When active military are ready for a new assignment, seniority allows them to request certain postings. Military procedure is that they discuss the options with a human resources officer. Even the best of the HR officers, though, can only hope to know of some of the potentially thousands of openings and locations worldwide.
Recently discharged veterans and those not long from returning to civilian life have a different problem. Finding a job for them is complicated by the different languages military HR and civilian recruiters speak. Often, in the translation, too much is lost, leaving highly trained specialists struggling for any entry-level positions. keep reading…
With the impending arrival of the
equinox solstice comes the inevitable half-year company retreat.
Many are the retreats those at the lofty level of director have been compelled to suffer through. All begin alike, with breakfast spreads of fruit (lightly sampled), muffins, and the quickly disappearing doughnuts — did I mention today is National Doughnut Day? Quick factoid: The average glazed doughnut has fewer calories than the average “healthy” bran muffin or bagel with cream cheese.
Thence (yes, I’m back to the company retreat topic) begins pronouncements of the day’s mission, which may then be followed by presentations. By the noon lunch, the walls of the meeting room are papered over with poster-size Post-Its upon which have been scribbled all manner of suggestions from those who actually have taken the leader at her word that, “There are no bad ideas.” keep reading…
Nobody wants a selfish lover or a selfish recruiter, so take a lesson from Barry White and warm up your talent prospect before popping the question.
The business of recruiting is a unique one, but in many ways there are parallels to the dating game. Finding an appealing talent prospect is like spotting someone across a crowded bar: you have to be aware that any candidate you’re talking to is also being looked at/assessed by a at least a half-dozen other thirsty companies.
With what is probably a bombardment of attention, the prospect most certainly has his/her shields up — and rightly so. To establish that relationship you have to get around those shields and bring something to the table that makes you stand out from the crowd.
And that begs the question: what if Barry White were a recruiter? How would he approach talent?
Immediate Gratification vs. Performance keep reading…
Being Kelly Blazek has got to be so hard these days. When other Kelly Blazeks have to change their LinkedIn profiles to say they aren’t that Kelly Blazek, you just know things must be nasty for the Kelly who is that Kelly.
The Kelly who is that Kelly and the self-proclaimed “House Mother” of the Cleveland Job Bank became the target of international scorn after her nasty response to a 26-year-old marketing communications hopeful went viral. Besides denying Diana Mekota access to the popular local job bank, Blazek fired off a drippingly sarcastic email calling her “a total stranger who has nothing to offer me.” keep reading…
Sourcing has always been the hardest part of recruiting experienced, employed professionals (my experience has been with software developers). It’s much easier for me after I get into a serious conversation with candidates. I can establish rapport and find out what it takes to make them happy. But getting them to talk to me in the first place? Now that’s tough. keep reading…
Recruiting, as many of us know it, has undergone a transformation in the last few years. In fact, there are recruiters coming in to the workforce now who only source within LinkedIn Recruiter, or who’ve never had to keep a physical (read: paper) file on a candidate. Some of the changes that have rocked our industry over the last six to eight years have been great ones. Some could use a keener eye, but I’m not here to criticize.
What I want to do is point to the things that haven’t changed; I want to talk about getting back to recruiting basics. Because not everyone can afford the fancy social recruiting suites and very few can veto the boss when he says no to a perks program. These are the skills that every recruiter should know and all recruiters used to know. These things obviously work with the new tools and platforms … but they’re effective without them. So let’s get back to the basics.
Here are five things not to forget in the social recruiting fervor. keep reading…
Just weeks after I wrote a piece for ERE.net about talent communities, something happened on the Internet that excited much of the tech blogs and was acknowledged by many traditional press outlets; President Barack Obama held a 30-minute “ask-me-anything” session on the self-proclaimed “front page of the Internet” reddit.com. There is an important take away here for professional recruiters.
First things first.
Closer to the election, a day before in fact, the President took some time to once again drop in on redditors to ask for their votes. Contender Mitt Romney’s reddit.com appearances? Exactly two less than Mr. Obama’s.
The President invested some of his campaign time into a site like reddit because of its demographics. Google’s Double Click Ad Planner reports that reddit traffic is overwhelmingly dominated by people under the age of 35. In addition to reddit, Team Obama also spent a lot of effort on getting content broadcast on Tumblr, another social site that hosts far more under-thirty-somethings than overs. And while it is not possible to determine specifically whether or not Mr. Obama’s reddit.com investment paid off, election results sure do look like the strategy of going where the youth vote was more than likely paid off.
