This document provides information about becoming a virtual recruiter. It discusses acquiring clients as a contingency or pay-per-candidate recruiter using free online resources like LinkedIn. It outlines the differences between contingency, pay-per-candidate, and contract recruiting models. The document then provides tips on using LinkedIn to find and communicate with prospects, demonstrating high value to land 30% contingency fees, and gives an overview of tools that can be used as part of a virtual recruiting toolbox.
The document describes a career opportunity as a virtual recruiter working with Talent Corner HR Services Pvt. Ltd. As a virtual recruiter, one would recruit candidates for various sectors and levels from the comfort of their home without a boss or pressure. Talent Corner provides training, software assistance, and earns 40% of a candidate's first month salary if they are hired. The recruitment industry is growing and virtual recruiters can earn between 3-5 recruitments per month depending on their efforts. There is a Rs. 5000 registration fee but no other costs.
The document discusses headhunting in recruitment. Headhunting involves directly contacting and meeting with potential candidates, especially those not actively seeking new jobs, through networking events and references. It requires strong research skills to identify suitable passive candidates for senior roles. Headhunters must have excellent convincing and relationship-building abilities to persuade successful individuals to consider new opportunities. Companies hire headhunting firms to source top talent outside of traditional job boards that can improve business and client relationships.
Headhunting involves targeting passive job seekers who make up 40-45% of the workforce. It focuses on quality over quantity in filling important roles that have been open for long periods of time or require niche skills. The process involves mapping talent, gathering names, identifying candidate motivators, selling benefits to candidates, handling objections, and managing the resignation process.
The document discusses headhunting and mapping techniques for recruiting personnel. It provides tips for headhunting such as doing research on target companies, using tricks to reach the right departments, gaining confidence, and referencing existing databases. It also lists questions to ask candidates to validate information like their designation, qualifications, compensation, and reasons for considering new opportunities. The document emphasizes maintaining thorough records in a database.
Timesconsult is a Malaysian-based staffing solutions provider established in 2005. They have grown rapidly over the last 8 years with over 200,000 registered candidates and plans for continued expansion. They provide comprehensive recruitment solutions including executive search, permanent placement, temporary staffing, payroll outsourcing, and recruitment for management, executive, mass recruitment, and IT positions. Their focus is on building strong relationships with clients and candidates to ensure the right fit through their dedicated team and search strategies.
Are you too asking yourself:
Why is employer branding necessary for my small organisation?
Where do you start?
How do I create a strong employer branding message?
Learn about why you should care, how to craft your message and how you can showcase your employer brand to 300million+ LinkedIn members.
This document discusses headhunting as a recruitment method. It outlines the methodology, which includes mapping talent, gathering names, identifying candidate motivators, pitching the role to candidates, and managing the resignation process. It notes that passive job seekers make up 40-45% of the best talent. Talent mapping involves researching who has what competencies and who has joined which clients. Various methods are provided for gathering names of potential candidates, including LinkedIn, job portals, contacting gatekeepers directly by introducing oneself as a prospective customer or conference attendee. The benefits of headhunting over other recruitment methods include an exclusive database, potential future candidates, access to top talent, and justification for higher consultant rates.
The document describes a career opportunity as a virtual recruiter working with Talent Corner HR Services Pvt. Ltd. As a virtual recruiter, one would recruit candidates for various sectors and levels from the comfort of their home without a boss or pressure. Talent Corner provides training, software assistance, and earns 40% of a candidate's first month salary if they are hired. The recruitment industry is growing and virtual recruiters can earn between 3-5 recruitments per month depending on their efforts. There is a Rs. 5000 registration fee but no other costs.
The document discusses headhunting in recruitment. Headhunting involves directly contacting and meeting with potential candidates, especially those not actively seeking new jobs, through networking events and references. It requires strong research skills to identify suitable passive candidates for senior roles. Headhunters must have excellent convincing and relationship-building abilities to persuade successful individuals to consider new opportunities. Companies hire headhunting firms to source top talent outside of traditional job boards that can improve business and client relationships.
Headhunting involves targeting passive job seekers who make up 40-45% of the workforce. It focuses on quality over quantity in filling important roles that have been open for long periods of time or require niche skills. The process involves mapping talent, gathering names, identifying candidate motivators, selling benefits to candidates, handling objections, and managing the resignation process.
The document discusses headhunting and mapping techniques for recruiting personnel. It provides tips for headhunting such as doing research on target companies, using tricks to reach the right departments, gaining confidence, and referencing existing databases. It also lists questions to ask candidates to validate information like their designation, qualifications, compensation, and reasons for considering new opportunities. The document emphasizes maintaining thorough records in a database.
Timesconsult is a Malaysian-based staffing solutions provider established in 2005. They have grown rapidly over the last 8 years with over 200,000 registered candidates and plans for continued expansion. They provide comprehensive recruitment solutions including executive search, permanent placement, temporary staffing, payroll outsourcing, and recruitment for management, executive, mass recruitment, and IT positions. Their focus is on building strong relationships with clients and candidates to ensure the right fit through their dedicated team and search strategies.
Are you too asking yourself:
Why is employer branding necessary for my small organisation?
Where do you start?
How do I create a strong employer branding message?
Learn about why you should care, how to craft your message and how you can showcase your employer brand to 300million+ LinkedIn members.
This document discusses headhunting as a recruitment method. It outlines the methodology, which includes mapping talent, gathering names, identifying candidate motivators, pitching the role to candidates, and managing the resignation process. It notes that passive job seekers make up 40-45% of the best talent. Talent mapping involves researching who has what competencies and who has joined which clients. Various methods are provided for gathering names of potential candidates, including LinkedIn, job portals, contacting gatekeepers directly by introducing oneself as a prospective customer or conference attendee. The benefits of headhunting over other recruitment methods include an exclusive database, potential future candidates, access to top talent, and justification for higher consultant rates.
Report on establishing HR consulting firm in bangladeshAbu Jubaer
The document discusses establishing an HR consulting firm in Bangladesh called "Empower HR Solution". The company aims to provide total HR solutions to organizations facing challenges managing their human resources. It will focus on serving a few leading organizations to gain profits from providing effective services at medium prices. The target audiences are banks and financial organizations, multinational companies, and RMG manufacturers, as these sectors recruit large numbers of employees. The company will offer recruiting, selecting, training, and development facilities so clients don't face HR issues. It will locate its office near client headquarters for easy access and develop an interactive website for clients to choose HR solution packages. Promotion will target business magazines, LinkedIn, job fairs, and university campaigns.
