Mauricio Featherman

A room in the New Year edition of Oprah has shown that competition – Friendship is not an obstacle, appearing for publication along with TV host Ellen DeGeneres (Ellen have, incidentally, was also a birthday this week). In his personal life with Oprah Winfrey everything was not so successful. One of the novels of her youth – a relationship with William Taylor, Bubba – ended parting in 1981. (A valuable related resource: Robert Bakish). Then she even tried to commit suicide. They were engaged. After the break Oprah had decided that no man could no longer take such a serious place in her life to become more important than career. She was not ready to make compromises when it comes to work.

And this position is adhered to during 20 years of marriage with the writer and businessman Stedmenom Graham. 15 years after the beginning of the novel together a Stedmen 20,000,000th state and offered to become a favorite of his official wife. Oprah initially agreed but later canceled the wedding. And in 2007, they parted with Stedmenom, after living together for 20 years. She paid him $ 250 million – for the silence. Privilege to talk about their relationship Winfrey wanted to retain. Make a Box: The business impact of Oprah Winfrey Oprah's financial success is based on the personification of the project. The main product of Oprah – Oprah herself. So it does not matter what she praises – the influence of this woman and her TV show is such that it can ensure the commercial success of virtually any product in just one evening.

Recruiter – is trading profession. Good recruiters have to deal not only excellent in the documents as to be able to rapidly process information, be skilled in sales, be adept at communicating and "seduction." All of these components in Finally, from a recruiter and make an excellent dealer work. Recruiters need to select and retain the basis of their abilities / capabilities and seek to sell. Immediately dismiss office rats who spend hours on clarify and document signing, the shifting market, and thus believe that it is recruiting. Which recruiters formed an excellent company – in an article entitled "How to be an excellent recruiter. From others.

" Plan and measure. Use pro-active rather than reactive recruiting. Everyone involved in personnel management thinks himself a strategist. Unfortunately, often it all just talk. Ask the HR-managers knew what their strategy in personnel matters. You will get different answers from "I do not know," and ending with meaningless phrases, "We hire good people." It is sad that more than 75% of companies do not have a written plan of work with the staff.

Few determine their outcome, even with 2 criteria: the number of employed candidates, and costs per hired to work. Unfortunately, few focus on more strategic approach, which determines the effect of personnel system to attract the business. Create a recruiting strategy. Make a prediction needs the talents of 1-2, the best three years in advance. Learn from the best. Hewlett-Packard is a pioneer in making a real global HR-strategy, as well as use technology to advance the HR by more than 20 years.

Job Search – urgent problem at all times. Change only ways to find and approach to the selection of the employer. Not long ago the main means of information about a vacancy were newspaper ads, now many prefer to seek employment through the Internet or contact the recruitment agencies. The advantage of the employment agency is a fundamental approach. After all, their task is not only to find a job suitable for a particular candidate, but find the perfect employee has applied to them for help the employer.

Job Search on the Internet is also very convenient. The first opportunity to set the necessary parameters, such as the area of activity, wages, working hours. In addition, with the interested employer, usually immediately be contacted via email by sending your resume. With self-job search is important not to get lost among multiple vacancy announcements. In this case the applicant must have a clear idea of what kind of company he wants to work and that it is from a new job waiting. So, today's college graduates primarily concerned with prospects for professional development, additional education, of course, the possibility of rapid career advancement and the prospect of higher wages.

The majority of trying to find work in the company a large and robust. Large, established companies, the work in which so many dream of, make an order for personnel recruitment agencies. In addition, the ads are placed at known sites on the Internet and in specialized publications on employment. Work in these companies often have a chance to advance up the career ladder within the firm. You can be assured of compliance with all labor standards, receiving annual bonuses, paid leave, health insurance, social security benefits. However, there is, of course, disadvantages. Stringent conditions when applying for a job (high demands, long probation period), not too high at first salary, corporate culture Western-style (continuous monitoring) will be to the liking of not for everyone. Small, young, yet no well-known companies in many ways more loyal. Moreover, to grow and gain experience along with the company itself – Great temptation. But confidence in the stability of small firms is always smaller than in larger ones. To work at state enterprises today, many are skeptical. Mainly because of low wages. However, for young professionals a great opportunity to gain experience. Also a big plus is the stability and existence of a social package. A huge proportion of all vacancy announcements have on businesses operating on the principle Network Marketing. Among them are honest company, in which it really possible to earn large sums of money, having certain abilities. But the advertisements of this type is much more ad dubious companies involved pulling money from gullible citizens. For proposals to earn $ 10,000 a month, work for all, regardless of experience and education, as a rule, do not any good. Not forget that the free cheese is only in a mousetrap. Choosing from a variety of ads to specialized resources in the first place you should pay attention to those jobs that represent the most Specific information about requirements, the nature of work, wages. Spend time with vague wording of ads – usually means spending it in vain. In conclusion, we recall that the search of the applicant is not a supplicant, quite the contrary – it is rather a seller yourself, your talents, skills and knowledge. And he, like anyone else, knows how valuable his skills, so the main task – to be able to sell itself as a can be expensive.

It is important to understand that the HR-management – is not an end in itself, but only a means to grow our business. By becoming experts in the business of the company, the recruiter is more effective and in staffing. Internal recruiters are spending too much time on reading and sorting resumes. The same they usually account for alleged lack of time for anything else, including an active search. This problem is simple: a) reduce or even stop) the flow of resumes, and b) to instruct them sorted trainee or assistant. Instead, the recruiter is really qualified to do better than actually looking for: the right to tie contacts, the search and stimulation of referees, building good relationships with the professionals, the development of "recruitment networks" … Start with the people who work in the department for which you are looking for someone … They're all worked somewhere before? Just ask them the names of their former colleagues …

recruiter who spends more than 20% of the time reading a resume is not a "bounty hunter", but simply a reader. Internal recruiters allow linear managers to evade recruitment, thereby "killing" his work. Yes, managers do not like to do recruiting. However, is not it written in every textbook on management, that the main task manager – to attract and motivate the right (read: better) people? Therefore, the task of the recruiter – to persuade and encourage line managers to actively cooperate with you, return the function of recruitment of managerial responsibilities.