Tag 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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The Forgotten Sourcing and Recruiting Method

People often ask me, “What’s the best way to source talent for my open jobs?”

Potential Candidates are Everywhere!

Clearly, there are many ways to source candidates. The online venues can be overwhelming to keep up with. You may ask: “Besides Linkedin, Twitter, Facebook, Plaxo, Pinterest, Instagram, Zoominfo and a plethora of other social media and social networking sites available, what else is there?”

My response: Recruiters and sourcers sometimes forget to network and source talent in-person.

So, what does that really mean?

Go where your target talent “physically” goes… where they spend their time away from work.

It sounds simple, but many recruiters are so focused on sourcing talent via the internet, they’ve forgotten that getting out and meeting people is as important as meeting them online.

How can you find your target talent? It may not be as quick as a Google search, but it’s possible to do your research and go where they are.

Think about this:

Where would you go if you were trying to source military talent? A military base. Where would you go to source college grads? A local university.

Those are obvious source examples, but if you know your target talent’s industry, you can use the same methodology to go where they are too.

For example, if you are sourcing Human Resource-specific talent, you could attend a Toastmasters meeting in the area you reside.  You’d be surprised the types of talent you meet at these meetings. The clubs typically list the job-titles of each member and each meeting is usually free for guest attendance.

Other, less obvious, talent sources are the gym, the bus, the mall, a popular restaurant, a Meetup group, a career mixer… the list goes on.

How do you source these venues?

1.  Talk about your company to everyone you meet.

2.  Let them know how excited you are to work for your company.

3.  Share your open jobs with everyone.

4.  Have your contact information or business card available at all times because they’ll ask for it and want to connect with you via social media.

5.  Ask for referrals!

My experience sourcing talent in random places is always positive and fruitful.  I frequent public transit for my work commute and meet new people every day.

Without fail, I talk to the people sitting near me.  I tell them about where I work, the jobs I’m recruiting for and ask them about what they do.  It’s important to be engaging and that means being a good listener.  People like to talk about what they do and if you’re a good listener, they will feel a sense of trust.  Once you’ve gained their trust, they will feel compelled to share referrals with you.

Remember, sourcing talent is a constant effort and as a recruiter or sourcer, you must integrate in-person networking into your talent acquisition strategy. Be a brand zealot of yourself and your company and view every interaction as an opportunity to source and network for top talent!

–          Terry Hall

http://www.linkedin.com/in/terryjobs

How Would You Promote Your Social Media Brand as a Guest Blogger?

My Newest Guest Blogger - "Kitty"

Bloggers & Blog Owners,

I’m considering guest bloggers and guest post submissions for both of my blogs:

WoVEN
Job Spot

My two-fold question is for bloggers and blog owners.

1. Writers/Bloggers:

How would you promote your brand in a guest post for another blogger’s site?  In other words, how can you leverage the power of Social Media via guest blog posts?

2. Blog owners:

What would you offer in exchange for guest posts to your blog? ie., draw traffic to guest brand, blog, cause, website, or other.

 

I look forward to hearing your feedback and ideas!

Happy Networking,

Terry

Twitter (Civilian) & Twitter (Military)
Job Spot and WoVEN

If you’re interested in submitting a guest blog post for WoVEN, please post a comment, or e-mail me via either of my websites.

Copyright 2005-2010 – All Rights Reserved (WoVEN Blog, Women Veterans Empowerment Network, Job Spot Seattle and The Job Spot Blog)

Are You Networking or “NOTworking” via Social Media Networks?

Last week, I removed a new member from an online networking group because their idea of networking was spamming other members.

Though new to the group, they weren’t new to social media.

Within an hour of joining, they spammed every group member and posted an ad and website link promoting their new business.  I termed this activity, “NOTworking”.

Removing members is a loathsome task. I use social media to network with people, not “police” them.   That brings me to my topic question:  Are you Networking or NOTworking?

What is “NOTworking”? Its the opposite of  “Networking” and it doesn’t work.  Its what “NOT” to do when  building a genuine network.

(My) Definition of NOTworking: (not a real word)

Under the guise of “genuine networking” – NOTworker’s ignore online etiquette and misuse venues for the sole purpose of self-promotion, personal agenda fulfillment and/or personal gain.

NOTworker’s don’t add value. They’re not interested in genuine networking, ie., collaboration, relationship cultivation and/or member engagement.

