LinkedIn Endorsements

Too much of a good thing? Like every recruiter, I look for endorsements of my candidates from people who really know their work - that is, former managers, close colleagues, long time workmates. Every time I see one of these endorsements from people I barely know, it devalues the endorsement process to me. But Kelly Dingee refutes that theory, and has another one about stickiness, the web generally, and search engine optimization ala LinkedIn. You go, smart girl... http://fistfuloftalent.com/2013/02/from-the-sourcers-desk-those-endorsements-theyre-a-good-thing.html

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

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

Fistful of Talent Strikes Again

One of my favorite recruiting blogs, Fistful of Talent, has a great article today with wisdom for everyone involved in recruiting.

http://www.fistfuloftalent.com/2011/05/recruiting-operations-and-a-taco-bell-lesson.html

Excellent article, with lessons for everyone in the food chain (pardon the pun - couldn't resist) in recruiting and HR. That first impression, and every other impression in the dating process of recruiting is really critical to the successful engagement of the new employee. And many companies don't even think about this, at any level, let alone where the magic happens with the direct 1:1 contact with the recruiter.

Yeah, I know it's lame to cob somebody else's blog, but this guy has much more experience with the Taco Bell drive through than I do. So, way to go RJ Morris - have a Chalupa on me - they're off my diet these days :^)

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.