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Comment on: Blog Post 'Are job boards a waste of time?': o package not mentioned or something of that ilk. But trust me your linkedin profile is not going to take the place of a resume. If a process is crappy if all that is involved in it is you wasting your VALUABLE time to fire me an email with your resume ,then you my friend are the elitist and much too important for my humble abode. It is not all about you the individual. there are thousands of folks out there looking for jobs. Consider what the process would look like if they all just started calling everybody in the company, wouldn't fill out an app or send a resume. Stomped their little foot and said, "everything is on my linkedin profile, i don't like your crappy process, i dont' want to send a resume, i want to call you on my valuable time no matter what is on your schedule, i want your attention, and i want it now, on my terms. See i want you to hire me, pay me, make my life wonderful in a fabulous company culture where i can grow, learn ,be promoted, have work/life balance, execllent benefits and above all i want to have a kissy gem of a candidate experience if i think you can give me all that shit i need. Fill out your application and go through whatever protocol you have set up to handle the hundreds of thousands of people who want the same thing. No, no, no, not moi, moi is much too valuable to be treated as if i am not special. You will accept my terms , roll out the red carpet and provide me with a wonderful day where i am treated like the little prince that i think i am. You will get back to me before i have time to get in the limmo that you sent to the airport with glowing reports of how wonderful i am and let me know i will have an offer waiting for me by the time i get home. Oh and by the way, we need to address the relo package, your standard package for my level is just not acceptable. I am simply bored with all the hue and cry of the candidate "experience". For decades people have been treated graciously by any and all companies who invited them in for an interview. Just as they are by most recruiters. However i will totally disagree with your statement that how people are treated during the interview process reflects how they are treated as employees or reflects the company culture. Interviewing people is not something that people in businesses do everyday. I hear far more stories about how the candidate went through a slick dog and pony show interview sell a thon, went to work and wondered what happened to all the hype he got during the interview process. I have also had beaucoup people tell me that the interview process was like a goat rodeo because everybody was busy, somebody got called to a meeting , somebody else had to sit in for them etc. etc. it was wild. They got the job and when they went to work it was great, organized, busy, laid back people who were not frantic trying to do their job and interview candidats at the same time. It occurs to me that most of the folks bitching about the "candidate experience" are those who did not get hired, applied for a job that was not a fit, had too many job changes, didn't want to provide a resume , wanted the world to shift to their linkedin profile, or in some fashion either in the interview or after the interview drove people nuts with phone calls, sent demanding emails, tried to connect either before or after the interview with employees of the company and didn't take a reasonable business approach to the whole process. You can't go to your bank and tell them you want a loan without filling out a loan application. You can't go to your doctor and be treated without filling out an information sheet. You can't get insurance on your vehicle without filling out an application. You can't buy a home without filling out a loan application and providing the required information. You can't buy an airline ticket and board a plane without showing your drivers license. You can't get a credit card without filling out an application. You can call a million different places and talk to them about getting a credit card, getting insurance, getting a loan, buying a home, joining a club, getting your kid into school, joining a club or for God's sake signing up for a website. Why in the name of God people think they can get a job by calling a hiring manager on the phone and get treated like the queen is coming to tea without sending a resume ,filling out an application, making an appointment with the appropriate person is beyond me. It's not "candidate experience" ,most of the time with most companies or recruiters it's two business people have a business discussion. A cordial informative communication between two professionals who take a minute to be sure the other has all the information they need prior to the meeting time. If a client calls me to ask for a proposal before i am invited to meet with them in person i am not going to tell them my time is valuable, they need to look at my website and i will call their boss to talk to the boss before i am willing to send them anything just to see if i really want to send a proposal. Nor am i going to tell them that i don't like their crappy process, I afterall an experience recruiter, i am looking for a "service provider experience". Bat Crap with all this silliness. @Bill if a perfect candidate calls me, most of the time they have enough sense to ask if they can make an appointment to come meet with me. If i ask them to email me a resume they never hesitate to do so. It has been my experience that the ones who want to beat in my ear for 30 minutes or the little shits that tell me they prefer i look them up on linkedin rather than email a resume are the ones who can go have thier candidate experience someplace else. I work with and represent business professionals who understand that there are protocols in any business situation and they have no problem following them. …; Added by Sandra McCartt at 7:50pm on May 4, 2012

Blog Post: How Neil Spivack, CEO of Direct Sales Force, Avoids Hiring Mistakes: Today, I'm excited to interview my friend Neil Spivack, who started and runs the 800-employee …; Added by Ben Baldwin - ClearFit at 1:38pm on July 5, 2011

Blog Post: Hiring Companies: Don't get your ass kicked

(This is an entry I originally contributed to our company's site, where the target audience is different from this community.)

It’s common today for senior leadership at…

Added by Jeremy Spring at 11:07am on April 26, 2012

Blog Post: The Day that Went Horribly Wrong: Being an owner of a small boutique recruiting agency has its advantages and…; Added by Will Thomson at 4:35pm on April 4, 2016

Blog Post: The Greatest Interview Question of All Time: I'm on vacation with my family in Boston this weekend (Go Jets!) and so I thought I'd go digging for some "old fashioned" blog posts that…; Added by Jonathan D. Davis at 1:11pm on December 7, 2010

Blog Post: The Power of a Suit: I loved this recent article in the Wall Street Journal about the power of Christina Binkley's lucky suit. Not because I'm a fan of St. Johns--I'm not. Too difficult to pull off and, in my opinion,…; Added by Vikki Pachera at 4:05pm on November 10, 2008

Blog Post: Our catty whompus 'conomy - why?: As Sandra McCartt might say about the government pointing to all the positive signs in the economy, "Just because a chicken has wings don't mean it can fly." Today we found out that Ken Lewis,…; Added by Steve Levy at 7:38am on April 23, 2009

Blog Post: The genius behind Steve: Could operations whiz Tim Cook run the company someday?