Headhunting involves targeting passive job seekers who make up 40-45% of the workforce. It focuses on quality over quantity in filling key positions that have been open long-term or for niche skills. The methodology includes mapping talent networks, gathering names, identifying candidate motivators like challenging work or career growth, and selling candidates on a position's benefits while handling any objections.
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
This document provides tips and techniques for headhunting and mapping potential job candidates. It discusses the difference between headhunting and mapping, with headhunting referring to the recruitment of executive personnel and mapping referring to scanning an organization's structure. The document then gives numerous strategies and tricks for headhunting, such as researching companies, using scripts to reach the right departments, and gathering information from current employees. It also provides a list of questions to validate candidates and advice for maintaining records in a database.
Headhunters is an executive search and recruitment firm established in 2004 with 11 years of experience. They specialize in recruiting middle and senior level candidates across various industries for well-known companies. The firm has a vast network and sources candidates through different mechanisms before screening and interviewing them. They aim to provide end-to-end recruitment solutions and ensure quality hires by understanding client needs. The management has extensive experience in business and HR, and the firm has recruited for many leadership roles across sectors in India and abroad.
Staffing Professionals Tell All: Words of Wisdom from the Recruiting Front LinesLinkedIn Talent Solutions
Recruiting is evolving and so must we. Stay ahead by soaking in career advice from top staffing recruiters and firm leaders. Learn more: http://linkd.in/1IAWTqy
This document provides information on the process of headhunting, including definitions, objectives, applications, strategies, and responsibilities. Headhunting involves actively recruiting passive candidates who are not actively seeking new jobs but may be open to opportunities. It requires building trust, understanding candidates' career goals and values, and helping match them to suitable roles. Key steps involve proactive networking, gaining references, understanding market norms, and guiding candidates throughout the hiring process.
Acquire Talent focuses solely on permanent recruitment and helping clients find top talent. They identify potential candidates and build talent pools, then rigorously evaluate candidates to find the best fit for open positions. Acquire Talent has filled 94% of roles in the last 12 months through their innovative approach to talent acquisition. They provide value-based pricing with an engagement fee and guarantee, offering an individually structured recruitment process. Unlike volume recruitment firms, Acquire Talent eliminates conflicts of interest by only working with one third of any given sector at a time.
This document discusses employer branding research methodology. It outlines several frameworks for researching employer branding, including instrumental and symbolic dimensions. It also presents examples of research matrices that can be used to understand an organization's profile and stakeholder differences, as well as levels of attractiveness and internal/external brand matching. The goal of employer branding research is to improve talent attraction, reputation, employee engagement, retention, and reduce employee turnover.
Bharat Headhunters is a specialized recruitment firm that sources passive candidates for client organizations. They focus on permanent IT and non-IT recruitment across India. The company prides itself on its commitment, flexibility, and quality. Bharat Headhunters builds internal databases through references and networks to find candidates without relying solely on job portals. They conduct thorough research on client needs and target companies to identify top talent through various headhunting techniques. Bharat Headhunters serves clients across various industries, with expertise in both IT and non-IT recruiting.
The document provides tips and guidance for effective headhunting and networking. It discusses when headhunting is most useful, such as when requirements are niche or competition is high. Key aspects of successful headhunting include having industry and client knowledge, common sense, perseverance, creativity, strong networking skills, and confidence. The document outlines the headhunting process, including mapping target companies, contacting candidates, presenting profiles to clients, and closing placements. It provides tips for getting past barriers, crafting opening statements, and dealing with challenges.
This document provides an overview of employer branding and how to develop an effective employer brand. It defines employer branding as communicating activities to position an organization as a desirable employer. Developing an authentic employer brand can attract top talent, improve employee engagement, and strengthen retention. The document recommends forming a cross-functional team, researching the current brand, engaging employees, choosing a positioning, testing and launching the brand, and continuously managing it over time. The goal is to build a brand that authentically reflects the employee experience and differentiates the organization from its competitors.
The document describes the values, culture, and benefits of working at a recruitment company called Amida. Amida aims to create a fun, positive work environment for its employees and values expertise, positivity, innovation, efficiency and accountability. It offers competitive benefits like commission-based pay, career progression opportunities, training programs, and a globally shared candidate database. The leadership team has extensive recruitment experience and Amida emphasizes building a sustainable, ethical business.
The document provides an overview of a career in recruitment consulting. It describes recruitment consultants as salespeople who build relationships to source and place both candidates and clients. Their role involves understanding needs, matching requirements, interviewing, managing offers and ensuring a smooth process. Recruitment consulting offers rewarding career opportunities with direct influence over progression and compensation. However, it also requires resilience and a strong work ethic to manage various demanding components while achieving targets amid ups and downs. Overall, the career provides valuable skills, industry knowledge, opportunities to earn a high income, and work in a fast-paced social environment.
The document summarizes how Southwest Airlines uses employee branding as a strategic tool to gain a competitive advantage. It analyzes how Southwest clearly communicates its mission and values to employees, which focus on high customer service. Employees internalize the desired brand image of providing "positively outrageous service" with the "Southwest Spirit". Through consistent messaging reflecting this image, Southwest motivates employees to project this brand to customers, thereby positioning the airline as reliable, friendly, and low-cost in customers' minds. This strategic use of employee branding has contributed greatly to Southwest's success.
Prospitious is a recruitment firm founded in 2009 that helps companies and candidates understand prospects and achieve ambitions. With over 30 years of collective experience, they have an extensive database and cater to industries like telecom, IT, and hospitality. Their vision is to build assets through human capital by treating people as assets rather than numbers. They focus on on-target searches for the right candidates and have the dynamism to surpass client expectations. Their success comes from concentrating on limited clients, adhering to SOPs, and influencing partnership through guaranteed business shares. Services include recruitment and training in communication, accent, personality, interviewing, customer handling, and sales skills. They maintain candidate confidentiality and objectivity throughout the selection process.
Riskpro human capital management services 2013Nidhi Gupta
We would like to introduce our firm Riskpro-India – a specialized Risk Management Consulting firm based in Mumbai, India and with offices at Delhi and Bangalore.
We would like to get empaneled with your organisation for all your recruitment requirements. We are India’s fastest growing recruitment and risk management consulting firm. Please see attached our profile for more information.
Human Capital Management Services (HCMS) – a division of Risk-pro, is a professionally run organization focused to provide customized HCM solutions to the corporates to bring un-matched value for them. HCMS inter-alia includes niche, complex and time-bound talent acquisition at all levels, complete employee payments outsourcing solutions, technical, behavioral and cultural trainings, employee retention strategy, employee satisfaction surveys, HR policy drafting and documentation, sharing industry-best practices etc.
