Search Results - fleshed

Blog Post: 10 Innovative Ways to Generate Recruiting Blog Posts (without a lot of work): Candidates and clients are attracted to recruiters who are experts in both the recruiting industry and their niche. Blogging is an excellent platform for recruiters to generate thought…; Added by Jessica Lunk at 11:21am on June 29, 2011

Blog Post: Find Success with a Keyword Rich LinkedIn Profile: It goes without saying that…; Added by Gavin Redelman at 7:00pm on June 26, 2012

Blog Post: 3 Places to start when sourcing candidates: When we talk about building a Talent Network, we speak a lot about providing a number of options and ways for candidates to opt-in to this network, whether that’s in…; Added by Chris Brablc at 2:56pm on August 30, 2012

Blog Post: The Wolf: Barefoot and empty handed, in the frosty pre-dawn hours of late March, separated only by tangled wisps of breath and steam from a nearby pond, I stared down a wolf. Eye to steely eye.…; Added by Amy Renz at 10:25am on September 8, 2009

Topic: An Hour with my Accountability Partner: falling on an entrepreneurial tragedy. The twenty or so comments that immediately followed varied from words of support and encouragement to practical advice and offers of help. I even called the recruiter and left him a voicemail. I’m sure I wasn’t the only one. I wondered if the person who had poured his heart out so openly had thought beyond the moment. Had he considered that a future client might come across his catalog of failure and overlook the virtue of his transparency to conclude they would rather not work with a self-confessed loser? What about a future employer; would they be as sympathetic as the RecruitingBlogs.com softies? I was talking to our resident high-priestess of enterprise Maureen Sharib about the unfolding conversation. It seemed to me that our recruiter was doing himself a huge disservice. With every reply to new comments the sizzling sounds crackling from my computer reminded me that personal branding shouldn’t smell like burning flesh. Maureen took a different view. We struggled with how RecruitingBlogs.com could balance the need to provide a place where people could come and get the kind of comforting support and collective wisdom that the comments so generously provided while protecting the identity of those who should have thought twice in life before thinking twice online. We concluded that our near-destitute recruiter was a hero. Even at the risk of being branded a loser long after he had recovered offline that single post spoke for a lot of people who are similarly going through the grinder, down the tubes. The advice being given to this one recruiter was no doubt being taken to heart by hundreds of recruiters who are also facing ruin but who are too sensitive to throw their guts up in a public forum -- for better or worse -- as he was doing. The conversation was picked up off-line with some other well-respected recruiting bloggers who are RecruitingBlogs.com activists all: Jerry Albright, Claudia Faust and Pam Claughton. We all concluded that each of us had a tremendous amount to offer this poor fellow including an alternative to bearing his soul online to have a very real and ongoing situation eclipsed by the next human interest post or “is recruiting ethical” dust-up. Talking it through we also realized RecruitingBlogs.com provides a better forum to have these types of things managed, a better way for practical and meaningful support to be delivered. That forum is "An Hour With...." So this is what we’re going to do… Maureen, Jerry, Claudia, Pam and I are available as an panel to spend an hour with anyone who has an issue that requires the experience gained with a combined 125 years in recruiting, absolute discretion, honest counseling, experienced mentoring and a plan of action. Your issue doesn’t have to be the “sky is falling” but it should be something that deserves one of us committing after our meeting to working with you as an accountability partner. That means one of us will walk hand-in-hand with you as you put our agreed plan of action into effect and that you will commit to following through. There is a lot more to it than that but you get the idea. If you’d like to discuss exactly what is involved you can shoot anyone of us an email. We’ll explain how the program is meant to work and what the pros and cons of what we’re proposing are. If you think the upside outweighs the downside we’ll honestly assess your “case” and let you know if we can commit to you as a “client” in return. Don’t forget, as a panel and individually, we’ll be accountable too but there is a difference. We will be working in the open while your identity and business remain completely confidential. The RBC family will be holding us accountable for your success. If this initiative takes off – and we’ll know that when all five of us has been assigned a case to shepherd – it would be great to see what happens next. Whatever that is, it should be something good. We all hope so.…; Added by Amitai Givertz at 9:26am on February 23, 2009

