Search Results - approach

Topic: Troll Headlines: : The Replacement for Cold Calling. After pages and pages of recruiters taking issue with social media being a replacement for anything and multiple attempts by multiple irritated and some more gentle recruiters trying to point out that social media was. A. Not a replacment for cold calls. B. Only one of the things that we use. C. He was being a lot absurd in making an erroneous sweeping statement. D. As a person with no recruiting experience and only five months experience as a marketer for a recruiting firm he might not yet have the experience to make that kind of claim just yet. E. It might be well advised for his own personal brand not to be a know it all jerk. He drew himself up in righteous indignation and took the mature and intelligent approach to decide that if i made any further reference to his age or inexperience that he would delete any further posts. I suggested to the boy wonder that my last post was no reference to his age and experience but making fun of my own dotage as well as making the point that all of us had been using his definition of social media in some form since the early 90's. He didn't like that either. In a serious attempt to offer him some advice i suggested to him that all of us started out thinking that we were going to set the world on fire and flew too close to the sun early on in our careers before we learned much and now laugh at some of the goofy stuff we did and the fools we made of ourselves with some of our outrageous great statements when we knew just enough to be dangerous and didn't yet have the sense to shut our mouths and give our ears a chance. I further suggested to him that a very good editor had once told me if i stirred up a hornets nest to go back and read all my posts without reading what everybody else had written and most of all to pay close attention to the headline of my article as it set the tone for everything that followed. Most of all to never say never or always and not to put myself in a hole before i started digging. His passion was certainly notable but to go back and read all the responses that referred to a rookie, hiring a teenager because they knew everything, headlines that made people mention it made their teeth grind, the analogy of a 12 year old wearing the opposing team baseball cap in the home team city, etc. etc. Then give some thought to the possiblity that all of us are interested in new ideas so perhaps he might not have pissed off so many folks if he had given more thought to his headline. I suggested that acting like a defensive punk might not be the best way to be well received or to make his case. I closed by letting him know that this was some serious advice from a seasoned old bitch who loved a good rumble. He didn't like that either so simply said i had posted something else negative and wanted to keep all this on a positive note. So deleted my post and said so. Dumb kid. Another poster just suggested to him for the 40th time that cold calling was part of our process as well as email, various sites ,social media etc. The funny thing about all this is that after a Headline that says SOCIAL RECRUITING - REPLACMENT FOR COLD CALLING. He now postulates that he never suggested that any of the proven methods of recruiting should be done away with and social media is an aid to calling and doesn't understand why nobody can "get" what he is trying to say. Dear Boy Wonder look up the definition of the word replacement before you write another headline. Here is his direct comment from his last post. " But I mean the issue that I can't seem to make clear is that this post isnt about social recruiting replacing traditional recruiting but simply supplementing it" Dear Boy Wonder. Write a memo to yourself. TRADITIONAL RECRUITING IS COLD CALLING, IF I WRITE A HEADLINE THAT SAYS "SOCIAL RECRUITING: REPLACMENT FOR COLD CALLING" MY POST IS ABOUT SOCIAL RECRUITING REPLACING TRADITIONAL RECRUITING TO ANYONE WHO HAS BEEN IN THE BUSINESS FOR MORE THAN FIVE MONTHS! I love it when a baby Troll flys too close to the sun, writes a Troll headline, sets himself up for a fronal attack, starts deleting comments that he doesn't like in order to keep the discussion on a positive note. then does a 180 on what he meant in the first place. But really, he hasn't been around long enough to know what traditional recruiting is so..aw hell it's Christmas, i'll give him a break if he can manage to grow up a little bit. Somehow it reminds me of Christmas's past :) I am sending the baby troll a gift certificate for a class on how to laugh at himself, what to do when you posture too much and get your puppy nose slapped and what happens when you start deleting comments cuz "if you says one more thing bout' my age and experience i am gonna, boy i'm gonna show you, i'll by god rise up and delete your comments..so there. We have probably all been there but most of us said oops when we stepped on the "stupid" land mine and took a big bite of the shit sandwich. I remember the first troll headline i ever wrote. Made such a jerk of myself that it had to get funny before i dug myself out of the hole. Let's hope that this one uses his "learners permit" and grows up wise enough to use his talent and passion in a more mature manner. It would be nice if we could just delete everything we didn't like...but that ain't recruiting. Unless of course one spends all their time on twitter hiding behind an avatar so their feelers don't get bopped in 140 characters and can just unfollow. That sort of makes me want to unswallow. Twitter this bear hugger, like i said, i was using social media before you could spell it.…; Added by Sandra McCartt at 9:43pm on December 2, 2010

