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Microsoft just announced that, in the second quarter of 2014, they will be unveiling a new comprehensive set of Microsoft Dynamics CRM capabilities to help organizations match their customers to the right products and services, engage with them in the right way at the right time, and nurture their relationships.
As recruiters in an ever-changing industry, we are constantly having to juggle multiple tasks and responsibilities. Here's a list of seven tips from CareerBuilder to help us keep it all together! As a master of your practice, what works for you?
Starting with the 100 most populous Metropolitan Statistical Areas (MSAs) in the U.S. geographic areas designated by the U.S. Office of Management and Budget, Forbes rated these cities on six metrics:
As a marketing professional, what are the things you are DYING to say to IT? Here is a list of 5 things that could make the difference for YOU!
Give me better insight
In order to meet my goals, I need as much insight into all customer interactions. From sales, to servicing and billing, understanding the customer’s total lifetime experience will allow me to better optimize all the KPI’s (Key Performance Indicators) I value.
Give me integrated databases
The first impression you make is very important when interviewing with a potential future employer. According to CareerBuilder’s new national survey of hiring managers and HR professionals, “nearly half of employers (49 percent) say they can tell within the first five minutes whether a candidate will be a good fit for the position, and the vast majority (87 percent) know within the first 15 minutes.”
However, what happens when the job candidate goes too far? You get great stories!
Real-life examples mentioned in the survey include the following:
I've been using bit more of the KendoUI for a customer lately and one of the things that I've had to do is to create cascading combo boxes. I've always found the Telerik RAD controls for ASP.NET documentation to be complete in the sense that the all methods, properties, events, etc., are well documented. What I've found to be a bit lacking are practical, real world examples.
Now that we are one month into 2014, where should we be focusing our time and effort as HR professionals?
According to Monster.com, HR should focus on “talent management”. This includes planning for recruiting, managing critical talent, and assessing the skills that our organization needs to implement its strategy.