use Facebook strategically, then you will not need to “friend” potential candidates and you will likely get more bang for your buck.
Just to reiterate from the article, the best way to use Facebook for sourcing the best and most relevant candidates is to leverage the Facebook of your employees. As company ambassadors, your employees can represent your company to their hundreds of Facebook friends, advertise jobs, and even serve as networking contacts. They can do this themselves in a more organic “word of mouth” fashion, through creating buzz by sharing company events and opportunities they may know of. Or my company, Surge, developed a software that automatically posts job posts on the walls of company employees as if they wrote the statuses themselves. It’s been working great for our customers because it expands the employee referral program to a much broader audience, and from the statuses themselves, employees’ friends can learn about the job, network and apply directly. This way you don’t have to friend anyone, everyone’s information is kept private and you as a recruiter are able to attract hundreds, if not thousands more referrals from your employees networks.
I hope that answered your question Emily, I’d be happy to chat further and answer any other questions you may have.…
hidden footprint. Asking for a resume, to me, is hardly a personal inquiry since its designed to be a public marketing document.
Regarding other points made...
If you feel you're sharing too much private info on the resume why not try having an email address that is dedicated to the resume and its inquiries, a Google Voice number, and simply listing city and state or town perhaps?
Or you can simply state "I don't share my resume until later in the process, my online profile should prove sufficient for our initial conversation." without lambasting a party who has taken an interest in your career.
Of course then you need to make sure your profile is indeed accurate if you want to be taken seriously.
No one is asking you for sensitive data when they are asking for a resume, they are asking for verifiable, quantifiable data.
If I have contacted you already and you expressed even mild interest, but we haven't spoken fully yet, wouldn't I be remiss if I didn't try to get the most accurate professional information I could prior to a call? Online profiles can be faked or fudged, or simply out of date. A resume is expected to be accurate no? Can you think of a better way for me to be a SME on a candidate in advance of a lengthier conversation?…
s for people in Corporate America, technology making it easier for internal recruiters to access qualified candidates, a smorgasboard of required interview criteria, fewer quality opportunities, and internal recruiter outreach receiving from them the "flawed" jobs to work on. The moment I start sending resumes of candidates via Internet recruiting my clients already have, they won't work with me.The point you make about whining is accurate. Recruiting has always been tough and if you can't take it, find something else to do. With far fewer quality fillable opportunities to hit or miss with I believe there's also been an environmental paradigm change since 2001-2002 when offshore outsourcing ramped up. Whether you want to hear or believe it, or not, we've lost 5 million private sector corporate jobs since 2001 while creating 5 million overseas.What I see happening is beyond recruiting. It's impacting putting financial pressure on 'middle men' across the board, of which recruiting is but one function.
In our business, when our clients' internal recruiters have the capability to access all employees through technology are we still relevant in the market place? Amy Alaa has written some very telling pieces on exactly when she uses external recruiters, and the frequency. She's in the internal recruiter arena having been on both sides of the desk. I take her opinions seriously as what she says, and Drue's above piece, resonate exactly to my daily experience. A few positions, which could be unfillable, released to 3rd party recruiters and intensive recruit outreach.
My question to Drue, Amy, or others.......Is 3rd Party recruiting becoming obsolete? If not, what relevance will we have to the marketplace? As peoples' functions become more commoditized and easier to access through the Internet what does that ultimately mean for TPR's?
And finally, my posts aren't critiques or griping about the difficulty associated with recruiting. I know all about that score. But about recognition of a changing recruiting environment I've been observing easily for the past 10 years. Are we part of what's commonly known as "creative destruction" in the economy? Or should jobs make a comeback will recruiting dynamics shift with it? …
n a recruiting firm.
What you taught your client to do is good and creative. But, why Bounty? Why would you do that to aclient? Why would a recruiting firm want to give 25% of the fee to Bounty? What is the point?
I signed up with them about a year ago. Submitting resumes, waiting for answers, all the rules, etc. are disturbing and to me, disrespectful to our industry.
We are worth what we charge. It is expensive to recruit. Overhead is enormous. And, for some reason you think it's nifty for us to give up commissions.
I refuse to work with Bounty. I will work with any good recruiting firm with splits. If someone needs jobs to work, I have them.
You mentioned that the recruiting firms on bounty were allowed to submit a certain amount of resumes. You don't understand recruiting. It is not about resumes. Most of the people I place haven't updated a CV in years, and there is no way I'm papering the world with someone's resume, I consider a resume to be a private document. Submitting a resume is worthless.
Oh well, your blog wouldn't convince me to hire you to train anyone. If I were you, I wouldn't use the name of the corporations you are working with. This didn't help them at all. I was all set to take your people, and excited about it, but you are the recruiter/trainer.
You might want to train companies how to work properly with recruiters. We don't just place engineers. We place people like CFOs and CEOs, VPs of marketing and sales. These people bring value to the company. There are a lot of places that recruiters aren't needed. Like when hiring international unemployed engineers. Lots of people looking for work. But, that's not where we step in. I won't touch a job order unless the company needs me.
Again, do you have stock in Bounty? I'm surprised at all of this.…