WEBINAR: Give FOT 60 Minutes, We’ll Give You A Clue On How to Recruit On Facebook

That’s right – we’ve got a FOT Webinar coming up on February 2nd.  We call it “ Social Recruiting MacGyver Style! No Money, a Paperclip and Facebook – all a Real HR Pro Needs to Recruit.”   Cute.  Jaded.  We’d like to you register, but first let’s manage expectations related to what you’re going to get. If you’ve already advanced your recruiting game to the point where 30% of your hires come from social, this one’s not for you.  You’ll be bored.  Your last name is Zuckerberg and you work in SOMA .  Please return to reading Techcrunch. But… If you’re crazy busy and one of the things on your list is to try get rolling regarding social recruiting in 2012, then we’ve got what you need.  Let’s face it, that’s about 98% of us, regardless of all the hype related to social. Register now by clicking this link if you’ve heard enough .  Still need to be sold?  Keep reading. Join us on 2/2, and we’ll help you look smart related to social recruiting, with a lot of the focus going towards recruiting on Facebook.  Here’s what you get if you join the FOT crew for 60 minutes: Where is social recruiting heading, and why do you need to care as the HR rep of your organization? How a 1-2 person shop can compete in social recruiting (with no money, a paper clip and Facebook…) Understanding the difference between  Facebook Pages vs. Profiles  and how it drives your Facebook recruiting strategy How to use rarely understood tools like  Facebook Marketplace and Facebook Pay-Per-Click Ads  to drive Facebook candidates to your open positions How to use  Facebook search features to locate candidates on Facebook  and contact them without looking like a stalker.  ( Register now by clicking this link if you’ve heard enough .  Still need to be sold?  Keep reading.) Give us 60 minutes on 2/2, and we’ll ramp you up on Facebook recruiting.  We can’t say that you’ll get hires from Facebook from attending our webinar, but we’ll give you enough to be dangerous.  We’ll give you the gun, whether you choose to hunt or not is really up to you.   Still, it’s nice to know it’s there if you need it, right? Bonus – even if you’re not sure whether you can make it or not, register anyway, because you’ll receive a follow up FOT Toolkit we’re calling, “ How to Find and Contact Candidates on Facebook without Looking Like a Stalker ”.  Who else can give you that?  We’ll break down the highlights from the webinar and add some style points.  Because when you get started with Social Recruiting, no one likes to look desperate. I still haven’t convinced you?  You’ve got a webinar and a toolkit.   Register today and show everyone how gung-ho you are to figure this stuff out.  Fill in a blank on your professional development plan – without being asked. Don’t have a professional development plan where you work?  That’s another webinar – make one up for yourself and register today. Register now by clicking this link and join FOT on 2/2 .  Still need to be sold?   We’ve got nothing else.  We love you, but we’re out.

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Tags: change, communication, driving productivity, Executive Search, good hr, influence, innovation, interviewing, job-boards, references, resumes, sourcing, trench hr, war for talent

Facebook IS the Future of Recruiting

FOT01 himself, Kris Dunn, and I have been talking about the future of recruiting.  So much time is spent on job boards, LinkedIn, mobile, social, referrals, networks, etc., but Kris and I are simple folk – we need idiot-proof HR types of things. One thing we both agree on is whomever figures out recruiting on Facebook – is THE winner. Period. End of story. With that in mind, we think the majority of HR/Talent Pros, like us, don’t get how to recruit on Facebook.  I’m sure the big HR shops in the Fortune 500 have a good handle on it, but what about the other 99% of us, just trying to get through our days of FMLA, FSLA, oh by the way your 11am interview is here, Bob in Operations wants to talk about firing Mark at 12pm, and you still need to put together the 2012 increase matrix, because guess what?! You ARE it – my friend – in HR at your organziation. So how the heck do you think I have time to figure out Facebook for Recruiting? You don’t – but we think we can help, with a little help from our friends at BranchOut and about 60 minutes of your time on February 2nd!  All for the Low-Low cost of – Free.  Register here – Social Recruiting – MacGyver Style: No Money, a Paperclip and Facebook – all a real HR Pro needs to recruit! We hope to give you a couple of silver bullets for your Talent Gun! So, why did we choose to partner with BranchOut on this?  It comes down to relationships and leadership – BranchOut has tremendous relationships with Facebook (which not every App on Facebook can say) and Leadership that gets what small shop recruiters are going through.  Below is just a taste from Chris Merritt, GM of Enterprise for BranchOut (former executive with HotJobs and Monster), who sat down with me: (Tim) Why should FOT readers believe BranchOut is the answer to Recruiting on Facebook, and listen to you specifically? (Chris) Well – I like pina colada’s and getting caught in the rain, which should count for something:)  Beyond that, I’ve been fortunate to work at the intersection of technology, companies and consumers in North America, EMEA and Asia. Through my own experience building teams around the world and working with the best clients in the talent acquisition business, I firmly believe that the best teams always win – and that’s what I’m focused on at BranchOut. Building a great BranchOut team, building world class recruiting products that leverage the Facebook platform, and ultimately helping our customers build the best teams so they can dominate their industries (Tim) Who is your favorite old school rapper and why? (this is our legit test) (Chris) – I’m not sure it’s going to add to my street cred, but over the last few weeks I’ve been listening to quite a lot of classic Queen Latifah and LL Cool J from the early 90′s. People at the office like to make fun of this, but I can see it rotating more frequently on everyone’s Spotify… you know who you are!  AND while not rap or hip-hop, I encourage everyone to listen to Fela Kuti from the 60′s. It gives you an excuse to practice crazy hip movements… which drives my kids nuts as a bonus. (Tim) Why will BranchOut eventually become the go to product for Talent/HR Pros to get Talent? (Chris) Facebook has over 850M users, and they ARE using Facebook to network and find jobs. 18.4 million Americans say Facebook got them their current job. And the best way to find a job, and for companies to find top employees, is through referrals.  That’s what we do – we help job seekers find out who they know at companies they want to work for, and we help companies find people they know who can introduce them to potential candidates.  We’re also the largest professional network on Facebook, so when you put all of that together, it’s a great recipe for success. (Tim) Is BranchOut a better choice than LinkedIn righ now? If not, how does it get there and when? (Chris) LinkedIn has developed a great set of products and is clearly doing well, but their focus is on the top 10-15% of the workforce. Our customers are telling us BranchOut is complementary to LinkedIn’s services- as we cover the entire spectrum of the workforce.  Because our database is built off of Facebook’s 850M users, our customers tell us that we’re a talent pool that they can’t ignore. Some customers see us as a must-buy solution along with LinkedIn, and other customers see us as the only solution they need. It’s a flattering position to be in, and we’re continuing to work hard to build great products and expand our business. (Tim) What is the future of recruiting (next 5 years)? (Chris) The next 5 years will be a social recruiting revolution. Mark Zuckerberg was right, Facebook did change the world. And now it’s changing the recruiting world.  According to a recent study, 89% of US companies will use social networks for recruiting this next year. And over 80% of companies will check a candidates online profile in some way before hiring them. Social matters.  And with people spending more and more time on social networks, it’s fast becoming the quickest and most effective way to identify and reach candidates. Companies that want a competitive edge in recruiting recognize this and are quickly adopting products like ours, in addition to using traditional products like job boards, to help them source candidates Register right now for Feb. 2nd – 1pm  EST – Kris and I will attempt to drop some Facebook knowledge on you to get your recruiting funnel loaded for 2012!