Risk-pro also provides highly specialized services in the field of risk management, internal audits, forensic accounting, investigations, prevention of fraud, process reviews etc.
We take pride in saying that we are among the fastest growing consulting companies in India. Today, we have offices in Mumbai, Delhi, and Bangalore and it has already added eight member firms in Ahmedabad, Agra, Chennai, Gurgaon, Hyderabad, Jaipur, Ludhiana, and Pune. All our offices and member firms are well equipped and staffed with qualified professionals into HR management and consulting. We have plans that will help us sustain this growth. Our presence in almost all states of India and beyond by 2014, is almost certain.
In talent acquisition, a fine blend of technology and professional human touch has given us an edge over others where talent and profile matching is left to technology. We have a team that not only brings years of professional and rich experience in varied industries, but are passionate to make hitherto impossible things possible for the client. However, words do not have enough strength to reflect our true potential, and though, to get a sneak peek, we strongly urge you to visit our website and go through the attached document, but we would be delighted to have a face to face meeting with you/your HR / Corporate Heads.
We are confident, our approach, methodology and professionalism along with commitment towards long-term sustainable relationships, will impress you to pave the way for our alliance that will be mutually beneficial to both the organizations. Experience Risk-pro HCMS, experience the difference.
In today's work environment, career can be an ambiguous thing. Yet, employees still want to know if they have a future with their company, and if the company is committed to their future development.
Meanwhile, managers shy away from the topic of career, as changes in the organization and a lack of clear career options tend to make the conversation challenging.
Join us for this TrainingIndustry.com webinar, sponsored by GP Strategies, in reviewing recent research findings around career, discussing employee expectations and exploring how organizations can best support employees’ ambitions while also driving organizational performance.
As the picture of career evolves, so must our approaches to career management, and the attention we pay to culture and the tools we deploy.
During this webinar, Mary Ann Masarech, a lead consultant of the employee engagement practice at BlessingWhite, a GP Strategies division, provides easy-to-understand insights on:
•Why the concept of career is central to organizational performance
•What employees are looking for
•What organizations are doing to support career development
•What the most successful career development initiatives do and don’t do
NLCMG - Performance is good, Understanding performance is better nlwebperf
This document summarizes a presentation on understanding website and application performance. It discusses diagnosing performance issues, identifying bottlenecks, and incorporating performance testing into the development process. Key topics covered include availability and response time metrics, psychological costs of slow performance, analyzing transactions and resource usage, queueing theory, and common monitoring and analysis tools. The presentation calls for collaboration to develop a standard body of knowledge on web performance best practices.
In A Clean City, A Healthy Life ProjectOlga Morozan
Step 1: Flyers and bracelets were distributed to inform people about an upcoming event and motivate youth involvement.
Step 2: A local high school club helped wash monuments of notable writers to preserve cultural heritage.
Step 3: The goal was to inform and involve as many people as possible through media coverage of the event. The next day's festivities included performances from girls and boys using recycled materials for their costumes. The group hopes to hold more such events in the future to promote a cleaner city.
Report on establishing HR consulting firm in bangladeshAbu Jubaer
The document discusses establishing an HR consulting firm in Bangladesh called "Empower HR Solution". The company aims to provide total HR solutions to organizations facing challenges managing their human resources. It will focus on serving a few leading organizations to gain profits from providing effective services at medium prices. The target audiences are banks and financial organizations, multinational companies, and RMG manufacturers, as these sectors recruit large numbers of employees. The company will offer recruiting, selecting, training, and development facilities so clients don't face HR issues. It will locate its office near client headquarters for easy access and develop an interactive website for clients to choose HR solution packages. Promotion will target business magazines, LinkedIn, job fairs, and university campaigns.
Headhunting involves targeting passive job seekers who make up 40-45% of the workforce. It focuses on quality over quantity in filling key positions that have been open long-term or for niche skills. The methodology includes mapping talent networks, gathering names, identifying candidate motivators like challenging work or career growth, and selling candidates on a position's benefits while handling any objections.
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
This document provides tips and techniques for headhunting and mapping potential job candidates. It discusses the difference between headhunting and mapping, with headhunting referring to the recruitment of executive personnel and mapping referring to scanning an organization's structure. The document then gives numerous strategies and tricks for headhunting, such as researching companies, using scripts to reach the right departments, and gathering information from current employees. It also provides a list of questions to validate candidates and advice for maintaining records in a database.
Headhunters is an executive search and recruitment firm established in 2004 with 11 years of experience. They specialize in recruiting middle and senior level candidates across various industries for well-known companies. The firm has a vast network and sources candidates through different mechanisms before screening and interviewing them. They aim to provide end-to-end recruitment solutions and ensure quality hires by understanding client needs. The management has extensive experience in business and HR, and the firm has recruited for many leadership roles across sectors in India and abroad.
Staffing Professionals Tell All: Words of Wisdom from the Recruiting Front LinesLinkedIn Talent Solutions
Recruiting is evolving and so must we. Stay ahead by soaking in career advice from top staffing recruiters and firm leaders. Learn more: http://linkd.in/1IAWTqy
This document provides information on the process of headhunting, including definitions, objectives, applications, strategies, and responsibilities. Headhunting involves actively recruiting passive candidates who are not actively seeking new jobs but may be open to opportunities. It requires building trust, understanding candidates' career goals and values, and helping match them to suitable roles. Key steps involve proactive networking, gaining references, understanding market norms, and guiding candidates throughout the hiring process.
Acquire Talent focuses solely on permanent recruitment and helping clients find top talent. They identify potential candidates and build talent pools, then rigorously evaluate candidates to find the best fit for open positions. Acquire Talent has filled 94% of roles in the last 12 months through their innovative approach to talent acquisition. They provide value-based pricing with an engagement fee and guarantee, offering an individually structured recruitment process. Unlike volume recruitment firms, Acquire Talent eliminates conflicts of interest by only working with one third of any given sector at a time.
This document discusses employer branding research methodology. It outlines several frameworks for researching employer branding, including instrumental and symbolic dimensions. It also presents examples of research matrices that can be used to understand an organization's profile and stakeholder differences, as well as levels of attractiveness and internal/external brand matching. The goal of employer branding research is to improve talent attraction, reputation, employee engagement, retention, and reduce employee turnover.
Bharat Headhunters is a specialized recruitment firm that sources passive candidates for client organizations. They focus on permanent IT and non-IT recruitment across India. The company prides itself on its commitment, flexibility, and quality. Bharat Headhunters builds internal databases through references and networks to find candidates without relying solely on job portals. They conduct thorough research on client needs and target companies to identify top talent through various headhunting techniques. Bharat Headhunters serves clients across various industries, with expertise in both IT and non-IT recruiting.