NOTworker’s suck up resources for self-benefit.  They either don’t know or don’t care about networking principles and online social networking etiquette. “Netiquette”.

Removing members is a last resort for me, but I don’t consider NOTworker’s group members.

Networking is more give – less take. I don’t network to get something in return; if something results, I’m happily surprised.

Genuine Networking isn’t about you. When you’re all about you, you don’t attract people – you repel them.

My suggestion:   Treat networkers as potential friends, neighbors or colleagues. Who knows, one of your online networking partners may be your boss someday.   Just something to consider.

To avoid “NOTworking” online, I follow networking principles, online etiquette and respect others.

If you plan to build your network, get to know your networking partners – that’s Networking … not “NOTworking”.

For additional online social networking tips, check out these article links:

The Principles of Reciprocity –  Wikipedia.org

Online Etiquette –  Netiquette Core Values of Networking

Happy Networking!

Terry

© 2005 – 2010 Copyright // Job Spot Seattle // ALL RIGHTS RESERVED

Recruiting Metrics: An Evolving Hiring Process

Recruiting Metrics: An Evolving Hiring Process

Author: Byron Mackelroy

Let’s face it, the hiring process is and always will be a competition. From the perspective of the applicant, they are in a competition to beat out other applicants and get a job offer. On the other hand, companies are in a competition with other companies to secure top talent and maximize the goodness of fit for each new employee. In a race, a status quo approach will only get you in the middle of the pack, if you are lucky. To achieve greatness in hiring requires constantly improving the recruiting process to maximize efficiencies and minimize bottlenecks.

Improving the Recruiting Process

All recruiting programs have some degree of redundancy or inefficiency. Your attention to detail dictates the success of your recruiting program. Most corporate recruiters will agree that there are certain scheduling conflicts, redundant interviews or bottlenecks that crop up on a regular basis. These elements may vary dramatically from company to company. For one organization, it may be a hiring manager that is just too swamped with other tasks to dutifully handle their responsibilities to the recruiting program. For other organizations, it may be a result of an overly extended review process that results in missed opportunities and applicant dropouts.

Feedback, Feedback, Feedback

In any process, feedback is required to improve results. When you stub your toe, you decrease the chances that you will make the same mistake twice. Unfortunately, the hiring process covers more variables and a recruiting program’s responsibilities tend to be spread out over multiple people. With so many potential cracks to fall into, how do you ensure that the successes and failures of your corporate recruiting program make it into a feedback process? In the past, corporate recruiters would be responsible for taking notes and managing email strings to try and pinpoint errors and issues. This process tended to be fragmented and highly personal. When a recruiter tells a hiring manager that they are causing a bottleneck due to lack of availability, the situation can appear personal. How do you get around an antiquated feedback system? Capture data in a central location so all stakeholders have access. Modern applicant tracking systems are capable of storing a wealth of data on the “whos” and “whens” of your hiring process. This data can be incredibly granular and comprehensive. Half of structuring feedback is capturing the data required to extrapolate trends and pinpoint issues.

Presenting the Data

Structuring and mining your recruiting data is critical to finding areas for improvement. Information by itself is like a cluttered desk full of random papers. Each paper has some information, but there is no way to make heads or tails of the entire data set. Recently, some recruiting software companies have perfected the art of surfacing data and presenting usable formats to help quantify your corporate recruiting system. These Recruiting Metrics are providing tremendous insight into the hiring process. Imagine being able to view your bottlenecks in real-time with an easy to understand graph. These analytics packages offer a wide range of capabilities, from pinpointing which hiring manager’s cause the most holdups to a full-spectrum review of your corporate recruiters screening tasks. The basic goal of recruiting metrics is simple; make your data as usable and actionable as possible.

In the inherently competitive process of hiring, continuous improvement in key to achieving success. Improving your recruiting program is dependent on feedback. With modern applicant tracking software you can capture a wealth of information. New recruiting metrics features are taking aim at providing you corporate recruiters and HR managers with the data they require. These new recruiting analytics features are driving a new approach to hiring, the evolving recruiting process.

Article Source: http://www.articlesbase.com/human-resources-articles/recruiting-metrics-an-evolving-hiring-process-1308103.html

About the Author

I am an aspiring blogger who enjoys sharing helpful information with people. My three favorite topics are business, technology and travel.

What’s Your Social Media Mix?

