Here are a list of pet peeves I have while recruiting.

1.Musical voicemail-If I have to hear your demo tape, or how smooth you are, or hear a sermon i usually check out

2. When a candidate applies for the job, the recruiter calls him/her and the applicant acts like they can't be bothered

3. An applicant who leaves me a message with just their first name, no phone number and no reason to call them back

4. Creative email addresses..I once had a guy go off on me…

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Tomorrow, Heather Hartmann, Pam Claughton, and Harry Joiner will be on the Recruiting Animal Show to share their insight about recruiting. At least, that is the plan. It’s tough to know for show because the… Continue

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After years of buying PC's , gadgets, software, and having to update every piece of software I own almost every other day....after multiple glitches, crashes, freezes, processor hogging applications, and mystery error messages..after having to upgrade my PC every 3 years..I have finally bought a Macbook Pro. I have never really used a Mac except once in a blue moon when I would hop on one in a local coffee shop. After playing with it for a few days, I realized not only that I love it but…

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On competitive advantage in the war for talent...



"Your challenge, if you want to build long term profitability and competitive advantage is not to engage in an undifferentiated, scorched-earth war for talent. Instead you need to make sure you hire as many talented people who fit your culture as possible, then use your systems, supervisors and your culture to help them become as effective as possible."



Wally Bock,… Continue

The Australian newspaper's IT section today has a lead article Pay to continue rising as skill squeeze tightens. The article reports that the tech skills squeeze forced salaries in the IT industry up by 5 % last year.



The article draws on the just-released Ambition Technology Recruitment Market Trends and Salaries Report. That report says salaries overall had jumped 10% on a 12 month basis and contract… Continue

I'm all about social networking, but will someone please create a

website where I can sign into all of my profiles at once?!?! I had to

create a spreadsheet just to keep up with them all. I came across Ning

and the RecruitingBlogs.com

social network today, and I can't believe I was so out of the loop on

this one! I'm loving the idea, but I swear if I have to create one more

profile I'm going to set my eyelashes on fire...



The End.



I think this… Continue

Recruiting with a blog takes courage.

That's the first line in John Sumser's May 29th post titled, Humanizing.



When I added a blog to my recruiting arsenal toolkit back in 2004, I didn't necessarily think it took a great amount of courage. In fact, I felt like I was jumping on the blogging

bandwagon a bit late, assuming I would just be one of thousands of

recruiting-blogs…

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Measuring an accurate “cost” in the cost per hire (CPH) metric must include three separate elements; direct costs, indirect costs and risk costs.

How you determine these costs and apply the number of hires to the equation will determine whether your metric is worth…

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Congrats To Marc Cenedella and his team at TheLadders.com

On talent management...



"After this [talent management] conversation most HR people recognize that this is not just plumbing or automation - but something way beyond their span of control. This kind of initiative must be led, supported and driven by Sr. Management. In most cases, what happens next is that there is some more conversation and then the idea dies."



Tom O'Brien,… Continue

The WAR for talent is on! Great candidates have lots of choices in terms of where they go to work. We have more clients knocking on our door than we can handle. A client MUST understand how to partner with us to hire the talent they want: How do you, the company differentiate yourself once you’ve identified a great candidate? Some tips I have learned over the years:

• Get the hiring manager 100% involved. Hiring managers must…

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Small quote from my co-founder/partner but hey, it is free press!

Regardless, great article on Web 2.0 recruitment in the valley.

Web 2.0 Hire

Cheers

Christie

Christie Dean-Bower

Measuring success is critical in recruiting. There are four general types of metrics on which to concentrate – cost, quality, quantity and time.



Possibly the most… Continue

"We see the tip of the iceberg in our own Recruitosphere. The Animal, Cheezhead, Mr. Moustache and a host of other characters signify that our online personalities are not necessarily what our friends and family see. We're all experimenting with the difference between our public and private selves while those distinctions are changing." — John Sumser.



Gee John, that is some pretty funny stuff. I cannot speak for The Animal or Cheezhead, but I don't have an online personality that… Continue

You can probably think of a half-dozen ads that you'll never forget. Courtesy of Adsoftheworld.com, below are 9 companies from around the globe that are trying to replicate that success. Warning: close your door so that no one else hears you laughing out loud...

Read the full…

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On stupid interview tricks...







"Mind games, puzzle tricks, gotcha impromptu zingers, irrelevant “IQ tests”, “moving Mount Fuji’isms and Chris Sells’isms”, sneaky hidden trapdoors of the Spolsky sort and all the usual Microsoft shenanigans are a wash. Smacks me more of Geeky Eliteisms, people cut off from the real world."





Christopher Coulter comments on… Continue