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Tags: Executive Search, Industry Chat, job, job-boards, recruiting, Referrals, result, social recruiting, the hr profession, tim sackett, war for talent

Job boards vs. social networks. #in

The job boards pretty much took the entire job advertising market from print in around 10 years. The social networks could take the market from the job boards in maybe half that time; so it is now the job boards market to lose. Here's a few things they could try to save it. Become social Yep, that old chestnut. Actually, I don't think they can or will so we'll pass on that one. Integrate with the ATS That's what Linkedin did and within only a matter of weeks, four of the top ATS vendors had all fallen in line (and many smaller ones). Problem is, there is only one Linkedin but 1,000's of job boards so can't see that one working either. Integrate with Linkedin Imagine a job seeker on Jobsite looks at a job and once they've applied they get to see who they are connected with in that company. What an idea and of course Linkedin already offer that kind of integration. I wonder how they'd like that? Sock it to 'em job board man. Create customer Pages on Facebook Let job seekers 'Like' a customer job section and hey presto, you've helped the customer build up a…. wait for it….. talent pool.

Tags: attraction, facebook, Industry Chat, job, job-boards, linkedin, networks, result, social, social recruiting, Talent Acquisition, years

The future of the job board; my latest prognosis! #in

A picture says more than a few words so I'll leave it at that. RIP job boards, the end is nigh.

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The future of the job board; my latest prognosis! #in

Tags: hmmm, Industry Chat, job-boards, result, words

The future of the job board; my latest prognosis!

A picture says more than a few words so I'll leave it at that. RIP job boards, the end is nigh.

See the original post here:
The future of the job board; my latest prognosis!

Tags: hmmm, Industry Chat, job-boards, result, words

The future of the job board; my latest prognosis!

A picture says more than a few words so I'll leave it at that. RIP job boards, the end is nigh.

Originally posted here:
The future of the job board; my latest prognosis!

Tags: hmmm, Industry Chat, job-boards, result, words

HR Tech Overload… Coping as an HR Gal in the Trenches… and a Few Good Finds…

Here's the truth. Up until a few years ago, I had no idea what the HR Technology Conference was. And lots of folks may be blogging and tweeting about that conference right about now. I’ve now been once to the show, as a blogger… but I’m still not sure that’s my scene. See, ask me generally about HR technology prior to blogging or getting involved in social media… and I would have gone into what we use for HRIS and an ATS. But I wouldn't have, couldn’t have gone into HR tech much further. Like the value of one vendor’s product over another? Nope. Or the vast, expansive landscape of HR tech from analytics/metrics tools to time/labor management to onboarding to performance management to ATS to HRIS? Nope. And I think the vast majority of HR practitioners are like me. Maybe even a little behind me because I honestly only stay somewhat up-to-date now, because I see it as my responsibility as a blogger and speaker on HR topics. And conveniently, I’m bombarded by press releases and updates all the time as a blogger. But strictly as an HR gal in the trenches? I can't keep up with HR technologies. It just isn't one of the most critical factors in my job. Shameful of me?! I know! It’s what you may be thinking. But as an HR practitioner who still does the work? Who hasn’t gone the consulting route – yes, you! Is it a priority for you? I mean, really. Is it? Think about what it takes to implement. Or overhaul. Or convert. Where are you in the decision making process? And when you think about your day to day work… sure, in some areas, HR tech could help me be more effective. But in and of itself, HR technology doesn't get the job done as an HR or recruiting pro. Technology can't/won't solve most problems your employee population faces. And whose budgets aren’t tight? I’d rather spend on another headcount or invest in bigger, better, badder employee programs, benefits or training. And by far, being impactful through relationships is much, much more important. Which isn’t to say that HR technology is simply… unimportant. It’s just not mission critical. And it probably will never be my number one priority. It’s a luxury. But it can be important. And helpful. So just what do you do when you know it could have potential for your organization or your advancement as an HR or recruiting pro? Or maybe you like it – but can’t keep up with it all. You make friends with those obsessed with technology. You know these people. They are the true early adopters who experiment with EVERYTHING that comes out. They will tinker and they will tell you what’s the latest and greatest. And I'm finding these days, it's as simple as… just asking… What technology are you really excited about right now? And then you'll see eyes light up. They may whip out their smartphone or tablet for a quick demo. Which is nice. Let someone else do the work. So two new finds for me through some techie HR pals? Indeed resumes. For some reason, this release a few weeks back hasn't been getting a lot of buzz. Right now for recruiters, it's free to contact job seekers during this beta period. The search is intuitive enough being keyword based, and some Boolean works with it as well. I have been messing a bit with it over the past week including setting up email alerts for searches I'm conducting and I've found that the response rate thus far for individuals we've reached out to on Indeed has been at about 50%. That's pretty good to me when we're talking free. Tout. A good find on the social media front that has some potential for those who want to interact a bit more with… other recruiters, with job seekers, you name it. The concept is easiest thought of as a platform to make video based status updates. With one click, you record a 15 second video with your laptop or smartphone. With another click, you push your video update out to friends, family, Twitter or Facebook… and then of course, you can find and follow friends and watch their Touts as they happen. Right now, it’s most famous for being the video platform where Shaq announced his retirement. (Wait for an employee resignation coming your way soon via Tout. I kid!) I'm playing around with Tout some thinking specifically about how to interact with y'all… but maybe with job seekers too. Check me out on Tout . And there will always be new technology and new finds. I promise you that. Tons are being unveiled at the HR Technology show right now. So what’s important here beyond some new shiny objects I'm curious about right now? Know who your early adopter, tech-junky friends are. Keep up to date with them on what they think is new and interesting. Just ask them what they are excited about. Be willing to experiment and test out a new platform. Don't hang your coat on any of the technology. It changes too quickly and it won't make that employee relations problem really go away. And that last one is really important. Maybe most important… lest we forget… It's human resources, emphasis on the human. Tout me! Editor's Note – Jessica Lee is the Vice President of Talent Acquisition at APCO Worldwide, a global integrated communications consultancy in D.C. (Okay, you could call it a PR firm, too.) She spends most of her time recruiting, but she's an HR generalist at heart. So go ahead – throw an employee relations issue her way! She's not scared. When Jessica's not hammering a candidate to determine Motivational Fit, she's updating her spreadsheet to determine her lifetime “time to hire” and “cost per fill” and conspiring how to avoid ever paying for job postings… because she's cheap. But she doesn't have a problem admitting that at all.