Comment on: Blog Post 'Death Knell of Hiring As we Know It': , actually resumes entirely, do individual phone screens and improve the quality of the people they hire by getting to know folks in an online chat room called talent community. Using their well developed skills at determining mental acuity based on what folks say in the er, uh , talent community , they will select the most acuitious and invite them to drop by for a networking event which hiring managers and internal recruiters will attend with no prep to mix and mingle with people who want to work for their company. Since many of the talent community will not be in the zip code or can't get a babysitter there will be online networking events at set times that those assessed by KC and his group will be invited to attend along with all those hiring managers and internal recruiters during evening hours when no one is working, going to school, taking care of family or doing any of the other things that people do other than log on to social network talent communities. So Here are my questions about this revolunary answer to the problem of getting 50 qualified resumes for every position. How much is KC and his group charging the client to set up and run their talent community, screen the members of the community to decide who gets invited to the networking events, set up the onsite events or manage the online events.? Is the talent community open to everyone who clicks on the talent community link on the employers web site? If so it is an open community. Or when someone clicks on the link do they get a form that says, "JOIN", give us your name and your email address so we can sent you emails about positions and networking events? Now what? Does someone who doesn't want to or can't write a resume or isn't really looking just thinks this company is cool, enter their name or a screen name and their email address or are they required to enter more information as to what they do , how long they have done it, who they work for or don't, what kind of job they are looking for or their number of years experience. Set up a profile , sort of a brief bio, kinda short resume if you will. If that is the case i would suspect that will eliminate 20% of folks who are not looking and the 20% to 75% who do not want their current employer to know they might be kicking around the net looking for a job. Unless they use a screen name, an email address that can't be tracked (where does one get those) and don't put any information on the profile that would be an identifier ,confidentiality would seem to be out the window. If they don't want to enter information they are now not able to join the talent community so there goes the curious, not really looking person who is casting about the net on his company laptop or from the office where everything online is tracked. But for the sake of marketing hype let's assume that the talent community fills up with the creme de la creme of candidates who are going to engage in meaningful dialog with whoever is getting paid to run this community or is assigned by the company or their legal department to monitor what is being said about the company and by whom. Now we reach Jerry's question, Content? If KC and his group are getting paid to manage the content, engage with the community and set up the Q & A as well as evaluating the mental acuity of the members to send out invitations to their events, what happens when a member of the community posts, "What was the total dollar volume of your sales last year?", "What is the reason for most of the turnover you have had in the accounting department this year?". "I see from my research that you have had several discrimination lawsuits in the past few months, what is the deal with those?" "I have applied four times with your company and never even hear back, what's the deal?" I would guess those would not be answered with any clarity or if they were somebody would have their ass in a sling fast. Or just for grins, let say someone posts, "I have an interview next week with your SVP of Business Development and your Sr. HR executive, what are they like and how should i handle the interview." Hot Damn, now every body in the talent community knows that there is a position in business development so they reach out to the SVP, personally by phone or email with their resume, don't get a response so they are hot. So hot in fact that they decide they didn't get an answer because they are over 50, disabled since they mentioned that in a post or on their profile, female, gay, minority , wanted to get into that company but never sold widgets before or whatever so they fire off a letter to the EEOC or the internal legal department or the CEO. Or do you just take those questions down quick and respond to