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Electronic Recruiting News	John Sumser presents the interbiznet Bugler interbiznet presents The Bugler July 13, 2006   Less: The New More Read John Sumser's Electronic Recruiting News.       - Sign up and receive the Electronic Recruiting News in your mailbox daily.       - Sign up and receive the Bugler in your mailbox daily.       - Read Today's BERT (Recruiting Blogs feed) New Special Editions:   Talent Management Special Edition (PDF) Demographic Surprises Report (PDF),  Trends In The Changing Workplace (PDF) Blogswap Edition: 5 Big Bold Predictions For The Future Of Recruiting Hi there everyone -- this is Jason Goldberg, ceo of jobster, sitting in for Jason Davis as a guest writer on recruiting.com.  this, of course, is all part of my participation in the great recruiting blog swap of 2006, and not a corporate takeover of editorial control over recruiting.com.  i guess my writing here is sort of like DickParsons writing a column in time magazine.  or not. thought that i'd do my best to shake things up a bit an offer 5 big bold predictions for the future of recruiting. (Recruiting.com) Should You Wear Flip-Flops To An Interview? This guest post is the first of many over the next 8 weeks as part of "Blog Swap". Please welcome a post from the "Canadian Headhunter" who runs a blog called the Recruiting Animal: "An online survey conducted for retailers Old Navy and Gap found flip-flops topped the list of wardrobe items that college and high school students planned to wear to work this summer." (Online Recruitment Marketing) Post Jobs - Search Resumes - Make a Better Hire, Faster Give your job postings the exposure you need to reach the best candidates. Net-Temps' aggressive online advertising attracts the top candidates and your jobs are broadcast to a wider audience. For 10 years Net-Temps has been providing online services exclusively to staffing companies. Our membership includes:     Reusable job slots - unlimited editing     Full resume bank access     Extensive job distribution network     … and many more features to simplify your online recruiting. Visit http://www.net-temps.com/ to take our Test Drive or call 800-307-0062 for details. What Next for Recruiting & Technology? This is Week 1 of the Recruiting Blog Swap. My guest blogger this week is Mike Taylor. Take it away, Mike! Hardly a week goes by without the launch of a new technology, but what effect is new technology having on Recruiting?According to Online Marketing experts 2006 is the year of the video. Although online video is not new (it has been around for a number of years) it is only recently that it has been possible to reduce the file size significantly without affecting the quality of the moving picture. (Mikerochip) Eight Reasons Recruiters Never Call You This is part of the Recruiting.com Blog Swap by: Jim Stroud © 2007 1. Too many responses and not enough time. One advertised job can bring as many as three hundred responses in less than three days. It is logistically impossible for any one recruiter to reply personally to every applicant. Jobseeker Advice: Network your way into the company. This is the best way to circumvent the tidal wave of resumes recruiters face daily.  (StlRecruiting) Assurance - Get Solid I like tennis. Started learning it as a teenager with my dad. There was one thing in particular I noticed as we practiced and my shots and volleys got wilder or more controlled and purposeful. It was my feet. When I was moving my feet about trying to get into position and then moving again and shifting (I began to call it "waffling"), my shots had little accuracy. I'd lose the volley. But when I firmly planted my feet and stood in solid, square position, my shots went exactly where I wanted and I'd win the point.  (Yvonne LaRose, CAC on David Perry's Guerilla Job Hunt) Should your outside-of-work-online persona be considered by employers? A quick little intro for those of you tuning in to the Big Bad Recruiting Blog Swap... My name is Tod Hilton and I will be your host for this post. What I am: a software developer at Microsoft and a bunch of other things [father, husband, gamer, snowboarder, etc.]. What I'm not: a recruiter or hiring manager, although I do interview candidates and give the infamous ‘hire' or ‘no-hire' recommendation. I am going to segue off of David's previous post, Students, careers & social networking, and give you my thoughts on the murky waters of... Should a person's personal, ‘outside-of-work' persona be considered by an employer? My answer: yes and no. :-) I know, you're probably thinking "what a typical ambiguous answer from yet another corporate drone," but you couldn't be further from the truth. (HireCalling) Under Pressure Today we welcome our first guest blogger from the now famous Recruiting Blog Swap.  