In my mind, the engagement level of an organization's Recruiters are a major indicator of how well that organization's Recruitment function performs.  Over the years I have worked with hundreds of Recruiters in countries all over the world and one of the characteristics that always differentiated the performance of the great Recruiters from their Recruitment colleagues was the high levels of passion and engagement they brought every day to their role and their organization.

I remember…

Face it, more and more hiring managers are admitting that they will look at a candidate’s social media profile at some point during the hiring process. And why shouldn’t they. There is a lot of valuable information to be gleamed from a candidate’s electronic footprint. A lot has been written about some of the pitfalls and problems with using this data, so I won’t hash over it here. My focus is on 9 things you should consider if you are going to adopt a strategy of using social media (social…

Every once in a while, I'll post something other than an interview or article.  Things have been super busy here at ClearFit, finding employees for our small business customers, so this is my first opportunity to share some news…

CareerBuilder’s Q2 2011 Job Forecast reports that the hiring outlook is the strongest it has been in three years, according to its survey (jointly conducted with USA Today) of 2800 hiring managers and HR professionals.

Some key highlights:

• 28% of employers surveyed added full time permanent employees in Q1.
• 31% of workers say…

What a way to end a weekend...and on to recruitment news.

We are in the midst of a transition period in recruiting and recruitment advertising. Newspaper advertising once dominated how people searched for a job. Then the big job boards supplanted newspapers as the destination of choice for job-seekers looking for new opportunities. Things are changing again.…

Sometimes the journey wears you down...

Sometimes the journey builds you up...

Sometimes the journey wears you down to build you up.

You will know when you arrive.

ValentinoBM (Photo Poem in B&W) - circa 2008 Winter - Campus University of…

The baby bunny featured in this picture, is Marco Polo.  I gave him this name because he was the first of three baby bunnies born in our back yard who ventured out into the world beyond his rabbit hole.

How this relates to recruiting is that some candidates we evaluate for employment opportunities are born Explorers like my Marco Polo, and some are…

We are hugely excited to announce our new sitewww.jobezy.com.au!

We have been watching the “Smart Phone” market carefully and are pleased to announce that you can now choose between abridged SMS job alerts or mobile email!

We all know that the humble mobile phone, like our car keys and wallet/purse is simply something we now all carry! And with the popularity of the new Smart Phones (iPhones and Android phones), we truly…

This blog, the second of a two part series, focuses on candidate salary requirements and how job seekers should handle salary issues before and after an employer makes an offer.

Last week we blogged about candidate salary requirements, and things employers need to consider before extending an offer. We gave an example of a highly qualified candidate who provided her salary requirements to the recruiter…

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. This week we’ll be talking about best companies to work for best practices, social recruiting, why being a recruiter rocks, how to do negative recruiting correctly and an influx in college recruiting.

Here are the articles our that interested…

There’s a growing disconnect between our educational system and the real world. TechCrunch recently ran a piece detailing how Peter Thiel, the Facebook investor, thinks we’re in a “bubble” of higher education. I think that for the most part, Thiel is right: the “funnel” of higher education is broken, and it’s producing a major distortion in our job market.

I have…

Let me start by saying that I think interviews are a two-way process where its as much for the Interviewer (company) to sell themselves as it is the interviewee (candidate)

However all too often its apparent that candidates don't:

• Do enough research about the company where they are applying for a job
• Consider why they want the job, or
• Have any questions prepared to ask at the interview.

This all seems like basic stuff but…

The first perquisite for building a talent community is passion; and that desire is a core factor on which a community is established.  If there is not an affinity for your community within your organization, do not attempt to build a talent community.  The lesson of the past 5 years is that most communities will fail if there is not the energy or the motivation to keep the conversation going. …

Good recruiters get the job done. 

 

Even better recruiters get the job done with quality results.

 

The very best recruiters get the job done with quality results and...?

 

 

Your…

Funny how the debate about a blog post by Katie McNab has found its way overseas with some quite different points of view UK vs. US.

Of course there is no right or wrong but as I have worked in many areas of recruitment (TPR, In-house, tech vendor, media buyer, website designer, job poster etc) I thought I'd share how I'd run an In-house team.

My approach would be of architect - builder - contract labour. 

The…

Part 3 of the ever expanding staffing function!!!

So this is part 3 of the series or in reality it is the 4th installation but we are talking about the 3rd model. Here we are going to focus on the trifunction model also called sourcer(Also can use titles of researcher)/caller(also can be called screener or interviewer)/account manager(also can be called)client manager. (for acronyms see first post in this series)

In the…