The document provides tips and guidance for effective headhunting and networking. It discusses when headhunting is most useful, such as when requirements are niche or competition is high. Key aspects of successful headhunting include having industry and client knowledge, common sense, perseverance, creativity, strong networking skills, and confidence. The document outlines the headhunting process, including mapping target companies, contacting candidates, presenting profiles to clients, and closing placements. It provides tips for getting past barriers, crafting opening statements, and dealing with challenges.
This document provides an overview of employer branding and how to develop an effective employer brand. It defines employer branding as communicating activities to position an organization as a desirable employer. Developing an authentic employer brand can attract top talent, improve employee engagement, and strengthen retention. The document recommends forming a cross-functional team, researching the current brand, engaging employees, choosing a positioning, testing and launching the brand, and continuously managing it over time. The goal is to build a brand that authentically reflects the employee experience and differentiates the organization from its competitors.
The document describes the values, culture, and benefits of working at a recruitment company called Amida. Amida aims to create a fun, positive work environment for its employees and values expertise, positivity, innovation, efficiency and accountability. It offers competitive benefits like commission-based pay, career progression opportunities, training programs, and a globally shared candidate database. The leadership team has extensive recruitment experience and Amida emphasizes building a sustainable, ethical business.
The document provides an overview of a career in recruitment consulting. It describes recruitment consultants as salespeople who build relationships to source and place both candidates and clients. Their role involves understanding needs, matching requirements, interviewing, managing offers and ensuring a smooth process. Recruitment consulting offers rewarding career opportunities with direct influence over progression and compensation. However, it also requires resilience and a strong work ethic to manage various demanding components while achieving targets amid ups and downs. Overall, the career provides valuable skills, industry knowledge, opportunities to earn a high income, and work in a fast-paced social environment.
The document summarizes how Southwest Airlines uses employee branding as a strategic tool to gain a competitive advantage. It analyzes how Southwest clearly communicates its mission and values to employees, which focus on high customer service. Employees internalize the desired brand image of providing "positively outrageous service" with the "Southwest Spirit". Through consistent messaging reflecting this image, Southwest motivates employees to project this brand to customers, thereby positioning the airline as reliable, friendly, and low-cost in customers' minds. This strategic use of employee branding has contributed greatly to Southwest's success.
Prospitious is a recruitment firm founded in 2009 that helps companies and candidates understand prospects and achieve ambitions. With over 30 years of collective experience, they have an extensive database and cater to industries like telecom, IT, and hospitality. Their vision is to build assets through human capital by treating people as assets rather than numbers. They focus on on-target searches for the right candidates and have the dynamism to surpass client expectations. Their success comes from concentrating on limited clients, adhering to SOPs, and influencing partnership through guaranteed business shares. Services include recruitment and training in communication, accent, personality, interviewing, customer handling, and sales skills. They maintain candidate confidentiality and objectivity throughout the selection process.
Riskpro human capital management services 2013Nidhi Gupta
We would like to introduce our firm Riskpro-India – a specialized Risk Management Consulting firm based in Mumbai, India and with offices at Delhi and Bangalore.
We would like to get empaneled with your organisation for all your recruitment requirements. We are India’s fastest growing recruitment and risk management consulting firm. Please see attached our profile for more information.
Human Capital Management Services (HCMS) – a division of Risk-pro, is a professionally run organization focused to provide customized HCM solutions to the corporates to bring un-matched value for them. HCMS inter-alia includes niche, complex and time-bound talent acquisition at all levels, complete employee payments outsourcing solutions, technical, behavioral and cultural trainings, employee retention strategy, employee satisfaction surveys, HR policy drafting and documentation, sharing industry-best practices etc.
Risk-pro also provides highly specialized services in the field of risk management, internal audits, forensic accounting, investigations, prevention of fraud, process reviews etc.
We take pride in saying that we are among the fastest growing consulting companies in India. Today, we have offices in Mumbai, Delhi, and Bangalore and it has already added eight member firms in Ahmedabad, Agra, Chennai, Gurgaon, Hyderabad, Jaipur, Ludhiana, and Pune. All our offices and member firms are well equipped and staffed with qualified professionals into HR management and consulting. We have plans that will help us sustain this growth. Our presence in almost all states of India and beyond by 2014, is almost certain.
In talent acquisition, a fine blend of technology and professional human touch has given us an edge over others where talent and profile matching is left to technology. We have a team that not only brings years of professional and rich experience in varied industries, but are passionate to make hitherto impossible things possible for the client. However, words do not have enough strength to reflect our true potential, and though, to get a sneak peek, we strongly urge you to visit our website and go through the attached document, but we would be delighted to have a face to face meeting with you/your HR / Corporate Heads.
We are confident, our approach, methodology and professionalism along with commitment towards long-term sustainable relationships, will impress you to pave the way for our alliance that will be mutually beneficial to both the organizations. Experience Risk-pro HCMS, experience the difference.
In today's work environment, career can be an ambiguous thing. Yet, employees still want to know if they have a future with their company, and if the company is committed to their future development.
Meanwhile, managers shy away from the topic of career, as changes in the organization and a lack of clear career options tend to make the conversation challenging.
Join us for this TrainingIndustry.com webinar, sponsored by GP Strategies, in reviewing recent research findings around career, discussing employee expectations and exploring how organizations can best support employees’ ambitions while also driving organizational performance.
As the picture of career evolves, so must our approaches to career management, and the attention we pay to culture and the tools we deploy.
During this webinar, Mary Ann Masarech, a lead consultant of the employee engagement practice at BlessingWhite, a GP Strategies division, provides easy-to-understand insights on:
•Why the concept of career is central to organizational performance
•What employees are looking for
•What organizations are doing to support career development
•What the most successful career development initiatives do and don’t do
NLCMG - Performance is good, Understanding performance is better nlwebperf
This document summarizes a presentation on understanding website and application performance. It discusses diagnosing performance issues, identifying bottlenecks, and incorporating performance testing into the development process. Key topics covered include availability and response time metrics, psychological costs of slow performance, analyzing transactions and resource usage, queueing theory, and common monitoring and analysis tools. The presentation calls for collaboration to develop a standard body of knowledge on web performance best practices.
In A Clean City, A Healthy Life ProjectOlga Morozan
Step 1: Flyers and bracelets were distributed to inform people about an upcoming event and motivate youth involvement.
Step 2: A local high school club helped wash monuments of notable writers to preserve cultural heritage.
Step 3: The goal was to inform and involve as many people as possible through media coverage of the event. The next day's festivities included performances from girls and boys using recycled materials for their costumes. The group hopes to hold more such events in the future to promote a cleaner city.
