Recruiting In 3D

Between The Lines: What Facebook Jobs Really Means for Real Recruiters.

If you’re in recruiting, I’m sure that by now you’re probably aware of the fact that as of last week, Facebook officially announced that they would be rolling out the ability for facebook-vs-linkedin-e1487725165620-300x251 (1)employers to post jobs on their Company Pages.

While this feature has been in beta for some months now, last week’s long awaited announcement marked the first public confirmation that Zuck & Co. was officially moving into the already crowded online recruiting space.

Facebook’s move into job postings has proven to be a contentious topic among many in the recruiting industry; some see a sourcing silver bullets, others pure anathema.

It will obviously take some time to determine whether Facebook’s most recent move towards world domination will make any sort of meaningful impact on the way candidates find jobs, and companies find candidates – or whether the platform will quickly go the way of Branchout, BeKnown by Monster, or any of the dozens of attempts to transform Facebook into a viable recruiting solution that ended, unilaterally, in abject failure.

As a tech recruiting leader, I remain cautiously optimistic about Facebook’s foray into talent acquisition. The fact that I’m actually a practitioner, responsible for filling reqs, is simultaneously also what’s causing me to approach this new offering with some skepticism.

Over the years, I’ve seen a ton of recruiting tools that were purportedly going to change the world of recruiting, and yet, ultimately, our world is more or less the same as it ever was.

So, while I’m excited about the prospect of Facebook finally getting into the recruiting game, I think that my cautious approach of “show me, don’t tell me is imminently justified (and rightfully expected). Read More

Mix It Up: Why It’s Finally Time To Combine Sourcing and Recruiting For Good.

Over the years, one of the many things I’ve given quite a bit of thought to is the relationship between recruiting and sourcing, and how these functions fit in with the311 bigger talent acquisition picture. At first glance (for those outside our industry), we all pretty much look the same.

You know what I’m talking about – the whole (not uncommon) “recruiters suck” sentiment that’s so persistent for so many hiring managers and job seekers alike.

But a closer look reveals infinitely more nuance. When you really take time to examine the details of sourcing and recruiting, there are a few disparate tasks and tactics, but there are also a ton of pieces that tend to overlap. This leads to an interesting question:

Why do so talent organizations treat these two similar roles as separate (and often unequal) functions?

Before I try to answer that question, let me take a minute to explain why I wanted to address this particular topic. Read More

RecruitingLive: Your Questions Answered

2016-01-20_15-32-47-e1453325660540We had a great RecruitingLive session last week, and I wish we could have answered all the questions on the air. I felt that people who spent the time to look at my mug for 30 minutes deserved to get their questions answered, even if we couldn’t do so on the show. So, here’s my take on a few of the questions that came in last week.

Thanks again to everyone who took time out of their day to join. Read More

In Plain English: How To Talk To Tech Candidates

For many recruiters, particularly those hunting in-demand technical candidates, talking tech can be one of the most daunting and intimidating parts of their job. And when you need to assess whether or not your candidate can do the job, this becomes an integral part of doing your job well.

Having spent the better part of 15 years doing technical recruiting, I had to climb this mountain as well to get to the level of comfort that I have today. I still have to go back to the well and gather more info when new technology emerges, but that’s not going to change anytime soon.

Here are a few ways to get more comfortable in a world that many of us did not go to school for.

Know Your Tech Stack

If you’re struggling to understand the difference between front end and back end or HTTP calls and responses, then you need to do some homework. Nothing is worse than being the recruiter who calls a Java engineer about a JavaScript role, you know, because they both say Java.

TalentBin has a great beginner reference that breaks down the variations on a tech stack, which you can find here. You may still need to do some digging in order to then understand what each tool or platform does, but this gets you a head start in the right directiontalentbin cheat sheet

You may also find times when you need to just know what the heck something is. There are a few that I’ve used in the past, which still aid me to this day. Bookmark them, and keep them handy for when you need them.

http://whatis.techtarget.com/ 

http://www.webopedia.com/

Spend Time With Engineers

One of the most resourceful ways to get info is to ask questions of the people already doing this work at your company, the engineers themselves. I’ve spent many hours talking with engineers at the companies I’ve worked with to understand what they do, how different technologies work with each other, and exactly what the point of those technologies are. Humans by nature love to have their ego stroked, and people love talking about what they are passionate about.

This is your opportunity to ask the questions you need to about the technology and the day to day work that you don’t get to see every day. As always, you never get any questions answered if you don’t ask them.

Research StackOverflow & GitHub Profiles

A good proportion of tech candidates spend time curating their Github and Stack profiles, just as we do with LinkedIn, and other sites for our social footprint. Simply perusing what questions they have answered, their reputation and the technology that they use most often.

Not only will this give you a sense of their background and expertise, but it can provide you with talking points that will engage the candidate. And, what’s more, is that they may even be answering questions that are relevant to the position you are hiring for, which gives them some credibility.

Admit What You Don’t Know

Simply put: Don’t fake it and give an answer for the sake of giving an answer. If you don’t have an answer for the candidate on a tech question that they have for you, it’s OK to say you don’t know and need to get back to them on it. (If you say, that, follow through and get the answer – again, credibility is a two-way street. Your candidates will appreciate your candor, and the engineering teams you work with will value your desire and diligence in understanding the work they do, which too many people often take for granted.

Happy Hunting!

 

The Emperor’s New Clothes: Lookup and the LinkedIn Talent Disconnect

Love it or hate it, LinkedIn is one of those companies that’s constantly tweaking their platform; that they put a ton more time and money back into their actual product than most HR Technology vendors, and make much more substantial updates to core features and functionalities than most online and SaaS companies, period.tumblr_mahxbaNXm91qc7mh1

The average active LinkedIn member (note: the “average” LinkedIn member, in fact, isn’t active on the website) a recent study suggested only around 37% log on at least once a month) spends a scant 17 minutes on the site every month, compared to over the over 20 minutes a day Facebook’s 1.3 billion users spend on site.

The average recruiter, by contrast, more or less lives on LinkedIn, which is why we’re so quick to catch even the most minor tweaks to functionality or the most subtle changes to the site’s UI/UX. Recruiters know LinkedIn better than anyone, which is why no one in this industry would deny the sheer level of work that goes into iterating current functionalities, introducing new features and experimenting with potential enhancements or revenue streams (remember CardMunch or Connected, anyone?).

This is why so many of us are so frustrated at the fact that what was once such an effective, disruptive and innovative recruiting technology has devolved into whatever the hell LinkedIn has become these days – although frankly, I’m not even sure the company itself knows what LinkedIn is supposed to be, anymore. While the amount of work that goes into the product is self-evident, exactly what the hell the point, or value, of this work actually is to its end users and customers, however, is another story entirely. Read More

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