Social media business networking sites are a big thing here at the Origin Forward office every consultant who joins our company is immediately told of the benefits of Social Media and how it can be used to build your candidate pool of passive candidates and also to identify potential clients. It’s fair to say that the Social Media sites, such as LinkedIn,… Continue
As anyone who has tried to lose weight or exercise regularly will attest, changing your behavior is hard. You’re fighting years of mental and physical conditioning – and (unfortunately) many times the old habits win out.
That was the challenge that job boards faced in the mid-90s – how to change the ingrained behaviors of job seekers, to move them from searching want ads in the newspapers…to searching want ads online. It took many years, but eventually job seekers did change their… Continue
Everything I know about leadership I learned in the Marines.
I enlisted in the Marine Corps on my 19th birthday after a half-hearted attempt at college. I spent the next twelve years learning to lead using the 14 Leadership Traits and 11 Leadership Principles. Nearing the end of my third enlistment my wife and I discovered that she was pregnant with our first child. So, I decided to hang up my guns.
Since then, four children have come and a dozen years have passed. I've read…
Last week, I wrote a blog post about how LinkedIn has released a public API for developers to build 3rd party applications using the database. Today, I thought I would show you how easy it was to create a application utilising the LinkedIn API. I want you to forget that LinkedIn is a social networking site, and think about it as a massive information database. A database you can now… Continue
Added by Thomas Shaw on December 1, 2009 at 7:01am —
One of those days where nothing worked, where everything you tried failed, your ideas were crap (or so it was explained to you), your star candidate declined or worse, disappeared, and because of a decision you made an urgent meeting has been planned tomorrow which includes every C level executive in your… Continue
Most boards focus on annual budgets and financial outcomes, often limiting their involvement in talent management to recruiting and hiring a CEO and managing his or her performance. Successful organizations know that's not enough. Talent is typically the largest single line item in an annual financial plan and the chief factor in achieving strategic objectives. Managing your talent is another critical aspect of asset management and merits the full attention of your board.
In my “book” the holidays (and not simply the one we most recently celebrated) are a time for reflection and giving thanks in more ways than one. I try every year to take time alone and with my family (especially with my children) to reflect on how blessed we are. This can be challenging during the rush of the season and the many “priorities” imposed as a result of expectations we generally put on ourselves. Add to that my children, who… Continue
I have 5 GW invitations to give away. First 5 people to add a comment here get them. Please send me a message with the email address for your invitation if you don't want to post it in the comments. Comment is still required so everyone knows when they are gone.
Once you've signed up let me know your GW address and I'll add you to the Recruiters--What can we do here? wave.
Recruiting is all about relationships. It is all about building enduring relationships with companies and with applicants. But often there is an unhealthy focus on filling the vacancy.
A major part of the reason is the recruitment sales model, which is sadly broken. Most recruiters are focused to get vacancies, then to get candidates, and then to close the deal. During this transactional approach, there is insufficient focus on developing meaningful relationships. And because of the… Continue
There is an ongoing debate in the background screening industry whether a background screening firm should ever contact an applicant directly if an a issue arises where information is needed from the applicant to conclude the background report. The question is whose professional obligation it should be to obtain or clarify additional information from an applicant, the recruiter or the background firm
India. 1.2 billion people. 600,000 are “unorganized”! Ok, I’ll start there. What does “unorganized” mean? Can that many people actually be off the grid? How do you get “organized” when you start off “unorganized”?
Preparing for my ten-day adventure in India (beginning next Sunday) means collecting information from lots of sources. Too much, too early and my learning will color my senses when I’m on the ground. I’ll have too much baggage to be an effective observer. I want as few… Continue
You know the old expression, “When the going gets tough, the tough get going!” Well, these days it might mean you should run! We are in the midst of tough times, no doubt about that. We also need all of the inspiration we can get and we are not likely to find it from our immediate surroundings. It’s times like these we are in need of a little inspiration, or in this case it might be a little “jobspiration.”
The idea that we can be our own source of inspiration might be enough to make… Continue
Added by Lisa Kaye on November 29, 2009 at 11:04pm —
So my second blog entry was going to be about Google Wave (don’t worry folks – it’s already written and you’ll get it soon enough!) but I read a great post last week on Twitter and decided to change tack.
@grahamsalisbury wrote: “I am beginning to regard online job boards with the same degree of suspicion that I normally reserve for Wikipedia”
I couldn’t help but smile! I’ve been in the same… Continue
Internal Recruiters are the Mr (or Ms or Miss or Mrs) Cellophane's of the corporate world, the poor cousin of the HR team. Like the old adage internal recruiters should be seen and not heard. (I disagree by the way, I've just seen this ideal a bit)
Your part of the company, but not really. You don't build or sell the widgets, you don't set policy, you don't deliver the business solutions to clients. You don't actually make money for the company, you… Continue
I received an email from someone trying to figure out how to minimize any negative impressions his resume may make to potential employers because he had worked a number of contract and consulting projects. When he lists his entire job history, it looks like he’s been hopping jobs way too often when in fact it’s the nature of the project work he’s done. Some of his assignments were a matter of days and others for several months, but it makes a… Continue
Added by Harry Urschel on November 25, 2009 at 2:56pm —
I was a guest on Paul Paris’s ex-recruiter show on Tuesday. During the call I made the statement that there is no recruitment god that brought a flurry of tweets and quite a lot of comment. To clarify for the hard of hearing, I did not say “There is no God!” Please don’t burn my house!
My point is that there is no divine path… Continue
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