the week that was...Week ending June 6, 2008
Tuesday: Susan Burns' Talent Talk Cafe: Myth and Realities
Claudia's Wednesday Wisdom: Park it at the door, missie
Third Party Thursday: Margaret Graziano with "To Coach Or Not To Coach"
Friday: TGIS (Thank Goodness Its Sumser!): Digging Into RecruitingBlogs.com V1.11
...and Editor's Picks
Monday: You Don't Recruit Chuck Norris, Chuck Norris Recruits You by Kyle Smith
Tuesday: Definition of Insanity - Reading the ERE daily? by David Szary
Wednesday: An Excercise in Selling Peaches by Kristin Gissaro
Thursday: Resume 2.0? by Dave Templeman
Friday: 100 Million Job Related Searches On Google in June 2008! by Doug Berg
The Week's Top Videos
Monday: Dimitri Boylan posted by Bill Vick
Tuesday: almost at 10,000 members posted by Slouch
Wednesday: Sustainability posted by Rayanne
Thursday: Is networking worth it? by Maren Hogan
Friday: Video Interviewing at the '08 Kennedy Recruiting Conference; One, Two and Three posted by Ryan
-- What? Not a member!
"Animal Crackers" on RecruitingBloggers.com
Monday: The Google day care controversy: a recruiting lesson about setting the right expectations by Susanna Cesar-Morton
Tuesday: Gen Y Leader Worship by Recruiting Animal
Wednesday: How can telephone sourcing BEST co-exist w/ Internet research? by Maureen Sharib
The Recruiting Animal Radio Show featureing: Craig Silverman the new COO Unlimited Medsearch.
Thursday: What's the most common Gatekeeper response you encounter? by Maureen Sharib
Friday: 10 Hiring/Interviewing Mistakes by Maureen Sharib
ERE Blog Network
Monday: Major Factors in Leadership by Steven Bonacorsi
Tuesday: Sought Out or Bought Out by Sarah Welstead
Wednesday: The New ERE site...not so much by Michael Glenn
Thursday: Karoshi Killed an Engineer at Toyota by Steven Levy
Friday: Where Gen Y Wants to Work by Sarah Welstead
The Recruiters Lounge
The Week In Recruiting (Reading the blogs, so you don’t have to…) by Jim Stroud
Fistful of Talent
Monday: That Rumor About Your Company? It Has To Be True... by Jessica Lee
Tuesday: 300 Open Positions? You're Not a Director of Recruiting, You're a VP of Sales... by Kris Dunn
Wednesday: 300 Openings? You Don't Need RPO, You Need To Channel Sparta and King Leonidas!! by Michael Homula
Thursday: My Candidate's Start Date? Like Bon Jovi, I'm Living On a Prayer... by Tim Tolan
Friday: Hey Lazy Boss! Get Your Positions Filled or Lose Them.... by Kris Dunn
The Fordyce Letter
Monday: Identifying Talent with Shally by Elaine Rigoli
Tuesday: Now THIS Might Be a RANT by Dave Staats
Wednesday: Video on Demand: Xtreme Cheeze by Bill Vick
Thursday: For Managers Only: 10 Tips for Navigating the Market by Steve Finkel
Friday: It’s New, It’s Fresh, It’s the Fordyce Letter Network by Elaine Rigoli
A Blog to Bookmark!
Talent Alchemy, an intelligent and original blog by William Uranga.…
ed claimed 'spam' sent by recruiters. As far as I can tell, the number is 460, although possibly it is as low as 59 people using multiple "spam-trap" addresses, which is an illegal and deceptive practice recently ruled by the Courts to be a form of entrapment.
So, in short, all the thousands of innocent recruiters (many of whom sent only one email) listed as 'spammers' by www.recruiterspam.com are completely faultless. One of the other dirty tricks that was used by the coder(s) involved was refusing to allow recruiters to unsubscribe or remove bad addresses, which is also a deceptive and very unethical practice frowned on by the courts. Spam traps have been used by this group simply to harvest emails with the goal in mind of furthering their efforts to harass and humiliate diligent recruiters.
In any case, as far as I can determine (and I have been researching this question for several years) there are absolutely NO cases ever in the USA of recruiters being prosecuted or sued for 'spam', even in small claims courts. IF you know of a counter-example and can prove it, please let me know. Otherwise, it is very clear that the spam laws are targeted against fraudulent advertising and NOT legitimate email recruiting efforts.
Recruiting emails are simply not the kind of email targeted by the CAN-SPAM laws, unless they are false and misleading, sent from fake addresses, or sent repeatedly after recipients ask not to receive them... Please note, if someone complains about receiving 'spam' they must provide the email address that they wish unsubscribed. If they refuse to do so (like the recruiterspam site) they are simply an illegal and fraudulent extortion or libel effort.
"Real spam" is sent in volumes like 10 million emails per day, from fake email addresses, with misleading and false advertisements (often scams) and frequently involves 'bot' hijacking of computers and servers to send mass email. Usually, spam is sent from overseas to make it harder to prosecute. Nonetheless, even China, which has a death-penalty for spamming, continues to be one of the largest sources of spam in the world.
Despite the enormous distinction between spam and email recruiting, I absolutely recommend that you always unsubscribe people who request it! That is important and an ethical requirement. Still, spam filtering systems are about 95% to 99% effective. I have not received any spam at all, since switching web-hosts about six months ago. I used to receive 700 spam messages per day before that, largely because GoDaddy is a very poor service.
This means, realistically, IF your message to a candidate shows up in his inbox then it probably is NOT spam in the first place... If someone is a software engineer who isn't smart enough to filter their own emails properly, they probably aren't a very good candidate, either... meaning they potentially have to earn a living through other means, like crimes of extortion.
