Cheers,

Keith

ERE’s been courting the HR/Internal Recruiter side of the business for years, so this guy’s article shouldn’t surprise anyone. The guy before him said Monster was going to wipe us out, and he came after the guy that said the same thing about the fax machine.

If we stick to finding the candidates our clients ask us to find, we’ll all be fine.

I guess the proper response to Lior’s post would have been to queue up an article warning that Entrepreneurs’ Days Are Numbered as we’re all tired of all the tech startup talk and we no longer trust these bold, enterprising sorts to do anything more than apply a bit of smoke and mirrors to create the perception of value, do everything in their power to successfully launch an IPO, fleece thousands of initial investors, watch the stock tank as newly minted mill(bill)ionaires, etc, etc.

As Moliere said in “The Misanthrope”:

PHILINTE:
Come, let’s forget the follies of the times
And pardon mankind for its petty crimes;
Let’s have an end of rantings and of railings,
And show some leniency toward human failings.
This world requires a pliant rectitude;
Too stern a virtue makes one stiff and rude;
Good sense views all extremes with detestation;
And bids us to be noble in moderation.
The rigid virtues of the ancient days
Are not for us; they jar with all our ways
And ask of us too lofty a perfection.
Wise men accept their times without objection,
And there’s no greater folly, if you ask me,
Than trying to reform society.
Like you, I see each day a hundred and one
Unhandsome deeds that might be better done,
But still, for all the faults that meet my view,
I’m never known to storm and rave like you
I take men as they are, or let them be,
And teach my soul to bear their frailty;
And whether in court or town, whatever the scene,
My phlegm’s as philosophic as your spleen.”

Cheers,
Keith “I Should Try to Be More Like That” Halperin

It’s not at all difficult to write articles, Keith. That’s the very reason that know-nothings like Lior write them. All you need is a cursory grasp of the English language and a void of shame to get over the fact that you’re packaging useless thought as expertise. There’s very little downside to writing them, too. All you stand to expose yourself to is a bit of criticism like mine but, at the same time, you’re building your brand — which is exactly what Lior is out to do.

Finally, all you Lior-haters: if you think it’s so easy to write an article, well then YOU write one. (Notice how many articles I write? It’s much easier for me to tear apart other people’s articles and comments than write an article of my own….)

Keith

I’ve pasted the gist of your resume below. What, other than a mind-blowing example of hubris, could possibly make you think you have profound thoughts to offer on anything other than promotion or self-promotion? You’ve had a 9 year career in marketing and business development. Excuse me (and anyone else with even a slight dose of skepticism and commonsense) if I don’t take your professional word for it…

Marketing & Business Development Consultant
VibeDeck
September 2010 – May 2012 (1 year 9 months)LA / London

Marketing & Business Development Consultant
Audiolife
September 2009 – December 2010 (1 year 4 months)LA

Marketing Director
MyDrifts
July 2008 – May 2010 (1 year 11 months)Tel-Aviv

Content Manager
VIRV TV (RayV)
August 2007 – August 2008 (1 year 1 month)Tel-Aviv

Website Manager
We Are Listening
November 2004 – August 2008 (3 years 10 months)London

Patrick, you just described what’s in the very best tradition of most ERE articles.

Cheers,

Keith

“You left out self-promoting, but that’s already been covered.

Patrick, what you’ve described is in the *very best tradition of most ERE articles.

Cheers,

Keith

*You left out “self-promoting” but that’s already been covered…

This article strikes me as akin to a Yahoo news post. It is shallow on the facts, ignorant of the profession and overly enamored by technology for technology’s sake.

The “art” of recruiting is so much more than this pithy article tries to espouse.

Recruiting is both an art and a science where professional recruiters, acting as agents for their customers, engage with, build relationships with and attract the ‘best available’ talent. A good recruiter does not simply “Match” buzz words in a search string, they “engage” talent in a courtship. This courtship is two sided: The one side in support of their client’s best interests and the other, in support of the candidate’s career choices.

While technology is sprouting up that allows the recruiter to more readily find, reach and engage with talent – technology CANNOT become a partner with the talent or the client.

I have been recruiting for 33 years now and trust me – having the LinkedIn’s and Jigsaw’s of the world to help find and engage talent along with the likes of Bullhorn and BigBiller et al to help manage those relationships – Well, they have not only NOT put me out of business, they have made me a more productive and successful recruiter.

Here’s to technology!!

“CEOs/Managers actually rely on their advisors (HR and Recruiters) to tell them which tools/apps are worthy” Oh, that explains the incredible amount of terrible tools and apps which are foisted on us. I thought it was due to well-healed sales people talking to Staffing Heads (who rarely if ever seem to have to use what they’re buying) into getting something with virtually no input or buy-in from those of us who actually do the recruiting work?

Trust? “Trust but verify”. Trust candidates to look after their own interests (just like the people at the top do), and work to make those interests coincide with what we want them to do: accept the job under our conditions.

Cheers,

Keith

“CEOs/Managers actually rely on their advisors (HR and Recruiters) to tell them which tools/apps are worthy” Oh, that explains the incredible amount of terrible tools and apps which are foisted on us. I thought it was due to well-healed sales people talking to Staffing Heads (who rarely if ever seem to have to use what they’re buying) into getting something with virtually no input or buy-in from those of us who actually do the recruiting work.

Trust? “Trust but verify”. Trust candidates to look after their own interests (just like the people at the top do), and work to make those interests coincide with what we want them to do: accept the job under our conditions.

Cheers,

Keith keithsrj@sbcglobal.net