That’s not a typo. I’m not talking about writing a job description. I’m talking about you writing a job wanted description. I’m sure you already have a resume, cover letter and business cards to pass out but here’s a thought - why not create a job wanted description that tells the hiring manager or company exactly who you are, what you do well and what you’re looking for. Let’s discuss how this would differ from a resume.
What are you trying to accomplish? Anyone who reads your job… Continue
Added by Duane Roberts on July 8, 2009 at 1:13am —
Perhaps the most common question I get asked these days is whether the dramatic decline in the staffing market has leveled off. My own staff, clients, candidates, even journalists want to know whether there really are any ‘green shoots’ in terms of employers venturing back into the labour market.
As anyone in recruitment knows, the answer to that question is a moving target, hard to pin down at best, totally elusive at worst.
And of course it depends what sector we are… Continue
Added by Greg Savage on July 7, 2009 at 6:30am —
We have spoken about the circumstances around recruiters being less than cooperative with candidates and the many reasons. Yes, sometimes it is just perception on the candidate's part that a recruiter is not acting in good faith as I outlined in the last couple posts, but sometimes there is shared culpability.
Today let's talk about the candidate taking preventative steps to insure themselves… Continue
Added by Bill Meirs on July 7, 2009 at 4:00pm —
Employer of Choice, EVP (Employee Value Proposition) call it what you will but attracting talent to your business is a serious business and give it any cool name or anagram you like, it's also bloody hard!
So why do most companies suck at attracting talent and end up spending huge sums of money with recruitment companies, as usual, the answer is a leadership one. Those organisations who are phenomenal at attracting the best talent, have as their best talent guy/girl, their CEO.… Continue
Added by Rowan Watkins on July 6, 2009 at 10:08am —
Until about 6 months ago, I had the best recruitment job in the world !
Seriously. CEO of a global, yet niche recruiter, with 450 staff spread across 30 offices in 15 countries. We dominate our space in most markets, we are highly profitable, and we do cool things all the time (see Aquent.com)
But that was then. For the last six months I have had one of the hardest, least rewarding jobs in recruitment (well that’s a hotly contested title I know, but it seems that way to… Continue
Added by Greg Savage on July 2, 2009 at 6:51am —
Whether you are a management professional, chef, engineer or jewelery designer, each one of us is lured to fake our resume to get the dream job. Some people call it “absolutely unethical”, whereas some people feel that is “fine” to fake one’s resume.
When we graduate, we are on a warpath, ready to take up the challenges and face the world with whatever we have. But when reality bites, the picture seems a lot more different and we are willing to do whatever it takes to make things… Continue
Added by Dhruti Shah on July 2, 2009 at 4:40pm —
Nervous candidates may be reading the press and viewing the TV news and deciding it's "better the devil you know" and consequently putting their job search on hold until it's more certain as to what the future holds for the economy.
In this climate, there is even more reason to work hard on placing immediately available candidates.
When I was working a perm desk I always paid special attention to my immediately available candidates. Although they may not have all been A1… Continue
Added by Ross Clennett on July 2, 2009 at 8:47pm —
As a recruiter with 20+ years of experience I’ve heard the phrase “no thanks I’m very happy where I am at now” more times than I can count, and as recruiters all the world over know this is the equivalent to the brush off “no thanks….I’m just looking” that many of us use with retail sales people. However, what I’m finding as I recruit now is that that very few (and I mean VERY FEW) people bother with such comments as more now prefer to get more details about the job/career… Continue
Added by bill martineau on June 30, 2009 at 5:44pm —
… and not the fire and brimstone kind! A Job Revolution that is caused by the chaos we have all been dealing with whether you have a job now or not, it’s the kind of revolution that causes change. Are you ready to take action, make a change and engage in a Job Revolution?
In order to embrace a Job Revolution, we must be ready and willing to change. Sometimes it’s ok to stir things up and become a “Career Rebel” as one woman put it. The process begins and ends with you. It’s your… Continue
Added by Lisa Kaye on July 1, 2009 at 1:32am —
Hello and hope your day is fantastic!
As you know I am a 3rd party Search Recruiter (Headhunter)
When I am evaluating if I will take on a search assignment with existing or new client I qualify, qualify, and qualify, some more.
