"I think that is an excellent conversation to have with your clients. I would say, it is actually good to work with multiple recruiters, just make sure you are working with the right ones. By that I mean your clients should make sure the firms they deal with specialize in their fields and have a long established track record of success. I would encourage your clients to develop relationships with recruiters and firms that take time to interview and get to know their clients and be cautious of organizations that call you based upon a resume on Monster.com and have a 10 minute conversation regarding one job." (PD) You get the idea - it makes sense to get more than one person working on your behalf but only if you carefully qualify the recruiters you decide to use. Some questions you might ask:

• How long have you been recruiti
  Define Your Business With a Great Logo
  When viewers associate a name, slogan or a design with a product/ service, it marks the formation of a brand. The degree of brand recognition being induced by such name/ mark henceforth determines the popularity of a brand. However, the transformation of a name/ mark to a brand takes time. Brand recognition is a process that is not built overnight. It is created with continued use of such products or services along with advertising and media promotions. A brand is a recognizable symbol that relates to a particular product/ service and creates a certain degree of anticipation around it. The represe
  If you've done much job searching, you may have worked with a recruiter at one time or another. Maybe your experience was terrific and you found the job of your dreams, or maybe the recruiter treated you like a commodity to be shopped to the highest bidder.

  On March 13 I held a joint teleconference with Joe Centrella of Resource Options Inc., one of the premier recruiting and placement firms in the Boston Area. You can hear a recording of the conference here. The official topic of the teleconference was, "What Do Recuiters Do For You", but as it developed, a better title would have been, "How can you find a really good recruiter, and how can you work effectively with him." The discussion ranged far and wide, but Joe came up with three good rules of thumb:

  1. A good recruiter will spend time talking with you about your long-term goals and aspirations, what you're good at and what you enjoy doing, your good and bad jobs, and other things about you. He'll use this information to match you with a job and employer that suits you well, so there will be a better chance that you'll be a reall success in the new job.

  2. A good recruiter also spends time talking with the hiring company and the hiring manager, finding out about the organizational culture, what sort of person they're looking for, the career path opportunities in the company, and other factors that he will use to make the perfect match between the job and the candidate.

  3. A good recruiter looks for a good match for you, not a fast placement because he doesn't want to wast your time, the company's time, and his own time on an interview that doesn't fit either you or the company. So it may be weeks between phone calls, but when the recruiter calls you it's likely that he's found a very high probability match. (Joe says that it's okay to check in periodically to see how things are going, but don't overdo it and call every day...)
  
  Shortly after that, one of my clients asked me about the advisability of working with more than one recruiter at a time - whether it would cause trouble or had any down side. I knew one answer to the question already: it makes your life much more complicated because you have to keep track of multiple recruiters and who they've sent you to - sort of like directing traffic in a busy intersection. But I didn't know the rest of the answer, so I sent the question out to the listserve of the Boston Recruiter's Group. As usual, the recruiters in the group were very helpful, and here are some the responses I got back:

  "Having two or three recruiters representing you is wise....but be honest with each recruiter as to where your resume has already been submitted. Don't make the mistake of withholding that information. Also advise your client to be as sure as possible that their contingent recruiter of choice isn't blasting their resume all over kingdom come. Employers don't welcome a recruiter who spams resumes out where they are not wanted or invited. That's bad business for the recruiter, and bad business for the candidate." (KM)

  "I 100% agree! The candidate needs to be selective which agency/recruiter(s) they choose. Also, make sure the recruiter(s) understand not to mass email without prior consent. There is nothing worse than 'Egg On Face' when a client tells you, 'this candidate has already been submitted thru another agency' and the candidate has no idea which recruiter or agency. It's damaging to both parties." (OC)

  "I think that is an excellent conversation to have with your clients. I would say, it is actually good to work with multiple recruiters, just make sure you are working with the right ones. By that I mean your clients should make sure the firms they deal with specialize in their fields and have a long established track record of success. I would encourage your clients to develop relationships with recruiters and firms that take time to interview and get to know their clients and be cautious of organizations that call you based upon a resume on Monster.com and have a 10 minute conversation regarding one job." (PD)

