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

LinkedIn - Job Board or Social Network?

Tip o' the hat to Raj Sheth of Recruiter.com for this interesting article: http://www.recruiter.com/i/linkedin-job-board-or-social-network/?goback=.gde_4930685_member_236839301 While I'm tempted to say it doesn't matter, it really does. LinkedIn continues to develop new products for recruiters, a primary customer target group for the company. But I am finding, and hearing from other recruiters, that LinkedIn is now so overrun with recruiters that candidates aren't responding. When a passive candidate gets 5 or more requests per day from recruiters s/he doesn't know, the efficacy of LinkedIn drops way down. I have noticed that response rates to my InMails are dropping as well. With an average of 20% response rate over the long haul (I was a charter member of LinkedIn in beta), my response rate is probably half that today. So, I'm looking at other ways to reach out. I still use LinkedIn as much on identifying people I want to connect with. But I'm getting more creative about the "candidate acquistion" piece. What are your thoughts?

In vs Out part 3

Tip o' the hat to Steve Boese for a little more intelligence on another aspect of the telecommuting debate around Yahoo's policy change: http://fistfuloftalent.com/2013/04/would-say-500month-be-enough-to-get-you-to-move-closer-to-the-office.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29 I like the incentivize aspect of this idea - rather than the "thou must" approach. Work-life balance is a key idea in why people choose to work from home. And removing barriers to employee productivity are as important as providing collaboration tools that enhance productivity. All of the moving parts need to be in place to have a productive team.

Hire slow - fire fast

Many companies think they do a great job hiring because they go through a lot of candidates to get to the "right one" for the particular job. Many companies are fast to fire someone who they think is not top-notch in the first 90 days. Here's the article that prompted the post: http://www.fastcompany.com/3006206/why-hire-slow-fire-fast-better-idea-you-think Both of these approaches tell me that the companies are off track. A better screening process upfront, usually run by a professional recruiter, can save huge amounts of organizational time and effort in interviewing only the few right people to form an adequate qualified pool or slate. That doesn't mean a rush to judgment, but it does mean a consistent process with a small number of well-qualified candidates. And then a review of all of the candidates to pick the winner. Both the hire slow and fire fast approach also tell me that the company doesn't invest in its people. Consistent processes which identify people who fit both the specific role and the larger company culture and its issues at the time lead to longer term employment and individual success for the candidate/employee. If I can help your company with these issues, email info@broadbandhr.com

Social Recruiting? Yes, but...

I think I'm pretty hip about recruiting using social media. But this article sort of lights me up - and shows little respect for the recruiting or HR functions of the company. While online reputation is important for a social marketer, I want more than street cred if I'm running the search. I want real accomplishments in the non-social world of marketing, and I want a track record that shows me this person is analytical and data-driven - that's a key success factor for anyone trying to make a difference for my company's/clients' bottom line. http://blogs.enterasys.com/hiring-a-social-marketer-no-paper-resume-accepted/ If I can help your company hire a smart social marketer or some other technically qualified role, drop me a note at info@broadbandhr.com

Manufacturing as a Growth Industry?

We haven't seen it here yet in Silicon Valley, but if Apple does the onshoring they are talking about, this could be a whole new wave of employment opportunities. And not just for software engineers... Take a look at Bill Humbert's theory here: http://www.recruitingtrends.com/manufacturing-employment-in-the-united-states-is-not-dead/ I am rooting for the home team!

Getting back to recruiting

So, since I'm having some success with re-energizing the HR blog, and a lot of new folks are following my "Love the Skin I'm in" blog, I guess I better get back to working on this one as well. I'm very excited to see that there is real discussion in D.C. about immigration reform. Our system so clearly does not work - the restrictions on H-1B's are just part of the problem. I personally want to help my clients take the risks of bringing on legitimate H1-B candidates. In the past few years, much of the limited quota numbers were devoted to use by consulting companies or "body shops", which was not what either H1-B's or L-1's were intended for. So watch for more activity here soon. www.BroadBandHR.com

What not to put in your resume

I'm not too proud to cob a good article - This article talks about words and phrases NOT to use in your resume. It's a good start, so read it first and then continue to other ideas.
http://www.msnbc.msn.com/id/37219323/ns/business-careers/?ocid=twitter>


If you haven't been trained in interviewing, here's a short lesson is how to express yourself succintly when talking about your experience. It's called the STAR method or alternatively PSR (problem, solution, result). The point is to talk about something you've done in a business and action-oriented way : What did you do to solve a problem or achieve a specific result?

Use this approach and you'll appear smarter and more crisp in your communication. It's easy, but it takes preparation and thought.

Happy resume writing and interviewing.

