Monster does it again

Monster is changing their model: http://www.ere.net/2014/05/14/monsters-new-strategy-agggregate-all-the-jobs-pay-for-performance-broaden-candidate-base/ While this may encourage smaller businesses to use Monster, it probably doesn't help candidates or recruiters tremendously. A bigger database of resumes and a wider scraping of job postings does not improve the effectiveness or efficiency of a job board. If they've improved the internal search capability within the site, this may be something to write home about. Otherwise, for recruiters of all stripes, this is a non-event.

Do you work for a cartel?

If you work in Silicon Valley for one of the majors, you probably do... So says the article below: http://www.bloomberg.com/news/2014-04-24/apple-google-intel-adobe-settle-antitrust-hiring-case.html With the settlement in this case, most of the money will go to the attorneys not to the individual employees who banded together to make the case. In today's world of the "free agent nation", it is surprising to me that the settlement wasn't more. While many companies have had "gentleman's agreements" not to poach from one another, it is a restriction of the basic at will employment agreement to do this. Many companies who do business with one another often have these "don't hire away" practices.

We're all stalkers, aren't we?

Especially when looking for unusually well-qualified candidates, as most of us are these days... Tip o' the fedora to smart sourcer-girl Kelly Dingee for this true article on Fistful of Talent: http://fistfuloftalent.com/2013/07/first-do-no-harm-stalking-on-linkedin.html I found myself today doing a third and fourth touchpoint with several candidates. I border on being annoying, but I do same thing in my personal life - so don't shoot me :^) Seriously, all recruiters turn into stalkers at some point. We just hope our targets see it as flattering and not too stalkerish, if the fit really IS as good as we think it is. If I can stalk some great talent for your organization, drop me a line at info@broadbandhr.com

Feeling racy

So I just discovered a whole bunch of Google tools I didn't know were out there. Check out the new look of this blog and let me know if it is more readable this way. Thanks for the feedback - it looks better to me.

Recruit me like you mean it!

Love, love, love this post from Fistful of Talent's Kris Dunn: http://fistfuloftalent.com/2013/05/recruit-me-like-you-mean-it-v2-0-dont-recruit-lexus-candidates-if-you-drive-a-hyundai-people.html#comment-32196 I've always been a Cadillac or Mercedes girl, even when I wasn't driving one. And it's important to match up with the caliber of the client. If you're looking for great talent, chat me up and I'll work with you. Deb@BroadBandHR.com

Rude candidates vs. Rude recruitment processes

Tip o' the hat to Jason Pankow for this great article on Fistful of Talent: http://fistfuloftalent.com/2013/05/rude-candidates-are-annoying-but-maybe-i-should-be-nicer-to-them.html I do believe that recruiters - yes, you too! - have an obligation to improve the processes used by their employer or client. And a big part of that is manners... What Mom taught us was valuable. And we need to set higher expectations for ourselves on manners in the process of recruiting. It is too easy to fall into bad habits and excuses. Like, everybody does this these days... What a cop out. Take responsibility. Take the time to prep your candidates well. Build a real relationship with them. Talk to them, understand what drives them, and know that they are more than the skills on their resumes. End of sermon for today!

Hiring is broken

Tip o' the hat to Steve Gifford for this one: http://fistfuloftalent.com/2013/05/hiring-is-broken.html The issue of the long term unemployed is a big one - so many people have been out of work for such a long time, and here are the stats to prove it.