Recruiting In 3D

Recruiters: Helping Out Our Own

As an active member of the recruitDC community, I’ve built some very strong relationships, both professionally and personally with other recruiters. I’m really grateful for these relationships, because it’s always good to have others looking out for you. One of the benefits of being so deeply immersed in a community like this is that,  when needed, we are able to band together to support someone in need. One such example is Sean Lyons.

Read below for more information, and visit the donation site to help make a lasting difference for his family.

excerpt from the site:

Sean Lyons passed away suddenly and unexpectedly on March 9, 2014 at the age of 43. He was beloved by his friends and family and is survived by his wife Christine, their 11 month old son Sean Freddie and baby due in August. It is impossible to overstate the grieving and feelings of loss that his beautiful family has experienced.

Sean was one of the most loyal, caring, considerate recruiters in the DC area and we all miss him. Recruiters look out for fellow recruiters and we have the chance to come together as a community and support his family.

All of the funds raised will go directly to Sean’s wife and children. Thank you for your support.

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 Posted on August 25, 2014 by

 recruitDC, Recruiting Life, Uncategorized

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Counteroffers In The Candidate-Driven Market

In what has shifted to a very clear candidate-driven market, candidates have more opportunity for choice among the offers they are fielding. At a quick glance, this is great news for those who have been slogging through a difficult last few years. Since the recession took hold, the market has been largely employer-driven, giving companies the opportunity to be selective about who they bring on board.

A deeper look uncovers a much more unwelcome trend. As with any candidate-driven market, the incidence of candidates accepting counteroffers and/or reneging on offers tends to increase. This is detrimental to both the company hiring and the candidate who experiencing second thoughts. On the company side, there are costs associated with advertising and recruiting for a position. In addition, there is the cost of time spent on interviewing. The interviewing cycle takes time away from completing company initiatives. For those companies, this process needs to begin all over again. Read More

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 Posted on August 21, 2014 by

 candidate relations, Job Hunting, The Hiring Process, Uncategorized

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Resume Reviews: Quantity or Quality

“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

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 Posted on August 13, 2014 by

 Mentoring, Recruiting, Recruiting Life, Resumes

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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

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 Posted on August 9, 2014 by

 Bizarre But True, Job Hunting, LinkedIn, Recruiting, Resumes, Uncategorized

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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.

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 Posted on July 31, 2014 by

 Job Boards, Recruiting, Social Media, The Hiring Process, Vendors

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Recruiting In 3D

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