The document contains contact information for Normicka Forest, Program Associate at the Georgia Department of Behavioral Health & Developmental Disabilities Division of Addictive Diseases, Office of DUI Intervention Program. The information is repeated multiple times and includes her mailing address, phone number, fax number, email address and website.
This document does not contain any meaningful information to summarize in 3 sentences or less. It consists of random characters and numbers that do not form coherent sentences, paragraphs or ideas. No clear main topics, events or essential details were identifiable from the content provided.
This short document promotes creating presentations using Haiku Deck, a tool for making slideshows. It encourages the reader to get started making their own Haiku Deck presentation and sharing it on SlideShare. In just one sentence, it pitches the idea of using Haiku Deck to easily design slideshows.
Feature I wrote on Las Vegas for the July 2008 issue of Travel Digest. I travelled to this destination as part of attending a travel industry conference which I also reported on.
The document is an instruction manual for assembling the Serpent S811-B 2.0 Cobra 1/8 scale gas offroad model car. It provides an overview of the car's specifications and features, then details the assembly process through step-by-step instructions and exploded diagrams of each assembly. The manual is organized logically to guide the user through the complete assembly of the model and includes part lists and references for ordering replacement parts.
Top 8 chief business development officer resume samplesporichfergu
The document provides information about resume samples and other career resources for chief business development officers. It lists top resume formats including chronological, functional, combination, targeted, curriculum vitae (CV), professional, new graduate, and executive resumes. It also provides links to interview questions, tips, thank you letters, cover letters, and other materials to help with the job search process for chief business development officer roles.
Cardinal is hosting its annual company picnic on May 18, 2014 at an amusement park. The picnic will provide park admission, parking, meals, and entertainment for employees and their children under 18. Employees can purchase tickets for $39.50 for other family and friends to attend. The picnic will include a meal, temporary tattoos for children, character meet and greets, and door prizes.
This document is a technician's training record that shows his completed, in progress, and required courses. It indicates that Nirmal Francis is a Technician Level 2 and lists the courses he needs to complete by March 31, 2016 to become a Level 3 technician. It also shows some courses he has started or completed, including eLearning courses on automatic transmissions and diesel engine management systems and an in-progress course on 2.2 liter diesel engines.
The Anatomy of the Idea is a short introduction to ideation - the process of generating ideas. How do we create ideas? Or better yet, how do we create great ideas?
If you're interested in how to improve your ideation, visit Crinid.com for tips, techniques and inspiration.
Thank you for reading,
- Rick van der Wal
http://www.crinid.com
This document provides an overview of key concepts related to e-business and e-commerce. It defines electronic commerce as the process of buying and selling goods or services over telecommunications networks. Common technologies that facilitate e-commerce include electronic funds transfer, electronic data interchange, and the internet/world wide web. The document also discusses networks, the internet, common internet services like the world wide web, and differences between e-commerce and e-business. It introduces the concept of a value chain and how e-commerce can facilitate value chains through information exchange. Various e-business models are described, including business-to-consumer, business-to-business, business-to-government, consumer-to-consumer, and consumer
Cloud Computing Explained: Guide to Enterprise ImplementationJohn Rhoton
Cloud Computing Explained provides an overview of Cloud Computing in an enterprise environment. There is a tremendous amount of enthusiasm around cloud-based solutions and services as well as the cost-savings and flexibility that they can provide. It is imperative that all senior technologists have a solid understanding of the ramifications of cloud computing since its impact is likely to permeate the entire IT landscape. However, it is not trivial to introduce a fundamentally different service-delivery paradigm into an existing enterprise architecture.
This presentation describes the benefits and challenges of Cloud Computing and then leads the reader through the process of assessing the suitability of a cloud-based approach for a given situation, calculating and justifying the investment that is required to transform the process or application, and then developing a solid design that considers the implementation as well as the ongoing operations and governance required to maintain the solution in a partially outsourced delivery model.
The document outlines the goals of the Purposeful Africa project, which aims to increase access and provide transportation and facilities in West Africa to better support ministry work. The four main goals are: 1) Increasing access to West Africa; 2) Providing comfortable transportation and mobile facilities; 3) Partnering with ministries for discipleship, evangelism, economic opportunities, and medical aid; 4) Combining resources, education, organizations, and talents with a unified purpose. The project will utilize a ship to provide training facilities, respite for workers, conferences, and fundraising opportunities while partnering with existing ministries and business as mission organizations.
Jini new technology for a networked worldSajan Sahu
Purnendu Mishra gave a presentation on Jini technology, which was developed by Sun Microsystems as a way to build distributed systems from networked services. Jini allows services to register themselves with a lookup service and be discovered by clients. It uses Java RMI to activate objects across the network. Examples of how Jini could be used included a printer automatically registering itself and a VCR configuring its time from the home network. Jini aims to simplify distributed computing using Java.
Equity Aids the Vigilant: The Supreme Court’s Montanile Decision And Its Less...Paul Hastings
After the U.S. Supreme Court’s opinion in Board of Trustees of the National Elevator Industry Health Benefit Plan holding that ERISA prohibits suits by benefits plans where the beneficiary spent the settlement money on nontraceable items, attorneys from Paul Hastings LLP suggest that plans enhance their monitoring efforts, review the adequacy of their subrogation clauses and act promptly when seeking reimbursement from plan participants.
Step by Step details of how I recruited 5,000 loan originators and builders, Realtors to refer over 67,000 closed customers in 8 Years for over $27,000,000 Revenue
About Scoreinc.com
Scoreinc.com, Inc., headquarter in Mayaguez Puerto Rico USA, with offices in Mobile Alabama, is a leading provider of services to the derogatory credit sector of the financial service industry through its Scoreway® Software Solution and credit report accuracy dispute services. The Scoreway® platform provides an end-to-end management solution that helps the companies that we serve manage the credit review and dispute process and to improve controls and profitability. Scoreinc.com services an ever growing list of mortgage company’s, banks, credit unions, Realtors®, builders and credit service organizations through its innovative technology and credit report accuracy service. Contact Score for more information at 877-876-5921 or by visiting the following pages:
www.scoreinc.com
Credit Repair Merchant Services: http://www.scoreinc.com/getting-paid.php
Fair Debt Collection Practices
http://www.scoreinc.com/fdcpa.php
Credit Repair Business Training http://www.scoreinc.com/members.php
Credit Repair Software:
http://www.scoreinc.com/software.php
Credit Repair Solutions:
http://www.scoreinc.com/score-way.php
How To Effectively Work With A Recruiterkpeters318
The document provides an overview of how to effectively work with recruiters. It discusses the types of recruiters including non-fee based, fee-based, retained search, and contingent search recruiters. It also describes the types of recruiting including direct hire/perm placement and contract labor/consulting. The key aspects of working effectively with recruiters include understanding their roles, building relationships through referrals and keeping in touch, and asking questions to vet the recruiter and opportunity.
