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Blog Post: Special Delivery: Who Ordered the Spam?: I was silently hoping that someone had finally sprayed enough insecticide on the pests that continue to propagate terrible job search advice. Alas, plenty of evidence of their insidious and…; Added by Kelly Blokdijk at 6:59pm on March 27, 2012

Blog Post: Can Employers Control Their Employees’ LinkedIn Profiles?: Employees are the cogs that keep company gears moving forward. It’s understandable that any business would want to keep those cogs well-oiled and optimized. Problems that an employee may encounter…; Added by Adrienne Erin at 3:42pm on November 5, 2013

Blog Post: 6 Ways Reading Apps Matter to Employees: Stress at work keeping you awake at night? If you’re not getting enough sleep or generally find yourself in a sluggish frame of mind a lot of the times, you might want to consider giving yourself…; Added by Rob Morgan at 11:06am on November 7, 2015

Blog Post: How to do Content Marketing for Talent Attraction - #tahack

Hey! Iain Hamilton here for another edition of TA Hack.

I hope you like the new intro music that we’ve got in the video. Today, we’re here to talk about why we create content for…

Added by Iain Hamilton at 9:27am on June 27, 2017

Blog Post: How hiring managers can navigate the employment notice period

You think you've done all the hard work. The role…

Added by Richard England at 9:19am on February 18, 2019

Comment on: Blog Post 'Don't Be Afraid Of Change': en who prospered around the turn of the century, and probably envisioned prosperity for generations to come…, that was…, until the automobile came on the scene. Easy to see now, those that “read” then embraced technology (change) survived better then those with “blinders” on (no pun intended). Let’s fast forward from the turn of the 20th century, to that of our recent turn to the 21st. And let’s remain cognizant histories tendency to repeat, and agree, “Out with the old and in with the new”, provided of course it’s an improvement over the “old”. Congruent your belief regarding “peek performance”, I’ve searched for “recruiting best practices and standards courses and writings” throughout my career. I must admit, I’ve succumbed occasionally to the “flavor of the day”, following procedures or processes by past and current notables in our industry, that probably should have “updated” their material to include a bevy of technologies and techniques better suited to both technology platforms available at their respective introductions, and the ever changing market (clients and candidates alike), fluctuating global economies are bound to spawn. I’d like to stress however, this is by no means criticism of the exceptional trainers and consultants available recruiters today. Most of the names we all know get our attention for good reason; and my “hats off” to those who teach “tried and true” processes and procedures, while bringing passion for the craft to their lesson plans. I do however believe even with their best efforts and talents, our profession needs “change”, and it needs it badly and at a core level. And I believe further, that “standardization” may hold the key to solving many of our challenges. I was taken back by comments a member of this forum (outside the Recruiting profession) made a few weeks back about her disappointment (anger) working with recruiters. As I recall, lack of ethics and professionalism (the usual suspects) were sighted targets for her discontent. Bill Vick jumped to our defense explaining in essence, the “bad apples” are likely “newbie’s” that due to the staggering attrition rate fall off rather quickly. That was followed by Bill’s comment regarding the “ease of admission” to the recruiting profession and assurances that there are ethical professionals in our field… (Thank you Bill for coming to our defense…, hope I summed the thread closely enough for this discussion). The obvious “take away” here is the ease at which people enter the field (no credentials needed), our staggering attrition rate (nothing to be proud of) and its overall negative impact on our profession as a whole. Are we as a group comfortable coming to work each day with the obvious stigmas associated with our profession, contenting ourselves (or deluding) by believing “it’s not like that in my shop” or worse, knowing it is?” Most professions began with little formal organization or standardization. The medical field was scary at its inception. Legal, finance and engineering (and these examples are by no means exclusive) all suffered similar origins. But those that function well and garner respect today met a crossroad at some point after populous recognition, and very structured standards, programs, training and “accredited” certifications (degrees) were established, agreed on and adhered to which necessitated entry for anyone interested. For any of the professions mentioned (and many omitted), seeing the successful “crossover” at their respective juncture in time, and making the necessary “change” was imperative their survival, current functionality, and achieved stature in our culture today. One must ask, is it time we “bolted the door” and as a group, established some standards and best practices that we all agree and adhere to, coupled with synergistic certification programs that truly separate the “less passionate”, from those who see this profession as a true… Profession! Have we reached the “crossroads” and is it time we make “entry”, contingent meeting at minimum certification but preferably a degree incorporating psychology, humanism, sales, marketing, finance and general business courses (to name a few)? I’m a recent member to this forum and wonder if its power to encourage bidirectional information flow could be used to establish standards and “best practices” as originated and “voted on” by its members at dare I say… “A grass root level”? For clarity, I don’t believe “Recruiting” will go the way of the “buggy whip”. But few could argue “change” is in the air. Technology has caught up with us. Professional (Social) networks have made introductions easier then ever before. The proverbial “black book” has been published for all to see through platforms like LinkedIn, Zoom Info, Spoke, MySpace and Facebook (to name only a few). To allow poor practices to exist in any profession generally unchallenged, and tarnished reputations and questionable ethics to be considered the “norm” by those outside our industry (our customers), when history clearly demonstrates a path to follow that’s proven its worth study after study for accredited professions that have preceded ours, is folly at best, but more likely disastrous if left untended. I surround myself with recruiters of like ethics and high standards but still must recognize and take direct responsibility for the “bad apples” populating “my” profession (whatever their reason for being such). Prospective customers tend to “paint” with a broad brush and to delude myself into believing the impact unqualified or unethical recruiters has on “my” business is not far reaching, is to simply put the “blinders” on.…; Added by Nick Lagos at 12:43am on May 6, 2008

Comment on: Blog Post 'Quantity vs. Quality, Reason #1 to Reject Contingency Search': 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. Steve …; Added by Stephen Nehez, Jr. at 11:40am on May 29, 2013

Blog Post: Online Training Helps Improve the Human Resources Experience For Everyone

It is a foregone conclusion that every business, no matter how big or small, needs at least one human resources professional to oversee the operation. Human resources (HR) has become a…

Added by Tod Browndorf at 9:38am on March 9, 2016

Blog Post: Mapping Out Your Job Search (Part II): In my previous blog, I indicated that there would be a series of blogs discussing mapping out your job search in order to navigate to the next destination in your career. This was a result of…; Added by Gary Hamrick at 12:56am on June 22, 2010

Blog Post: Find Success With A Recruiter By Asking Yourself 40 Questions