out your own shingle. You have the world by the tail and are getting ready to jump in there and grab your piece of the American pie? Go for it! I am behind you 100 percent! However, before you walk into the first project, let's make sure excitement doesn't cloud your vision of exactly what you are getting yourself into on your first gig.
Fringe benefits that is! We have all seen the latest recruiting trends that have made us green with envy. You have encountered top talent that you would like to bring on board, so you offer them a great salary with a juicy sign-on. Wait a minute! What do you mean they want more? Why I remember when I started out in this businessHOLD EVERYTHING! That is just the point or, depending on which side of the offer table you are, that is the greatest difference between being a candidate today and five years ago! Candidates want it all and, in reality, top talent can go out and get it.
The day will come when your most valued employee will say good-bye! Is your company conducting exit interviews? Most companies today do conduct exit interviews with most or all of the employees who are leaving the company. However, some managers and employees wonder what an exit interview really produces? What makes a constructive, productive exit interview? Let's review who should conduct the interview, when and where it should be held and finally what information to cover during that process to obtain optimum results.
The latest and by far the greatest in recruiting toolsgolden handcuffs! Those of you who have them, wear them proudly and with full knowledge of how to get out of them Houdini style! Those of you who don't are going to be looking for a pair in your next career move! I am all for that! It is there for the asking with your talent in this field. Just make sure you know what you are getting into before you sign on.
Answer: All of the above! That's right, you can't put your finger on one common denominator for staffing start-up companies. But you can be assured that you will encounter lots of ups and downs, heartaches, heartbreaks and most of all falling in love with your perfect candidate. If you are a hiring manager and you are going to be an intregal part of staffing a start-up firm, then come on in! I am going to share with you how to recruit industry professionals to start-up firms. I think you'll be surprised at the answer and find yourself wondering once again why you need that HR department at all.