By Adam Lashinsky, senior writer

LAST UPDATED: NOVEMBER 10, 2008: 10:25 AM ET

Tim Cook (left) and Steve Jobs…; Added by 01. Lonnie McRorey at 11:36am on November 12, 2008

Topic: The Truth about Social Networking, Web 2.0 and Recruiting: s to using the internet for their businesses, specifically the aspect of social networking, also called web 2.0. They believe that Linked-In, Google, MySpace, Facebook, Twitter, and all the other social media sites and blogs are the silver bullet of recruiting. These topics make for the hottest webinars and are the most-attended sessions at industry conferences. In the same way that my son wants to spend all his time playing with the newest toy, search firms and staffing agencies are investing a considerable amount of time and energy devoted to finding ways to make good use of this potentially powerful tool. If the only tool you are using is a hammer, then every problem looks like a nail. Web 2.0 brings with it not just new applications and uses, but a new way of thinking. Businesses who fail with the web ask questions like, “How can we use this tool for our business?” Instead they should be asking, “How can we re-shape our business model to use these tools?” Or one step further, “Can and should the web really help us with our business? And if not in every aspect, then where specifically can it help us?” And that question leads to the most important question you can ask about your practice: “What business am I really in?” When you finally get to that question, then you’ll see that Web 2.0 is not the great solution that so many executive search firms and third-party recruiters were hoping it would be. It’s a good tool, but it’s just a hammer, not a fork lift or a high-rise crane or a bulldozer. Here’s what I mean. Web 2.0 is about open connectedness and communication. People who want to communicate make themselves available with social media. That’s why the great blogs for our industry offer value through learning, education, training, information, industry gossip, tips, industry intelligence, and building relationships with potential trading partners, and feeling a sense of camaraderie with your peers. (Check out www.recruitingblogs.com and the Fordyce Letter’s social media site at http://network.fordyceletter.com/. In my opinion, these two sites offer the best value for the time you spend on them. Plus, they won’t send you three emails a day trying to sell you stuff. They are real organically grown social media sites and weren’t fabricated through email blasts of purchased lists). Web 2.0 is built on permission marketing, meaning that people who want to hear from you will allow you to come into their world and even actively invite you into it. This is an amazing concept when it comes to recruiting, to know that some people want you to tell them about the opportunities you have to place them with one of your clients. It makes a lot of sense for active candidates who want to hear about opportunities and eagerly pursue them. But who else can get access to these types of candidates? Everyone with a computer, like your clients. If you are a third party recruiter, you have to show value to your clients. That means that you have to be able to do things that they can’t do on their own. Otherwise, what’s the point of your existence? Can your clients surf the web and connect with these people? Yes. Can your client download resumes of active job seekers? Yes. Can your client open up portals of opportunities that active job seekers will find? Yes. If this is how you do business, then you are now irrelevant. What value are you offering? What value does surfing the web and connecting with active job-seeking candidates and downloading resumes offer? If you believe this, then you will watch your own clients become your competitors and for many of you, it’s already happened. Fortune 500 companies send their own internal recruiters to the same seminars that you attend on how to use the web to find resumes of passive candidates, how to use the job postings and how to use social media to find and connect with them. So what’s the point? Why should they use you? If they can do what you are trying to do, how can you bring value to them? If the only difference between what they do and what you do is that there’s a big fee involved, then what’s the point of having you around? They should use you because you are able to reach those people who do not want to communicate about job opportunities and are not open to hearing about them. A big part of your business is based on interruption marketing. There’s nothing wrong with that, if you do it properly. You have to interrupt people, engage them in a dialogue about opportunities, be persuasive in opening up their minds, and lead them down the scary path of interviews that is built on their greatest fear, the fear of change. And yes, it really can be done. This is why so many people fail and so many people make a fortune in our business: their single greatest core competency is to become an expert at building authentic relationships and to ethically influence other people to (1) make decisions based on the fear of change and (2) to take action. What business are you really in? If you think you are in the networking business, you are in the wrong business. If that’s the case you might as well form a book club or a supper club. You are in the business of facilitating change in other peoples’ lives through active engagement and that isn’t going to happen just over the web. It can start there, but it won’t end up there. A few years ago I keynoted at the annual sales meeting for the International Cemetery and Funeral Association. (A big part of my business is to keynote at other industry conferences on sales and leadership through my other speaking brand). When talking with the attendees, the people who sell funeral services and pre-need cemetery lots, it became clear to me that the web will never replace a good sales person. Who the heck wants to consider or make a decision about their own death? You can buy life insurance from the web. But there are still thousands of life insurance sales people who are making six figure incomes because they are able to help people face the fear of change and the fear of death. That’s also why there are no more travel agents. What’s the fear in making a decision about which airport you should fly through? Unless, of course, you have to route through O’Hare. As a third party recruiter, you offer value to your clients by getting candidates they can’t access interested in opportunities that they originally are not open to. That’s the business that you are in. You are a professional influencer. Web 2.0 is a fantastic forum to network with people and begin to open up doors. You can build a large network quite easily with people in your niche, and you really should do that. You should be visible in your space. You should learn how to find information from the web. You should harness technology to make your life easier. But when it comes to prioritizing how you develop yourself and your team to master core competencies in your business, your efforts to become a master of influence will give you the greatest value and greatest return on investment. Copyright © 2008 Scott Love www.recruitingmastery.com…; Added by Scott Love at 10:42pm on January 15, 2009

Blog Post: Emailing for RESULTS!: The rules haven’t changed, but as we enter the era of mobile communication, it is important to…; Added by Todd Wilson at 9:09am on August 20, 2012