Comments for ERE.net

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Keith Halperin

Keith Halperin — Mon, 13 Feb 2012 21:04:11 +0000

@ Bill: Well said. I do advocate the use of video to minimize the need for unnecessary and expensive travel for interviews (and onsite work).

Cheers,
Keith

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Bill Gallop

Bill Gallop — Mon, 13 Feb 2012 21:01:01 +0000

Chris,

Some of my positions have Face-to-face interviews. The majority however never meet their managers. I have managers in multiple locations… They conduct phone interviews.

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Bill Gallop

Bill Gallop — Mon, 13 Feb 2012 20:54:42 +0000

Todd…
I have a physical disability. It is very obvious when you see me. That disability can be used by a manager or recruiter to disqualify me.

By not requiring or allowing these type of interviews companies can limit the CHANCES that someone would accused of descrimination.

Use it for training… Use it for meetings… Never for interviews.

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Keith Halperin

Keith Halperin — Mon, 13 Feb 2012 20:48:24 +0000

@ Todd: “giving people who wouldn’t have otherwise had a chance at a job to show how articulate or communicative they are”.

The reverse can also be true:
“I just have to look good, I don’t have to be clear”

-Don Henly,
Dirty Laundry

and:

http://www.answers.com/topic/body-language#ixzz1mIRo42ko
(for footnote references)

James Borg states that human communication consists of 93 percent body language and paralinguistic cues, while only 7% of communication consists of words themselves;[1] however, Albert Mehrabian, the researcher whose 1960s work is the source of these statistics, has stated that this is a misunderstanding of the findings[2] (see Misinterpretation of Mehrabian’s rule). Others assert that “Research has suggested that between 60 and 70 percent of all meaning is derived from nonverbal behavior.”[3]

Thus, unless someone is very polished with their appearance, body language, tone of voice, and other non-verbal communication: the LEAST amount of direct contact is best for them, not the MOST.

Cheers,

Keith

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Todd Raphael

Todd Raphael — Mon, 13 Feb 2012 20:23:05 +0000

Video can also work in a candidate’s favor — not against them, giving people who wouldn’t have otherwise had a chance at a job to show how articulate or communicative they are. It’d be a shame to through out a tool (video, audio, something else) because it could be misused, just as I don’t think knives should be discarded because it’s possible someone could stab with them.

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Margaret Dikel

Margaret Dikel — Mon, 13 Feb 2012 19:28:42 +0000

Barring unknown discrimination issues, as someone who works with the coaches/counselors who assist job seekers, my issue with this site is “who are you”? Where is the real contact information, where is the background information on this organization, how can anyone read a privacy policy that is so poorly formatted and then be expected to make an informed decision that this service is trustworthy?

Comment on Rebooting Your Workforce — Managing Employee Obsolescence at Wendy’s by Keith Halperin

Keith Halperin — Mon, 13 Feb 2012 18:18:27 +0000

Thanks, Dr. Sullivan…
The Wendy’s CEO wants “five-star athletes” to work in a mind-numbing, practically dead-end job for minimum wage or scarcely above (http://www.glassdoor.com/Hourly-Pay/Wendy-s-Hourly-Pay-E728.htm). Good luck with that…
Instead of trying to imitate McD’s, he should consider some of his other competitors like In’ N’ Out Burger with better pay, benefits and opportunities for their employees (http://www.glassdoor.com/Salaries/innout-salary-SRCH_KE0,6.htm)…

Cheers,

Keith

Comment on Rebooting Your Workforce — Managing Employee Obsolescence at Wendy’s by Patti Breckenridge

Patti Breckenridge — Mon, 13 Feb 2012 18:11:27 +0000

Absolutely excellent piece, John! Thank you for taking the time to be so thorough. I too applaud leaders who take drastic steps when needed. However, I most applaud the leaders who make continuous improvement so ingrained in the culture that a step this drastic is rarely needed.

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Chris Hoyt

Chris Hoyt — Mon, 13 Feb 2012 17:55:42 +0000

Bill – if I’m not mistaken, you primarily recruit for senior level jobs. I’m hard pressed to believe that senior roles are being filled “sight unseen” as a mainstream hiring practice anywhere in any field.
I’m not saying this isn’t how YOU do business with your clients, of course. But I am saying that hiring someone no one has “seen” at all isn’t a realistic expectation, let alone the future.

I would argue that the FUTURE is about connections and broken barriers as opposed to stepping backwards to slow down as a result of client/manager/recruiter ignorance.

