Comments for ERE.net

Comment on The Many Benefits of Social Network Recruiting: Making a Compelling Business Case by Russ Moon

Russ Moon — Sat, 07 Nov 2009 21:13:33 +0000

Occasionally Compelling -

Candidate volume — social networking sources may provide your firm with a high volume of qualified candidates.

Which can lead us to

Highly Compelling -

ROI — the dollar value of the program’s benefits may far exceed its cost, and the resulting ROI may be significantly higher than other recruiting programs.

Thanks John, you have gift for how you organize your data into a format that is simply…compelling :)

Comment on Legislation That Affects Us All by Howard Adamsky

Howard Adamsky — Fri, 06 Nov 2009 21:55:01 +0000

Where’s this money going to come from? That, is a very good question.

A great article. Something we can think about as winter approaches.

Comment on Google Hiring 200 Recruiters. NOW! by Keith Halperin

Keith Halperin — Fri, 06 Nov 2009 21:15:37 +0000

UPDATES:
I spoke today with a Google recruiter. He says that where he is in Mountain View, he has neither seen nor heard of any sourcers or recruiters being hired/interviewed. (Doesn’t mean they haven’t been, just he hasn’t seen/heard of them.) He says they really need the sourcers….I also have not heard of folks getting past the “interview- with-the-agency” stage. (Again, it doesn’t mean it hasn’t happened, just I haven’t heard about it…)

Googloids, Googloid Wannabes, Nelson and Adecco Folks:
Do you have any more info?

Comment on Personal Brand Building For Under $100 by Jaime Bott

Jaime Bott — Fri, 06 Nov 2009 20:04:27 +0000

There is also http://www.reputationdefender.com to manage your online reputation. I personally just have a Google profile which seems to generally make it to the top of the rankings.

Comment on Google Hiring 200 Recruiters. NOW! by Maureen Sharib

Maureen Sharib — Fri, 06 Nov 2009 11:30:11 +0000

“…needs to find ‘200 upbeat and enthusiastic recruiters and sourcers for them — by next week.’”
By next week??

Comment on Google Hiring 200 Recruiters. NOW! by two dolla » Blog Archive » links for 2009-11-06

two dolla » Blog Archive » links for 2009-11-06 — Fri, 06 Nov 2009 11:05:02 +0000

[...] Google Hiring 200 Recruiters. NOW! Recruiting for Google is one of the few jobs I would even consider leaving my current job for. [...]

Comment on Personal Brand Building For Under $100 by BRAND NEW NIKON F75/N75 SLR BODY ONLY (BLACK) | Digital SLR Body

BRAND NEW NIKON F75/N75 SLR BODY ONLY (BLACK) | Digital SLR Body — Fri, 06 Nov 2009 05:08:00 +0000

[...] Personal Brand Building For Under $100 : ERE.net [...]

Comment on The Many Benefits of Social Network Recruiting: Making a Compelling Business Case by Angie Hazard

Angie Hazard — Fri, 06 Nov 2009 04:50:58 +0000

Excellent article and well thought out. I would also add that another benefit to social network recruiting is you can get to know candidates at a more intimate level and get a higher degree of confidence on culture fit within your organization.

Comment on Guess Who’s Naked? by Howard Adamsky

Howard Adamsky — Fri, 06 Nov 2009 03:41:16 +0000

Excellent article.

Comment on Google Hiring 200 Recruiters. NOW! by Jeremy Langhans

Jeremy Langhans — Fri, 06 Nov 2009 02:25:03 +0000

call tami for more info: 925-321-4336

Comment on Google Hiring 200 Recruiters. NOW! by Keith Halperin

Keith Halperin — Fri, 06 Nov 2009 00:55:39 +0000

Perhaps it would be an appropriate time to let folks know how Nelson, Adecco (who also has the contract for Google Staffing), and Google perform in their hiring function, aka, “How they treat YOU”:
http://www.glassdoor.com/survey/start_input.htm?showSurvey=REVIEWS

Get a free inside look at 32,000+ companies
If you’re interested in seeing all:
Salaries
Company Reviews & Interviews
Then post an ANONYMOUS review of your:
Current Employer
Former Employer
Recent Interview Experience
Employer
Job Location – Country
Job Location – City
(optional)

Spread the word…..

Comment on Google Hiring 200 Recruiters. NOW! by Todd Raphael

Todd Raphael — Thu, 05 Nov 2009 22:31:56 +0000

Some possible answers to those interview questions: http://www.businessinsider.com/answers-to-15-google-interview-questions-that-will-make-you-feel-stupid-2009-11#how-many-golf-balls-can-fit-in-a-school-bus-1

Comment on Personal Brand Building For Under $100 by Tune Up Your PC » Post Topic » Microsoft IT Staffing

Tune Up Your PC » Post Topic » Microsoft IT Staffing — Thu, 05 Nov 2009 22:29:33 +0000

[...] me again…couldn’t help but reference this funny article I was reading on ere.net http://www.ere.net/2009/11/05/personal-brand-building-for-under-100/  Reminds me of the early days of Recruiting when no one was looking, you would actually look [...]

