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

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.

Resume or Tweet?

As a headhunter, I really want to know my candidates... I think trying to make a selection of any kind based on 140 characters is flawed. http://online.wsj.com/article/SB10001424127887323820304578412741852687994.html?mod=dist_smartbrief And a 6 second video doesn't do it for me either. I'm just sayin'

Do you really want to do your job search on a 3" screen?

Don't get me wrong... I use my mobile devices for more and more things these days. But if I were a job seeker, I wouldn't be relying on my iPhone as my device for my job search. It's nice that the job sites are thinking about this issue. http://www.usatoday.com/story/money/business/2013/02/24/mobile-job-search/1938177/ But many companies have online application processes that don't work at all, let alone work well on a mobile small landscape screen. Most companies, even in Silicon Valley, need their online employment application reworked for ease of use. Just my 2 cents - let me know your thoughts.

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