Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about corporate culture, pactive candidates, LinkedIn’s future, Navy recruiting, candidate experience and Talent Networks.

Before I get into the articles, I would like to do a call out for the Candidate…

Wednesday was my one year anniversary as a Corporate Recruiter for Zones. Oddly enough, it was also the day I filled my 120^th position. That’s a lot of interviews. Of course this includes internal transfers and promotions I helped facilitate, some easier than others (that’s still a lot of interviews). Here’s some of what I’ve learned –

Recruiting is (still) a sales job. Just because I’m not working on commission anymore doesn’t mean I don’t…

The Federal Bureau of Investigation has initiated a new campaign to thwart the increased use of  industrial espionage.   According to a recent article in the Wall Street Journal ,  the new campaign will focus on the prevention of  corporate espionage.   The FBI will feature…

So, I posted this originally back in 2009 on my bloodspot blog "The Recruiter Chronicles"  Updated it again a bit essentially the same.  The reason I posted this was to help non recruiters appreciate and understand the different forms of recruiting and their individual strengths and weaknesses.  Also, for recruiters who have had a singular track, perhaps they could consider switching it up if they feel their strengths are better utilized in a different version of what they are already doing.…

So you want to be a corporate recruiter... I'm not even going to ask why. Now that I’m about a month away from my one year anniversary, I've learned a thing or two about how to survive this adventure. As with any career there are pros, cons, and pitfalls to avoid. One thing I know for sure - recruiting is recruiting - no matter what side of the business you're on. If you're serious about going in house, I hope you're as lucky as I was to find a place that you can actually enjoy…

From Angry Birds to Hog Heaven

Presented by: Doug Douglas – National Engagement Manager at Stark

Branding. It’s no longer just something that cowboys do to their cattle. It’s now a major emphasis for all types of organizations. Think of those huge companies who have the most recognizable logos and names – McDonald’s, Coca-Cola, Exxon, Wal-Mart. You don’t…

This post originally appeared on the SkillStorm blog: www.skillstorm.com/blog

In a down economy it’s natural to assume that your corporate clients aren’t returning your calls because they aren’t hiring and therefore don’t need your services. How about when things turn around? The reality is hiring takes place in all economic states. The more…

It is interesting to listen when companies complain they have difficulty attracting candidates from out of state.  With a little research, a consultant may easily determine why they are experiencing those problems.

Relocation of candidates requires an understanding of psychology, an understanding that recruitment is a sales process, and a recruitment process that does not interfere with those understandings.

One of my clients decided to transition an important…

I’m back at work this week after a refreshing 3 week break - if you can call driving 4,500km’s from one end of Australia to the other, with a 2 & 4 year old in the back seat a refreshing break…

‘Are we there yet?’

‘Can we stop at McDonalds?’

‘Are we there yet?’

‘I’ve got to go to the toilet…’

‘Are we there yet?’ I’m sure you get the general idea….

Anyway, back at work I was tucking into my chicken salad sandwich and bottle of water in the food…

Since we largely train recruiters and businesses how to leverage the power of social media as a sourcing tool, an employer branding tool and a business development tool, one common question we get asked all the time from nervous HR managers to company directors is advice on a social media policy that will enable…

Recruitment is the process of finding, screening, and selecting qualified candidates for a job at a company or organization. Recruitment begins the moment a job becomes available and ends when an offer of employment is accepted by a job seeker. In between, the recruitment team (or person) may perform any or all of the following tasks: creating a job description, advertising the job, sourcing, screening, interviewing, performing background checks (including references, credit checks, and…

Lemmings.  Junior HR twerps. Gatekeepers.  Obstacles.  Just plain “in-the-way-of-the-real-work-the-grown-ups-are-doing”.

Now before anyone starts setting the comment section on fire, please note that I am myself a corporate recruiter.  I don’t think I fall into ANY of those categories, nor do any of my excellent co-workers.  In fact, I work internally for one of the very few companies I would ever consider going in house for.  Many of these issues don’t apply to me, but some…

As a professional in the recruiting industry for more than 15 years I have worked with hundreds of employers of all types, representing all industries and sizes.  Throughout my career I have witnessed several organizations experience significant growth, each handling their…

First, let me explain that I spent several years earning my chops as an agency recruiter at some really small shops. This meant I was always fighting an uphill battle against the big boys in the space that had name recognition, a volume over margin focus, and huge databases. I was able to parlay that experience with a Masters Degree in Human Resource Development in order to switch over to the dark side of corporate recruiting and HR. What I have learned in making this switch has been…

I never thought I’d be a corporate recruiter.  Well, if we go back far enough I never thought I’d be a recruiter.  In fact, I don’t know a single recruiter who set out to BE a recruiter, on purpose.  We all seemed to kind of fall into it, but I digress. 

I started out as many do, in an agency.  Actually my first experience with an agency was covering the front desk at a recruiting firm that rhymes with Blobert Blaf.  I remember the staffing managers literally…

Ethics are a big deal in the corporate world. Companies want to be seen as ethical, therefore making them a top notch company to work for and trust in. Not only should a company be ethical, but so should their employees. Would you work for an unethical company just because you need a job? Some people would, but you need to figure out for yourself how important ethics are to you!

We have all seen the scandals on TV…

Industrial espionage has been on the rise, along with employee theft.   Perhaps it is the bad economy or perhaps the overall loosening of ethics, but more employees, disgruntled and otherwise are stealing valuable proprietary data and attempting to sell it to the competitor.

French automotive giant, Renault, thought it had such a calamity where three of its employees where suspected of stealing sensitive documents related to Renault's electric car program and selling it off to the…

Make no mistake, industrial espionage is on the rise.  That and an increase in employee theft have given more than one executive premature gray hairs.   Large multi-national corporations and smaller business entities are all vulnerable.  All you need is something the other guy wants.   It can be everything from advanced, first in your space technology to intellectual property.  It can be sensitive databases, customer rosters, proprietary data.

Call it a sign of the times or the…

So we’ve all seen it.  A candidate goes 2 rounds of behavioral interviews, everyone loves them then they get into the actual role and fizzle.  Whether it’s a disconnect with overall fit or a overall lack of tangible skills for the position, it’s always an unfortunate position to be in.  The real question, is how can you ensure this happens less often or better yet prevent it altogether?

The answer might be as simple as testing their skills to make sure they fit the…