Beth Carvin is the CEO of Nobscot Corporation, and you can learn more about her here, here and here. Why do managers give interviews where they stare off into space for five minutes? Is it because they are creepy, and working at that company is like working in a house of ghouls on Halloween? That might be an applicant's impression but not necessarily the case.  More likely, the reason for the bizarre interview behavior is that the manager learned somewhere along the line that they should test applicants by simulating a stressful situation (It's All About the Experience) Don't Leave Home Without It This post is the first in a series for the Blog Swap. Here, Claudia Faust who is a founding partner at ImprovedExperience.com, takes a view on "Possibility Recruiting": Don't Leave Home Without It "Did it work?  It doesn't matter.  What matters is that the possibility exists that it could."  Amitai GivertzThe optimist proclaims that we live in the best of all possible worlds; the pessimist fears that this is true."  James Branch CabellI love the idea of Possibility Recruiting because – well, let's be honest here, I am a die-hard optimist.  This gets me into trouble occasionally (well, more often than that, since I'm being honest).  However, I still like being this way.  So, thinking of recruiting as exploring what is possible?  Works for me.That's the simple part.  It gets more complicated when I admit that Possibility and Optimism aren't exactly the same thing.  Oh, they're compatible, no doubt – but in a distant-cousin sort of way.  Possibility is potential; it is a concept that is not yet verified.  Optimism, on the other hand, is a general feeling that everything is going to turn out just fine.  When taken to an extreme, Optimism beats a path to the doorway of Complete Denial.  You know, that place where natural laws (like gravity and physics) don't apply to you.  (Recruitomatic) Louise Fletcher's Take On Online Personal Brands EXCELER8ion is participating in a "BlogSwap" with some of the best recruiting community Bloggers. Here is the first terrific guest post from Louise Fletcher of the Blue Sky Resumes Blog: As the owner of a career marketing business, I've been following the debate about My Space pages and online personal branding with interest.On a personal level, I side with Shannon who disagrees with the "vanilla-izing" of our corporations and said this: "Maybe Recruiters shouldn't go looking for ‘dirt' about candidates online unless they are willing to do that for their current employees - they might be surprised at what they find." But on a practical level, I think (a) research of potential employees online will continue and (b) companies will start looking for dirt about existing employees (if they're not doing it already.) (Exceller8ion) The Single Most Important Interview Driver This is the my first guest entry of the Blog Swap courtesy of Dennis Smith, Sr. Manager, Talent Acquisition for T-Mobile USA. I have become a big fan of Dennis and his blog. Welcome Dennis… I laughed when I read Paul's post http://www.mnheadhunter.com/mh/2006/06/mn_headhunter_n.html from June 29th .  He said, "…if I were a professional juggler I would be fired. Of the eight balls that should be in the air five of them always seem to be on the ground." (MN Headhunter) The Elevator Speech: Marketing U. By Ilya Cantor I was recently asked by a job seeker to give a "formula" for constructing the 60-second elevator speech.  If only it was that easy or practical.The problem with the 60-second shpiel is very much related to the limited time you are allowed.  Having dealt with journalists and marketing folks for much of my of my career, I can tell you why good creative people are so valuable.  It's incredibly difficult to hone a message to 60-seconds, let alone 30-seconds as is sometimes required.  It is much easier to write a 200 word "summary" than a concise 25 word overview.Whether you are delivering your message in person or in writing, you should set the tone up front.  By this I mean a concise headline (and read The Ugly Truth About Recruiters.) (Marketing Headhunter) Blogswapping with....College Recruiter This post is part of the Recruiting.com Blog Swap.Many thanks to Steve Rothberg, of CollegeRecruiter.com fame, for being a guest contributor. As a guest contributor to the Career Builders Blog, I would like to extend my thanks to Dennis Smith and the other good folks at T-Mobile for affording me this opportunity. By way of introduction, Dennis and I met on-line a few months ago through our blogging efforts and face-to-face at a recruiting conference in Las Vegas where we both sat on a panel and discussed why and how recruiters should blog. This Career Builders Blog is one of the best recruiting blogs and, as a result, I have a tremendous amount of respect for the path that