ne pondering what is going on inside the minds of those people who might respond to those narratives.
Here's the gist of the situation: A recruiter pursued and eventually scheduled a call to "discuss an opportunity" with a prospect. Rather than doing anything resembling the above, the recruiter presumptuously launched right into interview-mode as if mutual interest had already been established. (hint: it hadn't). There was no selling of the position, no concept of why that prospect might want to consider it (nothing stated to make is sound appealing, attractive, interesting) and definitely no effort to understand what that prospect might be motivated by, career-wise. The prospect was expecting to "discuss the opportunity" not get grilled and drilled by some fool too foolish to know the difference. Huge fail.
yer candidates because it speaks directly to how they will advance their career. It markets what they will Do, LEARN and BECOME in the role. Top candidates embrace accountability and new challenges and the more you can work that into the job ad the more effective it will be at appealing to the best candidates. An effective job ad is a shining example of good marketing (not sales rhetoric or boring business documentation).
I also agree that these types of job ads are very difficult to write because in most cases nobody has a clue what the real job needs are. Until managers are prepared to sit down and spend a couple hours talking to others and creating a comprehensive hiring needs analysis rather than throwing together a few bullet points of subjective technical requirements you will never have the basis for a quality candidate assessment -- that being a proper job description. Without a proper job description, there is no way to develop a compelling job ad.…
etitors is important for promoting it to prospective employees.
As a consultant I want to find out what the points of difference are for my client company. Do they do fantastic science that saves lives? Are they leaders in their field or a rising star? Are they technology innovators? How loyal are their customers? Why do people love working there?
When I visit a client’s location I get a sense for the buzz and feel of the place. I am always interested to see how the hiring manager is selling me on the particular company and role.
As a corporate recruiter, what do you like to know about the company you are recruiting for?
an awesome time this weekend !
Jerry Albright said:Hi Alex. I don't think we got the chance to meet personally at RecruitFest but I do recall us being in a few of the breakouts together. You struck me as someone very much in tune with today's staffing world.Can I ask what is holding you back from working on your own? If that's too personal I would understand. I'm just wondering.With today's technology and momentum in the whole "virtual" thing I'm curious which parts of working "solo" are not that appealing.Good luck Alex. I wish you well!
kids until we were in our 30's or 40's - I still have 3 kids to get through college.
2. Many of us refinanced our homes to pay for college, and are now upside down on these "investments."
3. Lots of us bought 2nd homes or invested in condos in Florida. Good luck with those for the next 10-15 years.
4. Personally, I have no interest in driving a Winnebago. I don't want to beep when I back up.
5. Retirement account? What retirement account?
6. I never enjoyed golf.
7. Mall walking is not very appealing, either.
8. Traveling has lost its romance: Having to partially disrobe and get scanned, find everything you've just placed in little plastic dishes, and then sit in an airline seat retrofitted for munchkins, has no relationship to enjoyment.
9. Yes, I've planned my retirement.
10. It will happen when I drop dead.…
urus Algorithm' approach possible). Job titles, in and of themselves, are often trivial and nearly meaningless, I have found.
I think it would be more Utilitarian and Pragmatic to focus on identifying the key requirements of the position itself, and then using a 'Thesaurus Algorithm' to identify possible candidates. This is what the intelligent recruiter needs to do, on a daily basis, and is what makes the job so much fun and so appealing -- it gives us a great opportunity to 'think outside the box'.
What scares me, though, is the idea of software replacing my creative or analytical thought processes. This whole process might result in the elimination of the role of the recruiter altogether.
Taking the example of chess, it is still a game played by humans, with a great deal of respect accorded to the World Champion and top players, although computer programs can beat any human... Would the same hold true for recruiting and executive search, though?
Very well-written and thoughtful article. Thank you for sharing.…
on their LinkedIn profile. Our goal is to inform our members about their value in the market using the wisdom of crowds.
In just a month after launch, we have thousands of members who made tens of thousands of salary predictions on the site. Now we are working on the part where we will help participating users meet employers who are willing to pay their worth.
I have a couple of questions:
What would you like to see in such a marketplace where recruiters contact candidates if the position can meet(or exceed) the candidate's salary prediction/expectation?
What would make it appealing to you to start using such a marketplace website for recruiting?
Thank you for reading. Please feel free to contact me for additional info on our current status and plans.…