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Blog Post: How to get your recruitment website ranking on Google: Visibility on…; Added by Rhys Jones at 11:46am on March 7, 2023

Blog Post: How NOT to Get a Job: I recently had the unpleasant task of sorting through over 250 applicants who had applied to a job posting. Grant you,…; Added by Judi Wunderlich at 8:29pm on March 23, 2011

Comment on: Blog Post '10 Tips From Corporate Recruiters That You'll Ignore Anyway': #8 is a very good point, but job seekers need help in this arena. And I as one who practices the idea of trying to have just one interview process active at a time would appreciate help from recruiters and HR personnel in this regard. When you tell someone they will hear from you in a certain length of time, please contact them, don’t just relegate their emails to the trash bin and ignore them. If they are not in contention for the position let them know. They need to move on to the next application process so they can at least have a chance of finding employment where they would be a better fit. It is only common courtesy. Jean-Louis Carrara • Like so many things, these are helpful communicating rules that will be broken by both sides depending on the people and situations, thank you for posting them. As for the candidates, we have to show energy and motivation, and still not get too attached to the result. With enough motivation (and time), we can always identify and reach the hiring manager..... Will Thomson, • Hi Jimmy, thank you for your response. I 100% agree with your statement. Recruiters absolutely should let candidates know when they aren't selected for a role. Sometimes bad news is hard to hear, but it helps both parties move on. Will Thomson, • Hi Jean-Louis, thank you for your response also! Looking for a job is a full-time job. It is hard not to get attached to the end result. We wouldn't be human if we didn't. I think everyone reading this (including myself) have been disappointed at some point in their lives by not being selected for a role. Hopefully though, this showed some insight inside of a recruiters head and it helps others land their dream job. I just completed my personal website and you can subscribe to weekly updates at www.wthomsonjr.com. Cliff Collard • Much of that advice is a 2-way street. Respect and trust are things that both sides need to build. - If I tell a recruiter that I have not been in a particular role for 3 years and I don't do it anymore, stop emailing me job reqs in that area. - If I list my availablity over then next week, don't try to schedule something in a time I have specifically told you I am not available. You are asking me to disrespect the person who has scheduled a meeting with me in that time block. - If I block out time for you, show up! - If you send me a LinkedIn Connect request, I WILL ask how we know each other if I don't remember meeting you. You can avoid that by gently reminding me in the connect request. - The first time you contact me about an entry level job, I will give you the benefit of the doubt. The second time, I will assume you don't know how to read a resume. Will Thomson, • Cliff, thank you very much for the response. You bring up some very valid points. Unfortunately, in the recruiting industry, there are some recruiters that aren't great. Check out this article. Very interesting and sad to say the least. http://bit.ly/13poQNU I like to think there are more good than bad, but I think a lot of recruiters get generalized. Recruiters should not try to get you into a role that you are not interested or a fit, but there are a lot of recruiters who simply try to fit a round peg in a square hole rather than finding the right opportunity. A candidate wants an opportunity that is interesting, exciting, and builds on your current skill set. I 100% agree with you regarding Linkedin requests. (BTW- I just sent you one because I like your comments). I receive countless requests without a reason and that really bothers me. When I ask "Why", you would be astonished by the number of people who don't have an answer or won't bother to return the e-mail. I am going to respectfully disagree with you about interview times. If you want to interview and if it is a fit, both parties have to be willing to give a little. Sometimes managers schedules are so tight that you may have to rearrange your schedule to interview. We will try to accommodate every way possible. When Amy and I wrote this article, we were really referring to people trying to get into a company, not a recruiter trying to convince someone of joining a company. I can only imagine the frustration of fielding tons of recruiting calls in the high tech industry because you have the word "Java" in your resume. Again, thank you. Will You are right on about my perception of the Recruiting Industry. There are good and bad - experience helps distinguish between them quickly. My comments about interview times were more a general complaint about scheduling, including phone screens. The dialog commonly goes something like: Appointment seeker: We need to meet for an hour. What is your availablity next week? Me: Preferences are Tuesday or Thursday afternoon. Any Morning will work and I can probably reschedule my conflict on Friday. I am not available Monday or Wednesday afternoon. Appointment seeker: Then how about Wednesday at 9am? I am simply amazed that scenario plays out more often than choosing from the 80% of the time I can be available. …; Added by Will Thomson at 4:13pm on April 23, 2013

Blog Post: USE A PERSONAL WEBSITE IN YOUR JOB SEARCH

Added by Mandy Fard - CPRW, CMRW at 12:42pm on October 8, 2021

Blog Post: Why a Good Career Site is Important and What Makes One Great: If your career site is tacked on to your company website as an afterthought, or if it looks like you designed it in 2000 and never revisited it, you’re missing out on a huge opportunity to…; Added by Steven Duque at 9:07am on September 21, 2016

