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A Rapping Recruiter Rounds Out Our Roundup

by
John Zappe and Todd Raphael
Apr 20, 2012, 5:33 am ET

Finally, Friday!

If your week was as long as ours, you’ll appreciate that today’s roundup isn’t going to take too much of anything seriously. We had enough of that serious stuff when we had to write out four-figure checks to the U.S. Treasury. So we’ll put the business stuff after we introduce you to Ronald Gulick.

He claims to be “a normal accounting and finance recruiter by day.” We’re going to leave that up to you to judge, after you check out Ron’s video. Spend even a few minutes with it, and you’ll appreciate why he says, “My wife always tells my friends that if they saw me at work, they would not recognize me.”

In what has to be the understatement of the week, Ron tells us, “I am a non-traditional thinker. I love new ideas. I don’t like the norm.”

“NO other recruiter has my skills (in rapping AND recruiting combined),” Ron tells us in an email, “and this is a huge differentiator between me and the competition.  Many of my clients and candidates love my videos ”

Why do them?, we wondered. “Attention, plain and simple,” Ron says, being as honest and direct as we wish the world’s politicians would be at least some of the time.

Without further introduction (Ron asked us not to involve his company in this, but, shoot, you guys are recruiters; if you can’t find Ron you might rethink that whole career path thing), Here’sssssss Ronnie:

And, Now, the News

CareerBuilder says fewer companies are using social media to background-check candidates today, than was the case three years ago. Three years, CareerBuilder’s survey found 45 percent of companies checking social sites. Now 37 percent say they do; another 11 percent plan to start.

Perhaps reflecting the legal issues that are beginning to be raised about the practice, 15 percent of the survey respondents say their companies prohibit using social media to research candidates.

Among those who do, a majority (65 percent) are looking to see how the candidate presents themselves. They’re looking for professionalism, and whether the candidate might be a good fit with the company culture (51 percent). Twelve percent own up to looking for reasons why a candidate should not be hired.

Whether actively looking for reasons to ding a candidate or not, 34 percent of the hiring managers have. Almost half (49 percent) say they’ve not hired someone because they found provocative or inappropriate photos or information about them; 45 percent said they discovered information about drinking or drug use. Poor communication skills, lying about qualifications, bad mouthing a previous employer, and making discriminatory remarks were other negatives that led to a disqualification.

On the other hand, 29 percent said their social media research led them to making an offer. 58 percent said they got a “good feel for candidate’s personality”; 55 percent said the content conveyed a professional image (55 percent). Being well rounded, signs of creativity, and positive endorsements from others were among the pluses leading to a job offer.

AfterCollege Relaunches

AfterCollege is launching a redone website today, pivoting away from being mainly a job board to a site with networking opportunities, more like LinkedIn and other sites, and the Web 2.0 lingo we’ve all come to know (profiles, follow, etc.). Job-seekers can build a profile, as well as “follow” jobs from employers like Rent-A-CenterFarmer’s, or Saddleback Memorial, and exchange messages with employers. Job candidates can also turn their profiles into a resume with one click.

Jobs Most In Demand

Physical therapists top the list of Wanted Technologies’ list of the 50 most-common job titles online. Wanted does analyses of online data, scouring the web, scrubbing the information, and then making it available to its clients, among whom is The Conference Board. Periodically, the company releases various bits, including the job title list.

You can find the complete list here. You can probably guess, though, that healthcare and IT jobs are well represented. Surprisingly, the list also includes a number of retail job types. The one that surprised us the most: Cook.

This article is provided for informational purposes only and is not intended to offer specific legal advice. You should consult your legal counsel regarding any threatened or pending litigation.

  1. Keith Halperin

    Thanks, Todd and John.

    Jobs Most in Demand:
    I find it interesting that the great majority of these jobs are NOT the “company/mission-critical, A-players with elite backgrounds who will increase ROI” whose recruiting generates much of the “heat” (if not “light)” here on ERE.

    Happy Friday,

    Keith

    1. Physical Therapist 26. Speech Language Pathologist
    2. Occupational Therapist 27. Restaurant Manager
    3. Registered Nurse 28. Physical Therapy Assistant
    4. Driver 29. Account Manager
    5. Administrative Assistant 30. Physical Therapist / Physical Therapy Assistant
    6. Customer Service Representative 31. Outside Sales Representative
    7. Teller 32. Truck Driver
    8. Sales Representative 33. Senior Accountant
    9. Store Manager 34. Cook
    10. Project Manager 35. Merchandiser
    11. Manager 36. Registered Nurse – Operating Room
    12. Sales Associate 37. Financial Analyst
    13. Assistant Manager 38. Maintenance Technician
    14. Accountant 39. Physical Therapy Assistant / Physical Therapist
    15. Sales Manager 40. Speech Language Pathologist / SLP
    16. Java Developer 41. Customer Service
    17. Receptionist 42. Delivery Driver
    18. Sales 43. Cashier
    19. Retail Sales Consultant 44. .net Developer
    20. Assistant Store Manager 45. Speech Pathologist Assistant
    21. Account Executive 46. Executive Assistant
    22. Business Analyst 47. Retail Sales Representative
    23. Occupational Therapy Assistant 48. Senior Software Engineer
    24. Pharmacist 49. Systems Engineer
    25. Software Engineer 50. Nurse Practitioner

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