Job Referral Quotes

I mean, how many people have jobs where they can say “I didn’t sleep last night because the mice wouldn’t stop talking” and get sympathy rather than a referral to a psychiatrist?

The very best people aren’t out there looking for work. Great-performing people are happy and being amply rewarded where they are today. They don’t occur to people as referrals, because why would you bother referring someone who is happy at their current job?

Almost cracked a job through a referral from an old colleague but a college fresher was chosen over me. Life is so cut throat in this economy! Time for a post-failure pep talk followed by a probable nervous breakdown (snacks included).

Another significant factor in the problem that blacks faced in getting over-the-road truck driving positions was the refusal of white truck drivers to ride with them. In 1966, The Wall Street Journal reported that one Teamster official asked, “Would you like to climb in a bunk bed that a nigger just got out of?” Another said, “To my knowledge no law has been written yet that says a white man has to bed down with Negroes.”[102] Teamster officials protected union men who were discharged by a company for refusing to ride with a black driver.[103] Seniority rules, the refusal of white drivers to ride with black drivers, and the Teamsters’ highly discriminatory job-referral practices contributed to reducing black opportunities for jobs in the trucking industry.[104]

As Mayor Giuliani began his cleanup of the Times Square area, nobody in power gave any thought to the thousands of “support” people whose survival would be affected when the economic driver of sex was removed from the scene. And the optimistic view that these workers would be forced toward more legitimate work turned out to be puritanical hypocrisy—it was crime itself that gave these men an entrée into the straight world. In time, Santosh began selling laptops of dubious origin, Rajesh started offering small short-term loans, and Azad operated an increasingly successful sideline as a job referral service for undocumented immigrants. Whenever otherwise legitimate employers found themselves in need of some quick off-the-books labor—and they often did, even the hedge fund titans and investment banks down on Wall Street—Azad made it happen for them with one phone call.

Well, check out these questions below, and if you can answer yes to most or all of the following points about a person and her business, you would have a pretty deep referral relationship: ​You trust them to do a great job and take great care of your referred prospects. ​You have known each other for at least one year. ​You understand at least three major products or services within their business and feel comfortable explaining them to others. ​You know the names of their family members and have met them personally. ​You have both asked each other how you can help grow your respective businesses. ​You know at least five of their goals for the year, including personal and business goals. ​You could call them at 9 o’clock at night if you really needed something. ​You would not feel awkward asking them for help with either a personal or business challenge. ​You enjoy the time you spend together. ​You see each other on a regular basis—in both business and personal situations. ​You enjoy seeing them achieve further success. ​They are “top of mind” regularly. ​You have open, honest talks about how you can help each other further.

Send a thank-you email to the Booster within twenty-four hours. Obligate yourself to follow up with your Booster in a couple of weeks to let them know what happened. Set a reminder for two weeks to follow up with the Booster, regardless of whether you have connected with the new contact. Initiate outreach to the referral immediately (or Reply All to any introductory email your Booster sends) and set a 7B reminder to follow up on the referral in case they do not respond. Update the Booster when the two-week reminder triggers. Enter a recurring monthly reminder in your calendar (the format of which we’ll discuss in our final chapter) to keep your Booster updated on your progress.

What is Freelancing? Freelancing is a work arrangement where individuals offer their services to clients on a project basis, often remotely and without being tied to a single employer. In this model, freelancers are self-employed and take on various assignments from different clients, rather than having a traditional full-time job. A Freelancer can provide various types of services in a wide range. Such as Article writing, Graphic design, Web development, Digital marketing, Consulting, SEO, and more. They have the flexibility to choose the projects they work on, set their own rates, and determine their work schedules. Some features of freelancing are discussed below: Flexibility: Freelancers usually work on projects of their choice and set their own working hours. Because they have that freedom, which allows them to balance work with personal life. Independence: Freelancers are essentially their own bosses. They manage their work, clients, and business operations independently. Diversity: Freelancers can work on different projects for different clients, gaining exposure to different industries and challenges. Remote Work: Most freelancers work remotely, enabling them to collaborate with clients from around the world without the need for a physical office. Project-Based: Freelancers are hired for specific projects or tasks, with defined start and end dates, rather than being employed on a long-term basis. Skill-Based: Freelancers offer specialized skills that clients might not have in-house, making them valuable for tasks requiring expertise. Income Variation: Freelancers' income can vary based on the number and type of projects they take on, making financial planning important. Client Relationships: Building strong client relationships is crucial for repeat business and referrals. Self-Promotion: Freelancers often need to market themselves to attract clients and stand out in a competitive market. Basically, you can do freelancing with the work you want to do or the work you are good at. The most interesting thing is that in this field you are everything and your decision is final.