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Tags: good hr, hr tech, hr vendors, Industry Chat, jessica lee, job-boards, social media and talent, social-networking, sourcing

Dear LinkedIn: A LinkedIn Profile Make a Resume Doth Not. (Love, Jessica…)

Dear LinkedIn, I've been reading lately about your crazy growth . Holy batman! 115.8 million members. That's nuts. Congrats. And your recent IPO also made me proud – very proud. I am a fan. I am a 100%-completed-profile member with 1500+ connections. And in fact, I was member number 302,351, joining the site in the wee stages of your growth… well, wee stages, relatively speaking. 300K people before me is no small number. But I will always sing your praises. You keep my glass continually… half full at least. Minimally, half full. Because despite my love for ya, you do make moves at times that make me raise a brow. And I will tell you when I'm a little skeptical. Like when you unveiled a new feature recently that I am just a little unsure of… that little 'ole universal-apply-with-LinkedIn button . To which I keep seeing you add the tag line, “Get hired faster.” Oy. Now before you tell me I'm just not open to change and that LinkedIn is the future for job seekers (which I could buy into, I don’t discount that notion completely)… hear me out. I'm a Jobvite customer, which means on our career site, I've had the option since we launched with Jobvite this year to allow applicants to include a link to their LinkedIn profile with their application materials. Did I know the value of this when I turned on the feature? Not really. I thought it was interesting though. And as we've dug in and used Jobvite more and more, I've found that I've liked giving applicants the option to include their LI profile link in their application materials because if I like what I see in their resumes – IF I LIKE WHAT I SEE IN THEIR RESUME – then, THEN, I can quickly gander at their profile to cross check roles held/dates of employment with their resume. And if I really like what I see, then I also like to click over to their LI profiles to see who we might know in common, whether they include social media profile links, and any other info that might help me get a sense of who they are beyond the resume itself. But it’s not as if I'm not ready to let applicants stop submitting resumes and just send me their LinkedIn profiles. Job seekers – you hear that? Your LI profile is not a substitute for a resume. Yet. Because as an employer… when you initially send your LI profile over to me, all I actually get within my ATS are your dates of employment, recommendations if you’ve got ‘em… and that’s about it. No descriptions of your positions held. No summary of who you are. It’s bare bones, what I get of your LI profile. To learn more, it’s extra clicking. And that’s just not good enough for me. So I still rely on your resume, and that’s first and foremost for me for applicants who come through via our careers site. So then my LinkedIn friends, there’s more. Along with that “Apply with LinkedIn” button you’re putting out there… you add this tag line of “Get hired faster.” What exactly is it about applying with your LinkedIn profile that will get an applicant hired faster? Especially when as an employer I get bare bones profile info? Isn't “Get hired faster” a bit of a misnomer? So much so I had to ask my lovely friends at Jobvite to get that tagline removed from our career site. I’d hate to mislead an applicant in any way that they’ll get hired faster by including their LI profile in their application package. Job boards sometimes peeve me for making it too easy for a lazy job seeker to apply to too many jobs in one foul swoop without thinking through whether they are qualified, whether the company could be a good fit for them. And LinkedIn? I’d hate for you to get caught in that messy mix. Make the job search process easier – yes. But help the job seeker to be thoughtful in their search. Ya hear? Keep rolling out the enhancements though. Can't wait to see what you have up your sleeve next for job seekers and employers.  Love, Jessica Editor's Note – Jessica Lee is a Vice President for Talent Acquisition at APCO Worldwide, a global integrated communications consultancy in D.C. (Okay, you could call it a PR firm, too.) She spends most of her time recruiting, but she's an HR generalist at heart. So go ahead – throw an employee relations issue her way! She's not scared! When Jessica's not hammering a candidate to determine Motivational Fit, she's updating her spreadsheet to determine her lifetime “time to hire” and “cost per fill” and conspiring how to avoid ever paying for job postings… because she's cheap. But she doesn't have a problem admitting that at all.

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Tags: Industry Chat, jessica lee, job-boards, working with recruiters

You Had to See This One Coming…LinkedIn Cuts Off Access to BranchOut and BeKnown…

LinkedIn cut off access to BranchOut, BeKnown (two recruiting apps that reside in Facebook and enabled users to pull data directly from their LinkedIn profiles) and several other apps on Friday…see the full deet's in this article  from TechCrunch. Two reasons at play here, one app was apparently intent on creating a premium based enterprise recruiting tool, and the other may have been blatantly promoting their service (and according to the article there were concerns the second app would also get involved with a premium enterprise recruiting search tool). Good for LinkedIn. They should protect themselves and their data.  They're big business, and guess what? We're all guests at their party. If anything, it's their time to be playing the Cuba Gooding Jr role from Jerry Maguire:   That's right, you want to play with their users? You gotta pay.  Show 'em the money.  Right now, if you're an app and you want their content to make money for you, hell, I think you should face the same thing we recruiters face and have to pay.  I bet LinkedIn has it all figured out, just give 'em a call.  It'll be tiered and I'm betting if your app is the one to really figure out recruiting on Facebook, using the LinkedIn knowledge base, LinkedIn will talk to you. The BranchOut rebuttal? (changes to the LinkedIn API won't hurt us much since a low percentage of our users actually used it, and btw, we believe users should be able to own their personal data and transfer it where it has the most ultility.  PS – the next generation recruiting product will be built on Facebook)…what can I say…it's perfect .   As for Monster's rebuttal to LinkedIn? (We are surprised and disappointed by LinkedIn’s decision, which we believe not only goes against the interests of LinkedIn users, but also contradicts what LinkedIn claims to stand for – openness and connectivity) Sweet.  The air of entitlement made me chuckle….literally chuckle.  Like Monster is absolutely entitled to LinkedIn's customer base and offended that LinkedIn would think otherwise…this is the same Monster that has monetized the hell out of the online recruiting process and are indiscriminate, corporate or TPR, you pay to play.  I am sure the people at Monster are smart enough to realize there are other ways for their BeKnown users to access their LinkedIn networks, it's all tied to exporting connections, I found that semi-inferred in their response.   All these little apps are great, and watching this tech drama play out is fun.  But they'll all be forgotten the day Facebook decides to roll out its own version of LinkedIn. The moment FB decides to conquer the professional networking market and stress the importance of completing the information tab to its users and making it, and only it, either publicly available (i.e. you appear in search results on Google and Bing) or housed within a sub-network created just for your professional connections (and of course not revealing those Last Friday Night  pics your friends put up or who you're connected too)…well all apps will be forgotten and it'll provide a total new round of major dollars for Zuckerberg.   LinkedIn has over 100 million members and huge corporations and individual recruiters pay and pay for access.  The potential to have access to over 600 million international members?  And have Facebook backing the initiative?  Huge. Editor's Note –  Kelly Dingee is a professional stalker/Strategic Recruiting Manager with  Staffing Advisors . Prior to joining Staffing Advisors, her experience included developing materials for and training advanced sourcing strategies for AIRS-A Company of The RightThing, sourcing for Thales Communications, Inc., and Internet recruitment for Acterna (now known as JDSU).  Follow her on Twitter  and get the lowdown on what's going on each day in sourcing – she's a Twitter machine.  

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Tags: Apps, deet, facebook, Industry Chat, job-boards, kelly dingee, profiles, result

Recruiters! LinkedIn Hates You!

