them, n'est pas?
Here's my take on all this social influence KRAP. There are several recruiters who were on the top 25 influencers online list for several years in a row. Websites, tweets, blogs and comments all over the place. They disappeared along with all their high blown bullshit. Ya know why, in the midst of all their social media influence they didn't make a placement because they were so busy blogging, tweeting and commenting. Obviously they should have been peddling webinars on influence while somebody thought they had any. Or maybe they were just phony profiles and like the wizard of oz they didn't really exist but they sure had a lot of Kloutarooney.
It's already been proven that an account set up in somebody's dog's name ran up a klout score that would make a webinar peddler swoon.…
st saw his wife in a store and went in and introduced himself to her. It's not clear if he actually pretended to be a sales rep or if he didn't correct her assumption.
How he could sell shoes for an hour without getting her a pair of shoes to try on and not being exposed by a real sales rep is a question left unanswered.
Still, seeing someone you don't know and going up and making the approach struck me immediately as a sign that this guy is a ballsy recruiter.
Curious to know if this struck anyone else as significant or if it's just par for the course. I once interviewed an engineer from Poland who told me that people in Poland communicate more actively with strangers in the street than we do here in Toronto.
My question is focused around calling a CEO or COO or Sr VP, etc to recruit them or anyone they may know. I am not comfortable lying, but realize I do need to word my response so that I get through AND so that I don't disclose my purpose.Today I tried/used, 'I'm working on a networking project for a client of mine and was hoping to connect with him/her.' Realizing, vague, likely rolling their eyes on the other end, at least I have something to give. I did follow up these messages with an email, but I too realized the admin likely saw it as well. My wording in the email was for the purposes of networking regarding 'xyz position'.I guess there is no true 'trick' and if we all used the same 'in' then perhaps are cover would be blown!Thanks for the notes/suggestions!
at there are a bevy of pitifully insecure weak or damaged egos in our industry who seem to think that it makes them sound important or confident to call themselves talent acquisition, thought leaders, visionaries.
It doesn't stop there. They don't phone interview. They "facilitate a phone call". They don't interview a candidate, they "conduct" an interview. The stilted, phony baloney, high blown use of jargon, buzzwords and text speak in correspondence, stupid titles like brand ambassadors and experience planners ,grows evermore tiresome and flat stupid.
I would suggest that the need for all this crap is nothing but a lack of confidence. People who know how to do their job and do it well don't need jargon or buzzwords or contrived trendy titles. In the real world of business using junk words makes you a joke. When you grow up - get comfortable in your own skin you will be able talk with people instead of announcing that you spent your morning "engaging with potential talent".…
I was so glad to see the recent Google announcement acknowledging the worthless nature of those silly interview questions. I know I would've totally blown chunks if asked most of those questions AND I would have been completely annoyed at the lack of relevance to ANYTHING pertaining to ANYONE'S job.
I know so many people that would be considered sucky at interviewing (as candidates) but totally deliver in the on the job performance department. I'm always pushing for more objective analysis of each person's potential and capacity for adding value beyond what goes on in the typical interview conversation.
The sad thing is there are plenty of talented people not selected due to being at the mercy of poor interviewers on the employer side - those that ask dumb questions - or - don't understand what they really want/need in the first place - or - start out on one course and suddenly change direction after needlessly rejecting those that met their stated needs, but not their hidden agenda for ???
Thanks again for taking the time to read and comment.
~KB @TalentTalks …
cruiter... I do NOT like it. Very clunky. I want something smooth and easy to use. We are not an enormous team, but we are growing and our clients are huge. I started asking to change to a different system on, I think, my second day.
We're a new kind of hybrid company - not really a search/contingency firm and not really an RPO, but somewhere in the middle. We do sourcing and screening for our large corporate clients. One function we absolutely must have is a client portal where our clients can log in and see only what we want them to see. This was acutally the sole reason that our founders went with PC Recruiter (they are not recruiters themselves).
SO - I had a demo with Avature and was blown away. I loved it. But then started thinking I probabably should look around a bit. I've only used huge systems (PeopleSoft) or home-grown systems (one was even still DOS based, that was fun) - or my own Excel spreadsheets for most of my contract recruiting.
MY QUESTION: Has anyone used Avature? Did you like it?
I'm going to look into some of these others as well.