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Our Current
"Framing the Issues" Newsletter
Over the past few months, I've received many phone calls from people I know, both candidates and hiring managers alike, whom I've worked with over the years. They want to know how I view the current market. So, let me spare you the time (although I always love to hear from you!) and tell you what I tell them. Although I started my recruiting career in a recession (1993) and survived a second down-turn (2000–2002), this downturn is different. The difference is that there are many good people who have been downsized from their companies — people who met their sales quotas, marketing objectives and everything else. So, the supply of extremely good talent is robust, to say the least. I think most competitive companies are seizing this opportunity to scoop up some of this talent as they plan for future growth. With so many talented people in the hiring pool, the question is: how can you accurately assess if you're talking to a top candidate who has been regretfully laid off from his or her organization, or a candidate of mediocre talent who was "thankfully" laid off? This month I'll give you four tips to make your assessment a whole lot easier.
Read on...
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