Not only did the President dominate the youth vote nationally (see the graphic below, click to enlarge), more importantly in critical swing states he actually improved upon his 2008 performance in the youth vote (also see the figure below), something he was unable to do nationally.
The evidence suggests that the President’s investment to meet the key youth demographic where they were digitally clearly paid off.
Now to what it means to you. keep reading…
Conversations around talent communities have been steadily increasing in the U.S. in the last 12 months. Brands are looking to engage above and beyond existing social media platforms by creating professional candidate communities. Driven by particular segments of talent that are becoming increasingly hard to find, the need to have a pipeline or a pool of potential employees is now, for many, an imperative.
For instance, there is an ongoing requirement in the FMCG industry in North America for sales and marketing talent — making it a vibrant, fast-paced and ultimately competitive recruitment market. Organizations are battling with the fact that they know they will need talent at a point in the future, but in today’s economic climate they don’t have the luxury to hire them when they first encounter them.
It is against this backdrop that talent and recruitment professionals are exploring the role that talent communities can play in adopting a more strategic approach to recruitment. keep reading…
It’s true that I’ve publicly predicted its demise. Yet, like the grade-school girl who hits the boy she loves, deep down I really have a crush on LinkedIn.
Obviously, I’m not alone. This professional network is signing on new users at the rate of 2 per second and has a lot of advantages that make it useful to anyone in business or looking to bust in.
Here are my five: keep reading…
As an early adopter of LinkedIn (member 554,000-ish) I’d like to think I have a bit of experience and insight into this business network. I am not a LinkedIn expert, but I do know enough about it to understand the value from the viewpoint of a candidate, recruiter, salesperson, and business owner. When it comes to expanding my network and invitations to connect, I have some strong opinions.
The Business Network
When LinkedIn first started, its “suggestion” regarding invitations to connect read:
Carol Schultz wants to be your connection on LinkedIn. We recommend that you only connect with professionals you know well and who you are generally willing to recommend to your other business contacts.
Now, LinkedIn invitations read:
WHY MIGHT CONNECTING WITH CAROL SCHULTZ BE A GOOD IDEA?
Carol Schultz’s connections could be useful to you
After accepting Carol Schultz’s invitation, check Carol Schultz’s connections to see who else you may know and who you might want an introduction to. Building these connections can create opportunities in the future.
These are two very different guidelines. keep reading…
Monster took another step last week in its drive to become more social adding a “friends” connection to the thousands of listings on its jobs board.
Almost a year after launching BeKnown, its Facebook-based business network and competitor to BranchOut, Monster is now enabling its network members to see who they know at companies offering jobs on Monster.com.
It works just as you expect: Job seekers searching Monster are invited to “See who you know.” A click pops up a list of their BeKnown connections who work at the company. Those not already on BeKnown get an invitation to join, needing only a Facebook login. keep reading…
BranchOut announced today that it got $25 million in new funding, raising the total investment in the professional networking service to $49 million, and spurring talk the nearly two-year-old company is positioning itself to take on LinkedIn.
Besides the cash, fueling the talk today on startup blogs and Silicon Valley news sites is the company’s dramatic growth spurt. Now at 25 million registrants, BranchOut says it has been adding 2 million members a week since since launching its mobile invites app in February.
“It’s unprecedented to see this type of growth, which makes BranchOut one of the most-used apps on Facebook,” said Tim Chang, a managing director at Mayfield Fund, which lead the Series C investment. “I’m excited by the opportunity BranchOut has to introduce the notion of a professional social network to the 90 percent of the population that is not on LinkedIn.” keep reading…
This past Saturday an event was held at Best Buy headquarters in Minneapolis called MinneBar. No, not that kind of bar, although there was some of that after it was over.
This is a BarCamp style event with 1,000+ Minneapolis and St Paul tech folks gathered for a day-long structured unconference to talk about techie, geeky, and nerdy things.
The event is free, including parking, lunch, and post-event beer.
Number of recruiters or HR folk in attendance: less than 10.
WHAT??? keep reading…
When Glassdoor launched its Facebook connection a few minutes ago, the company that’s the Yelp of employment jumped full-on into the scramble for dominance in the world of careers social networking.