Topic: MagicMethod Midnight Moves Chat Log: the stress patterns where you are manipulating your victims." ~ John Kennedy Read from the bottom up for the correct timeline. Oh, and remember, if you like what you read here…MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. "Sourcing In the Midnight Hours" Now...scroll to the bottom and read up! ****** RecruiterGuy I'll post here when I get my beta back. I got a confirmation. Denyse Diem ps - fonolo is not accepting new emails Denyse Diem I think that name's gonna stick JK - I mean Lil' Ray! Maureen Good night! Spread the word! Adam Peterson thanks jason and maureen (and can't forget lil ray) John Kennedy later, all ... Adam Peterson g'nite all you east coasters! John Kennedy Probably will be asleep then but will be looking forward to the transcript Maureen See you next week - send me your ideas for topics you'd like to see discussed! Maureen Good night Jason. Thank you all for attending this first ever MagicMethod Midnight Moves Phone Sourcing Chat - you've made RBC history! Denyse Diem great for next week I guess! will be throwing a big b'day bash for hubbie so w't be able to make it next week. John Kennedy used to work alot of 2 to 10's at the TV stations Maureen I forgot to talk about sourcing in manufacturing - 2nd and 3rd shift workers are ever so helpful! Jason Davis Maureen, I'll leave it like this till tomorrow am. I need to hit the sack John Kennedy 3 to midnight, 5 to 1, something like that Maureen 2nd being 6-3 ? John Kennedy 3rd freaks me out a bit as by the time I wake up at or whatever the next day I can't tell "this morning" from "yesterday" John Kennedy I do best 2nd ... Maureen Maybe we can talk about that next time - how to best use your Body's Time Clock John Kennedy I have been 1st for years now and I still can't get used to it Denyse Diem insomniac JK? Maureen So you're a Night Owl John? John Kennedy Don't know if this would be it ... but definitely something to think about Maureen Let's keep an eye out for subjects we can bring to chat on this issue - show and tell! John Kennedy But I have been looking for something to get me back on 2nd or 3rd shift for a while Adam Peterson "Dark Side Sourcing" Maureen Cool! Maureen Dark Time Sourcing Maureen I like that idea John and will think on it. John Kennedy Where YOU would have vendors that employ ... well ... techniques best exercised in the dark Maureen Jason, I find this chat kinda "sticky" to use. Though it could be MY clumsy fingers. Denyse Diem Thanks again Maureen. Have a great Sunday everyone! Maureen I wish I could type! I will fix the spelling errors in the transcript. John Kennedy Interesting ... perhaps there could be ANOTHER bifurcation into "Daylight" and "Vampire" sourcing RecruiterGuy As usual.. great chat, Maureen. Maureen Night time "assaults", as you'd all them, accomplish this many times. Maureen AND YOU NEED TO GET THROUGH. Maureen That's not so true John. There are times when daytime work (Gatekeeperson, Admins, Exec Assts) just aren't "hacking" it. Adam Peterson not from me - learned a lot. thank you Maureen! Maureen Anyone have any questions? Maureen We'll do this again next Saturday and keep it up for awhile to see how it goes... John Kennedy So of the remaining % it sounds like so many more come from a full frontal gatekeeper run that anything additional you'd get at night may not even be worth the time Maureen 80/20 applies when sourcing - spend 20% Internet sourcing/research and 80% on the phone John Kennedy And, well, the 30% active would have been taken care of before they made it to sourcers ... RecruiterGuy other than my work schedule going nuts sometimes... I'm good in the day Maureen I'm curious if anyone attended tight who could not attend the weekly day-time chats? John Kennedy or more likely 95/5 rule ... John Kennedy although in recruiting it usually comes down to 90/10 rule ... John Kennedy the old 80/20 rule ... Maureen I agree w/ that but that's true in all things. John Kennedy There are some things worth spending your time and some that aren't ... John Kennedy BUT, the overall conclusion is that I've drawn is that in recruiting in general ... John Kennedy Yes, it takes me a while to make a point ... John Kennedy I remember this one fellow who kept saying that certain people had a "real '' attitude" ... John Kennedy and one thing you see with that is a tendency to try to label EVERYTHING ... John Kennedy Well, you see, I have alot of Asperger's running through my family ... Maureen But what was your point - I felt you were going somewhere w/ it.. John Kennedy I think someone said it was Monday and I didn't think even the latest place is Monday yet Maureen I love the Sharibian comment - John - my econ professors at UC would be so proud of me... John Kennedy after heads-down, no LinkedIn profile, no user group involvement, no articles individual contributors ... Maureen John what was your point before about Sunday being the latest time on earth? John Kennedy Frt-door, full-frontal gatekeeper assault ... John Kennedy The remaining 70% is ... well ... Sharibian ... John Kennedy about30 % "active" candidates - major job boards, answering ads, conventional stuff ... John Kennedy ALL recruiting combined ... Denyse Diem Can we just call you Lil Ray, John? Maureen Me too Adam. I always enjoy having John in these chats- he has a way of smackin' us all upside the head occasionally... John Kennedy the picture that's getting painted ... John Kennedy BUT ... based... what ... two years of ERE traffic ... John Kennedy Oh, always ... but sometimes I'm not sure what case I'm building Maureen "little ray" I can see that... Denyse Diem LOL Maureen "...manipulating my victims"? LOL Are you building a case John? Denyse Diem There is a Sourcing Conference in Miami - apologies - thought you would get the op to meet Maureen and understand her brain dump instead of tape dump.... Maureen You'll learn yours if you take this up. John Kennedy In my immediate circle of friends I'm known as "The little ray of sunshine" Maureen THEN the Executive Asst to the C level - then the Admin Asst to the dept. In that order. For me. Everyone has their favored paths. Adam Peterson vampires, stress patterns, victims <- love