I have tried to start this post no less than seven times already so instead of trying to come up with some round about catchy way of presenting my thoughts I am just going to lay it out there and see if it sticks.…

Recruiting, as an industry, might be one of the largest “perception businesses” I have ever seen. Through my travels in the Recruitment Process Outsourcing industry I have been invited into a number of corporations (6 Fortune 500 clients, 8 privately held businesses & a handful of mid-sized companies) and regardless of the…

Over the course of the next week, I am meeting with many different companies - all with the same question wanting to be answered - does my business need to be using social media to recruit - social recruiting?

I was having lunch with my good friend, and former business partner, Rex Kurzius* the other day. During lunch, he informed me that he is only looking to hire people from USC. I let the statement pass for a few moments because Rex has a tendency to throw out statements for shock value and sometimes it’s best to let it go; however, this time I had to ask him why he would only hire people from the University of Southern California. As it turns out he wasn’t referring to the University of…

I read a blog post last week via twitter on the growing subject of the 'personal brand', discussing yet another recent 'survey' that puts at 70% the number of employers using social media profiles to check up on, or screen out, candidates in the recruitment process. …

In the old days your recruitment marketing should have enabled you to attract the 'right' person. The tone and style of your advertising would sell the opportunity and your organisation's culture to attract the perfect fit. As well as helping to de-select the wrong type of

candidates from applying, if used correctly - it saved your time,

effort and budget by avoiding the need to sift through hundreds of

'wrong' applications. It was surely better to interview from list of…

"It's not you. It's note me. Its just not meant to be" is the title of the featured post on Recruiting Blogs.com by Jose Ruiz, a Principal at Heidrick & Struggles' Monterrey, California office. Jose offers insight into corporate hiring trends resulting from the realities of today’s marketplace. In the past companies defined job qualifications and considered candidates on a…

How many marketing impressions (regardless of the medium) does it take before an individual will recognize the message and/or brand?…

Stress. One just can't avoid it. Whether it's time to close the deal between two parties, whether it's (in my case) finding time to make my calls (which would be in between the baby's nap and picking up my 6-year-old daughter from school), finding time to coordinate an interview, finding time to visit a client, finding time to keep up with the books & ledgers (if you're a contractor). I've had days where no one is satisfied or get rejection call after rejection call, and even the best…

This blog post is going to be exceptionally personal. You have been warned. A few months ago, I stood looking down on the San Francisco Bay, at Sunset looking west from the Oakland Hills-when I snapped this picture. It was at that time I told myself, I had what it takes to make a difference in my profession, I could put people back to work, and really help propel myself forward to a career track of greatness. I thought of the beautiful…

The life cycle of a background check is often in conflict with a recruiter’s time constraints to fill a position. This blog explores how recruiters can help speed up the process.

Part of the on boarding process for most in-house recruiters is the completion of the pre-employment background check.On the other hand, it is mission critical that employers exercise due diligence in their hiring. If an employer hires someone who turns out to be dangerous, unfit or…