switched) from "hard to find" to "hard to get".
If people are easier to find it likely means they're more desperate for a job making themselves visible. The Engineers I look for often work long hours tending to love their work and don't seem to have much free time between work, continuing education, and family to have a great deal of time to be on the Internet much.
But the one thing that bothers me most about Internet Recruiting that I just can't escape from is that Major companies have their own internal recruiters. Their job is to source candidates on the Internet. They're getting the same Internet sourcing training I am. Why in Hell will they want to work with me if I'm uncovering the same candidates they are? They aren't going to be happy paying a fee to me when I found the candidate a day or 3 hours before they did, will they? Don't they want me to supplement their efforts rather than compete with them for the same candidates?
The obvious rhetorical question being......aren't they working with me because I'm providing them access to candidates they couldn't readily gain access to on their own?
Or am I just being obtuse about Internet recruiting?…
you're more likely to maintain loyalty, right? Thanks for the comment!
Steven - I couldn't have said it better myself. Thanks so much for offering your insight to this post!
Emily & John - Thank you for the comment. I'm glad you both agree with the information shared. Please pass this on to your network!
Chris - Good addition! Engaging alumni and those that are ACTUALLY in the positions a company is hiring for speaks volumes to their strategy. Recruiters are intimidating, but if a student sees someone their age and/or knows that person, it pulls the "corporate" out of your brand. Now, it's just two friends talking about career opportunities, potential for advancement, and real-life insight around that first year on the job. Staying connected is also crucial - if you are hot in the career fair with the "wow, I'm definitely interested in this" and then never follow up, it leaves a bad impression. This applies to both - job seeker and employer.
Thanks everyone for your comments! Anyone else have something to add? For more great stuff, I would encourage you to visit my blog at http://campustocareer.wordpress.com. I post articles here, but only those that are relevant. There's so much more!…
iends and I've shared some personal stuff with you. Maybe because we're such good friends I've shared some stuff that although innocent requires the reader to know the context or some in joke between us and someone who doesn't have the history might draw conclusions about me, and you, based on that misunderstanding. Look through you news feed sometime, odds are on any given day there will be at least one entry from a friend that, if taken out of context, could be viewed as negative.
OK you could put an entry on saying something like "My prospective employer has asked for my Facebook password. I'm giving it to them at 09:00 tomorrow morning and delete this post. Don't post anything that might shock them until I tell you that I've posted that I've changed my password." but there are problem with that. First off at least one of your friends, if they're anything like mine, will think it's Oh So Funny to post something NSFW on their wall but only visible to you at 09:01. Also your prospective employer is preventing me from freely expressing myself on my Facebook!…
spect audience WHERE they are online. If you are sourcing quality marketing or tech candidates, Twitter is a great "venue," though other industries may not be as fruitful and visible on Twitter. If your audience is on Twitter, make it a point to engage in the conversations they are already having, real time. Retweet, share, and ask questions. In this way, you build your credibility in that space as an industry resource, making them more likely to reach out to you.
Conversely, those prospective audiences who don't normally engage on Twitter may in fact be having conversations on LinkedIn Groups or other sites. Again, "hang out" online where they hang out. The more you know about your target, the warmer the lead is. It does indeed take time, but the relationships you build are stronger.
Twitter is a great lead generator; and I've had success with it. Actually, Twitter is the reason I have my job right now - I tweeted about my job search and a recruiter found me. Best of luck!…
n close. The nation's economically active population is rising among Blacks and certainly Latinos.
When it comes to "CEO LAND," it is often described as a "Boys Club."
I proceed with caution on the next comment, as a White Male, it may appear, I am defending my own. I am not.
next time you hear a plea to support women and blacks, you might save just a little kindness for the not-so-terrible, no-longer so privileged white male. - See more at: http://www.martynemko.com/articles/are-white-males-getting-shortcha...
However, below the CEO level, white men are often disadvantaged. With all of the concerns regarding discrimination suits, white men are not as privileged, as many may think. The white male population has been on the fall.
Of course, if you surveyed Wall Street, you would learn they believe, "White Men Rock!" Or, is it "Rule?"
They certainly are visible. Supreme Court, Senate, Congress and so on.
But, within time, watch those numbers dissipate.…
mmunicated with LinkedIn Enterprise Help, they actually apologized twice. While I do not agree with their reasoning, I have copied their reply below so you can make your own judgement:
"I apologize for the inconvenience this change has caused for how you use LinkedIn. The decision was made in the same way we make many difficult decisions about out website: we have to look closely at how users are using the features and products and redouble our efforts in some projects, which requires retiring others.
This is not a beta test, all users no longer have access to this part of the profile view. I also do not want to set improper expectations; we do not have any current plans to bring this back to the view.
Again we apologize for the inconvenience and I am glad to hear that you have found how to filter your activity feed to see your activity. Also, rest assured that your connections' updates will still come to the feed, however, they will no longer be visible on the profile level, nor outside of this aggregate form."
Beyond the obvious things like - have a brain - know your stuff - treat people properly - and so on... what are the top attributes that would signal competence and professionalism?
If you were building your own dream team of recruiting and HR people or a prototype of the ideal recruiter candidate that YOU would hire, what would you include?
Once you have that person (or persons) in mind, how or where would you go about finding them? What would you look for on their LI profile or resume to "know it when you see it?"
How much emphasis would you put on them being active on SM, blogging or other visible signs of an active online existence?
What would signal the type of person/people that many of us vent about? How would you validate your findings and initial assessments?
d me not to reveal them and I won't and I hope you respect that and if you can help point me in the right direction with this search I am having trouble with, I would never reveal your name in any conversations I have with the people you refer.
2. If you were not referred, I would say, I found you through original research as someone who would absolutely know someone who has the skills that this great client of mine is looking for and I never think that the person I am calling is going to be the one who I place but ultimately, through my original research and referrals, I absolutely will find the right person.
Dan, a lot of people these are findable and visible with emails and numbers and everything. I have found that most people want to know who referred them not to see if the recruiter is full of it but rather, their ego seems to always get the better of them and ego is usually what stops a candidate from talking the right job because they did not get what they wanted even if the difference was a few thousand bucks.
There is a lot more to this that we should discuss…
the last few years are detractors. Many people say, but dude…you write recruitingtools.com. I say I know. But there is a purpose to that…
My day to day is to make placements. Sure I am on these sites, but I am there for a reason and I stick to that reason. I never got onto Twitter or Facebook to brand myself or anoint myself the King of Personal branding like someone else…
It’s important for people to recognize that this is a business. Those people that are online and visible and that you think are the leading experts in your field are typically not. Yes I said it.
They are not the experts and if you compare the $$$ they cash in on at the end of the day, it’s the quiet guy in the back of the office that is not on all of these social networks pretending to be the brand king that are the big billers. Yes, I said that too.
Recruiting is Recruiting and the process from 1975 is the same process as today. No I was not recruiting than but you get what I am saying.
Well said Jerry. Now I’ve got to run so I can go tweet this out before I update my FB status.…
Added by Ryan Leary at 12:51pm on September 17, 2010