The #socialrecruiting summit was a real blast and we’re looking forward to seeing you at the next one in Seattle (more details coming on that later).
Here’s what’s going on in the ERE community this week:
Kevin Jenkins writes about job descriptions as de facto recruiting advertisements. He posts, “Requirements intensive (i.e., laundry list format) job ads serve no purpose other than to undermine your recruiting effort. They are pointless; that’s because a properly written job responsibilities section always delineates the skills needed to perform the work required and it does so much more effectively.
What do you think about these sorts of advertisements?
Sandy Jones-Kaminski writes about how the old ways of thinking about job hopping are wrong. She says, “If a recruiter, HR person or hiring manager at a company you’re interviewing with gives you a hard time about the brevity of your employment with each company you’ve work for in, say, the past 5-10 years, politely thank them for their time, and either find another avenue into the company of your dreams, or just keep looking because in all likelihood that employer is not going to provide the right environment for YOU anyway.
Is old thinking about job hoppers holding your company back or is it simply a way to protect from unnecessary turnover costs?
Shally Steckerl talks about sourcing via Facebook status updates. He writes, “This little gem of a sourcing tip was brought to my attention by my friend and colleague @joshuakahn, a brilliant social media thinker from Best Buy. (Here’s his original post) Josh writes about Will Moffat who built a tool called Facebook Search. It allows you to search status messages from Facebook: http://willmoffat.github.com/FacebookSearch/
Give it a shot for your next search.
A forum member asks, “Our client ask us to find a contractor (HR professional)We produced a candidate that the client wants to hire, turns out unbeknownst to us, this candidate was in through another agency and offered the role and turned it down because the hourly rate offered to her was low.
“Now 5 months later we surfaced the candidate at a much high rate for a role that is 80% similar to the original role plus 20% more additional projects.
“Are we entitled to represent this contractor or advise our client to go back to the other agency.
What is your take?
Another forum member asks, “We’re looking for a new system, and a number of the most popular are provided as a web based SaaS (Software as a Service). THis means the data is stored on the providers servers – and most are in the US.
“Here in Canada we have to guarantee the privacy of those whose information we have, and that we’re complying with all the provisions of Canada’s privacy legislation. But when our data is stored on a server in the US, my understanding is the Patriot act trumps Canada’s privacy legislation. So we’d be making privacy promises we can’t keep.
“Anyone else looked into this issue or have any thoughts?
The final word comes from Omowale Casselle goes Stephen Covey on us and talks about effective habits for social recruiting. He writes, “As more and more companies begin to utilize Social Recruiting to achieve their broader strategic recruiting objectives. An important consideration is, what makes an effective social recruiter?
1. Be Present-This means establishing a presence on sites (Facebook, LinkedIn, Twitter & niche) that are important to your target audience. The key is to strike the right balance between heavily trafficked and niche sites. For each site that you join, you are going to have to spend lots of time establishing your presence.
Check out the rest of the post and seven habits and let him know what you think!
To see what else you’ve been missing, check out the ERE community.