Comment by Maureen Sharib on August 31, 2009 at 6:04am

I'd be interested in hearing stories related to your #2.

Comment by Simon Meth on September 1, 2009 at 9:27pm

Hi Maureen, That may make fun reading. Kind of a change to dumb things people say on their resumes. Cheers! Simon

Comment by Simon Meth on September 1, 2009 at 9:29pm

Hi Oscar, Totally agree with your #2. I almost always spend 20 or so minutes speaking with candidates by phone before setting up an interview. It's good practice in many ways. Cheers! Simon

Comment by Ron Rafelli on September 2, 2009 at 11:47am

Great job Simon. I agree with all of the above. I would also add:
11. Your reputation within the organization is made or broken by the perceived quality of the employees you had a hand in hiring 6 - 12 months after hire, even though you have no control over them and had relatively small part in the decision to hire them in the first place.
12. A compensation department that low balls all of the salary ranges for your positions can make it next to impossible for you to do an effective job in hiring top talent.
13. Agencies are no better at sourcing/recruiting top talent than a good corporate recruiting department, even though they think they are.

Comment by Kavita Jain on September 2, 2009 at 1:14pm

Hi Simon, I totally agree with you on Point no 1, though hiring managers keep on saying HR doesn't help providing manpower, but when one does send them the CVs for reveiw, they do not even take the pains to respond to the mail , unless you keep following with them over phone.

Comment by Aubrey Doering on September 2, 2009 at 3:22pm

I agree with the post for the most part, however I am not sure I agree with the last point. I've found referrals to be often far better than external candidates. Maybe it's just the location I am in (small, rural community) but referrals are usually pretty top notch where I'm at and looked at much closer. Hiring trends also indicate referrals have a higher retention rate here.

Comment by Brad Zirulnik on September 2, 2009 at 4:24pm

Don't forget that hiring managers often times have no clue what goes into 'closing an A-player'. I think they take this recruiter skill for granted and don't know how hard we work to add a top-tier player to their team.

Comment by Rob McIntosh on September 2, 2009 at 6:37pm

Simon - I would be curious on any statistical data you have on point number 10.

Comment by Daryl Keeley on September 2, 2009 at 6:42pm

Top 10 worst spelling mistakes in a resume...
(sigh)
I suggest if you are easily offended, don't read on

We located the following resume spelling mistakes on real resumes posted on the net.

1. "To do paperwork like maintain production log sh*t, Dispatch log sh*t."
2. "Responsible for the leadership of over 60 volunteering staff on rotating sh*ts."
3. "Other general office work included filing the daily cash count, preparing spread sh*ts, phoning prospective new sponsors..."
4. "I am EDP manager over here and sh*tting at our RO Office."
5. "Efficient handling of any complaints and issues. Accountable for all sh*t takings...."
6. "Position : Sh*t Leading Hand Electrician with Confectionery Company"
7. " duties carried out; cash handling, customer service, balancing my till at the end of a sh*t"
8. " Procure quotes from suppliers providing Nissan collateral (eg Bean bags, hats, t-sh*ts, etc)"
9. " im a no sh*t guy with good working ability" - hmmm he meant to say that !



and the number one Reason why you should check your resume before sending....

got and have a look at: http://www.macrorecruitment.com.au/index.php?category=2&section=4&article=97

(sorry I could not paste the image in!)

Comment by Simon Meth on September 2, 2009 at 9:53pm

Hi Ron, Your first point is great! Employee quality is difficult to measure but you can certainly look at turnover, evaluations, and what other people are saying. Key employees are in demand. It takes time but is probably the acid test of a great or not so great corporate recruiter. Cheers! Simon

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