Frustrated Job Seekers
Completing the concept that a fragmented internet recruiting world is ruining online recruiting, here is an article that touches on the job seeker frustration. In it, Jennifer Hamm mentions some of the frustrations:
My 1.5 Sense
File under: The Truly Ridiculous:
At OnRec in Chicago last week, there was a panel discussion on the future of “big boards” which included 3 expert panelists; a rep from Careerbuilder, a rep from Hotjobs and the VP of sales from a company who hosts online advertising sites for everything from cars to jobs. Really? This is the perspective that OnRec feels is going to provide the “leading edge” information on the future of big boards? 2 votes for big boards ruling the world and one vote for localized, fragmented niche boards. Here’s Joel Cheeseman’s video exerpt. Listen and see if you hear what I did. Crickets.
Wanted: Recruiters
I’ve just returned from OnRec in Chicago and am wondering;
Are there Recruiters out there?
It seems that advertising has taken over and today the Internet is being used to solicit candidates rather than find them. (apologies to Shally and Dave) If you want to argue with me, then tell me why are job boards so prolific and why are they all run by ex-advertising guys?
When I started in recruiting in 1992, I had a desk, a yellow pages and a phone. I know, it sounds like the old “hike up a hill in bare-feet” routine of the middle aged man but seriously, recruiting is about finding talent not waiting for it to come to you. The Internet should have helped this but the ADMEN got ahold of it and today it is a fragmented mess of confusion for recruiters and job seekers. Thanks Madison Ave!
Opening New Channels
As I read through the recruiting blogs and articles from the last couple days this morning, I saw a common theme that is running in the background of many of them;
Corporations need to open new channels to talent if they are to survive looming labor shortages
I’ve written about this before and believe that shifting the hiring paradigm from “resume/job description” matching to “competency/talent spotting” is crucial to the evolution of corporate recruiting. It is interesting that more people aren’t making this case prima facia in their articles but are touching on it. Let me explain.
Read more
The Politics of Recruiting
William Uranga NAILED IT today in his post on Fistful of Talent comparing the selection of Biden and Palin to similarities in the recruiting process. Way to go William!
For me, the net takeaway is that hiring the RESUME is the safe, conservative and least effective way to hire anyone, VP of IT or VP of the United States. (Imagine putting Sarah Palin’s resume in front of a typical hiring manager, “not enough industry experience, not enough years of expereience” blah, blah, blah)
If you want to shake up Washington DC or simply shake up the marketing department, hire the most talented, driven and potentially game changing individual you can find. Use your insticts, your advisors and an eye to the future. All it takes is courage, vision and leadership. Any hiring managers out there fit this profile?
Back to Cruel?
September 2 and many of us adults woke early, fearing the return to school. Old habits die hard. Kids are either excited or terrified but they are all on the bus this morning.
Summer is officially over and as many people push through the melancholy of hanging up their flip flops, some will be looking for new career opportunities. After the vacations are over, the beach house is empty and the neighborhood pool is closed for the season, life will become routine again and discontent will settle in.
People will look around and see that friends and rivals have been released in layoffs and wonder “will I be next?” and go in search of something new and different. They will determine what they want in a new role, new company, and new boss etc. and go in search of the promised land of a new job. They will polish their resumes (loading them with key words and a thousand “I was responsible for…” sentences) and begin the arduous task of applying for a job online.
How will you treat these new applicants this fall? Read more
About the Author
I'm Phil Haynes, director of AllianceQ, seasoned recruiting professional and passionate advocate for change in recruitment.
More about me
About this blog
The purpose of this blog is to stimulate a dialogue that challenges long-held beliefs in Corporate Recruiting.
I, along with guests, will be discussing change and evolution in recruiting; two imperatives if the function is going to survive the coming "race to talent." Through inspection, dissection and robust dialog, it is our intent to explore and debate the evolution of recruitment in Corporate America.