the positive spin on all this Maureen YES John. Maureen But, if I understand you correctly, you'd still say the front-line gatekeeper is still the most productive source of information? John Kennedy Miami? John Kennedy Yes, if you have movies with "live" soundtracks that would probably give me enough to pick up the stress patterns where you are manipulating your victims Maureen probably so John. Denyse Diem John will you be in Miami this September? Maureen That's right - I ‘member D. First module - there's a couple lessons on phone banks and how to title ID the names you get those banks! John Kennedy Wait a sec ... the latest it is anywhere on Earth right now is about 6pm Sunday I think Maureen John, you keep talkin' about "tape dumps". I don't HAVE tape dumps. Though you would enjoy seeing the real time sourcing movie we made last year - it was filmed over the course of two days and is actual phone sourcing - I show it at training seminars and the reactions are always good - "Riveting" it's been called! Denyse Diem Monday - - The week/end is shot already. As I mentioned, much afoot this weekend. John Kennedy Yeppers Denyse Diem tape dump = pod cast correct JK? Maureen D - Magic goes through all this - have you started yet? Maureen Yes D it's a very good place to start for a new sourcer - practicing phone banks and using the names you get them when you phone source the next day. John Kennedy But, again, to do a proper analysis, I'd need a tape dump John Kennedy Correct ... there's such a thing as going too far to create a sense of urgency ... Denyse Diem good point John - hadn't thought of that Maureen I think that's ridiculous to act like that. Maureen Interesting point John. But I never (as far as I can tell) create panic. At least I think I don’t. I know sourcers who will call and imperiously say stuff like "You must give me the name of...or else your boss is going to hear about your (intransigence) and believe me there will be hell to pay!” Denyse Diem would that be a suggestion for a new sourcer? doing the phone banks I mean... John Kennedy But, if I understand you correctly, you'd still say the front-line gatekeeper is still the most productive source of information? John Kennedy and it may be possible that South Asian culture maybe has something along a "maintain an even strain" element to it that it is difficult for them to project that sense of urgency/panic. Maureen AND they can reveal the most amazing information! Maureen Phone banks can really teach you alot though about sourcing - they force you to THINK about ways in. John Kennedy she does get the "building on fire" sense of urgency through her voice that I understand is absolutely necessary for any part of the recruiting business ... Maureen When I first started sourcing I would spend hours and hours doing phone banks - usually I'd get up early (about 2 ) and work til they opened doing phone banks - I don’t do much of that anymore. John Kennedy and although I haven't had a chance to review an actual tape dump, based on the transcripts I would have to say ... Maureen Anyhoo- anyone have any good night time stories about sourcing? John Kennedy It sounds like, of what I have read so far, Maureen is about as "mild" as you get in the sourcing business ... Maureen John, It's hard to find articles on ERE I find - it seems sometimes search works better than others - you have most luck searching w/in a specific group - try Sourcing Techniques group first John - then ASK - use "culture" as keyword. John Kennedy Well, if I have to hazard a guess ... Maureen Try search Google, John - culture difficulty indian sourcing – use those words John Kennedy I'm almost certain it was ERE. Maybe six months ago. John Kennedy I wish I would have saved it. John Kennedy but it was very specific language he used about not being able to navigate the culture for such an endeavor... Maureen Me too D. Denyse Diem JK - I would love to understand what they perceive as our 'intricacies of culture' John Kennedy Possibly ... perhaps based on many experience with outsourced customer service ... Maureen I ask that because I still see most sourcing requests (even from outside US) for sourcing out of US companies that are located within IN US. Maureen Maybe so. Do you think there is resistance to SE Asian culture here? John Kennedy but they said they couldn't do phone sourcing because they couldn't navigate the intricacies of the culture Maureen Yes D Maureen Same phenomenon in other parts of the world. Mostly. I've sourced Australia, China Japan India and Europe - same thing most places - the place I find difficult to source is Mexico - if you can believe it - it's hard to get people who speak English there on the phone! John Kennedy they were saying they had subscriptions to something like two billion resume databases and several other tools ... Denyse Diem let me rephrase Maureen - would you said you gain access to information far more readily b/c people really want to help someone from the US? John Kennedy But, yes, I need to do a better job of holding to these articles ... but there was something about an Indian company that did virtual recruiting ... John Kennedy So I can see something like that might go on when you call ... John Kennedy And I remember hear them saying, as if it was Christmas morning or some such, "It's Louise in America!" Maureen Interesting John. I'm interested to hear that. John Kennedy She called the UK frequently because some of their governing structure is there ... Maureen It' s not hard to source abroad - remember D sourcing is simple but it's NOT easy! John Kennedy Oh, yes ... I remember that phenomenon from my grandmother who used to be very active in the structure of the United Methodist Church ... Maureen That's why I wonder about what those southeast asian (Indian) companies mean...though maybe the Southeast Asian accent is more of a handicap here in the states? I dunno... Denyse Diem so would you say it's easier to source abroad then? Maureen When I call Canada it works almost EVETY SINGLE TIME. Maureen NO KIDDING Maureen Good question John. PRETTY MUCH