  You get the idea - it makes sense to get more than one person working on your behalf but only if you carefully qualify the recruiters you decide to use. Some questions you might ask:
  • How long have you been recruiti
    Create A Strong Logo To Be Visually Effective
    A logo represents the face of a company that reflects the personality of a business. A professional logo is like an investment whose image grows as your company grows with time. A meaningful logo delivers a message about the business products it represents, so as to stay alive in the minds of the people. Logo should always be unique as it acts as the prompt identification symbol of your business or organization. The simpler your logo is, the easier it is to remember and so it leaves a stronger impression on people.A logo that provides the personality behind your company is considered to be
    , what you're good at and what you enjoy doing, your good and bad jobs, and other things about you. He'll use this information to match you with a job and employer that suits you well, so there will be a better chance that you'll be a reall success in the new job.

  • A good recruiter also spends time talking with the hiring company and the hiring manager, finding out about the organizational culture, what sort of person they're looking for, the career path opportunities in the company, and other factors that he will use to make the perfect match between the job and the candidate.

  • A good recruiter looks for a good match for you, not a fast placement because he doesn't want to wast your time, the company's time, and his own time on an interview that doesn't fit either you or the company. So it may be weeks between phone calls, but when the recruiter calls you it's likely that he's found a very high probability match. (Joe says that it's okay to check in periodically to see how things are going, but don't overdo it and call every day...)
    Shortly after that, one of my clients asked me about the advisability of working with more than one recruiter at a time - whether it would cause trouble or had any down side. I knew one answer to the question already: it makes your life much more complicated because you have to keep track of multiple recruiters and who they've sent you to - sort of like directing traffic in a busy intersection. But I didn't know the rest of the answer, so I sent the question out to the listserve of the Boston Recruiter's Group. As usual, the recruiters in the group were very helpful, and here are some the responses I got back:

    "Having two or three recruiters representing you is wise....but be honest with each recruiter as to where your resume has already been submitted. Don't make the mistake of withholding that information. Also advise your client to be as sure as possible that their contingent recruiter of choice isn't blasting their resume all over kingdom come. Employers don't welcome a recruiter who spams resumes out where they are not wanted or invited. That's bad business for the recruiter, and bad business for the candidate." (KM)

    "I 100% agree! The candidate needs to be selective which agency/recruiter(s) they choose. Also, make sure the recruiter(s) understand not to mass email without prior consent. There is nothing worse than 'Egg On Face' when a client tells you, 'this candidate has already been submitted thru another agency' and the candidate has no idea which recruiter or agency. It's damaging to both parties." (OC)

    "I think that is an excellent conversation to have with your clients. I would say, it is actually good to work with multiple recruiters, just make sure you are working with the right ones. By that I mean your clients should make sure the firms they deal with specialize in their fields and have a long established track record of success. I would encourage your clients to develop relationships with recruiters and firms that take time to interview and get to know their clients and be cautious of organizations that call you based upon a resume on Monster.com and have a 10 minute conversation regarding one job." (PD)

    You get the idea - it makes sense to get more than one person working on your behalf but only if you carefully qualify the recruiters you decide to use. Some questions you might ask:
    • How long have you been recruiti
      Google And Work At Home Based Business Opportunity
      Do you know what is Googling? We hear and read that different people all over the world are Googling. It has become a house name. It is on TV already.Googling is an expression used to name the regular practice of search for things on the Internet. For example, if anyone is looking for a work at home based business opportunity; it goes to Google web page and search it there. And Google is the higher up, the most used and most relevant of the search engine.“A search engine is an information retrieval system designed to help find information stored on a computer system, such as on
      ls you it's likely that he's found a very high probability match. (Joe says that it's okay to check in periodically to see how things are going, but don't overdo it and call every day...)
      Shortly after that, one of my clients asked me about the advisability of working with more than one recruiter at a time - whether it would cause trouble or had any down side. I knew one answer to the question already: it makes your life much more complicated because you have to keep track of multiple recruiters and who they've sent you to - sort of like directing traffic in a busy intersection. But I didn't know the rest of the answer, so I sent the question out to the listserve of the Boston Recruiter's Group. As usual, the recruiters in the group were very helpful, and here are some the responses I got back:

      "Having two or three recruiters representing you is wise....but be honest with each recruiter as to where your resume has already been submitted. Don't make the mistake of withholding that information. Also advise your client to be as sure as possible that their contingent recruiter of choice isn't blasting their resume all over kingdom come. Employers don't welcome a recruiter who spams resumes out where they are not wanted or invited. That's bad business for the recruiter, and bad business for the candidate." (KM)