I'm sure, like many of you Recruiters who use LinkedIn , you've probably been contacted in the last 12 months about one of their “Recruiter” Products. They have two: 1. For Corporate Recruiters – called “Recruiter”, what they call their “sourcing product”. This product gives corporate recruiters full access to see every single LinkedIn member's information, regardless if you are connected with them or not. Very powerful for a recruiter. 2. For 3rd Party Recruiters – called “Recruiter Professional Services”, what they can't really define without toally just saying “something we put together because we think you're no better than used car salesman.” This product only gives you access to view the data of those individuals you are already connected to, basically one step up from the free access, since all you really get to see is full information of your 3rd tier connections. Not so powerful. I have to be honest – I've been wanting to write this post for almost a year, but I was scared to. Yes, me, scared – the guy who will say almost anything. Why? I don't want this post to affect my access to LinkedIn – because I think it's a great tool for recruiters to use. But, here it goes… Let me say first, most of you know, I've worked on both sides of the fence – so I get how 3rd party Recruiters have gotten their rep. There are too many “headhunters” out there that jump right off the used car lot and onto a phone – thus, corporate HR Pros love to lump all 3rd party into the same bucket of monsters. I get it. Here's LinkedIn's marketing problem with their two products though – they are both disrespectful to both parties. Corporate recruiters Listen Up – LinkedIn is giving you great access, because they know you won't use it. That you aren't as “aggressive” as the 3rd Party Recruiters. They know giving you full access is no big deal, because Post-and-Pray corporate recruiters won't put the work into the database to really cause any issues with their membership. You are really the biggest joke of all this – LinkedIn doesn't even see you as a threat to their membership database – so they give unfettered access. 3rd Party Recruiters, LinkedIn just wants to pick off the weak ones in the pack – the idiots who don't get you can put together a simple boolean search string in Google and get the same exact access to LinkedIn information as you can get with their paid product. LinkedIn believes you don't give a shit about your reputation, so they can't give you full access, because you'll go crackhead-crazy and contact every single one of their 100 million members to try and sell them a Java Developer job in Fargo. I can't remember ever seeing a company so unabashedly mock a group of people from two sides, and still ask them for money. Now, I've asked LinkedIn to go on record as to why they have the two products for Recruiters and here is the response from Sr. Director of Marketing for Recruiting Solutions for LinkedIn, Francois Dufour: “Generally speaking, our product development philosophy starts with what’s best for our members and then, of course, understanding what solutions organizations need.   As a result, we provide different markets with different services. Similarly, we offer varying levels of premium subscriptions for instance (which range from the Business level, for all members, all the way up to Talent Finder for recruiters).   The feedback from members and corporate recruiting teams led us to develop LinkedIn Recruiter Corporate edition, available to direct employers.   In the same fashion, we developed LinkedIn Recruiter Professional Services for staffing agencies after collecting feedback from them and after better understanding how it could provide value to their workflows.” Oh, so now I get it – Recruiting agencies told you we only wanted limited access, and that’s why you developed it that way? I’m sure glad that cleared it up – I thought you might really think negatively about the profession and were afraid we would contact too many members. That’s a relief! WTF! So LinkedIn wants to make money. I get that. And they've developed a couple of different products to show the corporate recruiting pros that they are doing something special for you. I also get that even some of their “Giant” corporate clients would even contractually not want to allow agencies the same access corporate recruiters have (allegedly). But taking the stand that LinkedIn Recruiter for Professional Services was bore out of feedback from agencies is somewhat laughable. One product for agency recruiters to look like they like us, and another product for corporate recruiters that gets the job done. In the end, whether I’m a corporate recruiter or agency recruiter, I’m just trying to offer your membership an opportunity. I also get, being a longtime LinkedIn member, that no one wants constant spam coming to me from LinkedIn (that again assumes agency recruiters are just spammers).  On the back side, someone is paying the bill regardless – either corporations are footing the bill by hiring and funding full recruiting departments, or they are paying by augmenting their staffing model by using agencies, RPO’s, sourcing professionals, etc. So, I ask LinkedIn – why the 2 products?  Why can’t both use the same product? And what about us RPO firms? Why can't we use the “Recruiter” solution? (Do I see a 3rd product coming “Recruiter RPO Solution”!) And Please Don't Cut Off My Access! Pretty Please! BTW – I'm totally willing to buy, at full price, your Corporate Recruiting Solution (LinkedIn Recruiter) – today – if you have somebody call me. Editor's Note : Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more?  Um, OK… He has a Masters of HR and… well, he was recently voted #5 best assistant little league coach of his son’s five team league. Check out his newest blog venture at  www.timsackett.com . Because he's got A LOT to say, and FOT just isn't enough for him.

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Tags: don't feed the vendors, Industry Chat, job-boards, recruiting, social-networking, tim sackett, working with recruiters

Not Everyone is on LinkedIn and Not Every Job is ‘Critical’ Either

Not every job is ‘critical’. The latest opening you are working for an IT technician to hold down the fort on the second shift might not require a nationwide search, the engagement of a third party search firm, or heck, even a posting on Careerbuilder or Dice. You may be able to find a great candidate by just creating the smallest incentive for your shipping manager to send you the resume of his cousin (who may or may not know anything about IT, but the dude from shipping swears he is ‘good people’). Or you may in fact fall back to the battle-tested, seemingly trapped in the 1990’s strategy of posting the job on Monster or Careerbuilder or one the myriad other job board options that are out there – some organized by geo-location,‘ TopJobsinWestSarsaparilla.com ’, or industry, ‘ SecondShiftHelpDeskGigs.com ’. Fact is, there are typically a wide variety of positions you’re trying to fill at any point, even in these still less than stellar economic times, and I think it only makes sense for corporate talent acquisition professionals to attempt to best match their candidate sourcing and engagement strategies with the specific challenges that each requirement, or category of positions they typically work on demand. Sure, you may really want to leverage your vast networks on LinkedIn and Twitter to find, attract, and convert the right prospects for all your spots, but the truth is not everyone is out there to be found on those networks, and even if they were it still might more sense from a job importance/availability of ‘good enough’ candidates/timing matrix to still throw the job up on Dice or Craigslist anyway. Just because you ‘prefer’ to source and connect in a particular way doesn’t mean it is the best or right way, (and probably more importantly it may not be where and how your target candidates want to operate). This is the whole ‘fish where the fish are’ maxim rearing its smelly head again. And if you buy in to the findings of the latest version of the CareerXroads Sources of Hire study ,(PDF), you’ll see this rationalization borne out – for all the talk about the ‘death’ of job boards large and small, almost a quarter of all hires are attributable to these sources. I know, these ‘source of hire’ metrics are at worst, crap, and at best dubious. They mostly rely on candidate self-reporting during an online application process, or recruiter interviews during a phone screen. They are not perfect. But until more companies get on board with technologies and process changes that track and report candidate’s activity online, e.g., unique and trackable URL’s everywhere a particular job is advertised, these self-reported and interview-based metrics are the best we have. And even if they are a little bit off, they are still likely directionally correct, and for now still have value as an overall barometer of the question of ‘how people find out about job openings’. The continuing survival of the large job boards, and the proliferation of the so-called ‘niche’ boards, combined with the latest source of hire information compiled by CareerXroads at the macro level tell us one thing – despite the ‘fish’ metaphor, candidates really don’t behave like fish, simply following each other around in giant schools hoping to be snapped up by the proverbial (and hopefully benevolent) whale that is your organization. Some are on LinkedIn, some are surfing Craigslist, some are hanging out on StackOverlfow, and some, well some are even on ‘ TopJobsinWestSarsaparilla ‘.