that person privately. Since folks DO notice MOST of the time when things are taken down if they are engaged in a community, many of the group saw it and or noticed that it had been taken down. But let's assume for marketing hype that they were answered and everybody was quivering with anticipation about the transparency of the wonderful employment "baaaraannnd". (Gag) The marketing department or the internal recruiter that doesn't have anything else to do is pounding out all kinds of wonderful bullshit that generates exciting response from brilliant people thus getting them invited to the onsite networking event. All 10 of them out of a community of say 50, no wait everybody who looks at the website or applies for a job can click on the talent community link and join...or maybe not, maybe they have to be "invited" (who does that bit of discrimination) but if they can and do and we are getting 100 or so resumes for every position of which 50 fit 100% of the qualifcations and we have say 20 jobs open that's a lot of folks in the community. But whoever is charged with, or is charging for ,screening to improve the quality of hire is picking 10 to invite in for an open house that the company is going to host, pay for, provide security for and require their HR and hiring managers to attend to get to know these people before they interview them or just hire them at the open house. Or does the whole community get invited? Let's suppose that only 10 are invited to the networking event held at the company offices or is it held at another site in a meeting room sort of like the insurance companies do when they gather up 30 candidates to talk to them about selling insurance? Let's go with 10 who have been selected by somebody. They show up or at least 5 do, 50% turnout is good in any venue. It goes well, KC and the internal recruiter and the hiring managers all really like one of the 5 and decide to move forward with him/her to the next step....which is...Send us your resume please and come in next week to meet the rest of the team for a formal interview. or are we to presuppose that after chatting with someone for a few weeks or months that this person will be hired on the spot at the event without ever presenting a resume or having an interview or filling out an application. Maybe so and hiring is revolunized for eternity, resumes and interviews are replaced by the interaction in the talent community. Assuming of course that the top quality candidate will show up in the flesh at a networking event without knowing if his boss may also be there or someone from HR with his current company. "Certainly was nice not to have seen you here John." Leaving just one more little question. What happens when the folks who went to the networking event and were identified as riff raff because they showed up looking like a reject from Jersey Shore or it was discovered that although their posting in the community demonstrated passion and interest they were simply a bullshit artist online with no substance in the flesh or just blew smoke about their background in the community. Not getting any traction from the networking event they go back to the community and start posting about how much they enjoyed meeting everyone and want some feedback as to what the company folks thought about them and what is the next step. Or they picked up that they were not well received so they post about it in the community. What about the other hundreds who didn't get invited and wonder why and post about it. Start writing letters and emails to anybody at the company they can identify as to the crap that goes on in the talent community. Since the presumption here is that talent communities are going to eliminate resumes, improve the quality of hires and revolunize the way recruiting and hiring is done,how would one handle all the little twists and turns in terms of confidentiality, functionality, legality, transparency and general discontent within any community online or off. Not to mention keeping Jerry, Pam, myself and thousands of other recruiters as well as the competition from sliding in the online door to see who and what was going on in the talent community and maybe pick up some of those top 20% that were engaging thus hiring or placing them before the next networking event. And don't tell me you can keep recruiters and the competition out. Recruiters are crafty at best with those we don't like but know exsit being slicker than greased owl poopie. If lawyers are already rubbing their hands together about lawsuits against companies who recruit solely online i can only imagine how rich they will get when hiring is done through a limited talent community. Inquiring minds what to know.…; Added by Sandra McCartt at 1:31pm on August 14, 2010