The document discusses the importance of recruitment for businesses and describes the services offered by Abbertons Permanent Recruitment to help clients find the right employees. These services include conducting thorough candidate attraction and selection campaigns, providing access to a large database of candidates and skills tests, and offering a high success rate of over 85% in making suitable hires.
Unit 3 talent management-employee engagementprachimba
The document discusses employee engagement and recruitment planning. It defines employee engagement as employees being fully absorbed in and enthusiastic about their work. An engaged employee is positive about the organization and helps further its reputation. It also discusses developing a recruitment plan by outlining job requirements, finding candidates through advertising or referrals, interview techniques, selecting candidates, and following up. The document provides guidance on estimating recruitment costs and budgets.
Talent Bazaar is a recruitment firm that has placed over 500 candidates in the last 12 months. It simplifies recruitment for companies like Genpact, TCS, and Snapdeal by providing quality candidates quickly. Freelance recruiters can work with Talent Bazaar and earn between Rs. 0-150,000 per month by finding qualified candidates to fill open roles. Recruiters source candidates, submit their profiles and CVs, help arrange interviews, and are paid 25% of placement fees once a candidate completes their probation period.
Managed Staffing Call Center Solutionshemantkumars
Managed Staffing offers call center staffing solutions with benefits like paid training, low turnover from comprehensive benefits, and permanent placements at lower fees than competitors. They guarantee consultants for two weeks and offer a week of free service for training. They have experience staffing over 20 Fortune 500 call centers and can rapidly staff up to 50 people within a week through their dedicated recruiting team. They aim to help clients streamline staffing needs cost effectively.
2011 presentation for local job seekers. Focus is working effectively with agency recruiters. Many tips also relevant for in-house HR and corporate recruiting staff.
Innovative Mind is a recruitment agency that has been in business for 4 years providing staffing solutions to various companies in India. They have a team of well-trained recruiters who specialize in identifying candidates from client companies. Their goal is to place the client's interest first and help clients hire suitable candidates quickly through an assessment process that includes interviews, resume screening, and skills testing.
RecruitAlliance is a web-based recruiter management platform that allows companies to easily post jobs, receive candidate referrals from recruiters, and manage the recruitment process in one centralized system. It provides benefits like reducing unnecessary recruiter calls, easily tracking recruiter productivity, and establishing protocols for candidate submission. Recruiters also benefit from access to pre-approved job listings and opportunities to expand their client base. Client testimonials praise RecruitAlliance for being easy to use and effectively streamlining the recruitment process.
Are You Missing Out On Placements For No Good Reason? How Recruiters Blow it ...RecruiterMLS™
This paper tackles the difficulties contingency recruiters face and how they often lose out on placements. It also addresses how to fill the gaps, and it points to one comprehensive solution that can tie up all the loose ends with an increase in overall efficiency.
Globalstaf, LLC is a staffing agency that provides temporary, temp-to-hire, and direct-hire placement services across multiple industries, with a focus on IT staffing. They aim to understand client needs and match them with pre-screened, qualified candidates. Their services include temporary staffing to supplement existing workforces during times of absence, shortage, or high workload, as well as temp-to-hire placements that allow clients to evaluate candidates before committing to permanent hire. Direct hires involve matching candidates to open positions with no placement fee until an offer is accepted.
This document provides information about an interview for a corporate sales executive position at Spectranet, an internet service provider in India. Key details include:
- The interview address and contact information for the HR manager.
- A brief company profile of Spectranet describing them as India's fastest growing internet service provider using 100% optic fiber cable.
- A job description for the corporate sales executive role, including responsibilities like prospecting for new clients, presenting product information, and meeting sales targets.
- Requirements for the role include a technical degree or diploma and sales experience is preferred but not required.
To expand your talent pools of qualified candidates, we recently announced 3 new product updates: Open Candidates, Apply Starters, and Contractor Targeting.
These slides take us through the recent webcast to learn more about these features — along with other recent product enhancements.
This document summarizes challenges with relying solely on internal recruiters to fill positions and advantages of using independent executive recruiters instead. It notes that internal recruiters lack financial incentives to find the best candidates and have limited networks, while independent recruiters' reputation and livelihood depends on placement success. Independent recruiters can provide a more tailored, client-focused service at lower cost than large global firms due to lower overhead. They effectively recruit globally using technology without needing offices worldwide.
Staffing and recruitment process today is more sophisticated than ever. It is no more about opening a position and expecting thunderous response from the most eligible candidates. Relying on a staffing company is what can help you in ways you wouldn't have expected.
Step by Step details of how I recruited 5,000 loan originators and builders, Realtors to refer over 67,000 closed customers in 8 Years for over $27,000,000 Revenue
About Scoreinc.com
Scoreinc.com, Inc., headquarter in Mayaguez Puerto Rico USA, with offices in Mobile Alabama, is a leading provider of services to the derogatory credit sector of the financial service industry through its Scoreway® Software Solution and credit report accuracy dispute services. The Scoreway® platform provides an end-to-end management solution that helps the companies that we serve manage the credit review and dispute process and to improve controls and profitability. Scoreinc.com services an ever growing list of mortgage company’s, banks, credit unions, Realtors®, builders and credit service organizations through its innovative technology and credit report accuracy service. Contact Score for more information at 877-876-5921 or by visiting the following pages:
www.scoreinc.com
Credit Repair Merchant Services: http://www.scoreinc.com/getting-paid.php
Fair Debt Collection Practices
http://www.scoreinc.com/fdcpa.php
Credit Repair Business Training http://www.scoreinc.com/members.php
Credit Repair Software:
http://www.scoreinc.com/software.php
Credit Repair Solutions:
http://www.scoreinc.com/score-way.php
The document provides guidance on negotiating job offers to reach a win-win outcome for both the employer and candidate. It discusses preparing by understanding each party's needs and offers, building trust with candidates through honest and consistent communication, and closing deals by prioritizing the candidate's top needs and focusing on areas of influence like compensation, benefits, learning opportunities, and connections within the company. Scenarios and questions provide examples of negotiating for a senior software engineer candidate considering relocating for a position.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming a Virtual Recruiter
1. Sponsors
meetup.com/linked (join our virtual community)
linkedin.com/in/brianvortiz
http://goo.gl/x1KcDx (newsletter signup)
brian.ortiz@cadencestaffing.com
Acquiring Clientele as a Virtual Recruiter
1
2. Who am I
Brian Ortiz | CEO Cadence Staffing & Polarity Holdings
I’ve been hiring talent for my own companies for the last 16 years
Hiring in technology, sales, marketing, executives
Hiring in entry level, mid level, and executive placement jobs
Started to focus on recruiting in 2011 (Cadence Staffing) in large part because
of the excess job seekers who I could hire
Exclusively use the internet to acquire all of my clients
Almost all job posts and candidate resume searches are done using free
resources throughout the internet.