Tags: Craigslist, job-boards, manager, monster, professionals, prospects, search, Target

Advertising Jobs on Linkedin Job Boards

Just today I was on Linkedin browsing. I highlighted the search browser to do a search for Account Managers in IT&T. I noticed the heading on the search results page was ‘Looking for Account Manager candidates? Post your Account Manager job on LinkedIn.’

Curiously I followed the link and it lead me to a Seek like job form which had various fields to enter information describing a position, just as Seek does.
It had advertised ‘$195.00 for a 30-day posting, or save up to 35% with a multi-job pack’.

This had me thinking. The return from job advertisements on Seek at the moment is at an all time low. To be honest, it’s actually a waste of money advertising anything on Seek. But Linkedin being the social networking tool purely for business professionals, I’d imagine the traffic and response would be far greater and applicants much more qualified.

So I’m interested to know.. Has anyone advertised a position on a Linkedin job board and what was the response?

Tags: Account Managers, Advertising, Advertising Job, Advertising Jobs, Amp, Business Professionals, effective, experience, flyers, handing, Heading, Job Advertisements, Job Seek, job-board, job-boards, linkedin, Manager Job, money, Networking Tool, response, search-results, social-networking, Traffic, using, value, Waste Of Money

7 Things Employers Should Tell Job Seekers About How to Get Considered

I'm having another Lorax moment. But this time it's kind of jobseeker centric. I was at dinner with a friend from the recruiting industry and word on the street was that more and more employers in the DC Metro area are dropping job boards, particularly the icons like Monster and CareerBuilder in favor of social media.   Hmmmm. And that gave me pause. Not because I don't understand why. I get why. And it kind of amuses me now that I'm part of the third party world, or as one of my Tweeps referred to it, “the dark side.” Because we on the dark side love it anytime corporate entities say, “Oh, we're no longer using this tool… that source… etc.” because it opens a door for us. And we always step in. Gleefully. When I worked in corporate recruiting though, if a source produced hires we never dumped it. Maybe we scaled back but never dumped. And those that produced candidates who made it to the 2nd or 3rd round interview? We usually gave them another chance but if they didn't produce the next cycle, they were out the door. But let's talk about jobseekers. I wonder if any of these big employers that I'm hearing about dropping the big guns are letting jobseekers know how to apply? Are you? I'm guessing no. Which is fairly normal. So what should these employers be telling job seekers? Or if you're reading this as a jobseeker in 2011 or think you might be a jobseeker in the next 18 months? Here are some quick hits – on what you should be communicating my friends on the employer side of things, or for you job seekers, what I think you should do to up the ante and make yourself hireable: Make Yourself Findable first. Google yourself right now. Did your LinkedIn profile come up? No? Build one, make it public. If you have a preferred method of contact, note it. Use inmails. Use a separate email. Make Yourself Even More Findable. Post your resume, or your bio, or whatever you want to call it.  Use Posterous, use WordPress, use a .me site, use doctoc or slideshare… use something.   Make sure when you build those profiles you use every keyword that applies to you. I like to say I'm a researcher but my title is Strategic Recruiting Manager… and if I was anticipating a job hunt and tweaking my profile I'd make sure every word related to recruiting and research both are enmeshed in my online profile. Use job boards. Because they're not over yet. And there will be people looking for you on there. At least for a little while longer. But understand that companies are under the gun to save on costs so go directly to their websites and apply there as well. Find someone who works at your targeted company who can pass your resume along, outside of the applicant tracking system (ATS). You want to be looked at by the hiring manager (sorry recruiters… but you know this is true.) Eventually you are going to be dumped in the black hole that is the ATS, but give yourself a fighting chance and work your network.   Respond to recruiters. Third party or corporate I don't care. If you don't deal with contingency staffing firms, fine, send 'em a quick note of thank you/no thank you, get removed from their mailing list. But do your due diligence, because you want to work with a retained search firm. I've spelled it out loud and proud on my LinkedIn profile that I do retained search. There's a significant difference between retained and contingency search firms. You can go around me and apply directly through our client, but they are still going to route you my way because our firm has been hired – and already paid – to alleviate their staffing burden.   If you're not interested in an opportunity sent your way but want to start building some relationships with recruiters? Let the recruiter know that “this one isn't a fit” but what you'd really like is X, Y, and Z. I keep that information and because I may run across that position shortly, I'm going to call you again and let you know I found it. Also, pass the opening on to your network. Referrals are gold in recruiting, and your recruiter will remember your helpfulness. So that's it. Got questions? Don't know how to begin? You need to ask. Message me. I may not be able to hold your hand and take you through the entire process step by step, but I can take a quick look at what you have in play and what you need. Editor's Note — Kelly Dingee is a professional stalker Strategic Recruiting Manager with Staffing Advisors . Prior to joining Staffing Advisors, her experience included developing materials for and training advanced sourcing strategies for AIRS-A Company of The RightThing, sourcing for Thales Communications, Inc., and Internet recruitment for Acterna (now known as JDSU).  Follow her on Twitter  and get the lowdown on what's going on each day in sourcing – she's a Twitter machine.

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Tags: Industry Chat, job seeker advice, job-boards, kelly dingee, working with recruiters