Mr. Customer, I’m going to do an awesome job for you, but I need your help also. Most of our new business comes through referrals. This means that rather than paying for advertising to get new clients, we pass the cost savings directly to you. We typically get about three referrals from each new customer. When we’re finished working together and you’re 100% satisfied with the work we’ve done, I’d really appreciate it if you could keep in mind three or more other people who we could also help. Again, breaking it down, we are: Letting them know that they’re going to get a great result Showing them a direct benefit that they’re going to be, or already are, deriving by referring to us Creating an expectation of a certain number of referrals (without being too pushy) so that they can start thinking ahead of time about who would be suitable Leaving the power with them by telling them that their referral is subject to us doing a great job for them

What is Freelancing? Freelancing is a work arrangement where individuals offer their services to clients on a project basis, often remotely and without being tied to a single employer. In this model, freelancers are self-employed and take on various assignments from different clients, rather than having a traditional full-time job. A Freelancer can provide various types of services in a wide range. Such as Article writing, Graphic design, Web development, Digital marketing, Consulting, SEO, and more. They have the flexibility to choose the projects they work on, set their own rates, and determine their work schedules. Some Features of Freelancing are Discussed Below: 1. Flexibility: Freelancers usually work on projects of their choice and set their own working hours. Because they have that freedom, which allows them to balance work with personal life. 2. Independence: Freelancers are essentially their own bosses. They manage their work, clients, and business operations independently. 3. Diversity: Freelancers can work on different projects for different clients, gaining exposure to different industries and challenges. 4. Remote Work: Most freelancers work remotely, enabling them to collaborate with clients from around the world without the need for a physical office. 5. Project-Based: Freelancers are hired for specific projects or tasks, with defined start and end dates, rather than being employed on a long-term basis. 6. Skill-Based: Freelancers offer specialized skills that clients might not have in-house, making them valuable for tasks requiring expertise. 7. Income Variation: Freelancers' income can vary based on the number and type of projects they take on, making financial planning important. 8. Client Relationships: Building strong client relationships is crucial for repeat business and referrals. 9. Self-Promotion: Freelancers often need to market themselves to attract clients and stand out in a competitive market. Basically, you can do freelancing with the work you want to do or the work you are good at. The most interesting thing is that in this field you are everything and your decision is final. Please Visit Our Blogging Website to read more Articles related to Freelancing and Outsourcing, Thank You.

A Very Effective Path Adam Hyder, Head of Technology at Jobvite, a leader in Talent Acquisition software, analyzed Jobvite’s customer data set. Adam found that while referrals make up only 6% of the applicant pool, they accounted for 39.9% of hires

The Wisdom of Pursuing Other Paths When you only apply online, you’re betting your future on the Applicant Tracking System. I know I’m repeating myself, however it’s critical that you understand this. ATS systems reject, on average, 75% of all applicants. The percentage can be as high as 90%. When you pursue career opportunities through networking, staffing companies, recruiters, or calling the hiring manager, your future is no longer in the hands of the HR Elimination System. In other words, you significantly increase your chances of landing a job. Orville Pierson, a former Vice President at Lee Hecht Harrison, the largest outplacement firm in the U.S. and author of three job search books, provides these success rates: Networking or “Just Plain Talking To Other People” as Pierson likes to call it, is responsible for 75% of all hires. Pierson says networking enables you to become a known candidate, either as a referral or recommendation from an internal employee. Nothing makes a candidate more valuable than being known.

Each and every day, someone, somewhere in my city, needs my services. My job TODAY is to find that person.’ Internalize this and you’ll think like a top producer.

Referral consultant Paul McCord says, “The traditional method of ‘do a good job and ask for referrals’ does not give your client a reason to give you referrals. We make the assumption that if we have done a good job, the client will like and respect us and be willing to give us referrals. Again, this is far from the case. Most clients will not give good, quality referrals just because they like you or because you have done a good job for them. You must give them a reason to give you referrals. They need to understand why it is in their best interest to give you referrals.”7

Try to imagine that you have just turned eighteen and have been put out of your foster home. You may have amassed some savings from a part-time job and received a one-time “emancipation” grant, but you don’t have a job. You have no idea where you’ll sleep tonight, let alone next week or next month. Your belongings are packed into two plastic bags. Your family is unable to help, and may even have disappeared. Further clouding your prospects are your educational deficits and a history of trouble with the law. You read at a seventh grade level. You were held back a grade, and you have a police record.1 What kind of future would you predict for yourself? Can you cope with: • Sudden homelessness, at least temporarily, while you wander through the referral maze? • Difficulty finding a job, since you don’t have a permanent address or even the basic documents you need—like a birth certificate and a Social Security card—to fill out a job application or a W-4? • An interruption in your education, not just because of the cost, but also because of complex eligibility requirements and your inability to document your school record? • The pressure to engage in unhealthy or even illegal behaviors as a means of survival?   Whatever you are imagining as your fate, the reality is much worse for many youth who age out of foster care. Data from several studies paint a troubling picture. Within a few years of leaving foster care: • Only slightly more than half of these young people have graduated from high school, compared with 85 percent of all youth eighteen to twenty-four years old. • One-fourth have endured some period of homelessness. • Almost two-thirds have not maintained employment for a year. • Four out of ten have become parents. • Not even one in five is completely self-supporting. • One in four males and one in ten females have spent time in jail.2