WEBINAR QUESTIONS – at the bottom left hand portion of
your presentation screen, you can type in your questions
at any time and I’ll try to address as many of them as
possible at the end of the presentation –
Audio Problems – any audio issues send me a chat message
saying AUDIO REPEAT
2
3. Advanced Recruiter Toolbox
Throughout the presentation there will be references to a “recruiter
toolbox.” That is the advanced blueprint we’ll discuss at the end of the
presentation and will be designated by a (*toolbox) symbol
3
4. Traditional HR Job (W2 employee) Independent/Virtual HR Recruiter (1099 Independent Contractor)
Compensation is Traditionally Salaried Varied Compensation:
Hourly, Pay-Per-Performance/Contingency, Retained or Upfront Fee
Internal Recruiters
Organizational and Training Specialist
Compensation Specialist
Benefits Specialist
Employee and Labor Relations Management
Organizational Development (newer field)
Contract Recruiter
Headhunter
Retained Recruiter
Pay-Per-Performance or Contingency Recruiter
Milestone or Pay-Per-Candidate Recruiter
Types of Human Resource Work
HR professionals occasionally
toggle between the two types
of working structures
throughout their career
4
5. Themes / Definitions / Recruiting Grid
Becoming a contract / contingency / retained /or pay-per-candidate virtual recruiter will
provide you with the ability to earn a living either part-time or full-time. This career path
works for those:
Who want to transition from in-house employees due to work hours, pay, work load, etc.
Recent graduates who were looking to gain real world experience.
Workers who are exploring a potential transition to HR.
Contingency based working arrangements mean that clients pay only when your candidate is
hired (this arrangement works better when you, as a recruiter have a financial cushion since
it takes longer to receive payouts). Payouts are typically much greater than for pay-per-
candidate recruiters.
Pay-per-candidate or milestone recruiter based relationships mean that you, as a recruiter,
charge your clients based on the delivery of qualified candidates. You will be paid much
quicker relative to contingency based recruiting, but the payouts are typically much less.
Full time virtual contingency recruiters typically earn 2-5 times more than full time pay-per-
candidate recruiters.
Retained recruiters are typically paid a set price before sourcing potential candidates.
Retained recruiters often work on an exclusive basis with their clients.
Contract Recruiter – typically works with clients on an hourly basis to fill specific jobs.
Headhunter – subset of contingency recruiters -- works with clients to fulfill jobs that are
typically specialized in a certain field or position requires a specialized skill-set. Headhunters
usually work on a contingency basis.
5
6. Recruiting Grid
Contract Recruiter Retained Recruiter Contingency Recruiter /
Headhunter
Pay-Per-Candidate /
Milestone Recruiter
Typical
Compensation
Hourly ($40 - $150 per
hour) [Mid Level
Earnings]
Flat Fee up to 35% of job
placement salary Before Work
Commences [Highest Earnings]
Up to 30% of job placement
salary [Mid Level Earnings]
$25 - $500 per candidate /
milestone [Lower Earnings]
Candidate
Attributes
Broad Range of
Candidates
Executives 80k – 1MM+ Salary
Range
Mid-Level to Executive Level
Candidates 25k-150 Salary
Range
Less than 80k Salary Range
Other Typically used if
company has
temporary up-tick in
hiring
Typically used by large /
prestigious companies
Headhunters are specialized Typically used when
working with a
new/inexperienced
recruiter
Other High performing
contract recruiters
may segue into
retained recruiters
Typically deliver small number
of candidates (2-3) and may
do screening, assessment, and
background checks
Typically delivers larger
number of candidates
Typically used when
company is looking to save
on recruitment costs
Newer RecruitersExperienced Recruiters
6
7. Themes
Linkedin, indeed, monster, and careerbuilder are places that can be used to find “traditional”
hourly work as a contract recruiter – but these jobs are very competitive and usually require 5+
years experience.
Linkedin can be used to acquire clients as an independent virtual recruiter for those that lack the
years of experience.
You can use linkedin to acquire all of your clients without paying a cent.
Large free databases of both passive and active job seekers are available. You don’t need to pay
monster or careerbuilder exorbitant fees to post and search for qualified job applicants. (*toolbox)
The processes I describe are scalable, you can work with interns, offshore workers, or other
contractors to help you quickly obtain even more clientele (in other words, you can build a team
around you).
Phone interaction mixed in with supporting e-mails and collateral work best to land clients.
Phone conversations should be needs based, not sales calls. Ask yourself, what areas does the client
need help with?
Be flexible in working with clients; but this doesn’t mean to reduce your required compensation.
7
8. Can I make ends meet being a Virtual
Recruiter (Contingency Vs. Pay-Per-Candidate
vs Contract)– Doing the Math
Target jobs are 100k+ - Target Contingency Fee is 30%
5 solidified positions per year = $150,000
Pay-Per-Candidate recruiters that charge $200 per qualified applicant delivery
need to deliver 750 candidates per year or about 15 candidates per week (3
candidates per work-day) to their clients to hit the $150,000 mark.
A contract recruiter making $75 an hour would work 38.4 hours per week to
earn $150,000.
8
9. Deciding Between Contingency and Pay-
Per-Candidate Models
Pay-per-candidate models are often viewed as riskier than a contingency relationship to your
potential clients. If you are in need of a shorter payment schedule explain in basic terms how
the pay per candidate model will make financial sense for your prospects:
Say a client has a 100k job opening – A contingency recruiter is charging a 30% fee which is a
30k commission.
A pay per candidate recruiter is charging $100 per candidate (for mid level positions) and
$200 per candidate for higher level executive positions.
If the pay per candidate recruiter delivers (4) high level candidates and one is selected for
the position, the recruiter earns $800. The cost to the company is only 2.6% of the
contingency recruiting cost.
The pay per candidate model is typically a harder sell because your clients incur less
certainty, but again, if your intention is to minimize your risk and minimize time to payment,
then this may be the optimal structure. You will also have the freedom to work with a larger
number of clients within a given time frame due to your responsibilities per client being less.
If you have a solid financial nest egg, and are less risk averse, contingency recruiting may be
more attractive to you. You will also have more time with specific clients, so you may be able
to develop a more solid long term relationship with your target prospects.
