• Breaking Down the Recruiter Bill of Rights (Part 7)
  In our continuing quest to show the recruiters a little bit of love, we’re going to further breakdown our Recruiter Bill of Rights and focus on one of the issues that often arises between recruiters and hiring managers. As with many relationships in life, this one can hit a wall it comes to the subject of commitment:

  ”Commitment: Hiring managers will commit to hiring. If the right candidate comes through the door, mangers won’t put off hiring just for the sake of ‘seeing as many people as possible.’”

  (ItzBig)
   

• A Passionate Visionary: Jeff Hunter, Director, Talent Strategies & Technology @ Electronic Arts
  (Six Degrees of Dave)
   
• lost in transparency
  Recent dust-ups, misunderstandings, and their associated apologies in the blogosphere have got me thinking about transparency and blogs as communication tools. Specifically, what ever happened to good old fashioned in-person talks to resolve issues and annoyances? Gone are objective reviews in favor of all out rants that end in hurt feelings, retractions and “updates” (read apologies). It seems, particularly as of late, that a lot of people have their knickers in a twist about a lot of different issues. But what gets me most about this recent trend is that, in most cases, these people know each other. So why are they blogging their grievances versus interacting with each other directly? While blogs might be a great way to share your opinions is airing your dirty laundry always such a good idea? (JobSyntax)
   
• Companies are moving IT jobs to a widening web of overseas cities — many of them far from Bangalore
  Becoming the next Bangalore will mean money in the bank. Since 2000, the tendency to move key operations outside a home country has added more than 1 million IT jobs to India and an additional 3 million jobs in local services and infrastructure, according to India's IT trade association, NASSCOM (WirelessJobs).
   
• 10 Ways to Make Recruiters Love You (part 9)
  Last week I missed the regular installment of "10 Ways to Make Recruiters Love You," but I have caught up on my work and here is my ninth article in the series that was inspired by my friends over at ItzBigBlog who wrote on the Candidate Bill of Rights. I did a critique of their series in on of my own that focused on Candidate Rights. They also have a series that is some what parallel to this one, on the Recruiter’s Bill of Rights. You might want to check it out. My series is designed to help job seekers understand how to interact with recruiters so that their relationship will be solid and fruitful. Today’s topic is "Communication. (Chief Executive Restaurant Recruiter)
   
• Embrace Free, Implement Freemium
  “Give your service away for free, possibly ad supported but maybe not, acquire a lot of customers very efficiently through word of mouth, referral networks, organic search marketing, etc, then offer premium priced value added services or an enhanced version of your service to your customer base.” - Fred Wilson

  How do you make FREE work effectively in a business model?

  I believe the most notable examples of monetizing and making FREE work is Google and Yahoo!, both offering free information while wrapping with paid content. Advertising companies pay to leverage products and/or services to a specific demographic, geography, or just broad base users.

  Enter, Indeed.com, SimplyHired, and Recruit.net who provide these types of performance driven advertising mechanisms for the online recruiting community. - Jobs Are Free. (The Chad)
   

• Candidate Relationship Management
  The only way to build an effective talent community
  Do you seldom have good candidates available as positions open up in your organization? Do you find yourself scrambling to find good people to present to your hiring managers? Are you putting positions out for search too often?

  If you answered yes to these questions, you need to look seriously at developing a candidate relationship management process. (Kevin Wheeler...ERE)

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