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From the Recruiting Blogswap:
Recruiters' Fake Profiles Damage Social Networks
A couple of weeks ago, Gautam commented on the damage to employment brands from
outspoken
commenters on the social networks . I'd like to look at another way damage
is occurring: how rebel users of the social networks are gaming the system to
damage the brand of the social networks themselves. Lately, I have been
receiving an increasing number of network connection invitations on
LinkedIn from users who are clearly lying on their profiles. Though I will
not cite specific profiles (the accused are innocent until proven guilty), it is
clear they are breaking the rules of the network they agreed to follow. For
example, one who claims to be a software engineer has listed over a dozen
employers who are all direct competitors, for all of which the person is
supposedly "currently" working. On another profile, it's again over 10 direct
competitors, and the employment dates on each are 1900 - present. This last
person is particular brazen - she lists her current employer, that she is a
recruiter, and lists the same email address under each employer description for
you to contact for career opportunities. Most of these rule-breakers are
anonymous: they list an obviously fake name or just their initials. Sometimes
their email address (the one you see in the initial invitation) corresponds to a
corporate entity, but doesn't correspond to any of the employers on their
profile!
(Gautam)
eons: a guest post by john sumser
The following post is by John Sumser as part of the 2006 recruiting blog swap.
We must have ESP. This week's launch of the over fifty site, Eons follows nicely
on the release of our white paper: Boomers To Bust Age Bias.. Those guys are so
smart. And, they have great timing! (Jobster)
Inside the Sausage Factory
John Sumser's article today raises an interesting question about blogs: What's
the point? The question is apposite. On one hand we have the stories of
Howard Dean and the Swift Boat Vets to prove that blogs can change the course of
things as large as presidential campaigns. On the other hand, there are not
really any breakout stories of blogs driving similar breakout results in any
business area, let alone in recruiting. (Kippen)
Corporate Culture as Competitive Advantage - The "New"
Right Stuff
By the year 2010, the cumulative codified knowledge of the world will double
every 11 hours. What you go to bed knowing at night will be outdated by
daybreak. Shelf life for knowledge will be the same as that for a banana.
Already, product lifecycles are measured in weeks not months or years. In this
environment a company's survival hinges on its employee's ability to share
knowledge - a concept that is foreign to most organizations, where people hoard
knowledge to safeguard their jobs. (David
Perry)
Online Communities - The View from My Window
On the surface, community seems like a fairly straight forward concept. It is
vital to the success of sites like ERE so it should be worth a quick
exploration. As Yvonne LaRose recently pointed out when she was a guest on this
blog, community is a place where people with common interests can mingle and
support one another. A place that creates some form of unity. (Frank
Mulligan)
G-Man Takes On 3 Guerilla Headhunter Posts
I like David's blog and the range of jobhunter-geared topics that he and his
guest bloggers cover. At the risk of appearing to cop-out during my guest
appearance, I will not contribute a new topic, but rather offer enhancements or
contrasting views on a few recent posts appearing here:
1) On David's "How to Use a Case Study to Land a Job" , I heartily agree with
sending the case study around to companies that would seem likely to appreciate
it. But you can improve your chances greatly: also send it to the conference
program committees of the industry trade associations for which the case study
relates, as well as to the commercial conference/expo organizers running events
in your space. Tell them you'd be happy to present this as a session at their
next national or regional conference. At least one should go for it. This will
greatly increase your visibility among companies who you'd otherwise never think
of using David's method alone! (Glenn
Gutmacher)
To Puke… or Not to Puke
Well, I'm not surprised that airlines (like any other business) might be looking
for extra revenue through advertising. I must confess, though, that the idea of
placing an ad on an air sickness bag by itself turns me a bit green. (Alise
Cortez)
What a Non-Programmer Can Teach Programmers
This week, the Recruiting.com blogswap has assigned me to post to a fellow
Microsoftie's blog. One would think that easy, except Tod Hilton is a software
programmer and I'm not. But I am an Internet researcher, curious about how to
find things online, and have learned to do so fairly quickly. Those skills can
serve any programmer well, especially on sites like Koders, Krugle, etc.
But also please spend some time mastering the search syntax and special commands
available on (at least) Google, MSN and Yahoo. The help section of each site
cover these in decent depth. It will make a big difference in getting to the
results you want, and eliminating the chaff. And why all three? Because the
overlap in results is exceedingly small (typically under 10%), which means you
won't get all the relevant results from just one of them. Don't believe me?
Compare the top 100 results visually for your favorite search string (at
Thumbshots Ranking). (Glen
Gutmacher)
Sourcing the best from the best
How do you decide which companies to target in your recruitment initiatives?
Sure major competitors come to mind immediately, but why stop there? Why not
create your list based on the best companies operating in your field?
(Especially those companies with award-winning products!) Do you know them all?
Are you sure? You may want to do a search in MSN for top companies in your space
using the following string: [ intitle:award.winning keyword ] (Jim
Stroud)
Tod Hilton asks Which Side Of The Fish Bowl Are You On on the
Recruitomatic Blog
Have Some Personality, Please!!!
Many years ago I went on a job interview where the interviewer had no
personality whatsoever. I mean that very literally. Typically you can make a
determination as to whether some is funny, serious, withdrawn, a total shmuck,
etc. within a few minutes of speaking with them. Well, not this fellow. In
fact, I wanted to ask him if he had ever interviewed anyone before. It seemed
like this was a totally new activity for him and that he'd much rather be doing
something, no, anything, else. (Mike
Dragone)
Top Personality Type for Information Technology Workers
College students and recent graduates will often ask for advice as to what jobs
and internships they should pursue. My advice to them is to examine their
competencies, interests, and values. One tool for doing just that is the
Myers-Briggs Career and Personality Assessment. These types of assessment tools
are not good at predicting job competencies, but they are good at helping us
understand our interests and values and when you're choosing a career path, it
is vital that you choose an industry, employer, and job that aligns well with
your interests and values. (Steven
Rothberg)
Getting Better Results from Your Business Card
As a management recruiter, job seekers frequently ask me if they should carry a
business card for job searching purposes. My answer is yes, especially if they
are unemployed during their job search. But what should your card say?
Think of your business card as a tiny direct marketing piece. Direct Mail ("DM")
expert Gary Halbert says that DM advertising is like a small child: It's totally
useless if you give it more than one thing to do at a time. For instance, a DM
piece shouldn't solicit referrals and ask the prospect to call a toll free
number for more information. Each DM campaign should have one specific,
measurable objective. Simple, right? (Harry
Joyner)
Third Party Recruiters, Company Profiles and Jobs Postings
Given my day job, I often preach to mixed audiences (employer and recruiters)
about employer branding, focusing on the nuts and bolts of using employment web
sites. Which mainly comes down to writing compelling company profiles, and
developing job descriptions that really capture what it's like to work a
particular job. Inevitably, a third-party recruiter will ask how this applies to
them. How does a third-party recruiter write a company profile? How do they
translate someone else's job requirements into the type of compelling narrative
that sets great job postings apart? (George
Blomgren)
The Effect of the Internet on Our Culture
The Recruiting Animal says: "A recruiter is a man. A man is an animal.
Therefore, a recruiter is an animal." In our analysis (from tireless months
spent reading The Recruiting Animal's posts) we must conclude that if you are
also Canadian then all bets are off. Canadians, as we all know, are Hosers first
- animal second. So sit back, strap on, I mean strap in, and enjoy the ride. (Recruitng
Animal)
TopUSAJobs.com: Guide to Top Specialty Boards
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