Why you may ask? As a contingent recruiter I WILL NOT work on a search, nor allow emotions to get involved, unless the company provides compelling, "reasons to work the search".
Here is how I create a Job Value Proposition, by… Continue
Added by Brian K. Johnston on June 26, 2009 at 9:30am —
Being an entrepreneur is in the forefront of the minds of the Y. They want freedom, power and control. I assured them they would have all of this if they were also proactive, tenacious and willing to do the work.
I spoke on Saturday to a group of professors, students, and HR leaders /mentors about careers in and around HR. As always I was passionate and engaging with the audience. What they did not know they'd get that they did was a powerful dose of ‘pursue your passions’ and what… Continue
Added by Margaret Graziano on June 30, 2009 at 8:00pm —
Last time we spoke about some reasons why corporate recruiters don't always seems to be on your side. We discussed how these reasons could be mistakes made on both sides.
From some feedback I got (mostly from the recruiter world), there is sometimes a misconception of impropriety by the recruiter because candidates try to "shoe horn" themselves into being the right fit for a position even though it is… Continue
Added by Bill Meirs on June 29, 2009 at 6:00am —
Exactly what personality, competencies, and experiences make a great corporate recruiter? No one person could possibly exhibit all of the qualities on this list. Each of us will exhibit some of the qualities but not all of them. The opportunity is to notice the areas where you excel and those areas where you could develop yourself.
Before we dive into the list, a quick word on the major sources of this information: I posted questions on…
Added by Simon Meth on June 28, 2009 at 8:53pm —
Business owners could avoid making bad hiring decisions by implementing pre employment tests
, according to a new study.
A recent survey from SurePayroll found that three out of four business owners admitted to hiring at least one employee that they later regretted. On top of that, 12 percent of business owners indicated that the mistake resulted in a significant financial loss, or more than $10,000 per bad… Continue
Added by Cheezhead on June 26, 2009 at 1:18pm —
Originally Posted at Bearing Fruit Consulting
on Wednesday June 3, 2009
Some of you know I have a Recruiting Call Hall of Shame.… Continue
Added by Michael Homula on June 23, 2009 at 8:56am —
A recent Forbes article by Matthew Kirdahy titled “Filling the Talent Pool” begins: “The focus at private equity firms is shifting. Cash will always be king, but looking ahead, the most important type of capital may very well be human. It's a company's bold leadership that carries it into financial prosperity—not its product, services or numbers.” This new focus on talent will surely improve the success rate of acquisitions, which is typically rated at less than 50 percent.
Added by Kathleen Quinn Votaw on June 23, 2009 at 8:57pm —
I think most people feel corporate recruiters are always an impartial bunch whose sole purpose is to fill open jobs as quickly as possible with the best qualified candidates. As a former corporate recruiter, this is the principle I lived by. In speaking to people in the job market I am hearing troubling stories of corporate recruiters who may not be living up to this. This is particularly disconcerting in this… Continue
Added by Bill Meirs on June 23, 2009 at 9:08am —
As the economic condition continues in its turbulent rant and rave cycle, the consistent flow of layoffs seem to effect and detract from every sector without relief. In this, I try to look for the benefits that are offered to those employees in their transition. How do employees view their employers and how did the layoff go in terms of process and respect.
Well, to no ones surprise, least of all mine - they do not do a good job. A recent poll suggested the following figures which… Continue
Added by Jason Monastra on June 23, 2009 at 9:35am —
As I wrap up a social recruiting campaign with a client (and yes, links will come once it launches...tomorrow), I thought I'd write about building an in-house promotion campaign you can run to get your social recruiting campaign off the ground and running (a post I've actually never seen anyone else do before surprisingly).
So why promote in-house? The answer is obvious (hopefully): your employees are your greatest resource when building any kind of social media campaign,… Continue
Added by ryanchartrand on June 23, 2009 at 2:31pm —
There is a lot of talk about if, when, which, and how to use social media tools - whether you are recruiting or searching for a job. I have been an avid user of many of these tools as a part of my toolkit -- and I have used them in my role as a Corporate Recruiter, Consultant, and even a Candidate.
As a Corporate Recruiter, I made a choice to make myself accessible to potential candidates via these tools. I know many shudder at that thought, however I have been surprised that more… Continue
Added by Chris Havrilla on June 22, 2009 at 9:00am —