Recruiting In 3D

HR Tech Today Is a Lot Like Pitching Credit Cards to Impulsive College Students

When you’re 18, it’s fair to assume that you know absolutely nothing about anything. What’s inconvenient is that most real knowledge really only comes in hindsight, which is about as useful as a majority of HR Tech ideas being floated in the industry at any given time.

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Back in the 1990’s, credit card “pushers” were visible in the student union on nearly every college campus in America. We were living in a time of ‘have fun now, pay later!’ and kids like me were their ideal target audience. We bit hungrily like fish who had been frozen in their parents’ lake of adolescence in suspended animation for 18 years.

Now we had access to our own credit, money, and bills to pay without anyone looking over our shoulders.

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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

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

Learn To Live Without LinkedIn And Attend More Events In 2017

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Don’t you just love New Year’s and the fresh, clean slate that it brings you? January means new beginnings and a full 365 days of continual self-improvement, right? Yeah, me neither.

But a new year does mean new budgets, new searches to work on, and a whole new set of market changes and challenges. Which means that you’ll need to keep fine tuning your arsenal of tools, and stay on top of what’s being talked about in the market.

And I know, you’re already thinking “I don’t have time for more.” Well, that may well be true, but the only disservice you do is to yourself if you ignore your professional development. So, in the spirit of fresh starts, here’s a few things to put on your to-do list for 2017. You may not get to them all, but start with just one and take it from there. Read More

The Way Buying Should Be: Evaluating HR Technology

It’s confusing to me how we go through more than thirteen years of education without hrt1learning things we’ll need for the rest of our life – how to do our taxes, budgeting, how to get a loan, etc. We learn calculus and biology before we’re taught what we really need to get by and do well for ourselves. There are a lot of things we have to do in this world of adulting that we never get trained on if we don’t have parents who can teach us how to do them.

Buying technology, like a new car, is one of the many practical things we’re never taught in school. We go through life with check lists and blogs, scattered information comparing one thing to the next and trying to make the best decisions possible based on reviews. That’s why reviews are so popular in the first place, because we aren’t taught what to look for or how to be a better buyer.

It’s a lot like recruiting. In our job, there’s no specific education pipeline to teach us what to buy or why as compared to a more technical path where they’re taught every step of the job before ever leaving college. Unlike an engineer, we’re often left aimlessly wandering to decide priorities and how-to’s  in the school of the hard knocks. We don’t know everything we need to know before we start on this recruiting career path. One area we struggle the most to make good decisions? Technology. Read More

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