t the candidate, or at least over-exaggerate their abilities. Wouldn't you prefer those looking for work to be able to keep the job because they're an excellent match? All this will do is get them to the front of the line but not through the door.…
Added by Louis Bina at 9:21pm on September 11, 2011
m some networking tips but in the end of the day my fees are paid by clients and we have to respect (within reason) their wishes. Unfortunately sometimes candidates just dont get that and since they feel like we work for them we should do what they want us to do, regardless of the consequences to us. …
xceptions, these tips are pretty basic--almost commonsensical. Maybe by innovation what is meant is same old, same old but with a bigger smile. Or the audience is full of non-recruiters and non-hiring managers because if these ideas are considered “innovative” then the old way of recruiting cannot be called “tired” just reapplied but updated with the latest jargon, technology and pizzazz.
Now I am impressed with TIP 1: Chase Down the ‘Unrecruitable’ because most hiring managers would prefer not to waste time and money (time is money) chasing down and trying to convince a strong candidate they should consider leaving their great job for the unknown. I, however, love the challenge.
Less impressive tips are:
TIP 3: Find the Best People First, Train Later - ..."finding the right people" as opposed to finding the wrong people? Come on this is so basic. In fact this sounds like a pretty old fashioned idea--regardless if they're highly experienced or require training. You always go for the best you can find, attract and land.
TIP 4: Make Sure Everyone Likes the Candidate - depends on what defines “everyone”. Does it include last minute substitute interviewers who typically get rushed in when the scheduled/prepared interviewer is called away on business? Happens all the time. And if they have no clue on how to interview and what is being sought? I've witnessed and heard about interview schedules getting changed at the last minute causing the introduction of unprepared, untrained "substitutes" who have no idea how to interview and what to interview for--but have an opinion in the debrief meeting. A better tip would be “No substitutes, unless they are prepared as “alternative interviews” to cover for unexpected schedule changes.
I like: TIP 25: Hire People You Don’t Like – It’s not about you. It’s about the talent and their match to the job, team and employer.
I like: TIP 30: Be Active in Your Community but would change it to: Be Active in the Community which makes broadly applicable to technical or minority or other unique communities relevant to the recruiting challenge.
TIP 6: Target Recruitment Ads to Your Top Fans - Wow! When I see a "tip" like this I'm guessing it's meant for an audience with absolutely no concept that you should direct Ad Copy to the most logical audiences and entities that may be helpful in having and/or referring candidates…Duh.
TIP 28: Probe a Candidate and Find Out What They Want - unless "probe" requires a sterilized tool with instructions this is elementary. Who forgets to get that info upfront? Establishing a candidate’s job interests and career ambition would be primary things to know before you waste another next step in the selection process.
TIP 11: Lean On Your Own Network First - working the network...good one, unless it's a Soprano leaning to get their attention another no brainer.
TIP 16: Ask Their Favorite Cuss Word – So this is you’re most innovative tip in the form of a question? Questions like this are inane. A good response would be, “Asshole, as in you’re an asshole for asking me a question so lame this must be a lame place to work ‘cause they have you here playing with serious job applicants”.
…need I say more?…