Topic: Does anyone care about our Yoouth: 15-24 unemployed by the end of 2011 will be 74.6 million, a rate of 12.6%. Although this number sits lower than the 12.7% of 2010, the ILO has suggested that since 2010 many young people have given up looking for work and dropped out of the labour market all together. In the month running up to this publication, youth unemployment in Britain rose further and punctured into the million – breaking all records. The repercussions of this significant statistic could be momentous. Fingers of blame are most likely to be pointed back and forth at Westminster with politicians going round and round in circles to attempt to find some sort of answer. One thing that is certain from all of this is that if we fail to utilise the talent, ambition and energy of our younger generations then the problem is going to grow and inevitably affect us all in the long run. The Prince’s Trust’s director of communications, Paul Brown commented on youth unemployment in the summer of 2011, “Youth unemployment is like a dripping tap, costing tens of millions of pounds a week through benefits and lost productivity. And, just like a dripping tap, if we don’t do something to fix it, it’s likely to get much worse.” Research conducted by the TUC showed that long-term unemployment can have devastating long lasting effects. Those who were out of work for over a year in 1980’s were more likely to be struggling with the current economic crises as opposed to those that had made it through the 80’s economically sound. The report also showed that those who had made it through the crises in employment now earned more than those who struggled for employment.Germany’s rate of youth unemployment sits at 8.9%, the lowest across the European Union, this could well be down to an excellent and well managed vocational training system that is designed to tool their youth with employable skills across a variety of roles. As the British economy struggles with youth unemployment, many are turning their gaze to what other countries are doing to learn and eventually find an answer to this seemingly endless problem. The current government seems to have grasped the importance of work-based learning in order to develop young people with the right skills and as a result have injected more money into the apprenticeship scheme in order to encourage firms to take them up. Although this is currently having little impact – there are only 11 apprentices for every 1,000 employees in the UK, compared to 40 in Germany, where there is no state funding for apprenticeships. So why are employers not taking up these opportunities? A recent survey conducted by the British Chambers of Commerce highlighted on why this could be – even with a lack of workplace skills, many employers felt the scheme wasn’t relevant to their sector and therefore not the answer. Across Europe, in Austria for example, there are more than 250 apprenticeship trades, ranging from car mechanics to clerks to hairdressers with employers getting a significant input into the design of the course, its content and overall, making sure the skills that are needed are developed. From a student point of view these apprenticeships can evolve into degree programs, increasing the appeal of the system and, in some cases, earning a wage whilst learning.In contrast to this the UK seemingly has far less opportunities for apprentices. The website for UK apprentices states they plan to have over 30,000 19-24 year olds taking up apprenticeships by 2013 – equating to 3.2% of those currently unemployed. Other approaches that have been put in place such as intern roles and work experience to help graduates are at times seen as little more than hiring free labour for a three to six month period, with many feeling like companies have a revolving door of interns, often leaving graduates in the same boat in which they started. March 2011 saw the Private Equity Foundation release its Manifesto for Action for young people who are NEET. The report compiled with sources ranging from local authorities to think tanks to central government. The manifesto proposes recommendations for system wide change in tackling the problem surrounding leadership, investment, delivery and best practice. The ten recommendations of the Private Equity Foundation Manifesto for Action report: • Create better coordination – a ‘NEET taskforce’ could coordinate policy • Focus on prevention – resources allocated according to likelihood of being NEET • Publish transparent information on performance – objective comparisons of results drives improved delivery • Increase investment on NEET – longer-term financing for proven interventions • Reform Commissioning – increase collaboration between local authorities and ser vice providers, create standard processes to reduce red tape • Grow the best provision – increase networked commissioning and business support for the best providers • Foster better links to employment – make it easier for employers to engage with young people • Support case management approach for those most at risk – this will help them to navigate the variety of support services they need • Improve information on local provision – create clear measures of success locally • Increase knowledge of what works – establish an anonymous database on the effectiveness of interventions What next? Shaks Ghosh, PEF chief executive says, “young people from disadvantaged backgrounds are facing a tough jobs market at a time of reduced support services. This issue will continue to be nobody’s priority unless we act together.”It is time to start to make the necessary changes to facilitate our youth, and ultimately the future of our country – starting with leadership. A NEET taskforce with a leading role co-ordinating policy could be a strong starting point. Alongside this we should strive to prevent a young person becoming a NEET, give them the necessary help to find a job or the option of suited education as early as possible. With regular independent audits and a transparent operating system, objectives and results could be easily monitored. Of course there is the constant need for investment, a key element of the problem initially. The voluntary sector needs to have the full support going forward. There needs to be an understanding of the financing options available to tackle the current NEET crises.Finally, and most importantly, there has to be more communication between local authorities and those providing a service. Whether it be an apprenticeship, intern role or education, each party needs to ask the right questions of the other, each party needs to understand exactly what they can do to benefit the growth of the a person. There needs to be plan, action and engagement from all parties, otherwise we’ll all suffer in years to come.…; Added by Andrew Boyle at 6:35am on January 3, 2012

