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899 days ago
A woman came out of her house and saw 3 old men with long white beards sitting in her front yard. She did not recognize them. She said "I don't think I know you, but you must be hungry. Please come in and have something to eat." "Is the man of the house home?", they asked. "No", she replied. "He's out." "Then we cannot come in", they replied. In the evening when her husband came home, she told him what had happened. "Go tell them I am home and invite them in!" The woman went out and invited the men in" "We do not go into a House together," they replied. "Why is that?" she asked. One of the old men explained: "His name is Wealth," he said pointing to one of his friends, and said pointing to another one, "He is Success, and I am Love." Then he added, "Now go in and discuss with your husband which one of us you want in your home." The woman went in and told ...
905 days ago
1. What are your primary goals? (Why hire?) The first element of recruiting strategy is to determine "why" you are hiring outside people. First, you must determine your firm's business goals and then what recruiting can do to contribute to each of them. Some of the more common business reasons for hiring include: • Replacements for turnover • Current or future business expansion • Upsizing the caliber of talent because top talent has become available • Limiting the talent available in the market in order to hurt a competitor's ability to staff adequately • L earning from other firms • Increasing the capability of your firm by adding new skill sets Which of these focus areas you select is important because each requires that you direct your recruiting efforts in a different way. For example, if you are hiring for geographic expansion, you will need to implement a strategy that allows you to enter new geographic regions -- as opposed to hiring to hurt, where you ...
911 days ago
If you don't know the difference between VB 6 and VB.NET, how can you recruit new staff for your company's burgeoning .NET initiatives? And even if you discover the answer, can you distinguish between candidates who really have the expertise you need and those who are simply good at slinging technical jargon? HR professionals charged with recruiting technical staff face a host of challenges. They must find candidates, wade through detailed, acronym-laden resumes to extract meaningful information, and during interviews, decipher what may sound like a foreign language. What's a recruiter to do? In a nutshell, technical recruiting demands the participation of both HR professionals and hiring managers/technology experts. Beginning with job requirements and continuing through the selection process, combining HR and hiring-manager expertise will yield the best results. Follow these tips to collaborate effectively and ultimately, choose the right candidate. Define the Job Requirements ...
912 days ago
Dear Economist, I am 17 years old and studying A-level economics. A lot of my friends are getting into serious relationships and I’d like to get a girlfriend myself, but I am also concerned about getting distracted from my studies. How does the cost-benefit analysis work out? Ben, Buckinghamshire Dear Ben, A lot of economists have been arguing about this. Social conservatives have recently argued that ”abstinence until marriage builds character and self-control.” More plausibly, as the economist Joseph Sabia suggests in a forthcoming article, ”if the realised benefits of sexual intercourse are higher than the ex ante anticipated benefits, adolescents may substitute time and energy away from investments in human capital and towards investments in future obtainment of sex.” In English, that means that sex may be distracting because it is surprisingly fun. There is little doubt that virgins achieve better grades. Yet is this because sex kills brain cells, or because kids who are ...
921 days ago
Great recruiters have four critical traits that create trust and respect, or "personal equity", according to international recruitment expert, Kevin Wheeler. In an article published on www.ere.net, Wheeler says "some recruiters seem to find it easy to make placements and get hiring managers to accept the candidates they send". He says these recruiters have "four critical traits that add up to trust and to the creation of trust and respect. This is your 'equity' or personal capital. "When you don't have it, everyone assumes the worst and requires you to go out of your way to show a candidate's quality." Wheeler says personal equity is similar to the kind of prestige that CPAs, doctors and some other professionals have. "It is built through education, certification, age, experience, and relationship. Because there are no certifications for recruiters, and the barriers to becoming a recruiter are not very high, it is the most powerful ...
