Archive for the ‘Recruiting’ Category
Written by Liesl Batz, Executive Recruiter.
Recruiting for the Twin Cities Asset Management community: Flyover country or diamond in the rough?
As an executive recruiter focused on senior investment and distribution placements for Asset Management firms, one might think that I would naturally call one of the coasts home. Actually, I am happily established in Minneapolis and not looking to move anytime soon. I have had the privilege of recruiting for companies based around the country as well as in the Twin Cities and consider myself well-versed in the special skill and finesse required to recruit to our fair city.
15 Competitive Intelligence Tools for Recruiting
Posted by JasonCompetitive Intelligence. It’s the systematic gathering of open information and analysis to provide a better understanding of a competitor firm’s structure, culture, behavior, capabilities, and weaknesses. While competitive intelligence as a practice is not new to the recruiting profession, it can be a key component to a competitive recruiting strategy when deployed properly.
Here are 15 tools that can be used to increase any organizations competitive advantage in the recruiting space.
Recruiter Reality TV Series
Posted by JasonTop Recruiter TV, a Recruiter Earth Production is live, and Tiffany Crenshaw is the talent scout on stage.
What’s the buzz about? Both Human Resources and Executive Recruiting are as important to corporate America as athletic scouts are to professional sporting teams. They can literally change the very fabric of a company with the people they bring to the forefront.
In the debut, Tiffany Crenshaw is a shining example of this and a true specialist in her field who has impacted countless lives throughout her illustrious career. This is a story of hope and how a mother against-all-odds fights through the trials and tribulations of keeping her family in tact.
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70 Million Needles in the Haystack
Posted by JasonWritten by @erincarlson.
Have you ever stopped to think about how much LinkedIn caused a tipping point in both agency and corporate recruiting? What use to be the private commodity of agency recruiters, their database of people now resides freely accessible by corporate recruiters via the web. There is no control over the candidate and what they may post, offering corporate recruiters the same or even greater access to potential candidates as agencies.
Just a few tweaks to their processes and corporate recruiters can offer a robust pipeline and higher levels of service than ever before. With access to 70 Million Profiles, Recruiters have no excuse for not networking with or engaging talent.
As a previous agency recruiter I used LinkedIn consistently to grow my network for warm leads. When it came to finding the needle in the haystack IT hire, LinkedIn was the first source. Highly complex searches that involved finding a subject matter expert, no problem let me tap into my network. In using the advanced search capability recruiters are able to locate more than just candidates, they can use the function for determining market data and competitor lists.
LinkedIn gave Recruiters a platform for locating people, real people they know something about.
There are 70 Million Needles in the Haystack, there’s no excuse to not get motivated and get networking!
Ke$ha and Social Recruiting: Blah, Blah, Blah
Posted by JasonThere are many opportunities for both HR professionals and Recruiters to engage in (and leverage) social media (coming out your mouth with your blah blah blah) – both personally and professionally. But buyer beware, don’t just fall for the hype (zip your lips like a padlock)– and be sold worthless goods.
If you filter through a majority of the noise, most of what we see and hear is just that – noise and hype. (don’t be a little bitch with your chit chat). Consider how recruiting (tools) have evolved over the past 2 decades – from newspapers and job boards – to the almost endless possibilities today (in comparison). The biggest difference between then and now is that now we can leverage all of these tools to brand our organizations and get our messages in front of people world-wide, whether or not they are looking for work. And, we can now do this faster than ever thought possible.
Yet, part of the problem with the current focus is most “experts” are primarily talking about using social media for posting jobs (advertising) and finding people (sourcing). (so just hush baby shut up) These are activities. They are important, yet they are not addressing the issues at hand (integrated technology, capacity, candidate experience, investment returns, etc.). These activities are not advancing our cause. They are simply activities to get your jobs in front of the same people that are and were reachable before. (stop stop stop talking that)
There is no reason to over-complicate “trends” and “best practices.” We don’t need to continue creating and leveraging more job posting tools and web sites. This isn’t about posting your job on twitter or creating a RSS feed of your jobs for your facebook fan page. Big deal. Who is really joining your fan page anyway? Is the dialogue meaningful and engaging? So much belief can be put into anecdotal stories of how great something is. (blah, blah, blah)
Do we really think candidates understand the mess being created online with 100,000+ different job sites? Are we that naïve to think 99% of these job sites even matter – at all?