 

My Off-Line Mix

How many social networking sites have you joined and which do you use most often? (Daily/Weekly)?

I’ve joined 100’s of networking sites since 2004, and use 20 (+/-) frequently.

My social media mix includes: Linkedin, Facebook, WordPress, Blogger, Google, Plaxo, Yahoo!, Twitter, Ning, Digg, YouTube, BlogTalkRadio, Photobucket & Flikr.

If you’re an avid networker, you’ve probably joined more than one social networking site in the social media ecosystem. 

If so, please reply to any or all of the following questions:

1.   How many networking sites have you joined?

2.   Which do you use and/or participate in often? (daily/weekly)

3.   What’s your favorite social networking site(s)?

4.   What keeps you engaged?  (ie., entertainment value, relevance, number of active networking participants, return on time investment)

Thanks & Happy Networking!

Terry

http://www.job-spot-seattle.com/

Tweet Jobs w/Terry

I’ve posted this question on LinkedIn and on my website:  Job Spot Blog

My LinkedIn Groups:

Job Spot Seattle &  Job Spot USA

http://www.linkedin.com/groupRegistration?gid=2060226

http://www.linkedin.com/groupRegistration?gid=1236757

Job Spot Yahoo! Sites:

http://finance.groups.yahoo.com/group/Job_Spot_Seattle

http://finance.groups.yahoo.com/group/Job_Spot_West_Coast/

—- Background —-

I share public responses on my blogs, networking groups and/or social networking site groups to help members and/or readers make informed decisions about the social media.  

I’m working on a social media project.  Public responses may be mentioned in my final work and on my websites, blogs or networking sites and groups.   

Responses to this question are available to the general internet public.

If you want to remain anonymous, please don’t answer publicly.

For a list of my networking groups, blogs, and social networking memberships, please visit my website @  http://www.job-spot-seattle.com/

Who’s Following You…on Twitter?

I’m all for Twitter; totally sold on the whole “micro-blogging” thing after joining late last year. Frankly, I’m amazed at what I’d missed out on in Twitter’s wide-open landscape of endless opportunities! My reason for “tweeting”? Simple… Open jobs, Career News and my favorite: Job-seekers and Resumes.

More on what Job-Seekers, Employers & Recruiters can find in the Twitter “gold-mine” in my November post!

For now, I’ll stay on the topic of “followers”

(Speaking of which, If you’re new to Twitter, scroll to the end of my post for two links: “What are Followers” and “Getting Started on Twitter”)

Like other “Tweeters”, I “follow” to be entertained, enlightened, amused, informed or kept current. Do those I follow know me or even follow me back? Some do.

That got me thinking; Who’s following ME on Twitter? Seems important to know my followers, for many reasons. Especially if they are job-seekers, HR/recruiters, Employers or Corporations, etc.

As with any true recruiter, I’m a “people-person” and I find people interesting. I’m curious to know if some one’s “looking”, what their profession is, do they like their job. Those are the basics up front, until a deeper professional trust is formed. How else can a recruiter reach out to potential talent when recruiting for open positions? They have to get to “know” passive and active job-seekers.

When I first started “tweeting” I wondered how I’d get anything of importance from those seemingly “garbled”, 140-character messages, let alone post my open jobs and recruit top talent across The U.S.! Most confusing were “tweet” messages filled with symbols “#” hash mark, RTs, #FFs, @’s and “trending topics”…what were those I wondered? I was clueless!

It all seemed a little weird to me. Worse yet, maybe I’d fallen behind the “power-curve”? Back then, I considered Twitter classes, but hung in there until I figured it out!

Glad I did; now I’m “tweeting” with the best of them! (Well, almost)

Back to my initial question;

Do I “know” who’s following me? To some degree, but I didn’t get to know them by their “tweets” or some deep, hi-tech, Boolean criteria, Internet search.

Instead, I kept it simple. I visited my follower’s home pages and read their personalized Bio’s. I’m happy to say that yes, I “know” who my followers are. I know what part of the country they live, their interests and even who else they follow and can even see who their followers are!

Long story short; there’s always something new on Twitter, so I’ll keep on “Tweeting Jobs & Resumes”!

Happy Networking,

Terry
Tweet with me @ Twitr_Recruiter
Job Spot

Links: Getting Started on Twitter & Followers

“What are followers” Getting Started on Twitter courtesy of Twitter Support