Posted by Bernie Reifkind on July 14, 2010

In addition, he would have been completely lost as an employer in today’s modern world sifting through countless resumes and conducting countless interviews attempting to find the very best candidate to fill a critical opening.

“To be or not to be?”

Obviously, he never had to go through the recruitment process or to put together a first rate resume, seach for opportunities, go on multible job interviews, and wait sometimes excruciatingly long for a job offer.

Posted by admin on June 22, 2010

(This was actually mailed to the White House on May 20, 2010)
Dear President Obama,
I am a private business owner in Los Angeles, California operating a health care executive search firm, Premier Search, Inc.  We are in the employment business assisting health care organizations nationwide in finding staff. 
Although the current economic conditions have affected my business, [...]

Posted by Bernie Reifkind on March 1, 2010

After an interview I usually follow up with both the employer and the candidate to debrief and find out how the interview went. My first question is usually to ask how long the interview went. Obviously if the interview was less than 10 minutes long than chances are great that the interview was a disaster.

Posted by Bernie Reifkind on February 25, 2010

Recruiter, Headhunter, Counselor, Agent…….what ever you want to call us, the bottom line is that we find outstanding people for our outstanding clients.

Do I mind being called “headhunter”? No of course not. I think the name has some charm to it.

Posted by Bernie Reifkind on February 18, 2010

Ironically, in a down turn, it can be one of the most strategic times to explore building an “engine” that can help you recruit the quality and the volume that is specific to your company. Don’t wait until the market picks up and you “need” the hire, because by then, it may actually cost you more than you could have imagined.