Category Archives: Recruiter

Big Idea 2013: Genuine Communication

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Not many articles motivate me towards a blog response, however, this one did… “10 Things You Should Never Say at the Office” click title for article.

After reading it, I realized the terms are forms of “Disingenuous Communication“.

It seems people use “buzzwords / buzzterms” to avoid real topics and/or actions required.  Buzzwords make avoiding accountability easy because they fill our communication with”fluff”.

They detract from the real issues and allow people to avoid reality in what’s being communicated.  For example, when someone says “It is what it is” … what they are really saying is “I don’t know”… but few people in the workplace want to admit they don’t know something. “Fluff” terms keep them from having to.

I gave it more thought and wondered “How could I say what I mean… without using any of these terms?  What other terms are there?”  How could I be a more genuine communicator with my co-workers, customers, candidates and clients?”

Well, for one, I could simply say what I mean… we all could.

Here are things to say instead of the buzzwords/terms on the left:

Leverage –  “Influence” “Bargain” “Take Advantage” “Debate”

Reach out – “Call” ‘E-mail, “Communicate” or “Contact”

It is what it is – “It’s unfortunate”  “It’s a slow process” “It’s Challenging” “It’s Pointless” “I don’t know why it’s happening”

Viral –  “Popular”, “Mass-Marketed”, “Everyone’s doing it”, “Everyone is aware of it”

Game changer – “This Changes Everything” , “Stop and listen to what I’m about to say because it will change the way you live your life or do your job”

Disconnect – “I don’t think you understand”  “It appears you’re not listening”  “You must not have heard me”

Value-add – “You will get more with this option and here’s why”  “It’s advantageous” “The benefit to you is… ”

Circle back – “I will call you back”  “I will find out and get back to you”

Socialize –  “Tell those who need to know” “Communicate” “Mass Market”

Cutting edge – “Advanced”, “Recently released or developed” “I don’t know all the details, you should probably Google it”.

Hope you enjoyed this lighthearted post, let me know what you think by leaving a comment!

Happy Networking,

Terry aka “TerryJobs”

Find me on: Twitter, Linkedin, InstagramPinterest and More

(C) 2005 – 2012 Copyright // The Job Spot Blog, Job Spot Seattle, Social Media Teach // All Rights Reserved

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Social Media Marketing is Like 7-Layer Bean Dip

“Social Media Marketing is Like 7-Layer Bean Dip; Each Site You Use, a Layer.  Leave a Layer Out and It’s Not Everything it Could Be.” –  Terry Hall

New e-Book “The Lost Bank” … an inside look at WaMu’s Failure

This is on my “Must Read” list. I worked at WaMu Corporate Headquarters,  Downtown Seattle, as an HR Recruiter until the FDIC siezed & sold the bank to JPMC.

This was a huge loss in so many ways… Especially for Seattle.  I’m curious to learn of any new information that may be gained from this read.

Will you be reading this?  If so, why?

Source: amazon.com via @Terry on Pinterest

How Companies Can Use Pinterest For Job Posting and Recruiting

I first tweeted about this new concept to my Twitter followers early in February 2012  here and here.

I recently tested a new way of sharing Jobs on Pinterest

What I discovered is a fresh new way to post jobs and recruit talent!

I posted an open “Infographics Designer” job I found on Indeed.com. The position (image below, at post end) is in Seattle with Harvey Nash.

The image shown is the only format I’ve been able to “pin” because its the “norm” for job postings.  Although the format works for job board websites, it isn’t visually stimulating enough to impact the Pinterest audience or cause them to “re-pin”.

How can a job post “pin” on Pinterest be improved?

Employers could create job postings in infographic format, using minimal wording, bright colors and bold graphics. Then pin it to Pinterest as a re-pinnable image.

THAT would be the ideal job posting to “pin” on Pinterest!

Why?  Because not only would the format be visually pleasing, but it could bring greater interest & visibility to jobs not ordinarily so popular.

This could also generate revenue for Pinterest because they could charge a small fee to companies for using the site to post jobs. For now, “pinning” to Pinterst is free for all users.

This is a new concept, but I hope it catches on!  Let me know what you think.