It’s unnecessary clutter, it’s confusing to candidates, and the online experience can be an embarrassment. And people ask how HR and/or recruiting get bad labels. From my viewpoint on recruiting and specifically related to social media, I would argue we need to think broader than activities and clutter, and start thinking about total distribution models, meaningful delivery of content and mechanisms, and true communities of influence that provide a mutually beneficial relationship for both parties – the candidate and the company.
This isn’t about not using social media, it’s about using it in ways to drive innovation and engagement. Ways that make sense for your organization, your strategies, and your target candidates. We’ll be highlighting organizations over the coming weeks we think are doing it right!
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Top 20 HR & Recruiting Pages on Facebook
Posted by JasonSearch HR pages, over 500 results. Search groups, another 500. The same goes for recruiting. With all the clutter, there are few I have found that add value. Like a lot of things, you’ll get out of it what you invest into it.
In random order, here are 15 worthwile HR and Recruiting Pages (and Groups) on facebook:
HUMAN RESOURCES
- HR News
- Human Resources
- Human Resources IQ
- The Human Resources Group
- Talent Management Magazine
- Human Resources
- All in HR
- Fistful of Talent
- Talent Revolution
- Divercities
RECRUITING:
- Recruiting News
- Recruiting
- The Talent Buzz
- TRU - The Recruiting Unconference
- CareerBuilder
- ERE.net
- RecruitingBlogs
- JobMagic
- LinkUp
- The Undercover Recruiter
Like a lot of things, you’ll get out of these groups and pages what you invest into them.
Which other pages or groups do you “like” and recommend?
Online Recruiting and Job Pollution
Posted by JasonI had the opportunity to present at the Minnesota Recruiters Conference last week on Online Recruiting. A big thanks to the co-founder of the group, Paul DeBettignies, for another great event.
I focused on this topic as a follow-up to an article I wrote a few weeks ago called “Job Seekers Beware“. These are a few examples to consider as a result of that artcile.
The slides are included below - via SlideShare. Please contact me if you are interested in learning more about the session.
Some additional context on the session when viewing the slides:
- The main focus of the session was on “owning” your own content, and controlling the candidate experience.
- The inference to the examples used again was on partnering with these organizations to stop the job pollution that’s taking place - primarily the sites that are using your content without your knowledge.
- Put YOUR strategy together based on your organizations needs. As a specific example, during the session we looked at twitter as a recruiting tool, and the pollution taking place with thousands of jobs channels. It’s not that an organization shouldn’t consider - or use twitter (or social recruiting for that matter) - it’s about finding out who has your content, where candidates are being driven to, and the results.
- It’s also about outsourcing what makes sense. Do you want to manage your organizations twitter channel and followers - or does it make sense to leverage the established job boards already in place? The answer is different for everyone, but again, you need to own the content and clearly know the candidates path to completion - on all sites.
View more presentations from Jason Buss.
Exclusive 2010 Trends in Recruiting
Posted by JasonAn exclusive for The Talent Buzz community, which has not yet been published broadly. It’s the 2010 Trends in Recruiting Report from LinkedIn.
The report is free, and contains some great information on overall trends related to recruiting budgets, passive candidate recruiting and pipelining, the use of social media, and more.
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Job Hunt Chat
Posted by Jasonby @jjbuss.
Calling all job seekers and recruiters! #JobHuntChat started on twitter 2 months ago, and is quickly growing. You can experience the chat every Monday night at 10 pm EST.
I had the opportunity to attend and contribute last night, and would highly recommend this venue. 5 questions were tweeted, follow-up questions were submitted by job seekers, and recruiters gave some great advice. Everything from job fairs to job boards, and everything in between.
Six Sigma Recruiting
Posted by JasonGoogle it, and you’ll return 9.5 million results… Six Sigma was pioneered by Motorola in 1981, and is one of their registered trademarks. As of 2006, Motorola reported savings in excess of $17 billion – as a result of Six Sigma.
Six Sigma’s implicit goal is to improve all processes to that level of quality or better, and can be applied to recruiting. While the methodology doesn’t come without criticism and certainly isn’t new, in general and within recruiting, we know improvement opportunities exist in a majority, if not all companies recruiting and hiring process.
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