the same techniques work ONLY in some countries, when I say, “This is Maureen Sharib calling from the U.S." I can hear them drop what they're doing and most of them drop what they're doing to HELP me in whatever way they can. Denyse Diem Amie - do you recruit/source abroad? John Kennedy Do you run into similar issues when calling outside the country or do the same techniques that work here work there? Maureen When I hit the morning guard I use the evening guard's name..."Oh, has Joe left already? Maybe YOU can help me..." It helps me establish a slight familiarity immediately. John Kennedy I remember seeing a posting from an Indian recruiting company that they really couldn't do names sourcing because they couldn't navigate the culture properly ... RecruiterGuy Not much... but did just fill a comp & benefits title in the UK. John Kennedy Actually, that would bring up an interesting question ... Denyse Diem what about the rest of you - what % of your work is abroad in other time zones? Maureen Growing but still a small %. Denyse Diem -- both abroad and I hope I take it Maureen Denyse Usually persons, D. A small part of my biz is overseas. Maureen Usually around 6 or 7. Maureen Early mornings are very good times to call too - when the guard shift changes. Denyse Diem SO when you call abroad, are you all calling phone banks as well as live folks? Maureen But I don’t see it that way John. I see it as common sense conversational techniques. John Kennedy You have a grandfathered flat mthly long distance over POTS plan? No wonder you're in the business you're in ... Maureen Unusual - LOL Maybe so. John Kennedy Or perhaps the more Constitutionally phrased "unusual" would be a better description Maureen I use a pay e price per month plan. TTI I think it is - they don’t offer it anymore but I hang on for dear life through a grandfather clause. Maureen (Loaded question) Maureen John, do you think we use unconventional methods to extract information? John Kennedy Well what LD carrier do you have that you can afford to war dial Hong Kong?? John Kennedy Yes ... generally speaking hacking is attempting to extract information from a database through ... unconventional methods ... much as your phone sourcing is extracting similar information from humans Maureen Phone hacking. Hmmm... Maureen I don’t use Skype- I always use land lines. John Kennedy re Hong Kong - you have a pretty healthy Skype account there, eh, Maureen? Maureen Hacking? RecruiterGuy Isn't that how some of us fell into recruiting? John Kennedy Why of course ... seems this "sourcing" has much in common with, by some measurements, a much older and more intense practice called "hacking" Maureen That is certainly one of the things we can do in the middle of the night with the phone - can anyone think of others? maren oh yeah! I got that too! Maureen Someone said before class started that one thing we can do in the middle of the night is call other countries -Europe is hrs or so ahead of us Hong Kong 13 hrs or so . RecruiterGuy folo RecruiterGuy Found it... link (RG - this link needs correction - I lost it in transcription) Maureen Yes, war dialing - John you come up w/ some interesting catch phrases! May I use them? John Kennedy Oooooooh ... you mean war dialing the directory Maureen I mean the names in the thing - all the names listed under ABC, all the names under DEF and so ... RecruiterGuy Looking... John Kennedy Now by phone trees you mean the menu structure? Maureen RG - in beta - a service that will do phone trees? What is it? John Kennedy Service in beta? Maureen Yes, you can John. During the DAY as well! RecruiterGuy /me digs in bookmarks. RecruiterGuy Hmmm.... seems I was looking at a service that is in beta now that will perform that automatically for ya' now. John Kennedy You can find out a very great deal from the back door guard at night. Maureen The answer is yes John. Maureen would be quite fascinated to learn if a person can extract a useful number of names by hammering the automated directories RecruiterGuy the phone tree was the first step, mind you... I didn't find THEM in it. John Kennedy Actually I hadn't actually thought of it, but I did that by accident before I even got in the recruiting business. Maureen Do you want to learn John about phone banking? RecruiterGuy I hired two brokers in a month span that were a result of working my way through a phone tree. Maureen We have 24 online now - welcome! Maureen Would you have DARED to do that? Do you see it as daring? Calling a security guard in the middle of the night? John Kennedy But I would be quite fascinated to learn if a person can extract a useful number of names by hammering the automated directories Maureen Did you all read "Middle of the Night Sourcing" – the post in the Forum section? Would you have thought to do that? When I was new I wouldn’t have! John Kennedy Well, with almost 100% contract employees I've never really had a need ... Maureen Do you know how to do it? Maureen What are you curious about John? John Kennedy The other thing is that if your "victim" is a piece of machinery now THAT I might be able to do RecruiterGuy Ahhhh voicemail.... that brings back memories of learning call trees after hours and taking shots at spelling with the number pad for names and titles in voicemail. lol Maureen That's also true RG - I LOVE to source around holidays - we have a good one coming up – Labor Day!. Maureen That's true John. I like the imagery! RecruiterGuy It's always challenging to get past the gatekeeper.... but they were always a little more vulnerable right before a weekend or when trying to scoot out for a holiday weekend. Catching them in just the right moment is always helpful. John Kennedy Is that there are some true vampires of sourcing ... that can bring a voice mail directory to its knees at 2 am. Denyse Diem Hello, I'm just entering the field of Sourcing and looking to learn all I can from you experienced Sourcers Maureen Why so John? John Kennedy But what I'm curious about that I've heard Maureen mention once or twice ... Maureen “…when someone would give me anything just to