Recruiting firms

The next sections of this chapter offer some guidelines on how you can make the best use of newspaper ads, career centers, recruiting firms, and the Internet in your job-search process. 

The best thing about recruiting firms is that they advertise jobs that are actually open. And they are highly motivated. Recruiting firms earn their income from the placements they make. Therefore, they are eager to find the right person for a job. 

The downside is that recruiting firms generally like to make placements happen as quickly as possible, because more placements mean... 

The bottom line is Do investigate recruiting firms and work with them, but don t use them exclusively. 

In order to get the best possible service from your recruiting firm, you need to do a few things. 

If you get a job offer through a recruiting firm, be careful The recruiter is going to put some pressure on you to take the job. The recruiter s objective, after all, is to make the placement. Recruiters have a vested interest in your taking the job—if you take it, they get paid. Therefore, do not rely solely on the recruiter to be your mentor and co-decision maker. 

Part of following up with a recruiting firm is keeping it in your network. Make contact with your recruiter periodically, even if it s just for a casual chat. Some businesses and industries are more volatile than others—so you may be looking for another job sooner than you think. Keep all of your options open. If the recruiting firm finds a job for you, send a thank-you note immediately. 

Some of the roles you have open for your marketing team might be very difficult to fill. Maybe you have spent time on Linkedin, have gone through countless resume submissions, and still you haven t found anyone. Another option is to contract with an outside recruiting firm who knows your space or who recruits for creative/marketing-specific roles. 

Make sure you spend time with your recruiting firm to go over job details, specific experience and traits you are looking for in your new hire, the budget for the role, and your organization s interview process. Find out up front how the recruiting firm chooses to be compensated so that your incentives to deliver qualified candidates are aligned. 

Inflammation. Figure 1 Sequence of events in the recruitment of leukocytes in postcapillary venules adjacent to injured tissue. At the site of lesion, diverse reactive substances stimulate the endothelium to produce inflammatory cytokines, chemoattractants and other inflammatory mediators. The cytokine-activated endothelium expresses adhesion molecules that lead to the low affinity interactions between leukocytes and endothelium, which is mediated by selectins and described as rolling. Subsequently integrins mediate the firm adhesion of leukocytes, which allows emigration of the cells from venules into the interstitial compartment. Activated mast cells, PMNs and macrophages secrete cytokines (TNFa), lipid mediators (LTB4) and other inflammatory players (histamine, NO). 

Fig. 4. The role of RANTES in recruiting monocytes and T lymphocytes to injured endothelium involves the binding of platelets to activated endothelium in a P-selectin-dependent manner with subsequent secretion of RANTES by bound platelets. RANTES can then attract CCR5-expressing monocytes and T cells to the damaged endothelium as well as causing monocyte firm adhesion to occur via binding to platelet-derived RANTES deposited on the endothelial cell layer.

This capacity to build is inherent in its employees who are specifically recruited for what Infosys labels as learnability. An Infosys word that is both noun and verb, learnability represents the ability of an individual to derive generic conclusions from specific situations and then to apply them to new unstructured situations. Thus, while employees at most firms may be proud of their learning ability, Infoscions are proud of their learnability. 

Surveys of professional lawn chemical applicators were conducted during the summer and fall of 2004. Subjects recruited included participants in Ohio State University s OARDC (Ohio Agricultural Research and Development Center)-sponsored turf care professional educational seminars (Northeast Ohio Lawn Care Seminars). Approximately 300 professionals attended these events (held at the Wooster campus of Ohio State) to inform practitioners of best management practices, new technology, and health and safety issues. Participants included those who own and work in the lawn care industry in Ohio, spanning companies from small, one-person owner operated firms to large franchised national outfits. Professionals attend these seminars for purposes of certification participation in the survey was optional. 

Angel stood firm, unfolding her arms and clasping her hands behind her back. So you set about intercepting MIA officers before they could be officially returned to service. Vetted them for sympathisers and recruited them to the cause. How did you learn of the Lord General s reconnaissance mission and his intended escape route ... 

Hot Spot for Advancement for Women/Minorities A Y in appropriate fields indicates Yes. These are firms that appear either to have posted a substantial number of women and/or minorities to high posts or that appear to have a good record of going out of their way to recruit, train, promote and retain women or minorities. (See the Index of Hot Spots For Women and Minorities in the back of the book.) This information may change frequently and can be difficult to obtain and verify. Consequently, the reader should use caution and conduct further investigation where appropriate. 

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