Topic: Old vs. New Recruiting: from hopeful jobseekers. With the advent of the applicant tracking system (ATS) as the new rolodex and the emergence of the jobseeker’s market, recruiting norms have changed. Similarly, recruiters must change their approach if they want to fill their positions with top quality candidates. “Today’s recruiting is not your mother or father’s recruiting” says Meghan M. Biro, CEO of TalentCulture. “The emergence of global markets, social media, and analytic tools is transforming the business of hiring and retaining employees.” Professional networking sites, like LinkedIn, make it easier to find candidates’ contact information and expands recruiters’ reach, but that introduces a new problem to replace the old sourcing problem. It is equally easy for all recruiters to access candidates’ contact information through the new technology, however. “The challenge for sourcers and recruiters today is no longer in finding names and contact information – that part has been automated and simplified over the past several years thanks to social media, people aggregator tools, etc” says Elizabeth Theodore, Director of Shared Services at Manpower Group. “The challenge has shifted from building lists to actually engaging people.” Because modern recruiting technology has made it much easier for recruiters across the board to access candidates, it is now much more challenging to gain and maintain the attention of candidates. How Recruiting has Changed Old Recruiting: You go after candidates in the places where candidates looking for jobs are, such as job listing pages in newspapers. Not to long ago, active candidates were the main source of new hires. When there was still more of a culture of employee-employer loyalty, employees would spend 10 or 20 years at a single company, if not their entire careers. Because the bulk of potential hires were those who were either just beginning their careers or unemployed, recruiters just had to get job openings into the places where actively hunting candidates would look for jobs. Newspaper ads could be expensive, but a flood of applications was as good as guaranteed. New Recruiting: You have to have a presence everywhere where jobseekers are, including non-job oriented social networks. In the modern day, the average employee stays with his or her employer for only 4.2 years before moving on to greener pastures at another company. According to theFuture Workplace 2012 “Multiple Generations @ Work” survey, in which 91 percent of millennials said they expected to stay with their currently employer for less than three years, that number is set to decline even further in the coming years. With more employees open to leaving their employers for more lucrative opportunities, better fit, or a myriad of other personal or professional reasons, a greater percentage of a company’s potential workforce is already part of another company’s workforce. These potential candidates are often passive — they’re willing to take the leap if the payoff is great enough, but they’re not actively on the hunt for a new position. Because passive candidates aren’t hunting for opportunities and thus aren’t looking at the traditional sources of job opening information, recruiters have to get in front of these potential candidates in other places. From Facebook to Twitter, modern recruiters have to try to reach potential candidates where they live, not where they look for work. “If you’re not building social media into your recruiting efforts at this point, you’re not really recruiting on par with the industry standard” says Biro. Old Recruiting: Once you make the connection, candidates are excited for the opportunity to apply for the position you’re offering, assuming it comes with an at- or above-market salary. After a recruiter identified the right candidates and the hiring manager agreed to one or more of them, a recruiter’s work was more or less over. Unless the offer was unreasonable, the candidate would likely accept the offer and the recruiter would move on to sourcing for the next position. New Recruiting: Top candidates are pursued by multiple recruiters at a time, often when they’re not even on the job market, and compensation alone is seldom enough to seal the deal. Modern recruiters have to get in front of potential candidates, win their attention, maintain their attention, and sell the job. This means adopting a sales mentality and make the candidate king, as the customer has always been. “Top-quality candidates have more choices than ever” says Biro. “If they can’t connect with you seamlessly, then they’ll likely pass you over in favor of someone else.” Recruiters must be accessible, communicative, and able to to pitch jobs and employers in appealing ways. Especially in industries like tech, where compensation is almost universally high and accompanied by a host of luxe perks, recruiters and hiring managers have to set their offers apart with cultural fit. As the candidate’s first taste of the company, that means making themselves appealing and human. “Recruiters and sourcers should attempt to inject a little bit of their personalities into all communications” says Theodore. Liked this? Read the full post on the Happie blog!…; Added by Steven Duque at 12:59pm on September 30, 2016