get off the phone” - Explain that, RG - what did you do that made yourself so uhhh..."vexing"? John Kennedy Yes ... - is a remarkably productive half hour ... RecruiterGuy Not this late at night. But early in the morning worked well as did right toward the end of the day when someone would give me anything just to get the phone. Amie E Yes, Phone, Internet, I’m not committed to one, I use whatever it takes. Maureen RG - did you ever do it AT NIGHT? Maureen Amie, do you phone source? RecruiterGuy Hello - I used to perform heavy phone sourcing when I was a headhunter ~ years ago. I recruited for brokerage managers. John Kennedy Morbid curiosity Amie E how about jill of all trades?? Maureen What brings you all here tight? Maureen Any Internet sourcers? Introduce yourselves! Maureen Welcome to the MagicMethod Midnight Moves Sourcing Chat! Do we have any phone sourcers among us? Midnight – Chat officially starts Adam Peterson you guys on the east coast are hard core - this is a perfect dinner break here in CA Denyse Diem JK - refresh your screen or go up to your url bar and enter twice - that should help Maureen You’ll get used to it fast John - I hope Animal shows up tight - I don’t think he's going to though. He's prob’ly FAST asleep. I don’t dare wake him. John Kennedy Okay ... this scrolling up is going to drive me nuts. Maureen If any of you want to tweet that class is about to start - that would be cool! Make sure you give them the site link! Maureen Have you all read the post I put up this morning in the Forum? It’s called “Middle of the Night Sourcing.”. Read it before class starts – it’s along the lines of what we’re going to be talking about in here tight in the midnight chat. Denyse Diem wow - very useful! Amie E It takes the persons email addy, shows their LI profile, if you are connected with them, and your email history with that person.. it also shows how many new contacts you connected with.. neat management tool Maureen Jason, these logs become tutorials as well! Amie E My newest widget is xobni, it is an outlook tool I liking alot Denyse Diem now I hear it Denyse Diem test RecruiterGuy Okay... so I sent out some tweets about stracka.com... and I posted on some forums I hang out ... and now I'm getting notices like CRAZY about people joining. At least in the last days. Hmmmm.... RecruiterGuy Yup. lol Adam Peterson RG - gotta mic? Adam Peterson ...and then enable the sound feature Adam Peterson try clicking the "+" button on the bottom right Adam Peterson is it only working for me?? Jason Davis I don’t hear it either Denyse Diem no sound here either - do we need to do anything in particular to hear it? Amie E I not hearing it Adam Peterson It works for me Maureen That's cool but I don’t hear it - do I need to do something here? Maureen This would do away w/ that old familiar war cry "You changed my words you so-and-so!" Jason Davis Maureen, I enabled sound when a new post goes up i think. let me know if it is good Maureen Jason, I really like the cache feature of this chat service. Look down below at the number of cached pages already! Adam Peterson (well, that was my point of view at the time) Adam Peterson I'm sorry, I realized i was giving away contact info to a recruiter Maureen Adam, when did you realize what happened? Adam Peterson the guy in the cube next to me heard my side of the conversation and thought something was up - so i started asking questions Maureen So Adam, you know these things happen? How do you know that was a recruiter? Maureen Click here for international time zones or to find out yours. Adam Peterson the recruiter who called was a little sketchier - claimed they worked for my company, their network was down Maureen What happened Adam? Maureen We're going to be talking about the things you can do with a telephone in the middle of the night. Any of you have any ideas what some of those things might be? Adam Peterson to be honest, it reminded me of my first job out of college (i-banking) where I was the one who got called at a slightly off hour Maureen Amie, did you read "Middle of the Night Sourcing"? Maureen What did you like about it Adam? Adam Peterson great story posted in the forum btw Adam Peterson Maureen, I'm planning listening in Maureen Who is here for Midnight Moves? Warm –Up – this conversation started a half hour or so before class started.…; Added by Maureen Sharib to Phone Sourcing at 10:15am on August 24, 2008

Topic: The Truth About Hiring Recruiters …….At Least.... My Version Of The Truth: …the question is…How do you separate yourself from the sea of competition? AND for the record…there is a SEA of competition. I recently posted a contract recruiter position and within 4 days I got over 400 submittals. Ugggggh. Now I know how my clients used to feel before they met me Unfortunately, here is a look into what I saw….typos and misspellings on resumes, zero mention of accountability, inconsistent information, absent information from previous jobs, half completed resumes and 6-1 resumes were from recruiter wan-na -bees. The sad part is, some of the wan-na-bees took more time to position themselves than some of the veterans. If you are a serious player, and you want to separate your candidacy from the sea of competition I suggest you take your job search seriously, even if it is for a contract recruiter role. You may be asking yourself, what does she mean take it seriously? First of all, to me seriously means…..take your time; who you are being in your job search IS a reflection of who you will be on the job. First and foremost, Read the ad or job posting in full. If asked, answer the questions concisely and accurately, in recruiting; time is money, get to the point. If there are instructions to follow, this is not the time to demonstrate what a rogue you are, these days recruiting has lots of processes and the bigger the company the more risk involved, if you cannot follow the application instructions, you are sending a message that you can’t assimilate to their ways of doing things. On the other hand if you follow the instructions verbatim and don’t do anything above