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.
orting within Sendouts. It consolidates search engine recruiting, imports easily and effectively from multiple different sites, parses candidate and job order profiles directly from Outlook and other social networking sites and is easy to navigate and organize from a workflow perspective. It is extremely user-friendly and easy to navigate from day-one, and is easily customizable to each organization that utilizes the tool (Sendouts worked directly with us to customize a number of different fields that we wanted to borrow from other previous tools and processes). In regards to customer service, Sendouts is right across the street from us and has gone above-and-beyond to assist us in the transition by providing direct, on-site training for our local employees and hosting webinars for our non-local employees. We had zero issues with our data migration and were up-and-running 100% when we went live. They are flexible and agile and are more than willing to tweak each interface and functionality to specifically meet your needs and processes. Definitely give me a call if you have any questions! Or have Craig reach out to Mark, we love Sendouts and would be happy to chat offline!
Added by Kim Paxton at 3:39pm on February 17, 2010
s note that ~12% of the 100 'most in demand employers' have a warning already in place is accurate, then we've got some indication of the scale and a place to start interviewing. I plan to survey about 250 firms that I know will answer my request to share...if they are aware. I also have about 20 employers who told me its happening who might be willing to dig up their specifics and go public (some will not or won't be allowed to). Glenn suggested separately that job boards ought to have a warning and I plan to share what I learn with the IAEW. We really don't know enough about the 'how' although I've got a few specific examples from firms of counterfeit job ads and emails from scammers representing themselves as an 'agent' of a job board that matched a job and profile. Suspect there are others but am blown away by the quality of the writing, patience and knowledge of each step. I'll work on getting permission to publish the examples I have.
Thanks for your interest. Also interested in innovative solutions that go beyond 'warnings'…