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Leona [35]
2 years ago
13

What is the advantage of using a job scout? personal finance

Business
1 answer:
ioda2 years ago
4 0
Industry-wide connections. Specialist job recruiters virtually know all business leaders in their industry who are relevant to talent recruitment. In particular, sales recruiters know which specific enterprises (and their associated decision-makers) have an urgent need for fresh sales talent. They also know which sales leader or which sales organization have ample leg room (wait, a new series B funding?) to hire exceptional sellers even when the actual need in terms of headcount has yet to materialize. They are even aware of open jobs that stay under the radar. These HR veterans know exactly who to call up and how to engage these people with the aim of creating recruitment opportunities and completing a hiring cycle.
Domain knowledge. Tech recruiters know the fundamental aspects regarding the human component of technology development just as sales recruiters know which skills are in high demand among sales teams; and how people can proactively fit into the selling process. They know account-based, social, solution-based, and other methods of selling; and which type of selling credentials or experience matches each framework. Specialist job recruiters under retainer arrangement with top brands know the corporate culture and preferred worker personas of the companies they serve. This insider knowledge enables sales recruiters to orchestrate the best and longest lasting people-job matches in the industry.
Time-saving. Because sales recruiters operate with surgical precision, both employers and job seekers who use their services save considerable amount of time compared to casting very wide nets using traditional ways of job search. Sales recruiters unburden employers from the task of creating a shortlist of good candidates. They also help job seekers avoid doing multiple interviews for each company they apply to by simulating the filtering effect of the interview process for them.
Trust. Top sales recruiters know the terrain and the dynamics of what they are doing such that they consistently deliver acceptable outcomes. This reliability builds trust, especially among hiring managers who are often beset with hundreds of diverse resumes that require long, tedious hours of diligent review just to sift a few good candidates from hordes of unqualified applicants. Job seekers handled by leading sales recruiters get extra mileage on their application, as a result of employer trust.
Passion/driven to perform. Aside from being experts, specialist job recruiters are passionate about their role and are driven to perform because outcomes dictate their profitability. Like sales professionals, for example, sales recruiters need to “close winning deals” between a company and a sales applicant. The more such deals they close, the better their revenue and reputation get. That means you can expect job recruiters to share the responsibility of job-hunting for you.
Cost-effective (for job seekers). Some sales recruiters do not charge fees from job seekers up front. That means sales professionals can seek help from multiple job recruiters without paying anything until they successfully land a job. However, payback happens upon any successful onboarding. Some recruiters — especially those focusing on the C-suite — which provide premium services do require payment at the onset. Nearly all job recruiters charge participating employers for their specialist services, either via a retainer, contingency, or other types of arrangement.
Good hand in the negotiation table. Job recruiters have excellent negotiation skills, developed from years of balancing employer, job seeker, and sales recruiter priorities (they make money by playing off the relative values being exchanged by jobseekers and employers). These negotiation skills sometimes result to better compensation packages for jobs seekers but not always.
Game-changing career advice. Some specialist job recruiters provide crucial career advice for free. Because they need to close acceptable deals with employers, they need to prime all talents under their care for every hiring challenge ahead. As domain experts, they know which skills, certifications, or credentials a job seeker needs to successfully land a particular sales role. They even advise applicants on how they should behave and answer questions during interviews.
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A relatively small team of people who collaborate on the same project is called a:
agasfer [191]
Enterprise, it's called an enterprise
5 0
3 years ago
In Ireland, a pint of beer costs 2.2 Irish pounds. In Australia, a point of beer costs 4 Australian dollars. If the nominal exch
AnnZ [28]

Answer:

.91 pints of irish beer per pint of Australian beer

Explanation:

As we know that

The exchange rate of

1 AUD = 0.5 pound

Now

In Ireland, 1 beer cost = 2.2 pound

And, in Australia, 1 beer cost = 4 AUD

As 1 AUD = 0.5 pound

so 4 AUD is

= 0.5 × 4

= 2

Now the exchange rate is

= 4 AUD beer cost ÷ 1 beer cost in Ireland

= 2 ÷ 2.2

= 0.91

hence, the real exchange rate is 0.91

7 0
3 years ago
A company is selling bonds with a face value of $1,000 to raise money for a plant expansion. The bonds pay a coupon rate of 4% p
Ksivusya [100]

