You don't have to be a whiz to hire great people or find a great job. This site is about recruiting made simple. Find who you are looking for with tips from a whiz!
This role is at the Dallas office of a large insurance company headquartered in New York.
Two shifts available. Great pay, part-time benefits offered.
Must have outstanding customer service experience.
Connect with me on LinkedIn or DM me via Twitter for email address to submit a resume.
More info to come!
After attending RecruitFest a couple weeks ago, one session has been echoing in my mind. It was about increasing your influence and becoming a leader, but it also offered great advice about finding your path and being happy. You’ve probably read articles that say, “Think about what you would you do if money didn’t matter…” Well, it DOES matter for most people, so that’s maybe not a helpful approach to finding a happier, more fulfilling career. Instead, I’d like to recap some suggestions from successful folks who have proven what works.
Here’s the video of the session called “Peddling Influence and Leading Thoughts” from RecruitFest. HRMDirect’s Chief Strategy officer Sarah White, Former SHRM COO China Gorman, and Career XRoads founder Gerry Crispin each offer their ideas on how to become an influencer – and really, how to turn your career toward the future you want and reap significant rewards from your day.
First point? Sarah White said, “I knew that in order to get to where I wanted to be, I had to find a job and everything else that would let me be comfortable and let me be me.” This one is dead on for me! I work from home and joke with my boss that she’s forever ruined me from working in an office. What parts of your job are a perfect match for you? What parts miss the target entirely? What jobs have more of the things you love and less of the things you hate? Can you get involved in projects at your current company that would get your career headed in the direction of one of those jobs?
Next, China Gorman suggests, “Create a track record of success. Create a track record of results, so that when people think of you, they think [he/she] delivers what’s promised, delivers MORE than what’s promised, delivers more than what’s promised quicker and under budget. Create a track record that people can rely on. When they think of you, they think honest, they think trustworthy. They think I can rely on this person in a pinch. This is a go-to person. Create that kind of reputation.” This kind of reputation will earn you the chance to be involved in projects to build you up for the job you want.
So…you’ve figured out where you want to be, you’re building your reputation, and you’re asking to get involved in new things to get you there. What else? Gerry Crispin talks about focus and active listening as an important component of his own success. “We are really present in the moment, looking at that individual, engaged with that individual in conversation, really getting what they have to say…or not. We may be thinking about the next person we’re going to meet or talk to. I do think there is a differentiator there in terms of people who eventually build influence. They’re perceived as having the ability to be present.” Once you figure out where you want to go, make sure you’re paying attention to conversations along the way.
These are things you can start doing this very moment to get to where you want to be. You don’t need to go to a fancy training or hire a career coach. These experts suggest that what you need is already in your hands, heart and head. Go for it!
If you’re in HR or a recruiter, you’ve had offers declined. What I find absolutely enchanting about such a miserable outcome is the underlying qualities that sneak out during this downhill process. AND, what if the candidate who declined is really the best candidate for the job?!?
Sometimes the most impressive candidates can suddenly get nasty during offer negotiation. They can become arrogant and demanding in their communications, suddenly ask for $20K more than they’d originally requested, or require outrageous benefits. They can drag out their decision for weeks, leaving the company wondering why they’d made the offer in the first place. Hiring managers can be difficult too. It’s can often become an ugly game of expecting the other person to step a little past the middle, a little bit of an unequal compromise to keep the upper hand.
In those instances, it’s easy to say goodbye to a candidate and never look back. But what if a candidate handles the offer and negotiation tactfully, but in the end rejects the final offer? Many reasons for declining a job offer have nothing to do with the company or a candidate’s interest in working there. Things like:
Any of these could result in a declined offer by a highly qualified candidate, just due to bad timing or temporary budget restrictions. As the search continues and you re-evaluate the pool of top candidates, do you ever go back and reconsider that earlier candidate if their original reason for declining is no longer an issue? How do candidates feel about receiving a second offer from a company?
It’s sometimes a matter of pride on both sides of the table. If there was a strong enough match between the job opportunity and that ideal candidate to make the original offer, doesn’t that initial match still exist a little while later? I had an HR manager tell me he’d ask his hiring manager, “Other than your pride, why are we not reconsidering this person?” That’s ballsy HR gold. The kind of relationship every HR Manager and Recruiter should aspire to have with hiring managers they support in their organization. Even if it’s not about pride, being able to clarify that is priceless.
Would you go back and make a second offer to a candidate, after your first offer had been declined? Why or why not? As a candidate, what would you think?
Our client in the information services industry is seeking an experienced sales consultant to grow their government accounts. We are considering candidates working in the East Coast region with easy access to the DC area; position will work remotely from a home office.
Candidates must be able to show proven success in managing government accounts, both in managing existing accounts as well as finding new business. Our client will provide training on their own industry-specific products, but it’s likely that someone who is accustomed to technology sales and/or sales of technical products will be most successful in this role.
This role offers a base salary as well as commission/bonus opportunity! Our client has been in business for over 30 years and also offers standard benefits such as medical insurance, paid time-off, etc.
Other requirements:
- Bachelor’s Degree.
- 5+ years of field sales experience
- Willingness to travel. Regular, weekly travel to the DC area will be necessary. Limited travel to other areas.
Are you a good match for this job? Send me an email to tell me why and be sure to attach a resume!
We are excited to announce an immediate need for an Account Director! Our client specializes in providing a range of medical billing services and is headquartered in Columbus, OH. This is a new role, created as a result of their rapid growth. Ideal candidates for our client will need to be ready for an incredibly fast pace!
The Client Relations Manager is responsible for developing and executing a client relations strategy under the leadership of the CEO. This will be achieved by coordinating best practices, enhancing customer satisfaction and retention, as well as building successful business partnerships with key customers. Regular analysis of performance measures and business metrics to continue growth is necessary. Manage, mentor and develop the existing client management staff and be a primary contact for client problem resolution for the staff and CEO.
Ideal candidates will have extensive experience in consulting/client services; management experience. Presence is key! Must be able to interact comfortably with individuals at the C-level; able to travel if needed. (Extensive travel is not expected.) Prior management experience preferred. Prior experience in a Big 4 or similar consulting company and/or client management background is ideal. Additionally, financial experience is necessary – a CPA or Bachelor’s Degree in Finance/Accounting is ideal.
Are you a good match for this job? Send me an email to tell me why and be sure to attach a resume!
Hi! I'm Jessica. I believe that recruiting (when done correctly) is about creativity, minimizing limitations and applying new methods to make the whole hiring & job search process a little more efficient for everyone. In this blog, I will focus on recruiting and how HR, jobseekers and recruiters can make the hiring process a little smoother – and maybe a little more fun!
