ients, you can ask them anything without fear because they know you have their best interests in mind.
We all personally determine whether or not to extend respect to those we work with and some in recruiting choose not to respect others. Those people delight in being a "hammer". Overtly or subtly manipulating, coercing, threatening, blaming and seeking to control others to advance their own personal agenda. All of these actions are fear based. Fear of not making the numbers, not earning the commission, not being seen as the hero who can close every deal, fear of not winning (which means losing, yes?). Candidates can smell the fear and consciously or unconsciously know that those who rely on these approaches, no matter how they may flatter and smile, do not care about them.
My experience has taught me that nothing is more compelling to a candidate than sincerely caring for them. Being concerned about whether or not the position is going to be good for them, their career, their family, and their goals. If you have the humanity, skill and finesse to communicate your respect, appreciation and care to your candidates they will willingly follow your lead and advice. These people will be your candidates for life and will turn to you every 3 or 4 years when they are ready to make another employment change. Ka-ching! (Using this sincere approach enabled me to bill 40% of our company’s revenue in 2008).
But don’t be too harsh on the “hammers” out there. They were taught those ancient techniques and tools of the trade by someone who learned recruiting 25 years ago from someone who learned it 25 years before that. They make it really easy for those who use a respect based philosophy stand out and make bank.…
ongly supports that. You might find the whole report is heavy to read unless like me, your a big fan of logistic regression modeling. So I'll share the conclusion here:
We have found that NYC users have become dramatically more private. In March 2010 only 17.2% of the users in our sample hid their friend list, whereas in June 2011, just 15 months later, 52.6% of them hid their friend lists. In March 2010, for 12.3% of the users, all of the attributes in Table II [friends list, hometown, relationship info, graduation year, gender, age, current city, networks] were private, whereas in June 2011, for 33% of the users, all of these attributes were private.
This leads me to conclude that for HR pro's, sniffing around on Facebook as part of a selection process is actually lower than reported because of limited usefulness, and diminishing returns in terms of access.
I maintain that HR pro's who actually make an effort to gain creepy stalker access to private pictures by friending people are weird and should consider getting to know the person through more regular means of selection.
Here's the report: http://cis.poly.edu/~ratan/facebookusertrends.pdf
I never said that there weren't instances of people not getting hired through instances of horrifying pictures of them or horrifying comments being discovered by intrusive recruiters. To clarify my point, I was calling BS on the numbers on the infographic which are grossly exaggerated. …
oughts: 1) don't work with them 2) don't work with them.
Recruiters are not the be all end all to the job search. Not by a long shot. If it bothers you that much, find a job without using a recruiter, plain and simple.
Wait, what's that? The companies you want to work with are using recruiters? Maybe their philosophy doesn't align with yours and that company may not be a good fit for you overall. That's something worth thinking about, isn't it?
I feel like recruiters have to defend themselves ad nauseam sometimes. There are great recruiters and there are sucky recruiters. Maintain your composure, Mr. Candidate, and find a recruiter you can work with if you must. Not all recruiting companies are created alike. Find the one that works for you. It happens in the medical field, the legal field, the banking industry, etc. If you don't like your doctor, you switch until you find one you like. Have you ever bi$%ched out your doctor? Probably not.
Give, and get respect. It's that simple. Pay attention to your own behaviors before you call out others on theirs. I don't have to deal with candidates that are a pain in the butt. Why? Because I don't have to. It's not mutually beneficial if we don't work with a level of respect for each other. I can't, in clear conscious, present you to my client if you've been a jerk.
Bottom line, check yourself and your attitude. My best guess would be that you dish out attitude and expect others to take it. Rethink that philosophy. …