Comment on Recruiting Belongs Under Finance by John Hughes

John Hughes — Thu, 05 Nov 2009 20:42:07 +0000

Hi Maureen. Guild-”An association of persons of the same trade or pursuits, formed to protect the mutual interests and maintain standards.”
I have been considering starting the “Recruiter Guild” for several years now. Trepidation and money have held me back. We have recently started production of the site. My trepidation has subsided as I believe it is the right thing to do…money is still tough.
The Guild will be a proactive advocate and lobbyist on issues like making recruiting its own function no longer reporting to Human Resources. The Guild will need to determine what those reporting options could look like. The Guild will also advocate working as a body to raise and define standards as a profession. These along with many other items will be addressed. The Guild will not be open to Human Resource professionals joining. This is not out of malice but rather necessity for the evolution of our industry.
My stance is a very unpopular voice to some but rest assured it is because of my love of the recruiting craft and not to disparage another’s profession. If the Guild causes innovative agitation in HR ranks I would be pleased. It is about applying our collective gifts in a positive actionable way for the profession we have all embraced. If we don’t take action will we be having this same conversation five years from now?

Comment on Recruiting Belongs Under Finance by Joshua Letourneau

Joshua Letourneau — Thu, 05 Nov 2009 20:09:02 +0000

Sandra, in my experience, your model works considering the company is ’small enough’ that you’re not making a presentation like this to HR or Talent Acquisition. You’ll have better luck with a CFO or Exec/Mg Director wearing multiple hats. I’ve pulled this off with companies less than 350 employees, but have never done so above 350. I just chalked it up to ‘lessons learned’ :)

Here are my thoughts as to why:

1. With the avg tenure of a Recruiting Pro being 12 – 18 months per gig, many are interested in short-term results, not long-term results (i.e. shareholder value creation). This is a reason I’d love to see TA Pros working contracts like athletes do. This way, the contract could be long enough to ensure focus on the right things . . . not just putting fires out. IT Pros working SAP or Oracle projects already do this – there are set deliverables and milestones in place . . . and then a spiff or contract bonus at the end of the contract period.

2. Competitiveness. If presenting to TA or HR, you could be seen as trying to replace or supplant their department. Certainly, this is not the case . . . and the only way I’ve seen this go over successfully is to take on a slate of roles and offer a significant discount from the average 25% fee. If there is economic justification (meaning short-term justification, such as reducing search fees), they’ll talk. But once you start talking long-term value creation, things start going over like a lead balloon. It is perceived as “sales-y”, and this is personally why I believe that there are firms out there succeeding with the following model:

Slate of Positions = Min of 5
Average Fee = 5% to 7% (depending on slate quantity and avg salary)
Up-Front Project ‘Co-Tainer’ = 25% of total project value

For example:

5 positions at an avg salary of $100k and avg fee of 7% = $7,000 per placement = $35,000 total project value

Up-front ‘Co-Tainer’ = 25% of total value project value = $8,750

You might ask why any Exec Recruiter in their right mind would fill 5 positions for the same receivable they could receive with about 1 and a half, and that would be a good question!

My guess is this: It’s easier to build a business valuation (and consequently sell your firm) through a recurring revenue model as opposed to a one-off pay-per-placement model. Competition is limited so you’re locking in a true partnership . . . but there are challenges as well.

Ok, back to work :)

Comment on Google Hiring 200 Recruiters. NOW! by Claudine Descheemaecker

Claudine Descheemaecker — Thu, 05 Nov 2009 19:26:21 +0000

if you do decide to apply, make sure to attach a checkster pre-hire 360 or reference report to your application, it will make you stand out from the rest. A basic free version is available at http://www.checkster.com/web/talent-start.php or you can attach a more advanced version if you are willing to pay $20. Google values references high

Comment on Google Hiring 200 Recruiters. NOW! by Claudine Descheemaecker

Claudine Descheemaecker — Thu, 05 Nov 2009 19:26:01 +0000

Comment on The Many Benefits of Social Network Recruiting: Making a Compelling Business Case by The Many Benefits of Social Network Recruiting: Making a Compelling Business Case « Business Ethics @ CCU (b)

Thu, 05 Nov 2009 19:21:52 +0000

[...] The Many Benefits of Social Network Recruiting: Making a Compelling Business Case The Many Benefits of Social Network Recruiting: Making a Compelling Business Case [...]

Comment on Survey Shows Disconnect Between Workers and Bosses by Survey Shows Disconnect Between Workers and Bosses « Business Ethics @ CCU (b)

Thu, 05 Nov 2009 19:11:06 +0000

[...] Survey Shows Disconnect Between Workers and Bosses Survey Shows Disconnect Between Workers and Bosses [...]

Comment on Recruiting Belongs Under Finance by Martin Snyder

Martin Snyder — Thu, 05 Nov 2009 18:10:53 +0000

Sandra as the Official Beadle of the Recruiting Blogosphere it’s only too easy for me to veer into ticky-tacky territory- of course you know why TPR’s have a business model that works.

Your concept of recruiter as evaluator is perfectly sound, so long as the conditions support whatever level of real expertise a recruiter has to offer about a given role, but also recognizing that there is a certain gulf between getting a job and working a job; what is valuable in one theater may not apply so much to the other. Recruiters may be inescapably biased toward the getting a job attributes….