When Pushing the Creative Envelope Obliterates Judgment

These past couple of weeks have been a blur of visual and audio stimuli for me – most of which I have reacted to with some kind of high pitched variation on, “Really?! Are you freakin' serious?! Someone really thinks that commercial / outfit / public comment / behavior is appropriate / safe / smart?!” My hubby and I went to Las Vegas for a long weekend. Like LA, Vegas is great for the free entertainment walking up and down the Strip. I repeatedly think (often out loud), “Sooo, that person looked in the mirror this morning and thought to her / himself, dang, I look awesome.” This is quickly followed by the question, “What was / is that person thinking wearing that in public?!” Then there were some of the sketchier ads during the Super Bowl (I'm not commenting on the singing of the national anthem or halftime entertainment, which are topics for a future talent and performance management post). The dude licking the Dorito cheese powder off of a co-worker's fingers and pants – okay, ewwww. I fully expect to hear about a few employee relations issues in which someone thinks it would be funny to recreate that little scene in the workplace. Again, ewwwww.  Then there is the New Chevy Cruze with Facebook status checking via onStar or whatever. As if teenage drivers aren't distracted enough already. Seriously, I am going to be thinking twice about driving on the LA freeways now (thank goodness my office is 5 feet from my kitchen). But I think what kicked off my latest obsession with professional and personal decorum are the Ladders television ads. (Oh yes, I am wading into this morass). I tweeted / posted to Facebook a comment about how inappropriate I think those ads are. A friend of mine, also offended by the ads, actually wrote to the Ladders to give them a piece of her mind. Here is their response: Hi ________, Thanks for writing in. I apologize if you dislike our commercial and find it inappropriate. I assure you that is not our intention. Here at TheLadders.com, we want every job seeker to view us as a partner who can assist them in showcasing their skills and background to prospective $100k employers. To that effect, the message in our commercial was meant to creatively portray the confidence – or “attractiveness” – we want our job seekers to experience after working with us. I hope this helps to clarify our message. Again, thank you for your feedback. I’ve passed your thoughts along to the rest of our team. In thinking about this, and also about some of the posts / commentary about the Ladders on FOT, I have been pondering the pushing of the creative envelope in areas often not pushed (Monster.com and CareerBuilder have had some fun ads in the past, but I don't know that I would say those ads have pushed boundaries. The Ladders ads obliterate boundaries, and not, I think, in a good way). And I have been trying to figure out the thought processes people go through to reach the conclusion that it's okay for them to push societal, professional, ethical, etc., boundaries in not so good ways. Thank goodness for academics, as an abstract posted at Harvard Business School Working Knowledge provided some insight. In “The Dark Side of Creativity: Original Thinkers Can Be More Dishonest” , authors Francesca Gino and Dan Ariely report on the results of five separate studies in which they test the hypothesis that “a creative personality and creativity primes individuals' motivation to think outside the box and that this increased motivation leads to unethical behavior”. The authors found evidence of an association between creativity and “moral flexibility”. Let me clarify something here. I am not saying that the Ladders ads (and the other questionable behaviors and fashion choices I have witnessed of late) are in any way dishonest, unethical, or even “morally flexible”. I am saying that this study helps me to answer the question that bounds around my skull like a ping pong ball: What WERE they THINKING?! Because I honestly have difficulty understanding how reasonable, thoughtful human beings who walk the same earth I do not only come up with some of this stuff, but also believe that unleashing this unabashed creativity on the rest of us is a good idea.  And now I may begin to understand – for some reason, creativity in abundance seems to absolve people of needing to exercise judgment about potential unintended impacts or consequences of their creativity.  My last post discussed the need for leaders to think about their communications from the perspective on impact on others rather than from the point of view of their own intentions. I would argue that those with an abundance of creativity also have a responsibility to think through impact in addition to intent. Back to the Ladders ad that got me all wrapped around this existential axle. The Ladders powers that be wrote my friend that they didn't intend to offend people with the ads. Their intention was to ” creatively portray the confidence – or “attractiveness” – we want our job seekers to experience after working with us”. Men with shirts unbuttoned sprawling on conference room tables and women falling over each other on sofas does not convey confidence and attractiveness in the context of job seeking to me.  It's just… ewwwww. And to Kelly Dingee's point , I have to seriously question the judgment of anyone who signs up with the Ladders because they were influenced by those ads the way the creators intended.  An unintended consequence of creative abundance run amok? Most likely. Believe me, I love creative ideas, inventions, advertisements, etc. But like leaders, I think creative people have to think their ideas all the way through to both intended and unintended impacts.  Creativity is not an excuse to kick good judgment and empathy to the curb. Editor's Note -  Suzanne Rumsey is  a  Senior Consultant & Director, Consulting Services with Knowledge Infusion. Suzanne isn't just any 'ole consultant though – she's a former HR pro turned consultant, who spent time with orgs like Boeing and Health Net where she shaped workforce planning and talent management initiatives… which means she really knows what she's talking about and has the actual experiences under her belt to back it up and give you advice. Now that's the kind of consultant we really like.

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Tags: blur, creativity, employee communications, good judgment, job-boards, ladders.com, leadership, leadership development, recruiting, result, suzanne-rumsey, variation

What I Really Think About The Ladders Ad…

First and foremost, congrats, Packers. But let's get real. Who watches the Superbowl for the football? It's all about the half-time show, and the commercials! And we've seen plenty of commercials over the years during the big game for vendors in the recruiting and job seeker space. Commercials have been on my mind otherwise though. A week or so ago I found myself in NYC, the guest of The Ladders at their Position Accomplished Summit. And, even better, at the end of the day sitting around a table in The Ladders conference room chatting with the other Summit guests on Steve Boese’s HRHappyHour. During that show, Kris Dunn asked me, as a mom, what I thought of The Ladders new commercial and how I explain it to my kids. I have three daughters, nearly 16, 12 and 7. You want my response? You’ll have to listen to the archive of Steve’s show here . Poor Steve. I don’t think he expected my answer. But what do I really think? It's kind of been rolling around in my head and the other morning it clicked. Get ready because this is as if you’re sitting across from me in a conference room… 12 years ago Monster.com had an awesome Superbowl commercial: My oldest daughter was 4 at the time. I wanted better for her and I wanted to be able to find the right job. In fact, a year after that ad ran, I got my AIRS CIR, put my resume up on Monster and within 24 hours was phone screened and booked on a flight to California, had face to face interviews within a week, and an offer extended on my plane ride home from one of my “dream” companies. Monster hit a home run.   Now, I’ve seen The Ladders offerings, repeatedly. This version I find probably the most irritating and somewhat offensive:   I know there’s humor. But the visual does me in. Not so much the men. But the women.  Leg spreading? I mean really? I get it. I really do. Any press – including here, shame on me… – is good press in the job board industry because it gets people to look at you, whether you’re well behaved or naughty. The Ladders is falling on everyone’s radar with this commercial. And I do like and have a sense of humor. But I’m not sure from what I’m seeing that I’d pay for that. My sincere hope is that 100K candidates and above are at the top of their game, hopefully the best and brightest. Lured in by that? I’m not so sure. Editor's Note — We know. The Ladders stirs up all sorts of emotions among many of you. Among many of us in the FOT crew too. We all don't share the same perspectives. Neither do you. But we're happy to share in a dialogue about issues facing our industry and the world of work in general. We hope you'll join in the conversation with us. Kelly Dingee is a professional stalker Strategic Recruiting Manager with  Staffing Advisors . Prior to joining Staffing Advisors, her experience included developing materials for and training advanced sourcing strategies for AIRS-A Company of The RightThing, sourcing for Thales Communications, Inc., and Internet recruitment for Acterna (now known as JDSU).  Follow her on Twitter  and get the lowdown on what's going on each day in sourcing – she's a Twitter machine.

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Tags: Industry Chat, job-boards, kelly dingee, Packers, result