– Terry
http://socialmediateach.com/

>>> Click on the below job posting image to see all the jobs I’ve posted on my Pinterest Boards. <<<

The Future of Job Applications

Speaking of job applications, I’m impressed by many infographic resumes I’ve seen lately… I will share some of my favorite Infographics here very soon!

With the advent of social networks, video job applications, infographic resumes… you know what, this is getting tiring just talking about it. A lot has changed – what’s the future going to hold for job applications?

Check out this article I recently found on Recruiter.com to find out!

The Future of Job Applications

Happy Networking,

Terry

Interview Confusion; HR Questions Gone Awry

Interviews CAN be an opportunity to network…
However, they can also be an opportunity for a company to gain a new customer or keep an existing customer.
I look at interviews as an opportunity to network and stay relevant in my industry.   I was contacted by a well-known Seattle based tech company for consideration of a sourcer position in their corporate headquarters.
My name was referred to this HR Manager by a professional contact. I didn’t apply to the position but agreed to interview.  The only caveat was that I interviewed without the benefit of an accurate job description or  job posting to refer to.
I interviewed with the HR Manager for 20-minutes via phone and his interview questions (in order) were:
“What makes you a good recruiter”.
“What areas of recruiting are your strongest”  (after stating: “no one is good in all areas of recruiting”).
“What was your worst hire”
“What was your best hire”
“Why do you want to work for … (company) “
“Do you have connections at (company name) “
“What have you been doing since February 2009; since WaMu”
“Has ALL your work with Job Spot Seattle and WoVEN been pro bono?”
“Based on what we’re looking for, you’re not going to be a fit for this position.”
He didn’t ask about my experience with and/or methods used to:
  • Measure my recruiting process
  • Track rates of quality hires
  • Determine time-to-fill metrics
  • Identify bottlenecks
  • Improve recruiting and hiring processes
  • Gather data sets for reports
  • Report and analyze data
The above questions would have extracted “measurable” responses.
His questions weren’t focused on extracting experience levels related to: “analytic” “metrics-driven” “data-driven” “numbers and results oriented” and “the ability to convey a market mastery”.  Most importantly, these are not in the job description.

So… What was this HR Manager is looking for? 

Based on his feedback, he was looking for a Sr. Recruiter not a Sourcer.

When I asked for feedback on his determination of “fit” he said

“There are 1000’s of good recruiters out there” and I wasn’t qualified* because I “didn’t show the ability to convey a market mastery backed by facts and data” nor did I “set [myself] apart” from other “good recruiters”.

*These disqualifying requirements were not in the job description, nor did he ask questions that would require such responses.

He said he was looking for an “Sourcer to develop into a recruiter, senior recruiter or staffing manager” … someone who is “analytic, metric driven, numbers focused, and results oriented”. Someone with “proof” of how “good a recruiter they are”

I’ve been a Recruiter and a Sr. Recruiter, among many other things.  Maybe he didn’t read my resume.  Either way, I was almost offended.  But didn’t allow myself to take it personal.

I would not refer anyone from my network to this company or to him because the experience was not positive.

When you contact someone about an opportunity in your organization and they haven’t applied, nor have you provided them with an accurate job description, these types of questions and  judgements are un-called for.

HR, Recruiters & Sourcers should consider each candidate a potential customer.   Even if they are a “fellow recruiter”.

Based on my experience, I wouldn’t do business with this company in the future, either as a job seeker or a customer.

Readers:  What are your thoughts?

Twitter-Boosted Networking via Linkedin + Facebook Connections

Tweet me!

Linkedin + Facebook are great ways to boost your Twitter following and network.  

I recently created a group focused solely on Twitter.

Meet and/or follow other “Tweeters” on “Tweet cha!

Whether you’re already a Twitter user or want to be,  “Tweet cha!” is for you.

Join and introduce yourself… then post your Twitter-name for members to follow.

Check out Tweet cha! Networking groups: Linkedin & Facebook

A Twitter-user name account and mutual member following are not required for group membership.

Tweet with me! @TerryJobs or @WoWomen

Happy Networking!

Terry

Job Spot Networking
Women Veterans Networking

Tweet me! Facebook fan page

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