To recap, here’s what we all can do to stop the mass shooting epidemic: As Individuals: Trauma: Build relationships and mentor young people Crisis: Develop strong skills in crisis intervention and suicide prevention Social proof: Monitor our own media consumption Opportunity: Safe storage of firearms; if you see or hear something, say something. As Institutions: Trauma: Create warm environments; trauma-informed practices; universal trauma screening Crisis: Build care teams and referral processes; train staff Social proof: Teach media literacy; limit active shooter drills for children Opportunity: Situational crime prevention; anonymous reporting systems As a Society: Trauma: Teach social emotional learning in schools. Build a strong social safety net with adequate jobs, childcare, maternity leave, health insurance, and access to higher education Crisis: Reduce stigma and increase knowledge of mental health; open access to high quality mental health treatment; fund counselors in schools Social proof: No Notoriety protocol; hold media and social media companies accountable for their content Opportunity: Universal background checks, red flag laws, permit-to-purchase, magazine limits, wait periods, assault rifle ban

Mr. Customer, I’m going to do an awesome job for you, but I need your help also. Most of our new business comes through referrals. This means that rather than paying for advertising to get new clients, we pass the cost savings directly to you. We typically get about three referrals from each new customer. When we’re finished working together and you’re 100% satisfied with the work we’ve done, I’d really appreciate it if you could keep in mind three or more other people who we could also help.

First: make sure you know with whom you are dealing. The tactics in this situation are determined by where your customer stands in the organization. Are you dealing directly with a decision maker? A pure “D” on the DiSC profile? If so, give her the information she asks for. If you are dealing with a person in the middle of a large organization, you have a much tougher task. The trick is to tease him, showing just enough to demonstrate that you are the best company for the job without giving away valuable information. You can say anything to a client, you can show all kinds of examples of how you have solved your other clients’ problems, and you can demonstrate your sterling reputation by trotting out a list of the important companies that have been your customers—but you must never, ever hand over a written proposal full of specific solutions to their problems. Never give the mid-level buyer anything he can pass on to others. Once he has that, you’re toast. Bob tells us that we should provide specific solutions only after a commitment. A real, solid, irrevocable decision to proceed. A purchase order or a deposit. Get them hooked, and then give them everything they ask for and more. Over-deliver. Bathe them with your love. Show them that choosing your company was the best decision they ever made, and make sure that this is true. Then you can ask for a letter of recommendation and referrals. These are what will get you past the next mid-level buyer.

My last day as My Own Worst Enemy will be December 31st 2020. In my final two weeks I will: 1) Fire my inner critic, or at least demote it to part time 2) Assure my passions have the tools they need to unionize with my actions 3) Sit naked on the photocopy machine so there are one hundred copies of my ass to kiss when I’m gone. Though I suspect it won’t bode well for acquiring a positive referral letter, it’s important I state that I’m unwilling to train a replacement in this position. It is my suggestion that the job be eliminated altogether, and that no future person take on the task.

Here’s a little problem with that plan: the vast majority of jobs are not filled through cold resumes coming in advertisements. Do a little googling on the term “hidden job market.” The hidden job market (also called the “unpublicized job market” or the “unadvertised job market”) comprises all jobs that are not listed publicly or filled through means such as employment ads, job boards, or career fairs. Published estimates typically place the hidden job market at 70 percent to 95 percent of all jobs filled at all levels. In an article published on MSNBC.com, Steven Rothberg, founder of CollegeRecruiter.com, says, “[a]bout 90 percent of job openings go unadvertised, yet about 90 percent of candidates apply only to advertised job openings.”10 Let’s say the correct figure for the unpublicized job market is 80 percent. How are those “hidden” jobs being filled? Primarily through networking and referrals.

The simple way to keep recruiting in everyone’s job description is to measure it. Count referrals and interviews. Measure how quickly people fill out interview feedback forms. Encourage employees to help with recruiting events, and track how often they do. Then make these metrics count when it comes to performance reviews and promotions. Recruiting is everyone’s job, so grade it that way.

Evidence from other studies in Ethiopia suggests 56 percent of firms insist on work experience even for blue-collar jobs,42 and it is also common to ask for a referral from an employer.43

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