TheLadders: More Cirque Du Soleil Than Evil Empire

Many of you know that a few of us FOT Peeps attended the #PositionAccomplished Summit at The Standard Hotel in the Meatpacking District of New York City last week.  Given the mix of trench HR Pros', Rockstar Consultants (like Mark Stelzner), and the Three Wise Men of Recruiting (Gerry Crispin, Kevin Wheeler, and John Sumser), we had a vibrant conversation ranging from widely accepted Recruiting Myths to the possibility of “modeling the intent” of the Job Seeker and Hiring Organization.  However, each of us found ourselves privately asking one another, “Why exactly are we here again?”  After taking some time to digest the event, I have come to a deeper conclusion than simply the notion that we'd collectively provide a positive PR bump.  Personally, I believe it's because of the fact that TheLadders truly cares about their perception among us HR Pros and Recruiters.  They want to know why our Industry has so villified them, and frankly, I don't blame them.  For them to improve their relations and perception with us, they've taken real initiative to better engage in true dialogue.  Ultimately, they don't need us; they're doing just fine.  At the same time, they're too intelligent of an Organization to turn a blind eye. We can say whatever we want, but the proof is in the pudding – people are using TheLadders as their primary source and they're getting jobs.  Further, TheLadders is growing – BusinessInsider claims the company was on pace to break the $80M barrier last year , up from $70M in 2009.  On the surface, an extra $10M in top-line earnings seems negligible, right?  Wrong.  That’s a growth rate of 14.3%, during the worst economic period dating back to the Great Depression.  Not bad, Friends – not bad at all. Before I go too much further, let me be open that I understand the criticisms of charging Job Seekers.  I'm not buying them, though.  Here's why: Consumers have too many options out there and can be paralyzed with information.  It's difficult to discern the good from the bad, and frankly, bad advice is rampant and on the rise with the advent of Social Media.  So on one hand, Job Seekers are paying for some level of quality-filtering of content itself.  There is value there.  Further, the act of paying creates a level of accountability that leads to firm action.  Many of us have gyms in our homes, yet still pay over $40 a month for a gym membership, driving there each day to work out.  Why?  Personally, I believe it's because the act of handing over cash moves us to take action.  The stakes are higher.  Sorry, but I just can't move with the Sheep on this one . . . Below is a list of my personal observations from the event.  Note that they're only mine and don't represent anyone else's at FOT — #1 – TheLadders Execs are not “HR/Recruiting People”.   In my opinion, this is no mistake.  When you listen to them speak about Talent Acquisition and more esoteric concepts like “modeling the intent of the both the job seeker and the hiring organization”, you realize that their frame of reference is much different than the norm we see in our industry.  In other words, they don’t operate with the same constraints we’d see in our space – they see a blank slate, and here’s the bottom line: It’s working.  Further, their Chief People Office, Kevin Mcmanus , isn't what we'd define as an “HR Guy”.  Listen to him speak for two minutes and you realize he's actually a really smart had that sees HR as a means to drive far-ranging impact to the bottom-line.  If you're in HR and need some inspiration about what could be , he's worth taking a real look at. #2 – TheLadders is a high-energy environment.  The office environment is open and collaborative, somewhat like a trading floor of sorts.  Each employee is rocking a triple-screen monitor.  We can say whatever we want about a early 20-somethings interfacing with $100k job seekers, but I can tell you what I personally observed, and that was a highly engaged and caring group of young people that took their job very seriously.  While I wasn’t able to speak to anyone individually, I noticed a group that appeared truly committed to their cause.  #3 – TheLadders builds into their consumer products a true understanding of Human Psychology.  For example, when a Job Seeker checks into their dashboard, there is a picture of their “Job Search Advisor” along with phone and email contact information to help the seeker feel more comfortable with their search.  While this is a real person (to anyone who might be wondering), I’m not sure how many calls these “Advisors” might be taking. However, I do know that the perception alone of having someone there who is willing to lend a helping hand when we need it helps us feel less isolated during the search. #4 – TheLadders marketing is brilliant.  While receiving much criticism from our space, the latest commercial isn’t about us.  They’re not looking to appeal to HR or Recruiting; they’re looking to appeal to Job Seekers.  When it comes to marketing, sometimes an advertisement has to be outlandish or it just doesn’t stick .  Yes, TheLadders pushes the boundaries.  Big deal.  If you're going to spend millions on air time, you better go big or go home , just like HotJobs did.  Further, what you’ll find on their website isn’t hard data on how many people are getting interviews or hired, etc.  In reality, this data would be extremely hard to compile because the resume advice you receive on TheLadders might lead to a job opportunity outside of those positions directly posted on their job board.  Can they actually track that?  Not really.  So what you will find on TheLadders is marketing that appeals more to the emotional, right-side of the brain than the left.  People buy with emotion and then try to justify logically, so I get it.  The pictures and Facebook-style updates (as testimonials) show the job seeker certain individuals that look like them, feel like them, have families like them, and conquered joblessness just like they will as well.  Perhaps they could take a page from Match.com and “commission some research” that TheLadders leads to more interviewws and job opportunities than their Competitors.  Ok, maybe not #5 – There is no “Mahogany Row”.  While I didn’t have the opportunity to see the C-level “War Room” myself, I was surprised when Alex Douzet told me that all Execs work in the same space together.  While he mentioned this does create some Recruiting challenges, there is no doubt in my mind that this is a key part of their success.  Alex confirmed this by stating that, “Execs here have to be open to transparency as we’re all working toward a common objective.” #6 – History proves that there is always room for a Cirque du Soleil.  Cirque found an opportunity between the Circus and Broadway, combining the best of both by creating their own ” Blue Ocean ” category.  This is exactly what TheLadders has done.  They've taken the best of the traditional Job Boards, Career Coaches, and Resume Assistance, combining them to create their own category.  Years ago, the majority of our Industry said they'd never make it.  Well, they did… which again speaks to point #1 above. And sure, I understand and that HR and Recruiting Peeps are going to read this and rail against the “ moral depravity of charging Job Seekers ”, but let me ask all of us a question: Since when did we become the Association for Job Seeker Advocacy?   Isn’t it ironic that we openly admit, as an industry, that we could do a better job handling Candidates and Job Seekers, yet we take out all of our frustrations on TheLadders?  And for a concluding thought to ponder, how about this one: I would suspect the lionshare of calls into the early 20-somethings at TheLadders surface around our own shortcomings while keeping the Job Seeker focused on not taking anything personal as they continue to fight on in their search.  At the end of the day, the young people operating in their call center just might be doing us a pretty big favor, and for that, I can't help but appreciate the job they're doing. So are there some things TheLadders can do better?  Sure, and they admit that.  They're trying, and that's all we can ask.  Their efforts to engage us indicate that they're actually listening.  But to build an $800M USD valuation in such a short amount of time means that you're going to have to take risks – it just is what it is.  Possibly the biggest lesson we can take away from their success is that there is always room for a new category that disrupts the status quo in a positive way.  We could all take a page from that book. Editor's Note  -   Josh Letourneau is the owner of Knight & Bishop, an Executive Search and Human Capital Intelligence firm, with an emerging focus on Social Network Analysis (SNA).  Nope, not like MySpace, but more like who is connected to whom in organizations and how does that impact their influence on decision making and P.O.V.s. And you can learn more about all of this on his new blog  Collaborative Chaos .

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Tags: city, district, hotel, hr tech, Industry Chat, job-boards, joshua letourneau, meatpacking, pros, result, standard, Summit, york

Should a Job Seeker Ever Have to Pay… For Anything?