and beyond, like using some creativity in your communication or application you may be sending a message that you give just what is asked and nothing more. If you are applying to me, look me up, find me on google, face book, linked in, talk to me in my language; don’t address me by Dear Sirs when my name is Margaret. When I get resumes like that I can them immediately, first of all I have never met a dude named Margaret and second of all it tells me you don’t care. After all, typically a person hiring a recruiter is someone who has done the job before, and done it well, so they are expecting you to blow them away with knowledge, pizzazz, terminology, technology, etc. If you are applying with me and I am a recruiter and we both share a common recruiter language and use the same type of vernacular, I expect you to use that to your advantage. Recruiting is a form of sales..show you know that by positioning yourself in the right manner. Seriously also means doing your homework. Find out what company you are applying with, go to your browser and type in www.whotheheckamiapplyingfor.com and look at who is requesting your services and tailor your application and response to the buyer. Job searching is a sales process; YOU are SELLING me on WHY I should INVEST in YOU. That takes positioning, discernment, listening, questioning/probing and salesmanship. Remember, who you are being in your own search process IS indicative of how you will conduct your searches for your new client, or if you are a rookie, who you are being in your job search is an indicator of how you will function in this role for others….seems easy enough to understand, however sometimes when we are too close to something we catch a case of running on automatic, or worse, a case of entitlement and we forget the game we are playing. We also forget that in THIS game, it is always about winning. Winning the game means working. Losing the game means keep looking, or keep on trucking to the next gig, until that gig runs out. A real recruiter in 2008 lists accomplishments, numbers of jobs filled, time to fill measurements submittals or interviews to hire. Great recruiters know their retention rates and their percentage of good hires. In 3rd party recruiting, a real recruiter knows their billings, per month, per quarter, if not per week. They also know their send out to placement ratio and their job order to fill ratio. In Staffing a solid recruiter knows their fill ratios and their (fall off ratio)misery index. The name of THIS game is numbers, the numbers tell the story. No numbers always means NO results and no results are simply put ….zeros and zeros indicate a performance issue....and anything else is JUST a STORY. As with every profession, people are evaluated by their performance; our performance in this industry is about quality of hires within a given time frame. There are a few other important metrics yet none as important as, did this person fill the jobs with good people and did the hiring manager/new employee get served within an acceptable time frame. Another element of taking your search seriously is the level of effort you have put forth in personal /job/competency development. What have you done to increase your awareness of the marketplace? What have you done to improve and expand your capacity to identify passive talent? If your biggest claim to fame is running an ad on Career Builder, scanning the resume and forwarding it to your client, you are in a bit of a pickle. While that might work, sometimes; that is nothing to be all that proud of, unless you are spending a significant amount of time screening, assessing, and evaluating that talent, with considerably more tools than your gut instinct. Also, consider if that IS your claim to fame, charging 30% or $100.00 per hour for that will soon become a distant memory; frankly companies have more than 25 different alternatives to find candidates THAT way. Also, to add a little more rub to the wound….that is not really considered recruiting in my book, sourcing resumes, is sourcing resumes and whether I like it, believe in it or not, I CAN get that done through the Philippines for $2100.00 per search through Velocity resources, or $2500 per month through PSG. When more and more companies realize that there are alternatives, the easy way will become someone else’s cheaper way. On the other hand, if you know how to and enjoy (well forget about like, you need to be good at it, if not great) sourcing passive talent through using social networks and internet mining tools, like broadlook or jigsaw then that is something to brag about, and I recommend you brag loud and clear. Include your percentages of hires using passive candidate streams and social networks. If you are a farmer of people and you use your personal and business community to continually generate passive candidate flow and you have your very own ‘affinity network’ then brag about that as well. If you have a list, a data base of candidates, live and usable candidates, hell that is something to brag about, you come armed and prepared to generate maximum results in a minimal amount of time. Taking your job search and your career seriously means continually upping your level of service offering and depth of service. As I have mentioned if your thing is sourcing, do it fabulously. Invest in your own development, learn the systems, learn the technology and apply it. After all, you buy clothing, fine wine, jewelry, so go buy a new way to source candidates, sign up for that $500.00 training, and then learn everything you can and apply it the second you get out of training, then brag about the results you produced. Tell the world. If your bag is full life cycle recruiting, take that seriously and learn about the new wave of candidate selection tools that are being adopted into many company’s hiring processes. At the On-Rec conference a group of English business folks told me that 85% of all companies in their countries use behavioral interviewing, as well as competency and personality assessments to validate their hiring choices and create new employee