with many of their female associates in the event they need to talk about "girl stuff".
To me this is a justified need and not any attempt to discriminate. However i do not want to put a gender specific requirement in an ad. Nor do i want to tell male candidates that they can't be considered because i need a female due to the inbalance of all existing managers being male. I don't think. Without knowing who is on the receiving end of that communication or in the event i get some nut who does not understand that my client is not discriminating but rather trying not to discriminate because they have all male managers, i think i might run the risk of having to anwer an EEOC complaint.
What would you do? Would you just post the ad and put something like, "Female managers are encouraged to apply".
Post the ad and make no reference to gender at all then ignore qualified male candidates.
Post the ad and try to explain to qualified male candidates that the company is looking for a female because they don't have any and need a lady.
Any suggestions greatly appreciated. This one has me questioning my normal blunt self who would ususally say, "Charlie i need a lady on this one". They don't have any lady managers at this point and are about to be accused of discrimination." Then get to hear old Charlie say, "They can't do that and by God i am going to report it."…
n, until you start to build name-recognition and a track-record in a specific market... everything is done by stepping-stones, and no search is inconsequential in building the path to that "golden niche".
One other try is to target specific markets and contact everyone in that market, finally getting a viable search or two to work, and then performing so well at the search that you beat all the competition. Then, you get bragging rights for that particular niche.
So, there's really two ways I would recommend: work like hell until you find a niche you like (best) or work like hell until you dominate a specific niche (second-best). I would always recommend recruiting in a specialty field which is related to your passions, because then you can relate better to the candidates.
I my experience, the best niches I ever found found me first, and then I recognized them as great opportunities. The niches I tried to break into myself caused a lot more pain and suffering, but they can work out, too.…
he regs. Legaleze is nasty but necessary. On some issues I rely purely on experience, do it for a while and you get the hand of it. Some things I talk with colleagues or mentors about it.
I tend not to blog on specific issues, thinking general topics are more informative, but that could change. Google is my best friend, networking is huge, just got back from a hr workplace excellence expo, so I guess you could say I do a bit of it all.…
he cover letter allows the job seeker to tailor that background to a specific job opening and include that omitted but valuable information. It also give the job seeker the opportunity to explain why they are looking for a specific location, position or career change.
Don't discount the value of the cover letter when appropriate but I do recommend a job seeker avoid the "generic" one-size fits all cover letters that create a bad first impression and can actually reduce the chance of the resume getting a good look.…
Added by Terry Cobb at 1:06pm on February 10, 2011