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BoB v77

(August 08, 2006)
  • Invisible Software
    On this ERE discussion, Stephen Collins turns toward an interesting and maybe important idea about interfaces. He wants something he can't see. It's something new that's been around - many firms have been working on it (we have been fooling around with the idea for years), but it seems new because Microsoft and SAP are on the case and getting some buzz; I'm talking about something called "Duet" (Martin Snyder)
  • The Role of the Hiring Manager in Recruiting
    Seven keys for highly effective hiring managers
    I think it was Management 101 in which we all learned that as leaders are identified and as they grow from individual contributor roles to leadership positions, the biggest predictor of success shifts from the quality of their performance to the quality of their team's performance. Today, the fact is that every company is looking for high-potential, high-quality employees in a diminishing pool of talent. The relative importance of this and the degree of difficulty is illustrated in the points below: (ERE)
  • Expected Flood of Chinese Funds Flowing Offshore May Be a Trickle
    When China announced in April it was easing its strict foreign-exchange rules to allow individuals and companies to invest offshore, markets in Hong Kong and other parts of Asia sensed quick profits. (Recruiting In China)
  • If You Fish the Bottom, All You Get is Flounder
    Bottom fishing, when applied to recruiting, refers to going after low-quality candidates. Advertising a job on the Internet and waiting for applicants to "swim by" is akin to dropping a weighted hook, letting out the line until the lure hits ocean floor, and then as, Otis Redding so aptly put it, just "sittin' at the dock of the bay, watching the tide roll away. Yeah (Investigative Recruiter)
  • I Don't Want a Resume: I Want a Brand
    Resumes are the currency of recruiting. In the world of human resources, it has become a product that gets acquired and ultimately delivered to a hiring manager . . . a document that says "see how hard I've worked on this search!" In fact, it is hard to get a candidate in for an interview without it. Its become so valuable that Monster even pays its affiliates $1 per resume to build out its massive database. But in the end, it is simply a chronological listing of employers, titles, descriptions, and education. There is nothing in there that tells us this candidate is the one. The problem with resumes is that, in the end, they are all about quantity. And this vexing problem multiplies the larger a database grows. (Investigative Recruiter)
  • How to NOT Get a Job: Respect in Recruiting
    Filed under: Recruiting, Job Search/Resume Tips
    Recently my recruiting team had a bit of an upset with a candidate. The story regarding this individual lets me talk about something that I have wanted out there for a bit and is more that a little entertaining, so I figured I should share it. (Volt Insider)
  • Schmaltz Herring
    At the time of this writing I have been unable to determine the wellbeing if industry icon David Manaster.(Recruitomatic)
  • Give Your Careers Site Or Recruiting Blog Some Character
    There is no getting away from the fact that most job seekers begin forming their opinion of you as an employer from the first click of their mouse on your corporate web site. As such, how your "online candidate experience" measures up has become one of the hottest topics in recruitment this year. CareerXroads just came out with their list of the top 25 careers sites, reviewing the ability to "Target, Engage, Inform and Respect the job seeker." According to a recent article in the Wall Street Journal on the same topic, the type of experience that a job seeker is looking for is one that: (Exceller8ion)

John Sumser © TwoColorHat. All Rights Reserved.
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