development programs. I do not think the US is there yet, and due to the financial and business strategy consequences of poor hiring practices, I believe many more are on that path. An excellent way to differentiate you from the sea of recruiters looking for work is to capitalize on ANY training you have taken and applied successfully. Leverage that through personal career positioning. Lastly, no matter what your age, unless you create a cure for some major problem and land a plentiful sum of millions, you and I are probably going to be working for a living, if we like this type of work, we all need to be getting better all the time. We all need to be deepening our capacity and competency level to do more and better in less time, it is the way people do business. A good or bad example of doing more for less is this ‘bounty’ jobs types of site. It is a place where companies name the price for the candidate, and recruiters…out bid each other to get the work/placement. If that is not the industries response to our industry commoditizing ourselves and our service, than I am from another planet. The reality of being in the recruiting job market in 2008 is…. if you are not getting better, you ought to think about getting out, because before you know it you will be replaced by someone who is a lot more willing to do the same job for a lot, and I mean a lot less. If you like the business, live like you will be engaging in a job search and stay ahead of the curve. Keep track of your results, operate with integrity, don’t make placements you know won’t work out, create solid contacts and networks and learn everything you can, and always be positioning yourself the way you want to be perceived.…; Added by Margaret Graziano at 1:57am on September 18, 2008

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Topic: How and Why to Object to Taking .jobs Away From Employers and Creating a Million New Job Boards: day, read this blog entry, and immediately send an email in which you voice your objections to the .jobs proposal to jobs-phased-allocation@icann.org. On the other hand, if you believe that the ends justify the means, then sit back and wait until about mid-August when some back room deals could be approved that will result in Employ Media, a for-profit organization which is closely related to the non-profit DirectEmployers (yes, that's correct), is able to do just about whatever it wants with the .jobs domains. If you're a third party recruiter specializing in information technology workers, wouldn't you love it if Employ Media refuses to sell InformationTechnology.jobs to you and instead creates its own job board using that domain? Better yet, how about if you specialize in that market in Chicago and Employ Media gives you the choice of buying ChicagoInformationTechnology.jobs for a measly $5,000 per year or watching them create and promote that domain to your clients? Or you're Microsoft and Employ Media gives you the choice of buying both SoftwareEngineer.jobs or SeattleSoftwareEngineer.jobs for $100,000 per year (they'll have full control over the pricing for different domains for different potential buyers) or they'll turn around and sell those to Amazon for $10,000 per year (maybe their sister works at Amazon so they want to cut her a deal that they won't make available on the same terms to you). Better yet, you're American Airlines and you're not even offered the opportunity to buy AmericanAirlines.jobs because Employ Media decides that it wants to use it to create a job board with job postings scraped from all sorts of U.S.-based airlines as well as loads of ads telling you that you need to have your credit history checked or you won't be hired and you should immediately request information about continuing your education because otherwise no employer will want to hire you. Nice, huh? So how did this all get started? Actually, the origins were innocent enough. Six years ago, SHRM and Employ Media got together and submitted an application to the International Corporation for Assigned Names and Numbers (ICANN), the governing body for Internet domain names and top level domain (TLD) extensions like .com and .net, and requested that ICANN create a new TLD, .jobs. ICANN approved the application a year later in 2005. SHRM was to be the sponsor of the new .jobs TLD. As such, its role was to set policy and establish registration requirements. Employ Media was essentially to administer the TLD, including selling the new domains. Due to a startling lack of transparency, we don't know much else about the relationship although it has been reported that "SHRM receives a flat fee from Employ Media for its role in sponsoring the .jobs TLD." So what .jobs domains are available? The .jobs charter limits their use to domains such as organizations such as Toyota or Microsoft using them to drive traffic to their career sites. So Toyota could use Toyota.jobs and Microsoft could use Microsoft.jobs but job boards such as Monster and CollegeRecruiter.com could not use Monster.jobs or CollegeRecruiter.jobs unless it was to promote their own job openings and not those of their clients. Similarly, job boards like Monster and CollegeRecruiter.com could not register Automotive.jobs or SoftwareEngineer.jobs and use those to drive traffic to job posting ads they sold to Toyota or Microsoft. In short, the .jobs domains were reserved for employers promoting their own job openings. End of story. Or was it? Well, if the story ended there, no one would be upset except, perhaps, for SHRM and Employ Media. You see, after five years, Employ Media has managed to sell only 15,000 .jobs domains even though there are some 13 million employers in the U.S. alone and likely hundreds of millions more in other countries. So SHRM and Employ Media apparently huddled up and agreed that their partnership was failing and brainstormed about how they could turns their lemons into lemonade. The scheme they hatched was to pretend that ICANN authorized Employ Media to do with .jobs just about anything it wanted with the .jobs TLD included the creation of potentially a