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Matthew Charney

As a veteran of the HR and recruiting industries, Matt Charney has served in marketing leadership roles for companies such as Monster, Cornerstone OnDemand, and Talemetry, overseeing online, social media, content marketing, and press/analyst relations. He developed expertise in recruitment advertising and strategy, online employer branding, social recruiting, and direct sourcing while an in-house recruiter for companies including the Walt Disney Company, Warner Bros. Entertainment Group, and Amgen. A highly sought after writer and speaker on recruiting, marketing and technology, you can follow him on Twitter @MattCharney or connect on LinkedIn.

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Rebranding Job Boards

by Aug 13, 2013, 5:52 am ET

Bill Gates-PXP-000006Having spent time at Monster in the content and social marketing game, but I still believe in job boards. And anyone who thinks they’re dead and deliberately ignores them as part of a holistic recruiting strategy is significantly more hindered in attracting top talent than those “old-school” HR professionals who perceive social media the same way the Puritans perceived witches.

For all the talk that “job boards are dead” and the perception that social media or smart phones or structured data will somehow change recruiting ignores the obvious fact that these technologies are, more or less, content delivery mechanisms.

Content is the currency of the entirety of the Internet, and it’s what we’re looking for when we’re staring at our smart phones, or the story we’re hoping to tell when we actually crunch the numbers behind big data.

And content is king. I know, that’s a cliché, but you know who said it?
keep reading…

Bullet Point to the Head

by Jul 30, 2009, 5:16 am ET

As a (once and future) corporate recruiter “actively looking for his next opportunity,” (translation: unemployed and hitting refresh on, I’ve had the opportunity, for the first time in my career, to experience life across the desk, as one of the unwashed masses yearning to breathe free.

Interesting paradigm shifts have occurred. An interview has gone from a job function to an event worthy of a phone call to mom; I no longer screen my calls, and in fact, am excited when the phone rings; and, of course, the worst of it all: I’ve become the target of a billion-dollar industry of profiteers who promise to give my search the winning edge, but they’re no longer contingency recruiters on biz dev calls. That, at least, would represent a career opportunity.

Let me be clear: I actually admire those who have figured out a way to monetize providing services to the unemployed. Most marketers would probably, conducting a SWOT analysis, point to the fact that categorically, those without jobs who are “actively looking” likely lack disposable income. But, you see, that’s capitalism in action.

Perhaps the most common service offered is professional resume writing. These services promise that, for anywhere between 400 and 800 dollars, a professional resume writer will not only critique your resume, but also work with you to create a resume guaranteed to “break through the clutter” by using better verbs to craft the “story of your career.” Corporate recruiters, apparently, have very strict guidelines for formatting on a resume, and a secret code known only to them and somehow cracked by the Professional Resume Writer’s Association. I must have missed that workshop at ERE, but I suppose so too did a lot of my colleagues, who I have seen commit such violations to code as cut and pasting resumes off of Monster into Word or forwarding horrifically misformatted LinkedIn profiles to hiring managers.

Since there seems to be an interesting amount of conspiracy theory around how recruiters read resumes (if they do at all, since apparently, talent acquisition systems are to candidates what the Meadowlands are to Jimmy Hoffa), I hope to add to the body of knowledge and present, from first-hand observation, how recruiters read resumes. And we do. Hundreds of them, every day, but there’s a method to our madness: overstaffed, overworked, we’ve developed a short-hand to get through that resume. It involves a few simple steps. keep reading…

21 Definitions

by May 21, 2008

Every industry and profession carries with it its own distinct jargon. In fact, it is the measure of recruiters’ worth to be able to pick up on the unique lexicon of the positions for which they recruit.

Being able to spout off the verbal equivalent of Google Adwords also preempts most candidates’ assumptions that as recruiters, we’re slightly above amoeba but slightly beneath bonobo monkeys on the evolutionary ladder. (The monkeys do admittedly win by default, though like recruiters, they have been known to eat their young, although most of us do this figuratively through the invention of the concept of “entry-level” employment.)

keep reading…

Age Ain’t Nothing but a Number

by Jan 30, 2008

Please forgive me. You already know me…by proxy, in the very least.

From the pages of Us Weekly (the generality implied in this paragon of journalism’s very name) to the Journal of Corporate Recruiting Leadership (which, unlike the former, sadly discounts the impact of celebrities eating salad on the collective psyche of the nation), I’ve been psychologically deconstructed and catalogued more extensively than any personage in the annals of history. I am the subject of hundreds of articles, dozens of books, and won Time magazine’s “Man of the Year” for 2006. Not bad for someone barely old enough to rent a car.

keep reading…