Intrerview Answers

A recruiter, in my opinion, should always be 'recruiting' regardless if they have an opportunity for a person or not. Recruiters should constantly be (a) recruiting for current openings and (b) recruiting for inventory. My mantra has always been, "If the candidate is in your space, and in your market, you want them in your book." You never know when an opportunity will come up that will be perfect for an individual, and unless you have met that individual, you will never make that connection. Recruiters need to constantly be recruiting and meeting talent in their area of expertise.

Talent pipeline building is very important to successful recruiting. Doing it in person or through phone conversations really doesn't matter to me. As many others alluded to, there is not enough time in the day to meet/talk to everyone that doesn't fill the current needs of the does that relate to this role?

When workers file claims for employment discrimination, unemployment compensation and workers’ compensation, these claims fall under employment law. Likewise, overseeing workplace safety and standards, fair wages, retirement and pensions, employee benefits, and much more, are part of this wide-ranging legal area. Employment law deals with both the employer and the employee’s actions, rights and responsibilities, as well as their relationship with one another.

A well-known, prevalent administrative regulatory body for employment law is the Department of Labor, which exists on both the federal and the state level.

5)
There isn't one single number. The "right" number of requisitions is very much dependent on the type of recruiting. I have managed 40-50 open requisitions at one time.

6) I have used SAP; Applicant Tracking Systems, UltiPro, and Taleo .

10) I can start within a one-week notice to the agency. I would like assigned ongoing task to others upon departurecompany. To be more efficient with my pipeline building activities I have ongoing conversations with...