Despite the rise in new social media sourcing channel, don’t ignore the fertile job boards
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It is vital that agency recruiters play more of an influential role in corporate life
How much value have our clients and candidates gained from the use of technology in recruitment?
L’Oréal wanted to attract people to work for them who may not be actively looking to change jobs. Linkedin was the perfect solution
Educational charity FutureLeaders were pleasantly surprised with the amount of support from flat-fee recruiter Hunt4Staff
I WAS INTERESTED to read your article (‘Recruitment agencies challenged to do more to confront race bias’, recruiter.co.uk, 9 February) challenging recruiters to respond to a report which shows they are biased against candidates from Britain’s ethnic minorities
Tony, what a fantastically ignorant article you have written (Recruiter, Bloggers with Bite, 14 December 2011). Being a recent (employed) graduate, I find several flaws in your attitude toward British graduates.
Executive recruitment firms’ databases are full of talented candidates eagerly searching for the next big opportunity and looking for an employer who will be able to give them the space to thrive.
Of those candidates that land on the recruiter’s doorstep each year a good many of them will be trying to escape the clutches of a bad boss. There’s no getting away from it - working for a bad boss is hell. A bad boss can reduce a potentially enjoyable job to a confidence-sapping imprisonment.
Time and again the same problems occur in attempted business turnarounds, regardless of the reason requiring the turnaround.
Here are the five steps that need to happen during any major business adjustment and some of the pitfalls to avoid along the way