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)
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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)
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)
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…
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)
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)
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