“We are overstretched and understaffed as a recruiting team.”
Does this sound familiar? Likely. It’s a common feeling across many teams. Many times this has a direct impact on the “resume black hole” that candidates and “thought leaders” so often reference. But here’s a question to ponder: why are we so inundated if we only spend an average of 6 seconds on each resume? Read More
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
This post was originally published on RecruitingDaily on July 16, 2014
Monster is at it again.
I want to be clear that this isn’t going to turn into a Monster-bashing. Sorry to disappoint. In fact, I’ve been a consumer of Monster on and off for over 13 years. I think they’ve always had a relatively good baseline product, and (this is anecdotal) tended to have some more relevance in their search results than their major competitors.
Of course, I think there are many things they could do better. What I never understood about them was how for many years they seemed content with just being the biggest, baddest kid on the block.
This month, Monster released the news on some major additions to the core of their platform. This included what seems to be the “debutante ball” for TalentBin, since the Monster acquisition, and the unveiling of Monster Twitter Cards. Also included in the release were the Monster Talent CRM and a whole new branding look and feel. Is this Monster turning the corner after a few uncertain years?
Let’s take a look.
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?
Ask a recruiter why they do what they do, and you’re likely to get a wide variety of answers. Among them may be:
The fact is, most of us got into this business because deep down we love helping people, just as much if not more than making money. Yes this is true. Fortunately, we’ve picked a profession that allows for both. Career choice FTW! Read More
Recruiting In 3D 