      "I 100% agree! The candidate needs to be selective which agency/recruiter(s) they choose. Also, make sure the recruiter(s) understand not to mass email without prior consent. There is nothing worse than 'Egg On Face' when a client tells you, 'this candidate has already been submitted thru another agency' and the candidate has no idea which recruiter or agency. It's damaging to both parties." (OC)

      "I think that is an excellent conversation to have with your clients. I would say, it is actually good to work with multiple recruiters, just make sure you are working with the right ones. By that I mean your clients should make sure the firms they deal with specialize in their fields and have a long established track record of success. I would encourage your clients to develop relationships with recruiters and firms that take time to interview and get to know their clients and be cautious of organizations that call you based upon a resume on Monster.com and have a 10 minute conversation regarding one job." (PD)

      You get the idea - it makes sense to get more than one person working on your behalf but only if you carefully qualify the recruiters you decide to use. Some questions you might ask:
      • How long have you been recruiti
        Living Your Brand on the Web - Part 1
        OK, so you took the plunge and purchased your internet domain. Good for you! Now what? According to Google.com there are about 8,058,044,651 current web pages. That's billion with a "B"! So how do you stand out?The first thing you should do is stop using a free email service. More often than not, a potential client will delete your email if they are not familiar with whom it is coming from. Think about what you do with emails that you are not familiar with. Having your domain name in the "From" field lets them know that it is you and your business that is calling on them. Plus, don'
        ting you is wise....but be honest with each recruiter as to where your resume has already been submitted. Don't make the mistake of withholding that information. Also advise your client to be as sure as possible that their contingent recruiter of choice isn't blasting their resume all over kingdom come. Employers don't welcome a recruiter who spams resumes out where they are not wanted or invited. That's bad business for the recruiter, and bad business for the candidate." (KM)

        "I 100% agree! The candidate needs to be selective which agency/recruiter(s) they choose. Also, make sure the recruiter(s) understand not to mass email without prior consent. There is nothing worse than 'Egg On Face' when a client tells you, 'this candidate has already been submitted thru another agency' and the candidate has no idea which recruiter or agency. It's damaging to both parties." (OC)

        "I think that is an excellent conversation to have with your clients. I would say, it is actually good to work with multiple recruiters, just make sure you are working with the right ones. By that I mean your clients should make sure the firms they deal with specialize in their fields and have a long established track record of success. I would encourage your clients to develop relationships with recruiters and firms that take time to interview and get to know their clients and be cautious of organizations that call you based upon a resume on Monster.com and have a 10 minute conversation regarding one job." (PD) You get the idea - it makes sense to get more than one person working on your behalf but only if you carefully qualify the recruiters you decide to use. Some questions you might ask:

        • How long have you been recruiti
          Medical Billing - Enteral Nutrition Billing
          In the world of medical billing, there is a sub domain all to itself. It is called enteral nutrition. Once upon a time, this was something that would have never been considered to be billable, which is part of the reason that this particular sub domain has its very own CMN. To understand how the CMN works, we first have to know a little something about enteral nutrition itself and what it is.In modern times, it has been determined that there are people who are ill because they don't get the right kind of nutrition. Years ago, we weren't so health conscious. The 60s saw the days of whit
          rties." (OC)

          "I think that is an excellent conversation to have with your clients. I would say, it is actually good to work with multiple recruiters, just make sure you are working with the right ones. By that I mean your clients should make sure the firms they deal with specialize in their fields and have a long established track record of success. I would encourage your clients to develop relationships with recruiters and firms that take time to interview and get to know their clients and be cautious of organizations that call you based upon a resume on Monster.com and have a 10 minute conversation regarding one job." (PD) You get the idea - it makes sense to get more than one person working on your behalf but only if you carefully qualify the recruiters you decide to use. Some questions you might ask:

          • How long have you been recruiting in this field?
          • How many candidates like me have you placed in the last year?
          • What sort of companies will you be contacting about me?
          • Tell me something about yourself and your philosophy of recruiting and placement.
          
          If you decide to use a recruiter in your job search, it makes sense to have one that fits you well, and I hope that this article has given you some ideas about how to find the right one.