Monday, January 28, 2013
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
Wednesday, May 25, 2011
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 :^)
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 :^)
Thursday, September 30, 2010
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.
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.
Thursday, May 20, 2010
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.
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.
Tuesday, May 18, 2010
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.
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.
Thursday, April 29, 2010
Great article on Smart Career Management and Marketing
If you don't know who Lady Gaga is, you have no teen or adult children, don't ever listen to the radio or watch TV, and have been under a rock for at least a year.
She's a very unusual rock star with a unique look and a big voice. She is really putting her stamp on the music business with her different sound and darkly realistic lyrics.
Check out this article on the lessons from Lady Gaga's meteoric career and how this author thinks they apply to you managing your own non-rockstar career.
http://www.careerjockey.org/for-greater-professional-success-let-lady-gaga-make-you-a-star/
She's a very unusual rock star with a unique look and a big voice. She is really putting her stamp on the music business with her different sound and darkly realistic lyrics.
Check out this article on the lessons from Lady Gaga's meteoric career and how this author thinks they apply to you managing your own non-rockstar career.
http://www.careerjockey.org/for-greater-professional-success-let-lady-gaga-make-you-a-star/
Sunday, April 25, 2010
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.
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.
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