A lot of great content has already been written about Google Plus and how we can use it for recruiting (or networking if you are not a recruiter). I continue to think circles are the key feature for those of us feeling unsatisfied with other social media platforms ability to organize and structure our contacts. I wanted to give my take on how to really dig deep and use Google Plus to organize your online world.
1) Start Big - Huh? Don’t people usually recommend starting small? Well…Continue
When you are building your Talent Network it is important to understand what types of recruiting contacts should be part of your Network. Recruiting contacts can include those collected in dual purpose job ads, through sourcing campaigns, applicants that enter your ATS, social recruiting followers and most importantly your current employees. One group of recruiting contacts that is forgotten and outright dismissed by organizations is your past employees.
When employees move…Continue
There is a lot of well-intentioned advice cautioning job seekers from disclosing their salary history and / or requirements. The wisdom (?) behind this is that you don’t want to get “low-balled” by asking for too little or be tagged over qualified by asking for too much.
So what’s the alternative? Apparently you wait until the employer is ready to make an offer, and naturally you NEVER accept the first offer. After all, who leaves money on the table,…Continue
Go to any company’s web site, pick up any company’s annual report, read any company’s marketing material and chances are good that you will come across the phrase, “our people are our most important asset”. In some cases in order to emphasize how important, the phrase is often in bold and…Continue
By now, it’s a well-accepted fact that the job market has struggled to stabilize over the past couple of years. Job seekers – both active and passive – have hit roadblock after roadblock, and apparently, they aren’t alone. Corporate hiring managers looking to bring new talent on board are also facing their own set of…Continue
This very question has become a debated topic amongst recruiters, HR professionals and managers – basically anyone involved in the interviewing process. As we well know, traditionally the old standard was you apply for a job and become an applicant, if lucky enough to get chosen from the applicant pile you became a viable candidate, one worth interviewing at least.
The interview stage, this is where candidates stress and prepare themselves for the opportunity to present…Continue
My favorite weather site is WeatherUnderground. For some obscure, probably cookie-driven reason, I tend to see a lot of HR-related ads there. A few SHRM and iCIMS ads, for example.
The other day I noticed a corporate blue banner that said “Job Boards Are Broken”. It led to TheLadders.
This had me scratching my head, because: a) TheLadders is a job board. Really.; and b) I…Continue
An attractive market…Continue
X - it's a variable that leads to multiple scenarios. In math x is the number or goal we are trying to uncover to lead to the balance of the equation, in life x is often the hurdle or problem, solution or scenario that gives life it's most interesting choices, options and sometimes leads us to do more research to look at past variables, and similar scenarios to uncover what may need to be done. In old pirate films, and The Pirates of The Caribbean or in popular culture, x marks the spot -…Continue
Added by Mike Rasmussen on July 31, 2011 at 1:30pm — No Comments
Social Recruiting is the hot (relatively) new recruiting method in the recruiting space. There are a number of companies that have had success and are doing cool things with social but there are also others that are struggling to make it a part of their recruitment marketing efforts. This article is…Continue
I had someone apply for 15 of our job openings the other day. Fifteen! And all the job openings called for completely different skill requirements. Before even opening this person’s resume I’m thinking: What a waste of my time. Just seeing those 15 messages in my inbox, I was completely turned off. I didn’t even want to look at his resume,…Continue
While all recruitment marketing efforts are focused on hires, it's qualified candidates that we really want or need. And the more, the better. I've talked before on how to measure qualified candidates in your recruitment funnel but that only works if you know what a…Continue
Added by Chris Brablc on July 26, 2011 at 2:09pm — No Comments
Once in a while I have seen signs in front of restaurants that state some variety of "eat with us before we starve". Normally it is the type of place that buys a cake from Costco and resells the pieces.
I am guessing (and hoping) it is a lame attempt at humor but always found it to be a bit unappealing. Their business being slow (and possibly going away) was not my issue.
Sad but true, earlier this year the Equal Employment Opportunity Commission had to hold a public hearing because of a disturbing trend: several companies, nationwide, had been excluding unemployed applicants from hiring consideration. Their ads specifically stated that they would only consider employed job candidates, using phrases like “No unemployed candidates will be considered at all” and “Client will not consider/review anyone NOT currently employed, regardless of the reason.”
What is the number one challenge for a recruitment company owner, or for that matter, any owner of their own business, whose business is established and successful?
Jobs are being filled, good placements have covered targets for the next few months, candidates & clients are passively rolling in. Sounds like recruiter heaven, doesnt it?
But this is the time the Owner needs to be careful because complacency sets in quickly and then mistakes get made, client &…Continue
I was speaking to someone the other day and I was saying that an organizations’ Social Media practice needs to be free, without barriers and with a heavy reliance on the community to build. He was saying that there are policies, procedures, protections, etc. in place to control the interaction and content around anything the “organization” is doing. Then it hit me, I need to balance my free spirit attitude towards Social Media recruitment with the organizations reluctance to get too deep in…Continue
Added by Granite Consulting on July 25, 2011 at 11:00am — No Comments
Asking the Why question makes the How, What, Where, When and Who that much easier to answer.
At a recent TEDx conference, Jeffrey Fox, the NYT best selling author of How to Become a Rainmaker, How to Become a CEO and Rain to name just a few,…Continue
I've been recruiting for a little over 8+ years now. Fall Offs (Candidates that recruiters place into their client's job where the candidate quits within 8 weeks of start date) is something recruiter's dread as it effects their overall compensation.
My question is the following? Is it the recruiter's fault that the recruiter did not find the perfect fit candidate for the client (which resulted in a fall off) OR is there a problem with the client's…Continue
About a month ago I blogged about a job seeker I was working with. Find the story here. Well as it turns out, Joe did continue through the process with Company A and B. Here's how it went down...
Company B did everything they said they would. There were some hiccups along the way; a couple of dates changed, but ultimately he did fly to their offices and was…Continue