Comment on: Blog Post '5 Signs You're Dealing With a Recruiter That Cares': e is generic, though. With exception, everyone and their mother claims they spend the requisite time managing their candidates through the placement process and in fact, the harder they push this message, the more it becomes clear this becomes their value-added. Using a 'caring' and knowledgeable approach becomes the competitive edge, they claim. Except that most everyone does the same thing- we endeavor to know our industry, have a thorough understanding of the Job Order/Client/Culture and the field from which our candidate is coming. Everyone here is the same-same; each recruiter claiming to do the same thing better or as well as the best. So you are restating the facts that are, generally, reasonably well-known within the candidate pool, especially those pools where calls from recruiters is as common as coffee breaks. They have a common buzz about which recruiters seem to know their stuff. We all know that. You are saying what we all know- that we all want to be at the top of that buzz. So what is my point? Ah, I thought you'd never ask. And this is for candidates, not recruiters. (By the way, Dominic, I am curious- you are asking candidates what they think but this is a forum for recruiters, yes?) Where, here, is your candidate audience? Following my post here will be a number of recruitment firms and agencies who are all going to be piping up, "oh, yes! we do all that and more!" but where will the candidate response come from since, as I understand it, this is a forum for recruiters? I'm thinking your blog is a cheerleading theme rather than a targeted message to the candidate pool. [No one {excluding recruiters/HR pro's} comes here looking for a job, do they?] Anyway, if you can do it, so can I: Candidates! (Wherever you are because I don't believe you are here) Please know that from my own experience I have seen recruiters from whom I would not buy the time of day do actual and reasonable recruitment work. They may come off spazzy, they may come off disjointed in their conversation and yes, they may even sound like they sell used cars. But they have a knack of knowing how to put candidates and clients together, whether each half of that puzzle likes it or not. Point in case: I approached a hospital to do some of my usual Ancillary Services recruiting and was told she had a recruiter, already. 'No problem', I say,' I am better, I know my stuff, I used to be in health care and speaka de' language/know the culture and have an enormous pool of candidates from which I can draw since I specialize in this arena.' I mention a few hospitals and throw in a few Director names as icing. (The Directors all know each other) Badda Boom, Badda Bing, I am thinking. "Well, Paul", she replies, "I've heard your name but I've got someone who is doing some very fine work for us and frankly, I don't much care for him but he does an excellent job for us." Hmmm. So I ask and she tells me he comes off all wrong, is just this side of rude and is a bit clumsy. Plus he doesn't know the industry. (He Doesn't Know the HealthCare Industry!!) "But he always has the 'just right' candidates for us....so as much as I don't like dealing with him, we've hired from him on several occasions and will continue to do as long as he performs." By now I'm calculating that I may have to regretfully take this one and put her company in my 'out' box instead of the 'in' box. (Yes, the 'in box' are those companies for whom we recruit and the 'out box' are those companies from which we recruit talent for the inbox crowd.) Reaching for straws in this bizarre conversation, I ask if everyone he refers is still on the job, thinking this is where the [Michelin] rubber hits the road but I am informed, as she seems to turn toward them while holding the phone to her ear, 'they are all here', she says, proudly. Oh, well. I keep it polite, say 'thanks' and suggest limply I'll stay in touch from time to time, privately hoping one of our Southern California earthquakes takes this bizarro to his well-deserved doom in the near-term. Hanging up and thinking how unfair life is I remember that spazz two desks over where I first started as a contingency recruiter who was making placements regularly after only about forty-five days on the job, that woman across the room who talked low into the phone, like a mouse and looked like she was gossiping and that old timer there who had a bad habit of laughing at his own stupid jokes while ramming them down the clients' throats- all producing fees regularly. So, candidates, as much as I am in agreement with Dominic here, it is equally important to watch out for certain key parts of the conversation and worry less about others: 1. Is the job with a relevant company to your industry? 2. Do the job specifications sound about right and if not, will there be an opportunity for someone on the client side to recognize how the interview can transition from one job description to another as the interview evolves? 3. Will the candidate be interviewing with an actual HA or an underling with less than perfect industry knowledge and who also won't be able to make a final decision, necessitating the need for a return interview? If everything on the client side sounds credible, there is often enough to justify going on the interview regardless of how the recruiter comes off. After all, if the job sticks and even better, it can be anticipated the company has the depth and breadth necessary to provide progression, the recruiter can be considered a 'use once and throw away' lever in order to take advantage of the job opportunity at the right company. [Sorry, Matt, I the devil made me do it!] So candidates -wherever you are- don't overlook the possibilities the recruiter brings just because s/he doesn't sound as if s/he actually cares about you as a person. Warm and fuzzy may not matter if the job is with GE or Honeywell. Capice? Thanks, Dominic!…; Added by PAUL FOREL at 5:24pm on March 7, 2014