Among the players already in the ring are BranchOut, the first to build a business networking presence on Facebook, Monster’s BeKnown, and LinkedIn, the reining leader. (Facebook had its own big news Wednesday, filing for its much anticipated IPO.)
Like BranchOut and BeKnown, Glassdoor leverages a user’s Facebook data to find connections at companies in which they have an interest. These can then help provide a direct line to the recruiter or hiring manager. It works simply by using your Facebook login.
Setting Glassdoor apart is the wealth of information it has collected about tens of thousands of companies that’s hard or even impossible to find anywhere else. From its beginning as a place where workers could review their company (or former company) with sometimes no-holds-barred bluntness, Glassdoor has broadened its scope, providing just the kind of information job seekers want: job listings, salaries, interview questions, company background, those unvarnished opinions — both pro and con — and now, who among a person’s Facebook connections has an in. keep reading…
Facebook is emerging as the leading social network when it comes to job hunting. By a margin approaching 2-to-1, job seekers credit Facebook with helping them get their current job.
LinkedIn ran a distant second, with 46 percent of job seekers attributing their job to that business-oriented network. Twitter, the short messaging network, got a thumbs-up for its job help from 36 percent.
Those are among the findings of Jobvite’s Social Job Seeker Survey 2011 released this morning. The survey doesn’t say how the social networking helped the job-seekers. Other data suggests it may mean seekers researched the companies on social networks, reached out to their contacts for information, got a referral, or were contacted directly. Since most job seekers use more than one social network, the numbers add up to more than 100 percent. keep reading…
The President came to California this week to do a little fundraising and hold a jobs town hall meeting.
Neither of those were particularly noteworthy except that the townhaller was hosted by LinkedIn in Silicon Valley, with 80,000 people watching a live feed of the event. keep reading…
The American Jobs Conference is underway right now and let me tell you, the conversation is vigorous.
I don’t know how many participants the conference has, but the tweet stream is moving fast, especially at the start, when the tweetnote speaker, Republican presidential candidate and former Minnesota Gov. Tim Pawlenty, started tweeting.
His 16-tweet conference opener was a Twitter first. Not only because he was the first presidential candidate to keynote a conference via Twitter, but also because conference organizers say it’s the first conference to be conducted entirely via Twitter’s short messaging.
Being a first didn’t count for much among the conference followers (#Jobs4US) who took Pawlenty to task for delivering a political address and challenged his record when he was governor. This one got loads of retweets: “Number of ppl that can fit in the Metrodome (home of the MN Twins): 64,000. Number of jobs created by @timpawlenty: 6,200.#jobs4US”
Things picked up when he got to answering questions. Tweeted one participant, Oh! @TimPawlenty is answering questions on #jobs4US — this is much more interesting than the speech. I hope it lasts a bit.”
It did, briefly. Pawlenty took a handful of questions, answering most with some variant of this: “My priority is getting the economy moving again — we must create jobs by cutting taxes, and controlling spending.” keep reading…
Men are better online networkers than women? True, says LinkedIn.
It may fly in the face of other surveys, but LinkedIn insists that men are savvier networkers when it comes to their participation on the global business networking site and when their number of connections are taken into account.
“Women,” explains Nicole Williams, LinkedIn’s Connection Director, “can sometimes shy away from networking because they associate it with schmoozing or doling out business cards, when in reality, it’s about building relationships before you actually need them.”
Well now, just a couple weeks ago ComScore said women in five of the biggest European countries — France, Germany, Italy, Spain, and the United Kingdom — spent more time on social networks than men. And it didn’t matter if they were 15 or 50. In every age grouping the women were ahead. keep reading…
If you remember KODA as the clever, irreverent, and often-entertaining Gen Y business connection site, you’ll be sorry to hear it’s gone.
It closed down officially a couple weeks ago. That no one much took notice until blogger, author, and LinkedIn champion Lindsay Pollak tweeted the news Saturday speaks volumes about the reach of the site. As tuned in to the Gen Yers as it was, Koda.us simply couldn’t get up the critical mass to really ignite.
The final blog post says nothing about the reasons for the closure, other than it came as a surprise to the staff. “The winds of change are swift,” says the final post, written by Lauren McCabe, who was Koda’s marcom specialist.
In truth, though, it had ceased to exist at the end of February. A note then said it was being taken offline while the team designed “a brand new product, one that is substantially different from the current version that you see today. As a result, we’ve decided to go “dark” while we build our new site.” keep reading…