Search Results - Commenting

Comment on: Blog Post 'Is it Time for a Candidate Bill of Rights?': and is respectful of other stakeholders (especially if a company sells directly to consumers). Secondly, while there are no laws that require courtesy, companies are made up of people, just like you and me, and they should communicate accordingly. There should be no dispensation because people can hide behind a company name. But to play devil's advocate, I will say that one reason why companies don't provide "reason for rejection" to candidates is that some will vehemently disagree and continue to push their case. That's not necessarily a bad thing (they may be right), but it's time consuming and most recruiters, whose job is very labor intensive, are loath to spend unproductive time trying to convince someone who's not convincible. And not to mention the potential for someone saying the wrong thing and getting slapped with a lawsuit. Still, I do believe the candidate experience needs improvement. Yet, there's one aspect of this forward thinking that I must disagree with...the concept of candidate as "customer". That's just inaccurate. Anyone can be a customer, as long as they're willing to spend their money. The same can't be said about candidates. And I think most recruiters would agree that the vast majority of resume submittals are not even close to being the profile being sought. Look at any definition and you'll see that a customer is one who receives or consumes goods or services and has the ability to choose between different products and suppliers. In fact, I would go so far as to say the employer is the customer and the candidate is more akin to a vendor. Today, I am a vendor. In years past, I was a candidate. In my experience, trying to get the attention of companies that may be able to use my skills is quite similar in both cases. Why do I think the distinction is important? Because I believe we do a disservice to candidates when we lead them to believe that they should be given the red carpet treatment, when in reality it’s the candidate who needs to know how to compete in order to get in front of a hiring company for an interview. I think it’s especially important that we don’t lead new generations of workers down the wrong job search path. Do they deserve common courtesy? Absolutely, as we all do. But as a provider of services, candidates need to know how to compete; how to sell themselves.…; Added by Richard Cialone at 10:17am on August 22, 2011

Comment on: Blog Post 'Recruiters – tentative language is reducing your billings!': excellent language Greg.. i might have left a comment.. but now i had to leave a comment :); Added by Ravi Goel at 7:47pm on May 17, 2011

Comment on: Status: As one of small band of UK based Rays Fans I have to comment on your comment! So happy today!; Added by Jon Terry at 5:17am on September 29, 2011

Comment on: Video 'The Origin of Job Interviews': Bill, I was going to comment on the "Original Back Door Reference", but decided to not comment on it.; Added by Valentino Martinez at 7:59pm on August 17, 2011

Comment on: Blog Post 'Bring Back the Romance (A Message to Hiring Managers)': Hello Pam, Or we could assess for job talent prior to the job offer.; Added by Bob Gately at 5:34pm on August 27, 2014

Blog Post: JEANS THAT ARE TOO SMALL: I recently came across an article about another disturbing new trend in the job market of how employers are now asking their…; Added by Helen Rosen at 4:23pm on October 25, 2010

Blog Post: Social Recruiting with Facebook Video Comments

You can now leave video comments on Facebook! Is that a good thing or…

Added by Jim Stroud at 6:22pm on June 12, 2016

Blog Post: Docs seek gag orders to stop patients' reviews: The anonymous comment on the Web site RateMDs.com was unsparing: "Very unhelpful, arrogant," it said of a doctor. "Did not listen and cut me off, seemed much too happy to have power (and abuse it!)…; Added by Maureen Sharib at 6:54am on March 4, 2009

Blog Post: How has social marketing evolved? Please share your thoughts...: Six years ago a big part of my social marketing strategy was blogging... either writing my own posts or commenting on other blogs in my industry. I would look for blogs from recruiters (there…; Added by Jason Alba at 9:01am on September 20, 2012

Blog Post: Re: What Makes a Smart Recruiter?: I must comment on the depth of this free e-book, courtesy of RecrutingBlogs.com Kudos!; Added by Akiode Segun at 1:38pm on December 16, 2009