I recently got harassed by someone who had sent me a resume, begging for a job a year ago, and I happened to email him with a description (this was a personal email, sent only to him and no one else) with a job that was an excellent technical match. He responded with threats of lawsuit (demonstrating a very weak understanding of the law, which I demonstrated easily to him), and I reminded him that he was the one who had sent me his resume, of his own accord.... He made some 'hate-crime' like threats (threatening to stalk me with a group, etc.) and I reported him to the FBI.
These cyber-extortionists generally will not back down, even after the law is clearly explained to them, either. However, they do respect the fact that people can file complaints against them for cyberextortion and cyberbullying.
Inasmuch as people have created a clearly fake list claiming recruiters are spammers, and listing them by name (which is clearly an invasion of privacy and unwanted harassment), I suggest that we could create a group list (no one single recruiter would be responsible) of people who are suspected 'false spam complaint' extortionists.
Remember, these people with their fake complaints are really receiving about 1/100th as much email from recruiters as they are actually claiming (and I can prove it). The FBI is clearly interested in rounding up these scum of the earth, especially after the Sony hacking episode, etc.
If you are interested, and want to pool together names, please get in touch with me to see if we can get something started to combat these highly unethical hacker criminals. A list of frequent complainers would be helpful to recruiters (at least to know whom to avoid), and could also help efforts of law enforcement to crack down on the rising cyber-extortion trend across the globe.
P.S. I understand why I got "no takers" on the free $60K+ worth of retained searches for software engineers I was trying to give away last week, but seriously, is living in fear any way to do business?…
why is that there exists two constants and equalizers in our field that will never change: (1) OUR presented candidate must be offered a job and (2) OUR presented candidate must ACCEPT the job. If both of those don't exist, there's no placement. That exists whether you are placing temp employees, C-level, or individual contributor professionals.
As you've stated in some of your remarks (after the earlier comments where you insult my office by referring to us as "garbage" and calling me a "drone"), you correctly admitted there are, indeed, different approaches in recruiting. (....to reiterate the obvious.)
The automotive industry was incredibly devastated by many factors a few years ago and tens of thousands of automotive professionals were displaced in relatively short period of time. At the same time, the State of Michigan ranked 49th and 50th in unemployment in the country. Some of these people left and some stayed put in their homes with market values half of what they owed on their mortgages. As time has proven, every automotive downturn in history has been followed by an upswing in hiring and recuperation of the industry.
Big-brand automotive suppliers such as Lear and Delphi were flooded with tens of thousands of resumes. HR departments throughout the industry were reduced and reorganized. As often the case, an HR department is taxed with attempting to manage hiring and all of the other HR activities. At the same time, Engineering Managers, for example, have been left with tinier departments struggling to manage increased R&D activities.
Our audience on the client side is two-fold: The Manager seeking a superstar and the HR person who wants the requisition filled.
Unfortunately, if you take a couple of parts like an engine bushing versus an exhaust bushing, they are incredibly different. Engineers who specialize in one versus the other are NOT interchangeable. Hence, this creates a very competitive environment for recruiters.
In this example, an e-mail blast to engineers having done bushing design would potentially yield our targeted candidates. However, we can create an even more robust campaign by combining the e-mail blast with other techniques and tricks (which I don't feel compelled to outline) to surface even more potential candidates.
At that point, there is no other option but to contact candidates one-by-one to determine if they have the targeted bushing experience that's required. This can be a tough and tedious task for an internal recruiter or HR generalist. Remember, only a small number of the approximately 3,000 automotive suppliers have the resources for internal recruiters or HR sourcing specialists.
And by the way, the stressed out Engineering Manager doesn't have the time or resources to train an engineer from scratch on the complexities of their engineering process, the design process, the validation and testing that has to be completed, and finally, the acceptance from the customer.
I'm sure you own a car. So do I. So my 15 year old daughter will soon have her permit. See. If an exhaust bushing fails, the muffler falls off the car. No biggie. However, if an engine bushing fails, there's a pretty high probability that you could die, hurt, or kill someone.
Our system identifies these people faster with high quality results. It works. If I was building a spaceship in my backyard to fly to the moon out of used parts from the garage, I don't think I would be volunteering to talk about it on a radio show.
Also, it's been quite an experience for all of our recruiters who speak each day with engineers that you refer to as "physically unemployed" or "emotionally unemployed". These people are devastated and we take a few minutes to see what we can do or if we can point them elsewhere. Keeping with my example, someone that has spent 20 years designing engine bushings may not know how to job hunt, especially after they feel betrayed by an industry they dedicated their lives to. Maybe you can imagine the joy when we, yes, MPC market that person into an engineering department that could use that experience. I don't think he would feel like "garbage" and I don't think he would consider our recruiters "drones".
The MRI Manager who taught me how to recruit and who taught me how to train recruiters played football under Lou Holtz. That means I was only one degree away from learning Lou's competitive teachings, best practices, and able to apply them into our field of expertise. I'm thankful for that.
You could be on to something but I want to be clear that the "quantity" side of my office activity simply involves broadcasting open JO's and NOT the submission of candidates. However, we do have clients with very large R&D operations that seek engineers on a more mass basis. The "quality" side of that type of search may involve other intrinsic aspects that must be communicated by phone. I suppose we're chameleons in a way. Chameleons. Not ambulance chasers. We speak with over 2,000 candidates per week to find a handful of them a new opportunity. We're not apologetic of our system and we have yet to have a client or candidates criticize it.
I believe our earnings are as green as yours.