I think that we can both agree that discrimination is something that shouldn’t be tolerated. We’ll just have to disagree on how it should be prevented, I suppose.

Comment on The Employer Brand Dilemma by Employer Brand: 2 Musts for Kick Starting Your Strategy in 2012 - TalentMinded

Employer Brand: 2 Musts for Kick Starting Your Strategy in 2012 - TalentMinded — Mon, 13 Feb 2012 17:34:29 +0000

[...] you need to find out what is being said about you online before you start engaging with potential employees on social media. Here are a number of interesting tools you can use to monitor your [...]

Comment on Recruiters: Do You Suck? (Hint: No) by Recruiting Roundup » The Value of External Benchmarking

Recruiting Roundup » The Value of External Benchmarking — Mon, 13 Feb 2012 17:33:45 +0000

[...] Vlastelica recently wrote in ERE about the importance of putting external benchmarks for recruiting performance in context. He [...]

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Bill Gallop

Bill Gallop — Mon, 13 Feb 2012 17:09:30 +0000

Chris – I understand where you are going with this…

NONE of the recruiters on my teams conduct face to face interviews… We are all virtual. I source my candidates, conduct phone interviews and submit to my managers. On several of the programs I support many of the managers never meet the candidates face to face until they start.

This, along with the policy of no video interviews help keep that distance and helps insure at least ONE group has little chance to discrimnate.

THIS is the future ot recruiting… Not Video Interviews.

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Chris Hoyt

Chris Hoyt — Mon, 13 Feb 2012 16:51:13 +0000

Bill – you clearly misunderstood my response.

Let me ask you a single question that should clarify the point:
If you found that you had recruiters discriminating in your current process based on the appearance of candidates, would you ban in-person interviews?

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Bill Gallop

Bill Gallop — Mon, 13 Feb 2012 16:23:42 +0000

Chris,

You cannot seriously believe that. Descrimination is as rampent today as ever. This removes one possible method.

I am not the person making the rules…
Recruiters are not making the rules…
MULTIPLE Fortune 500 companies are enforcing this as a policy.

I for one COMMEND it and recommend it to any Recruiter or Hiring Manager reading this.

Bill Gallop

Comment on Rebooting Your Workforce — Managing Employee Obsolescence at Wendy’s by Vicki Lauter

Vicki Lauter — Mon, 13 Feb 2012 16:15:05 +0000

Hi John, I always learn from your articles and appreciate your insights. A lot of companies talk a big game about their people being the big advantage but few are willing to make the hard decisions.

I had not heard about the Wendy’s case but applaud the CEO for stepping up the same way the school superintendent did.

I say to business owners all the time “save your business; learn to make the hard decisions, pull the band aid off and move forward.”

Comment on What’s Wrong With Interviews? The Top 50 Most Common Interview Problems by 5 Keys to Interviewing Well | Hampton & Associates – Scientific and Executive Search Consultants

Mon, 13 Feb 2012 15:53:00 +0000

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Comment on The Death of Twitter by HR - Branding | Articlesjobonline.org

HR - Branding | Articlesjobonline.org — Mon, 13 Feb 2012 15:25:10 +0000

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Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Chris Hoyt

Chris Hoyt — Mon, 13 Feb 2012 14:57:39 +0000

Bill – there isn’t a single discriminatory act that can take place on video that won’t (don’t?) already take place in person if the company employee is going to discriminate. Blaming “video” is simply ridiculous.

If anyone has recruiters that they’re banning from using this technology then they have recruiters they need to replace… or perhaps they need to be replaced themselves.

Comment on Who’s the Best Company to Work For? Here’s 100 of Them by The Best Perk of All: Listening | Dice Resource Center

The Best Perk of All: Listening | Dice Resource Center — Mon, 13 Feb 2012 14:52:34 +0000

[...] many workplaces on the list, it seems, it’s all about perks and Google is king of that. One that’s become popular at Google: Trading a standard sit-down [...]

Comment on Got a Minute? New Video-heavy Job Site Hopes You Do by Bill Gallop

Bill Gallop — Mon, 13 Feb 2012 13:26:25 +0000

Video resumes and interviews can and are being used by firms in a discrimantory manner. Age, Sex and Racial descrimination are issues today’s society STILL has problems with and this will only make it worse.

SOME major companies (several of my clients) ban recruiters and HR from using this method to screen candidates.

I highly recommend to all my fellow recruiters… DO NOT START DOWN THIS SLIPPERY SLOPE.