Here’s a question for you – is there anything that job seekers should ever have to pay for? Resume writing services. Okay. Career coaching. Sure. But anything else? Last week, I spent some time in NYC with the people of The Ladders for their first ever Position Accomplished Summit. First and foremost, know that I attended this little event from a skeptic’s perspective. I don’t know how I feel about their biz model and I’ve been plenty irritated by them in the past. I have not received positive outcomes from having my company’s jobs listed on their site. And, I’ve had non-$100K+ jobs pulled onto their site. But I do have respect for their marketing and technology chops. So after the event, I left wondering if I would even write about the experience and their services as I’m honestly still unsure of them and have more questions than answers. And question number one that I’m stuck on is simply this – is it culturally acceptable, today at least, to charge the job seeker for much of anything? One of the criticisms of The Ladders is simply that they charge job seekers for access to $100K+ jobs, not all of which are employer verified as truly being $100K+. Unless it’s a position that an employer has actually posted on the site, they don’t know for sure that the role pays $100K+. They do however assert that two sets of eyes at The Ladders review all scraped job postings on the site against specific criteria and benchmarked data to validate that they are likely $100K+ jobs. But again, there’s no way to know for sure whether any positions are $100K+ unless an employer actually is the one to post the job. That issue aside, the jobs being both scraped then posted by The Ladders and posted by employers on their site are not necessarily exclusive. They are likely advertised elsewhere – from corporate websites to other job boards or aggregators – so job seekers could conceivably access these opportunities elsewhere for free. But it does remain a single place where the $100K+ job seeker could go to, on a subscription basis, to see a collection of perceived and confirmed $100K+ jobs It’s a different business model. It’s something we’re not used to. Traditionally, anyone involved in the job search business has always charged the employer. Headhunters charge employers to surface them candidates. Job boards and newspapers charge employers to broadcast their job opportunities. So today, job seekers don’t pay for much of anything. It’s a buyer’s market even despite unemployment numbers. It’s also uncommon that for a marketplace of “goods” so to speak, both the buyer and seller are positioned as “consumers” of a shared service, with both charged a fee for service. In other words… it’s not as if eBay, another marketplace, charges both buyers and sellers fees. In the current eBay model, only the seller who presumably is the one making a profit off of the sale, pays any fees to eBay. The buyer doesn’t pay to get access to goods via eBay. Yet on The Ladders, the “buyer” and “seller” both pay. So I wonder… what do we make of a model where the job seeker also has to pay? Or is there a threshold on the dollar amount charged to job seekers for something like The Ladders? Or could it be that it’s perfectly fine for a job seeker to pay? So long as the job seeker, as the consumer, demands and receives a certain level of service or a guarantee of sorts? Or maybe Capitalism rules all and if The Ladders wants to charge employers and job seekers both because they can and because someone out there perceives a value for what they provide, they will continue to do so. And perhaps in the future, we’ll see others follow suit. I dunno. I’m thinking about this one though. And either way you come down on the discussion, it’s an interesting issue to deconstruct so at least we can thank The Ladders for disrupting things a bit… for a different business model, and for those crazy commercials too . Editor's Note – Jessica Lee is a Senior Employment Manager for APCO Worldwide, a global integrated communications consultancy in D.C. (Okay, you could call it a PR firm too.) Like most upscale HR pros, she spends half of her time on recruiting, the other half on ER, Training and OD. When she's not hammering a candidate to determine Motivational Fit, she's thinking about the future of HR and wondering how she can avoid using the job boards to fill the next spot in her organization…

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Tags: 100k, corporate, Industry Chat, job, job-boards, marketing, number, postings, question, result, services, Skeptic, Summit, writing

Facebook vs. LinkedIn – The New Battle?

Yeah so I was that wannabe geek watching 60 Minutes on the other Sunday, hoping to get an eyeful of the new Facebook profile pages.  It was a flash, just a moment on the screen, but I got my sneak peek. (Editor's note – If you didn't watch the interview, go here . Interesting glimpse into the real Mark Zuckerberg.)  About 18 hours later my profile converted and it was nearly at the same time that I read this: “In other words, Facebook will at least allow you the option to use it more as an online resume. Funny that’s exactly how LinkedIn is used. If you can list your jobs, key projects and work connections on Facebook does that minimize the importance of LinkedIn? There’s no ready answer to that query, but you have to wonder.” – Larry Dignan, ZDNet, Between the Lines Can Facebook minimize the importance of LinkedIn?  And is there a ready answer? For me there is.  But it's based on how I use LinkedIn as a recruiting professional, and how I've tried to perform the same magic on Facebook. No, right now , Facebook can't minimize the importance of LinkedIn.  Here's why: Facebook relies heavily on user generated content, just like LinkedIn, but the intent of the site has always been to be social.  I've got some friends and neighbors on the site and for the most part, none of them have filled out their work information on Facebook, many have separate and more detailed professional profiles on LinkedIn.  But they have always felt that Facebook was not a place to fall under a potential employers scrutiny, it was not their job hunting site.  And who can blame 'em?  If I think of how I meet people in a professional environment and how I meet people at a party in my neighborhood I introduce myself in two completely different manners.  In fact, until recently, no one in my neighborhood understood what I did until I hired one of them to be my assistant.  I've led two lives for a long time. This leads me to Facebook's heavy duty privacy features, almost encouraging users to not make their profiles public…  where as LinkedIn has allowed users to claim their online stake – to get their name, job title, and professional experience in search engine results.  LinkedIn users are pretty darn findable.  You can find Facebook users via search engines and it is an excellent back-up when I need a Plan C to reach a candidate.  But I'm going to find them by searching Google for their name, not by inputting “java software architect”. And let's talk about search functionality.  Actually on Facebook, it's a lack of search functionality. The Facebook of three years ago made it possible to find people using the internal search feature.  Now it's just an exercise in frustration.  Sure I can find a bunch of people who work at Booz Allen Hamilton here in D.C. but I have to click on every user and reveal their profile and maybe see what they do, or maybe not. But could Facebook take on LinkedIn? Definitely. There are more than 500 million global profiles on the site, and what recruiter doesn't want a piece of that?  Think about what would happen if Facebook allowed you to make a professional profile public? Even if it were just the work and education information with your name and geographic location! And what if Facebook aggressively pushed your profile out into the search indexing stream? Made it possible for a potential employer to contact you because you're interested in “Career Opportunities”? What if they just made it possible to search the site internally? Screw degrees of connections, give everybody an opportunity, not just those who recognize how to work a system.  Or what if they created a job board section better than Marketplace and a regular tab accessible to jobseekers on the Facebook profile options?  It could be game changing for the recruiting industry. And it would be amazing. Oh the possibilities… Editor's Note –  Kelly Dingee is a professional stalker Strategic Recruiting Manager with  Staffing Advisors . Prior to joining Staffing Advisors, her experience included developing materials for and training advanced sourcing strategies for AIRS-A Company of The RightThing, sourcing for Thales Communications, Inc., and Internet recruitment for Acterna (now known as JDSU).  Follow her on Twitter  and get the lowdown on what's going on each day in sourcing – she's a Twitter machine.

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Tags: eyeful, geek, Industry Chat, job-boards, kelly dingee, minutes, Peek, result, sneak, social media and talent, sourcing

Nominees for Job Board Awards Announced

Nominees for the Australian Job Board Awards has been announced in the following categories: Best Job Board (Generalist), Best Job Board (Profession) Best Job Board (Demographic), Best Newcomer and Best Talent Database. Check out the nominees and vote for your favourite job board. Due to the size of the New Zealand market there is only

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Nominees for Job Board Awards Announced

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Introducing the Job Board Awards

We are introducing the first Job Board Awards to recognise the contribution of job boards in sourcing talent. In particular, we wanted to recognise companies who excelled in the area of online recruitment.

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