More Tips from a Head Hunter

More Tips from a Head Hunter:

I'm going to be talking about keywords in your resume in my webinar on Tuesday May 25th at 11am. Here's an article that gives some ideas of why this is important.

http://cuberules.com/2010/05/17/keywords-your-resume-anyway/


For those of you that know about SEO and SEM, this is really the same discipline applied to the resume - this is about how to get people to find you on the internet. Search Engine Optimization and Search Engine Marketing are about driving potential buyers to your website at the time they are ready to buy.

It's a science that has sprung up over the past 12 years or so - and it's really interesting. It's the same sort of logic that I use when I'm crafting a search strategy for a client position.

Some of the questions I ask are:
Where would ideal candidates be working today?
Where would they be hanging out when they're not working (both online and offline)?
What would they be doing when they're not working?
What would they be publishing?
What groups would they belong to?
Who would their friends be?
Where would they be living if they live in Silicon Valley?


If you can see things from the Head Hunter's perspective, you begin to get an idea of
how to be found. Much more on this in the webinar.

Wanna know how a Head Hunter thinks?

I know, I know - there's an old joke about any profession. Wanna know how a Head Hunter thinks? The answer is they don't.
Seriously, if you want to take a short trip through the mind of a Head Hunter, come to my webinar I'm doing on Tuesday May 25th at 11am PDT.
Sign up for this informative FREE webinar at www.OurExperienceCounts.com
You'll learn how the internet has changed the recruiting landscape in ways you could never imagine. You'll learn about how recruiters are motivated, and why that should be important to you as a candidate. You'll learn about tools and techniques that Head Hunters use to find the right people.
So, sign up today for this informative webinar offered through OurExperienceCounts.com, your best source to recycle your career.

HIRE program - employers finally get a break!

Employer alert - you may now qualify for some relief in bringing on new employees,
particularly those who have been unemployed or working less than full time for economic reasons. The tests to meet the requirement are stiff, but worth taking a look at (especially for unemployed veterans).

The Hiring Incentives to Restore Employment (HIRE) Act contains more than $17 billion in tax credits aimed to stimulate employment, and includes $20 billion for highway and transit infrastructure programs. One of the most important provisions for businesses is a tax credit for hiring from the ranks of the unemployed.

Under the HIRE Act, the employer of a “qualified employee” is excused from paying the employer match for the 6.2 percent Social Security portion of that employee’s wages in 2010. A qualifying employee is one who is hired after Feb. 3, 2010, and before Jan. 1, 2011; is not hired to replace another employee; is not related to the employer; and certifies under penalty of perjury that he or she has not been employed for more than 40 hours during the 60-day period ending on the date that employment begins with the new employer. This incentive can save the employer up to $6,621.60 for each qualified employee hired (6.2% of the maximum Social Security withholding for 2010), with increased savings for hiring qualified veterans, whose maximum Social Security withholding amount is higher.

Employers also can receive a tax credit on their 2011 return for each new employee hired and retained for 52 weeks under certain criteria; that credit is the lesser of $1,000 or 6.2 percent of the wages paid to the employee for those 52 weeks.

These tax incentives are meant to spur job creation, especially for small businesses who are undecided about whether to begin to ramp up company-building efforts in light of recent economic difficulties.
In addition, the act includes a one-year extension of expensing thresholds so that small businesses may elect to write-off up to $250,000 of certain capital expenditures (subject to a phase-out once those expenditures exceed $800,000) in 2010 in lieu of depreciating those costs over time.

For more information, email deb@broadbandhr.com to consider whether your company can take advantage of this program.

Silicon Valley Headhunter turns cheerleader

Well, the market has finally turned... The KITList has more than just a posting or two every day, recruiters' moods are lifted, and clients are returning phone call more actively. So, get ready for the onslaught - candidate will be getting phone calls and emails soon. Yeah spring! Yeah economy!

New clients can call me too :^)

That would be fine to have a call or two from new clients who have been struggling to find great talent on their own, and now want to turn to the professional. I specialize in the "treasure hunt" - that exhaustive search to find someone who is not looking for a job. They're employed in a pretty great job right now, are anywhere from a VP to a senior level contributor, work in biotech, medical devices, high tech, or internet, and you need them now.
So, call me and we'll talk about how I take that huge hiring headache off your plate and delight your hiring manager with the speed and accuracy of the process.

It's 2010 - you can call me now!

It's a new year - we all have high hopes about the improving economy, we made it through Christmas and New Year's Eve, and we're ready to get cracking with new business in 2010.
So, it's OK, candidates, you can call me if you already know me. If you don't know me, send me a resume and cover letter and let me know why I want to connect with you.

It's a new year and I've got my recruiting hat back on. Show me a positive attitude and I'll show you one back. Silicon Valley Headhunters need love too - we haven't seen much from our clients last year. So, be brave and reach out to your favorite recruiters and tell them what you hear about the marketplace - we're all ears right now.