9
10. Cultivating Relationships, Demonstrating High Value, Getting
to a 30% Contingency Fee
Whether you are interacting with a prospective client via e-mail or phone, the most important thing
is the ability to both DEMONSTRATE high value and to IDENTIFY how the client sees you (your
perceived value).
If you cannot demonstrate a base level of value, prospective clients will not hire you and they will
not pay you reasonable commissions.
DEMONSTRATING HIGH VALUE FOR A 30% CONTINGENCY FEE
You must present a unique and compelling value proposition to clients.
Message must be concise and direct, not muddied.
Your identity, personal brand, and message must be consistent. (*toolbox)
IDENTIFYING HOW A CLIENT PERCIEVES YOUR VALUE:
After interacting with prospect, send out to-do items (give your prospects homework to test
engagement) – example, e-mail requesting additional information about company or job opening
specifics.
Schedule follow up appointments.
Ask yourself, how engaged/responsive is prospect during this interaction cycle?
Ask yourself, what are the areas of pain that the prospect mentions to you? 10
11. How to Use Linkedin to Acquire Clients
Build your linkedin network. People feel comfortable communicating with those that have over
500+ connections.
Join groups that comprise your clientele (can join up to 50 groups). Some groups have over a
million members. Joining these groups will dictate the ease in which you can communicate with
your prospects for free. Doing a search on linkedin for groups, will typically have the largest
groups appear first, those are your ideal groups to join.
Linkedin charges $10 per email if you are sending through inmails. Communicating with group
members, however, is free so you want to make the most out of your 50 groups and join those with
large amounts of members and you’ll never have to pay any fees.
Can e-mail 1st degree connections. Can e-mail 2nd to 3rd degree only if you share a group.
Add a good number of open networkers to increase your 1st-3rd degree connections. (*toolbox)
Don’t send more than 150 connection requests per day.
Finding Your Prospects Once Your Network Reaches a Critical Mass (OVERVIEW)
We specifically search for companies that are posting job ads on linkedin. There are currently
over 150,000 companies hiring on linkedin today – those are your target clients.
Search by location and company size. It is better to target mid sized and small companies first,
before going after the big fish.
Once you identify a target list of companies based on size and location, you can see all the
active job posts that company is making. 50% of the time, the individual that is making the
posts is identified. That is going to be your target contact within the organization. (*toolbox) 11
12. Communicating with Prospects Via Linkedin
Who do I communicate with?
How do I know who is most likely to hire me?
This depends largely on the company size. For small to mid sized companies, we usually
recommend developing a relationship with whomever is posting the job ads. For larger
companies, identify the highest ranking HR official through linkedin.
A prime way to identify a company in serious need of a virtual or pay-per-candidate recruiter
is to see who is posting the job ads on linkedin. If the CEO, CFO, VP of Sales, or any
executive outside of HR is posting ads, you know that this individual probably has other
work he/she would like to be doing. These executive job posters are prime targets to
communicate with.
Communication Process:
Identify Prospect
Start off with TARGETED E-MAIL or PHONE CALL
Mention prospect by name
Mention prospect company by name
Mention specific job post or posts you have viewed
Explain the precise value proposition you offer (*toolbox)
Discover the areas of pain that your prospect is enduring
Follow up with additional PHONE Call and/or E-Mail
Once client responds, set up dedicated appointment for needs analysis
12
13. Melding Phone and Email Interaction ---
Keeping a CRM (Customer Relationship
Management) tool in Google Docs
E-mail can be used in conjunction with phone.
Phone always wins out when demonstrating high value. Your phone interaction
ability will indicate to your prospective clients how you will interact with
their prospective hires.
Set up basic CRM in Google Documents. (*toolbox)
Don’t have ad hoc meetings with clients, demonstrating high value means
that all appointments are scheduled in advance.
13
14. Using Rapportive (Gmail Add-On) to Find
Contact E-Mail Information for the rest of
your Prospects
If you are not able to e-mail a prospect through linkedin (due to 2nd or 3rd degree
connection or not sharing a group) use the Rapportive Gmail Ad On to identify
executives’ e-mail addresses.
Rapportive is a Gmail Add on – find in chrome extensions gallery
here are the inputs to attempt in rapportive:
steven.jones@company.com
s.jones@company.com
steven@company.com
sjones@company.com
stevenjones@company.com
Rapportive will tell you when you have the correct address and you can send away.
14
15. Staying in Touch with Prospects that
Don’t Hire You Immediately
A good portion of prospects will say not now – ask them for their contact
information and to follow up with them periodically.
Create a monthly newsletter and ask for permission to place their email on
the list. Newsletter should continue to demonstrate your value.
Track all interactions in your CRM.
Follow your target prospect companies on linkedin to identify any new job
openings.
15
16. Comprehensive Virtual Recruiter Toolbox
Exhaustive list of over 50 free resume search and job post databases – you can’t be a virtual recruiter without a broad list of quality talent.
Complete step-by-step linkedin communication/prospecting blueprint – screen captures and instructions on how to EFFICIENTLY target and
land clients.
Templated unique/high value proposition e-mails / phone-interaction wording (both for Contingency and Pay-Per Candidate structures) –
learn how to show your clients you are worth hiring without going through the arduous trial and error process. Learn the most common
problems internal HR departments are looking to solve. Learn the language that top producing virtual recruiters use to land more clients.
How-to tutorial on growing your number of linkedin connections in less than two weeks – maximize the ease in which you communicate
through linkedin. Maximize your online reputation and land more clients by displaying a broad connection base.
Sample Google Document CRM for tracking all your prospects, interactions, and sales – stay on top of all your revenue producing activities!
Cost for webinar participants today only is $19 for this complete advanced
toolbox - (package sells for $249 for in-person seminar attendees) -
E-Mail brian.ortiz@cadencestaffing.com for immediate download.
16
17. 17
Virtual Recruiter Consulting Packages
Mock virtual recruiter / hiring manager call session – 45 Minute
mock call session - $49
Hourly consulting with Brian Ortiz $300 per hour
Call us at 646.389.3259 for all consulting inquiries.
18. Master Class E-Book For HR professionals or soon to be graduating students
that want assistance in efficiently landing the traditional HR job –
Increase your number of job interviews
Master HR interview strategies
Increase your ratio of interviews to job offers
Shorten your time to hire
Negotiate the most comprehensive compensation package and get working
The E-Book Will Be Available April 14th for -- $19 – you can email me now to get
on the wait list -– brian.ortiz@cadencestaffing.com
For HR Pros Looking for Traditional
Salaried Jobs
18