Dennis and his colleagues are paving for others. I am the President and Founder of CollegeRecruiter.com, a career site that focuses on helping college students and recent graduates find entry level jobs and internships . One of my passions is learning about alternative ways of educating our population, whether that is through on-line schools or other methods. I recently learned about StudyCell, which makes educational software for cell phones. Some 10,000 people have now downloaded its mobile products, so it is in its infancy but approaching critical mass. StudyCell offers pre-made mobile flashcard decks for studying a variety of subjects (languages, math, history, etc.), in addition to its system for creating individualized flashcards on its web site for download to students' cell phones. StudyCell takes advantage of the way young people use cell phones in their daily lives—in the halls, on the bus, during brief windows of time—to help them memorize words, facts, and concepts and test their new skills. (Career Builders) Ethics 'N Viva 'N Me or Squaring The Ethical Circle I came to the blogswap, I saw The Desk, and somehow conquered my fear of combining the subjects of ethics, hiring and China. And then linking it all back to the US. Somehow. So let's start with a little understatement. In China, the ethical environment is a tad different from the US. Sorry, I said little, didn't I?. Well, maybe very different.  It's not so much that the ethics in China are less, or more than in the US. That would be far too politically incorrect to say. But we have to face the fact that the underlying legal infrastructure in China, i.e., the written rules and regulations, are relatively newly written and very much a work in progress. -This impacts the issue of ethics strongly, and it may serve to underline the value of the labor laws in the US by illustrating what it would be like without them. (By Frank Mulligan in The Desk) Blogswap Week One: When Top-of-Mind is a Headache The first blogswap posting comes courtesy of Amitai Givertz of Amitai Givertz's Recruitomatic Blog. Branding has come a long way since it was first used to mark cattle and criminals. It has evolved from the scarring of symbols on flesh to the calculated deployment of symbols for the molding of minds. Where once the medium for branding was soft tissue that resulted in searing pain, nowadays branding draws upon every conceivable means to stimulate our senses with promises of pleasure, success, and instant gratification. Branding is big business – big and complicated. For larger employers in particular, management of their employer brand as a subset of their total communications strategy should not be placed in the hands of novices. Rather, it should be outsourced to experts who understand how to fabricate beauty from the imperfections in the body corporate. Advertising agencies – excuse me, full-service recruitment communications and HR solutions partners – have become the high priests of employer branding, dazzling in their use of magic to transform the ordinary into the extra-ordinary. (David Kippen) Coming Soon:   American Strategic Management Institute (ASMI) Talent Management Summit July 24-26 Boston, MA $1995 Register OnRec Expo 2006 12-13 September 2006 Donald E. Stephens Convention Center Chicago Register ER Expo Fall Conference September 12 - 14 Hollywood Beach, FL $1,495 Register NAPEO Professional Employer & Marketplace 2006 September 11-13 Boca Raton Resort & Club Boca Raton, FL   AESC Researchers & Associates Summit September 21st, 2006 Tate Modern Bankside London, United Kingdom email cdavies@aesc.org  for more info 2006 Healthcare Staffing Summit September 19-21, 2006 Loews Coronado Bay Resort San Diego, CA $1,285 Register 2006 Strategic HR Conference October 4-6, 2006 Westin Kierland Resort Phoenix, Arizona Human Resource Executive's 9th Annual HR Technology® Conference Oct. 4-6, 2006 Navy Pier in Chicago, IL $!095 Register Nat'l Association of Personnel Services (NAPS) Recruiting Life Oct 11-15 San Francisco, CA $999 Register 2006 SHRM Workplace Diversity Conference October 16-18, 2006 Century Plaza Hotel and Spa Los Angeles, California 9th Annual Talent Acquisition & Staffing Summit October 16-19 2006 Renaissance Atlanta Downtown Hotel $2099 More Info Register Hunt Scanlon Advisors present "Defining Leaders" New York city October 18 - 20, 2006 New York Palace   HR.com's Employers of Excellence 2006 October 25 - 27, 2006 Red Rock Resort Las Vegas, Nevada Register Kennedy Information presents Recruiting 2006 November 8-9, 2006 New York City, NY $1,195 Register Bangalore HR Summit 2006 December 15 & 16, 2006 Leela Palace, Airport Road, Bangalore-1,India $250 Learn More                                                                       Got News? 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