BoB (Best O' Blogs)

• Online Hiring In China This is an amazing example of entrepreneurial spirit in difficult circumstances. Straddling the line between blog and not (purists would disapprove, everyone else wouldn't care), the author tries to bring contemporary recruiting to a "Back to the Future" market.
   
• 68 Posts 68 posts. About 130 pages of content. A royal pain in the butt. A gut-wrenching act of public intellectual immolation. The last 10 months of my blogging experience have indeed been interesting. When you have three kids, a busy spouse, a new house, 2 dogs (soon to be 10), 4 cats and all the things that come with them, one has to ask "What the hell are you thinking?" Why put in the effort and time and heartache when it doesn't make any money?
   
• How To Find a Great Recruiter A toolkit of outside-the-box approaches   by Dr. John Sullivan  One of the biggest problems facing directors of corporate recruiting these days isn't the shortage of applicants, but rather the shortage of great recruiters.  Magnifying the impact of the problem is the fact that only a handful of recruiting directors have taken the time to write a strategy or develop an approach that would improve their chances of hiring the best recruiters. In fact, the majority of the approaches that I have seen are so unstructured that they would be laughed at if they were used to recruit an engineer or an accountant.
   
• I Saw What You Did, I Know Who You Are: Hiring companies are fishbowls on Web 2.0  At the Recruiting 2005 conference, Sammy-the-Vault is going to lead a panel on "The Emergence of the Transparent Talent Market".  That means the combination of search engines, discussion boards and blogs can reveal the inner workings of a hiring company to anyone who wants to know.  And, likewise, a hiring company can see what people are saying about it online and use that information.
  a) To prep recruiters to handle known candidate questions
  b) To manage their image on blogs and discussion groups
   
• Investing in Social Capital Last month we explored the "hidden economy" that seems to be developing in various places (primarily in "micropolitan" areas) around the United States (see "Understanding the Hidden Economy" in the October issue of Future of Work Agenda). And back in September we described our concept of Business Community Centers, or BCC's ("Business Community Centers as Third Places") as one way to help strengthen those local economies (and, implicitly, to help all that hidden talent become a more visible part of the community).
   
• You Give Love, I Mean Recruiting, A Bad Name My mother, a 30-year veteran of the financial services industry, is a Vice President of a regional bank's commercial lending department. One of her responsibilities is acting as the hiring manager for the department. Like any smart VP, she saw the need to enlisting the help of experts in the financial recruitment field recently to assist with some key hires at the company. Great! I really appreciated that she saw my career, respected what we do enough to hire her own recruiters to assist with hires, whereas before, she would have never even thought to hire a recruiter. Now that's a parent that really takes an interest in their child's career.
   
• Stuck In The Middle With You "Where's all the great mid-level talent?" This is the question we are asked every day by our clients. Everyone is looking for the 3-5 year, pedigreed, perfect candidate. Guess what, they don't exist. Ok, ok - they do exist, but there are so few of them, it seems like they are an extinct species. Why, you ask? Well the answer is, it is our own damn fault. When the industry took a nose dive after 9/11, hiring came to a virtual standstill. Layoffs were at every turn. People left the industry in disgust, some never to return. Companies were not filling the funnel with new talent back then, they were depleting it. So, fast-forward 4 years. What do you get? A big fat lack of talent. Because the rookies weren't getting jobs in '01, '02 and '03 we are forced to now steal from Peter to pay Paul, and play musical chairs with the mid-level refugees from the dark days of the decade.
   
• Taleo and ROI This morning I was lucky enough to listen to Yves Lermusiaux (President and Founder Taleo Research) talk about the ROI of Talent Acquisition at the Westin in Melbourne. While the session was a sales pitch to potential client Yves still covered some very important topics such as the economic impact of talent acquisition. Yves was speaking to a new white paper from Taleo that goes through their research into the whole ROI area.
   
• Eating our own dogfood I don't typically use this space to shamelessly plug Jobster - my goal with this blog is to help contribute new thoughts and ideas to the recruiting industry. But those that know me know that I'm also passionate about what we're trying to accomplish here. And every once in awhile I get so swept up in something we're doing or the results we're driving that I feel compelled to blog about it.
   
• job boards behaving badly - trademark infringement (or boo! careerbuilder) There are more instances of job boards screwing over direct employers (their clients, no less) via Google, Yahoo! and others than anyone in our industry should be comfortable with.  Most employers would be appalled at what some boards do in order to hijack their brand in order to drive traffic via search engines.
  
• Blog Interview with Scott Horn, GM in Microsoft's Mobile and Embedded Devices Group I recently interviewed Scott Horn, a General Manager in our Mobile and Embedded Devices Group at Microsoft. I used to recruit for this team (was it 3 years ago?), which was really fun because they value potential (a quality that warms a recruiter's heart) and they understand recruiting (never had to worry about sending my best candidates their way). The MED team is actively hiring so Scott shared a little about their charter and the types of roles they have open. (Heather continues to set the archetype.)
  
  

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