Possibility Recruiting
Whether you like it or not, recruiters who are believers, agnostics or
atheists are all bound by forces at work which are beyond our
comprehension, benevolent forces that make effective recruiting
possible. Unbelievable? Consider this: (RecruitingBloggers)
Aggregate This
There was a time when if you wanted a job in your area you had to
turn to the old want-ads. Sunday's always seemed to be the best, but
even there the listings were limited. Good luck if you wanted to
look for a job on Tuesday. In most towns you'd be happy if you could
find two or three jobs in the entire paper that even kind of suited
your needs.Well, the Internet arrived and slowly but surely took
over the world, leaving the want-ads behind in favor of the job
board. Soon after that, the aggregators came along and started to
"scrape" job postings from boards all over the Web in order to
create, if you will, the super job board. However, things were not
quite as super as they seemed, and people soon began to see the dark
side of the job aggregators. Wasted time, pointless postings, and no
ability to match your skills to the right job opening were just a
few. Unfortunately, those problems, along with many others, still
exist today: (ItzBig)
Maybe I Don't Like Being Jacked After All After
skewering Mr. Sumser last week for going to the
dark
side, I got a taste of my own medicine today. Apparently I am
not as big a fan of midnight gardening comando raids as I originally
thought.Some recruiters inside our organization noticed that some
of our jobs weren't being presented correctly on "Getthejob.com." I
went to the site and saw that not only are they not presenting our
jobs correctly (factually incorrect data) but that they take our
material to create follow-on pages that look like hell so that they
generate more space inventory. (Talentism)
Poker Party Podcast
I decided to create my first podcast at
Jay-Dee
Jason Davis' ultimate charity bridge
party. But, as regular readers know, I'm
the kind of guy who likes to write the
interview before I go to the meeting. So
here it is. And, let me tell you in
advance that I went armed with a list of
fantastic questions. (RecruitingBloggers)
Why Applicant Tracking
Stinks: Part I Looking around it is not difficult to
find recruiting professionals who
consider ATS a four-letter word. In this
series, I am going to take a walk around
the industry and my experiences as a new
entrant over the past two years to
explore how we got here and how to get
out of the rut. The first thing that we need to do is
to admit there is a problem in the first
place. Perhaps the most stinging rebuke
to the industry that I've seen lately
was this paragraph in one of
Lou Adler's articles on the ERExpo
about one month ago: (RecruitingBloggers)
Search and Source Part III
Now that we have our marching orders set out before us; our jobs in a work
document with the job's name, title, job description, all the target companies
we want to source out of and all the accompanying information we researched on
for "names in" to begin our journey, it's (finally) time to get on the phone!
This particular search is for a Director of Sales and Business Development.
Although the customer wants to hire for that specific title, she wants the
person we're targeting to come ideally out of new product development or product
development. We're told to target the following titles: (RecruitingBloggers)
Traits That Turn a Good Recruiter Into a
Great Recruiter
Identifying what RecruiterX would look like
As an owner of an IT staffing firm, I am always looking for good recruiters
and have had the pleasure to work with some very skilled people over the
years. If I could somehow blend the better traits of all of them into one
mythical person (RecruiterX), he or she would show the following skills: (ERE)
Job-Hop to the Top
Marshal Loeb has an interesting little article up about job hopping and how
it is good for your career: Gone are the days of joining a company after
college and staying with it for a promotion-filled 40-year career. Today,
more and more companies are seeking talent from outside their own pools, and
tenure at one organization is rare. Ok, we'll forgive him for that opening
sentence which was sooo 1988. I mean is there anyone out there who thinks
that a 40 year stint at one company is likely these days? (Recruiting.com
Talent is what matters most.
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