million new job boards owned and operated by Employ Media. Yes, a million. They really said that. SHRM apparently thought this was such a good idea that in a process that resulted in the resignations of multiple members of the task force charged with overseeing the process, it gave its blessing to Employ Media to charge ahead. Employ Media could sell some .jobs domains to job boards and other organizations whose eligibility and cost for buying the domains would be determined by Employ Media with no oversight in a process which would lack transparency (see a pattern here?) and use other domains to create perhaps a million new cookie cutter job boards to go along with the estimated 100,000 which already exist. Do you want Employ Media to create hundreds of thousands and perhaps a million new job boards however it sees fit when the charter it and SHRM were granted clearly restricted the use of the .jobs domains to employers wanting to create an easy way for their candidates to go directly to the career section of the employers' web sites? Some may argue that this is just free enterprise at work and I would agree in part. Although the creation of a million new job boards will surely add new competition, that isn't the problem. I wouldn't be thrilled about that, but I also wouldn't be helping to lead the objectors in this process. Rather, it is the lack of openness, transparency, and even honesty that is the problem. If the new domains were to be sold like .com domains -- anyone can buy them in a manner that is open, transparent, and honest -- then you wouldn't hear such a fuss. But if Employ Media gets its way then some .jobs domains will be sold behind closed doors and others will be retained by Employ Media to enrich its coffers through the creation of perhaps a million new job boards. If you agree that Employ Media should be allowed to do what it wants, do nothing for inaction will surely lead to ICANN's approval. But if you don't want Employ Media creating and operating domains such as Headhunter.jobs, StaffingAgency.jobs, Chicago.jobs, SoftwareEngineer.jobs, SiliconValley.jobs, Dublin.jobs, or HoustonProfessionalSales.jobs then you need to take action today by simply sending an email to ICANN in which you object to the plans of Employ Media. And it really should be today because tomorrow (Thursday, July 15, 2010) is the deadline to submit comments on this. Note that a personalized letter is a bit better than sending the same letter as everyone else, but sending the same letter is FAR better than sending no letter. Similarly, sending a letter by mail on letterhead is a bit better than sending by email on letterhead or sending a regular email, but sending a regular email is FAR better than sending none. So if you only have time to send a regular email, do so today. If you have time to also print it onto letterhead, sign it, and mail it, do so today. As reported last week by John Zappe of ERE, all comments must be received within the next four days on Thursday, July 15, 2010. If you don't know what to write, have a look at what I and others have submitted or use this: July 15, 2010 Peter Dengate Thrush, Chairman Members of the Board of Directors International Corporation for Assigned Names and Numbers Internet Corporation for Assigned Names and Numbers 4676 Admiralty Way, Suite 330 Marina del Rey, CA 90292-6601 USA By Email To: jobs-phased-allocation@icann.org RE: Employ Media sTLD Charter Amendment Dear Chairman Dengate Thrush and Members of the Board: I am writing on behalf of [insert the name of your organization here], to urge you to reject Employ Media's request for authority to permit second level registration of strings that do not correspond to an employer's name in the .jobs sponsored top level domain. My organization would be directly and adversely affected by this request and therefore opposes the unilateral expansion of the .jobs charter to encompass regional and industry-specific second-level registrations. Since 1993, the community of online employment service companies--job boards, associations, staffing firms, newspapers and other publications that operate job posting and/or resume search databases--has effectively served working men and women and employers worldwide. These same organizations have also significantly improved the career prospects of veterans, minorities, disadvantaged persons and those affected by natural disasters such as Hurricane Katrina. The separate and distinct communities of employers, staffing agencies, third party recruiters, job boards, and even career services are now threatened by the proposed expansion of the .jobs top level domain (TLD). The charter holder is attempting to extend the application of the TLD from its approved community--direct employers--into the online employment services community by introducing geocentric (i.e., Atlanta.jobs, NewYork.jobs, Athens.jobs) and occupation specific (i..e, nurse.jobs, salesperson.jobs, systemsanalyst.jobs) web sites. It now has a proposal to implement this plan before the governing board of the Internet Corporation for Assigned Names & Numbers (ICANN). This proposal violates both the spirit and the letter of the charter holder's contract with ICANN. No less important, it will grievously harm the online employment services community and therefore my organization by confusing the job seekers and employers who have long been the customers of the community. Sincerely, [Insert your name, job title, and contact information here] Oh, two more things: When you email the above letter to ICANN, please cc me at Steven@CollegeRecruiter.com. I want to make a difference in this process and if you'll cc me on your email, I'll know that my time was well spent. After you send your email by the evening of Thursday, July 15th, watch your inbox and perhaps also your spam folder because ICANN will kick out to you an automated email to confirm that you really exist. All you need to do is click the link in the email so your comment will be submitted. If you don't, it might as well not exist. Thanks!! …; Added by Steven Rothberg at 12:53pm on July 12, 2010