If only I had a "do over" button.
Monday, November 1, 2010
Thursday, September 16, 2010
Tuesday, September 14, 2010
My Toolbelt
Talent Acquisition / Recruiting has traditionally involved many steps & processes: identifying prospects; engaging & developing passive candidates; telephone screens; behavioral interviews; selection of finalists; pre-closing discussions about career objectives & prioritized decision criteria; reference checks & drug tests; and orientation processes last multiple days.
During prior "talent wars", a trend emerged where increasing % of candidates changed their minds in between accepting an offer and their 1st day of work. Some employers created teams inside Recruiting Depts. who were charted to "shepherd" the pending new hires & minimize drop outs. In these times, recruiters are challenged to swiftly navigate the daily tsunami of resumes which arriving after opportunities enter the public domain. Gone are the days when recruiters can send a personal response to everyone. Recruiters balance maintaining a positive employer brand with efficiency (saving time & money). Clearly surgical sourcing into targeted employers & user groups produces more efficient yields from available resources. Whether a recruiter sources candidates through manual Boolean searches or uses the latest in automated tools, the ROI (per day/week/month) clearly increases in this economy of shrinking resources.
I remember my grandfather’s old tool belt. He buckled it around his waist just before pulling chores from grand momma’s “job jar” or pulling stored lumber from the rafters of his garage. His tool belt was old, used, scarred, and included multiple slots for many tools that cut; tighten; measure; label; drill; fasten; hammer; as well as, precision tools for jobs requiring specific finesse.
My tool belt is “virtual” (it’s 3D in my mind) and includes Broadlook; LinkedIn; Bing; ZoomInfo; Exalead; Facebook; TalentHook; Google; Jigsaw; Yahoo; InfoGist; Hoovers; and, Alta Vista. I treasure my tool belt just as much as my grandfathers (when I received it after his passing).
Please remember how much we recruiters touch other’s lives; their hope; and, their personal sense of dignity. Often a person’s self-respect hinges upon their work & providing for family.
Treat all with dignity; respect; and, kindness.
Treat them the way you’d like your grandfather to be treated.
“Pay it forward!”
Friday, August 14, 2009
Will remember fondly
I will never forget and will always have much respect for Rob Skeen. I first met Rob while working together at Oracle in 1996. He took me under his wing immediately and since that day has always been someone that I worked with at other companies and kept in touch, called on for advice, networking and to simply touch base personally. He is a family man with strong values and morals. He is greatly missed.
Subscribe to:
Posts (Atom)