Recruiting In 3D

Zen and the Art of Candidate Maintenance

Recently, thanks to the remarkable and inimitable Amy Ala, I was lucky enough to score ringside seats for a fascinating follow up conversation to a seemingly simple question a candidate had posted to Quora, asking for advice on which of two outstanding job offers they should accept.

The resulting firestorm of impassioned opinions and inflammatory commentary about which option the candidate should choose served as a fascinating real time case study into the world of online recruiting and talent acquisition today. Read More

Once In A (Recruiting) Lifetime: This is 40

As I sit here, dedicating a few of my first full 24 hours as a 40 year old to this post, I realize that I’d spent the last four days figuring out what the hell, exactly, I wanted to write.

After all, as you know, our editor is something of a stickler for meaty editorial content (to say the least), and has an expectation for quality that can sometimes be hard to meet – particularly when you have something to say, but you just aren’t quite sure how to say it.

Because frankly, hitting 40 is kind of heavy, at least judging from the past few hours of introspection, soul searching and second guessing.

It’s not so much that, statistically speaking, my life is half over (give or take a few years and a lot of luck), or because I’m having some sort of existential mid-life crisis. Seriously. I’m sure that, were things a little different, I’d be out there test driving sports cars, signing up for skydiving lessons or whatever the hell it is men of my age generally do when they hit the big 4-0.

But as much fun as that stuff sounds, the thing is, personally and professionally, as I turn 40, I’m truly in a good place. I know how lucky I am to be fulfilled in both fronts, and even though I’m now in the next decade, I know, somehow, the best is yet to come. Read More

What Corporate Recruiters Really Want From A Staffing Agency

Let me be really clear here to start this post off: I’m not hating on staffing agencies. In fact, far from it. I actually grew up on the agency side; I cut my teeth there. I made my bones there. And I clearly have watched Goodfellas like a hundred times too many. I’m grateful for my external recruitment experience and wouldn’t trade it for anything.

That may come as a tremendous surprise to most of you, but as a technical recruiter working in-house, I get a lot of calls from agency recruiters. Like, a lot. And they suck.

Allow us to take a moment, to mourn for those whose heads just exploded from shock.

I want to give something back to the staffing agency world where I grew up. This is a “let me help me help you….help me” type of mini-festo. Read More

What does your resume say about you?

I get to look through a lot of resumes in my line of work. I know, I know, you are jealous. Who wouldn’t want to look through thousands of resumes every day? Especially when they are filled with people who are qualified, or those who couldn’t hold a job for more than 6 seconds (they just got fired again, right now!) or those with outlandish position histories? You know who you are, Mr. Fireworks Explosive Packer, and Miss Chimpanzee Trainer! (True stories) And while the vast majority of resumes fall into the “serviceable, and good enough to get a job” category, I’m noticing that more and more companies and recruiters want detail in the resumes of their applicants. I am in this bucket, trust me. They are looking for people who have the ability to sell themselves on paper, and distinguish themselves with hard facts, data and numbers. Read More

The Pitfalls Of Proactive Recruiting

This post was originally published on RecruitingDaily on July 10, 2014

 

Corporate recruiters get solicitations all the time from external recruiters/agencies to help them with their open positions, with some building on existing business, and some trying to drum up new business. It’s all part of the recruiting “circle of life”.  And when you’ve established a relationship with an agency, and they proactively send you candidates that you might be interested in, this can be perceived as them really understanding your business. (Assuming the resume that is pitched is on target….) And presumably, if you’ve already worked out the arrangement this process with them, you’ll respect the relationship and not then recruit someone they have presented to you, or you’ll let them know if they are already in your records. But, then what about the proactive submission of a candidate from an agency you’ve never heard of/worked with and have no pre-existing relations with? What’s the decorum there?

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