Answer:

10.26%

Explanation:

According to the scenario, computation of the given data are as follow:-

Net sales = $760

Face value of bonds = $1,000

Coupon rate = 4% = $1,000 × 4 ÷ 100

= 40

N = Number of Years = 5 annually = semiannually = 5 × 2

= 10 years

We assume, interest rate = 10% = 0.10

P = Coupon Rate ÷ 2 × (PVIFA,Interest Rate ÷ 2%,No. of Years) + Future Value(PVIF,Interest Rate ÷ 2%, No. of Years)

=$40 ÷ 2 × [1 - 1 ÷ (1 + Interest Rate)N] ÷ Interest Rate + Future Value[1 ÷ (1 + Interest Rate) × N]

=$40 ÷ 2 × [1-1 ÷ (1 + 0.10 ÷ 2)^10] ÷ 0.05 + $1,000 × [1 ÷ (1 + 0.10 ÷ 2)^10]

=$20 × [1 - 1 ÷ (1.05)^10] ÷ 0.05 + $1,000 × [1 ÷ (1.05)^10]

=$20 × [1 -1 ÷ 1.6288946] ÷ 0.05 + $1,000 × [1 ÷ 1.6288946]

= 420 × 7.72173 + $1,000 × 0.613913

= $154.4346 + $613.913

= $768.3476

= $768.35

But the given value is 760, so we assume interest rate = 11%

=$40 ÷ 2 × [1-1 ÷ (1 + Interest Rate)^N] ÷ Interest Rate + Future Value[1 ÷ (1 + Interest Rate)^N]

= $40 ÷ 2 × [1 - 1 ÷(1 + 0.11 ÷ 2)^10] ÷ 0.055 + $1,000 × [1 ÷ (1 + 0.11 ÷ 2)^10]

= $20 × [1 - 1 ÷ (1.055)^10] ÷ 0.055 + $1,000 × [1 ÷ (1.055)^10]

= $20 × [1 - 1 ÷ 1.70814446] ÷ 0.055 + $1000 × [1 ÷ 1.70814446]

= $20 × 7.5376255 + $1,000 × 0.5854306

= $150.75 + $585.43

= $736.18

At the Interest rate of 10% the price is more than $760 and at the Interest rate of 1% the price is less than $760. So the required rate lies in between 10% to 11%.

So required rate  

Yield To Maturity = Lower Interest Rate + (Difference Between Interest Rate) × Higher Price - Received Price ÷ Higher Price - Lower Price

= 1 0+( 11 - 10) × $768.35 - $760 ÷ $768.35 - $736.18

= 10 + 1 × $8.35 ÷ $32.17

= 10 + 0.26

= 10.26%

7 0
3 years ago
Institute Technologies is choosing new cost drivers for its accounting system. One driver is labor hours, the other is a combina
Eddi Din [679]

Answer:

d) $2,000,000 $990,000

Explanation:

The computation is shown below:

Unit variable cost pool is

= Budgeted cost ÷ Budgeted machine hours

= $1,600,000 ÷ 360,000

=$ 4.444 per machine hour

And,

Batch-level cost pool = Budgeted cost ÷ Budgeted number of setups

= $900,000 ÷ 3000

= $ 300 per setup

Now

Unit variable cost pool is

= Actual machine hours × Activity rate

= 450000 × 4.44

= $2,000,000

And, Batch-level cost pool is

= Actual number of setups × Activity rate

= 3300 × 300

=$990,000

3 0
3 years ago
Suppose the demand for hard-wood flooring increases, while the demand for wall-to-wall carpeting decreases. Based on this change
Daniel [21]

Answer:

<em>Frictional unemployment created by sectoral shifts </em>

Explanation:

Frictional unemployment <em>happens throughout a phase when employees are looking for new jobs or are transferring from old jobs to newer ones.</em>

It can even be defined as natural unemployment as it is not directly linked to factors that contribute to an economy that is performing poorly.

A new global trade agreement leads to higher demand for export-sector workers and lower demand for workers in import-competing sectors. Workers need time to change sectors, and sectoral shifts lead to frictional unemployment

4 0
3 years ago
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