Blog Post: Digging Into RecruitingBlogs.com v1.30: Predictions

Digging Into RecruitingBlogs.com v1.30: Predictions

(Dec 19, 2008) As the year winds down, prognosticators all over the world run their greedy little hands together. Now is the time for…

Added by John Sumser at 12:23am on December 19, 2008

Topic: Digging Into RecruitingBlogs.com v1.30: Predictions: nce no one has been speculating about the future of RBC, it seems like a good time and place to get the ball rolling. I'm going to give you ten predictions about social media, Recruiting and RBC. I encourage you to disagree or forecast some of your own weather. I'm reminded of an old saying, "The best way to predict the future is to make it." Like life, these predictions are contradictory. The Economic ClimateJanuary's news will make this fall look like the good old days. Companies who were too kind to do a holiday season layoff will clean house by mid month. By the inauguration, newspapers will be selling at record breaking levels. Then someone will notice that the only place where the news is really bad is in the media. Lots of recruiters will get dislocated next year (but that's because of the changes in recruiting, not the economy.) How Many Friends?The tension between exclusivity and popularity will increase for high volume networkers like Recruiters. More and more often you will hear stories of people who stop networking in their private lives. Keeping the personal and the professional distinct will be understood as a virtue. (Sadly, I won't be very good at this new trend) The Network Is MineThese days, the basic notion is that the network is ours. We are the community. Ownership of the community comes in two flavors, formal and informal. Formal ownership involves the ability to terminate or transform the community from a structural standpoint. The informal ownership are the people who make the community lively and active. At RBC, the two overlap pretty well. If you look around, economic stress is causing some very generous people to start extracting their pound of flesh from the community. As the example gets set, people will come to understand the community as a series of overlapping entities. Each of us are at the center of our own universes. Ultimately, the shift from "we" to "I" will hurt the sense of community. I Own My Own NetworkIt's easy to imagine everyone having their own Ning account (or equivalent). It makes some sense to consider an organization that is contribution based. Those who contribute more get more back. By building gated Ning communities, we could each control the flow of value from our own networks to RBC and vice versa. Each of us will own our own toll road into the community. People Will Go Rafting In The Information RiverAlthough Twitter is flawed, the phenomenon is not going away. RBC activities will decline as members try to deal with info flows from the 1,000 people they follow. Ultimately, the survivors will flourish by cruising the waves of information. Very strong social connections can be leveraged using Tweets. DefriendingI have thousands of connections on LinkedIn. That makes it my own personal resume database. It also makes it unlikely that I will build warm relationships there. The places where I have really strong relationships will involve prioritization. So, you can expect to see a movement towards network exclusivity, particularly in the over 40 crowd. Email Dies Quickly, Traffic Falls Off, Aggregators RuleNo one can really keep track of all of this crap. FriendFeed, which does an admirable job of aggregating the river, will start to look more and more like outlook. You have to be able to take the information out of reverse chronological order if you want to do something with it. Once the short communique (tweet) flaws in accountability and distribution are fixed, Email will be on its last legs. Mine already is. All Business Models Fail Because They Involve The Use Of RelicsWe simply don't know how to think about this stuff yet. Inevitably, we wrap old ideas around our new experiences. Advertising is on its last legs. The most perfectly customized ad is the precise information I need. So, every aspect of mass distribution will be wrenched from the advertiser's hands. It's going to take a little whle for a groundbreaking community like ours to figure out how it pays for itself. The New Definition Of Friendship Starts To EmergeLots of people are talking about the lack of nuance in the space between contact and friend. I think there is even more variance in the idea of "types of friends". You can jump start a strong relationship quickly with social media. There is no name for that. In the long haul, this is all about how we spend our attention. With a relatively finite quantity of attention to spend, prioritization will continuously try to be the issue. Slouching Will Be Ruled Unconstitutional in Two North American CountriesObviously, this is the most important trend. It's related to the legislation requiring mandatory jail time for 50 year old white men who make gang signs. Recruiters seen in black stocking caps (uh, how come I never got one?) will have 30% shaved off their fees. The next RBC fashion trend? Suits and paisley ties. So, those are my ten. What do you think the next year will hold for the business, social media or RBC? …; Added by John Sumser at 12:18am on December 19, 2008

Blog Post: Career Meerkat Moments - Stand Up, Look Around and then Charge!: Despite my busy recruitment workload in the last few weeks I've taken time out to wear my other hat and offer some career advice and guidance to a handful of experienced director-level contacts…; Added by Robert Wright at 8:38am on June 12, 2012

Blog Post: Transforming your recruiting is a process not a quick fix: Yesterday, SmashFly CEO Mike Hennessy and VP of Sales & Customer Success Mary Grace Hennessy were featured guests on the DriveThruHR Internet Radio Show hosted by William Tincup and Bryan…; Added by Chris Brablc at 2:29pm on September 11, 2012