Blog Post: Set Social Recruiting Boundaries: Just because your company is still deciding on whether or not to implement Social Recruiting into your overall recruiting strategy doesn’t mean you should delay setting a Social Recruiting policy.…; Added by Omowale Casselle at 8:30am on April 28, 2010

"The moral of the story is: I chose a half measure, when I should have gone all the way. I'll never make that mistake again. No more half measures, Walter." — …

Added by Jed Hamilton at 3:01pm on December 11, 2013

Blog Post: I'm going to Mamelodi, South Africa!: In November of this year, I will be going on an aid trip to Mamelodi, South Africa with Crossroads Community Church, a Cincinnati-based…; Added by Amybeth Hale at 1:48am on May 13, 2008

Blog Post: What Diversity and Inclusion Initiatives Do Your Employees Really Want?: If you’re thinking about implementing a diversity and inclusion program in your company, you should first find out what type of diversity programs do your…; Added by Anja Zojceska at 4:04pm on June 27, 2020

Blog Post: The Discerners A New Series by Steve Levy and Maureen Sharib Chapter 1 Ballscon #2: Added by Maureen Sharib at 4:45am on September 24, 2015

Blog Post: What It Takes To Succeed - The Recruiter's Perspective.: It was 8 years ago in July 2008, where I found myself reflective, hopeful,…; Added by Mike Rasmussen at 1:37am on May 18, 2016