Recruiting In 3D

5 Rules For Contacting Sourced Candidates

It seems, at times, that those of us in the recruiting profession can be slow to catch on to trends or common sense norms. It’s not something that is unique to only this industry, and it likely has more to do with the void of common sense in the world, more than it has womanto do with any particular industry.

One of the great mysteries of mankind is the omnipresent deficit of common sense when it comes to contacting candidates for the first time. For social creatures who have spent decades interacting with other humans, the basics of beginning a dialogue seem to evade many recruiters. And that inability to do so effectively has made the term recruiter anathema to many in-demand candidates in the market.

But the beautiful part of being cognizant humans is that we can learn and change our behavior. We can be better than we are today when we reach out to a candidate. In fact, we have to be, if we want to remain relevant. Because, you know, the AI robots are coming to take our jobs and stuff.

Here are a few things to remember before you hit send next time. Read More

TMA’s Social Recruiting Summit Recap

Last week I attended the TMA Social Recruiting Summit in New York City. For a kid from New York, any trip there is nice, because in addition to being able to see some family while I am up there, I pretty much eat pizza every day and twice if I can find an excuse. Being able to cover the event gave me the ability to view the conference from a different perspective, where I could actually listen to all thecontent, while also taking in how the crowd is reacting to it.

The event itself was well attended by about 125 people, and it was nice to see that the attendees’ experience levels and industries varied greatly. This was particularly refreshing, because it brought out some of the challenges that are definitely unique to certain industries, while other times attendees were secure in knowing everyone else faces the same struggles. TMA did a really nice job on including speakers and content that spanned recruiting, sourcing, marketing and employee branding. It’s a tough feat to successfully cater to an array of audiences in a smaller conference, and it worked. Read More

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

How to Use Image Search to Identify Fake LinkedIn Profiles

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With the rise of phony LinkedIn pictures and profiles, the ability to determine what’s real from what’s stock photo is more important than ever. It’s essential to take just a minute or two to scan the profile of someone who has requested to be in your network. Doing some investigative work so you can help preserve the integrity of your network can help to eliminate unnecessary headaches down the road. Read More

Friend or Faux: Why It’s Time for LinkedIn To Get Real

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For weeks (actually, no, make that months), I’ve sat back and watched a pretty interesting phenomenon unfold. It’s nothing new, of course, but it’s a hell of a lot more prevalent – it seems like the conflagration of fake LinkedIn accounts has turned from a rivulet into a river.

And the floodgates are beginning to burst – just like my patience with this deluge of phony profiles. I mean, at first, I was going to give them a pass – I figured, well, that’s going to happen to any platform, particularly on social media.

But after a few months, it’s become pretty obvious that this phenomenon is particularly prominent on the LinkedIn platform, and disproportionately so.

Read More

Workshop Recap: Build Your Agency’s Talent Pipeline

I had the opportunity to attend a workshop last week, sponsored by DiceTMP DiceGovernment and the Partnership for Public Service, which centered on how to effectively build talent pipelines for your agency. Much of the content was centric to the federal sector, but as always it contained some relevant information for public and private alike. In addition to a lineup of well-informed speakers, they also included a panel of young professionals that helped drive home the message of the day: Recruiting needs to keep evolving. Read More

Top Recruiter: Reality Bites

Well, my friends – I suppose it was inevitable. After all, for years we’ve been hearing recruiters use stupid superlatives and specious self-descriptors like “rock star,” “ninja” or (gag) “guru.” And oddly enough, not ironically, either. 

Now, we can finally add “reality TV star” to that little list as well (if, of course, you use a really liberal definition of the words TV and star, that is).

Top Recruiter is here, and well…it’s here. Read More

Ello: Is There Anybody Out There?

Unless you live under a rock (or at least somewhere far from Silicon Valley or social media), you’ve probably been unlikely to escape all the coverage recently devoted to the launch of the new social platform and crusading startup, Ello, a new site that’s positioning itself as a simple, ad-free alternative to Facebook – the “anti-Facebook,” as it were.

Ello is heavily geared towards creative professionals (and maybe programmers); their founding members, in fact, are all artists, adding to the site’s Bohemian branding and Ello’s ethos.

And as for the name? Probably, when you’re not making money off of advertising, you need to make some sacrifices.  Like skimping on the ‘H,” for instance.  Keep those donations flowing in, people, the English language is counting on you. Read More

2014 Global Social Recruiting Activity Report: Top 5 Trends Worth Watching

This post was originally published on RecruitingDaily on September 15, 2014

 

Bullhorn recently released their fourth annual Global Social Recruiting Activity Report, detailing the activity of both candidates and recruiters across social networks like Facebook, Twitter and LinkedIn. This report provides an interesting read, and even more interesting insights, into social recruiting trends, particularly around usage of these “Big 3″ social networks supported by Bullhorn Reach.

The study also looks at how the activity and usage of these three social networks differs across the many different markets where Bullhorn Reach registered users recruit, from Canada to China, providing a holistic look at the global social recruiting picture. Read More

Find Better: Pulling the Trump Card on Monster Changes

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.

Read More

Personal Branding – More than just “vanilla”

I had the opportunity to co-write a post with Susan Strayer on her site about personal branding. I think it’s about time we put what that is into perspective. I think we’ve covered a great deal of bases and I hope you have some time to take a look.  You can find the post here.

If you don’t know Susan, and/or have not had the pleasure of working with or talking to her personally, I can tell you that there are few people in the business that have as deep a scope of knowledge as she does. I’m honored to have had a chance to collaborate with her.  Be sure to follow her on Twitter  – she has two handles: @SusanDStrayer  and @DailyCareerTips


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Too many tools?

Twitter, Facebook, LinkedIn, Doostang, Plaxo Digg, I could go on and on. Is it possible that we’ve acquired too many tools in our “Recruiter’s Toolbox/Arsenal”?

Pick your poison.

In all reality, how many sites can you really keep as current and still be effective at your job? I’m a fan of the “master a few, but be aware of as many as possible”, school of thought. I mean, you never know what tools are going to start to emerge as a premier source for finding talent.

I once thought that I should get on as many of these sites as possible, network ad nauseam, connect, connect, connect and make sure everyone can find me. I learned a few things there.

  • 1. Everyone WILL find you, even if you don’t want them to. I Learned the benefit of a “qualified network” from that.

    2. If you get on too many of these sites, your quality on each will diminish, and you’ll spend more time finding your passwords than you do networking. Unless of course your job is Chief Networking Officer. (In which case, e-mail me for my resume)
  • 🙂

    I really like the approach of looking at networking like a starting pitcher. Sharpen skills in a few key areas, and like a pitcher, throw 3-4 solid types of pitches as your bread and butter (the “outs” pitches) and a few that you throw in for some changing up.

    Don’t worry, I’m not going to go off on some “Less is More” rant, like Jerry Maguire. I just think that focus in important when considering your networking approach. We’ve already become an ADD-riddled society with our technology, and the recruiters are supposed to be the very epitome of the ultimate multi-tasker, so don’t fall prey to spreading too thin.

    My personal favorites right now, are LinkedIn, Plaxo, Twitter and ERE, as well as being an avid reader of numerous blogs (Thank you AGAIN, Google Reader). This style won’t work for everyone, but as with the networking sites, its a choice.

    What do you think?


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