October 18, 2012   view past issues

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Easy-to-Take Personal Development

We all know it’s important to stay on top of our personal development, but who has the time? Between the press of the daily grind and the grind of most career books, most of us just never get around to it.

But, that would be a mistake. There are more threats to recruiter job security in today’s economy than at any other time in our career.

So, what should we do? Read a book that’s full of up-to-the-minute career advice, but is also a fast-paced novel ripped right from today’s headlines. That’s A Multitude of Hope: A Novel About Rediscovering the American Dream. Think of it as a two-fer – it provides the insight you need for employment security without boring you to death.

You’ll find a free excerpt of the book, click here.

Or, you can order your own copy from and get started on that personal development right away.

Pay Attention to the 99 Percent

Here’s the inconvenient truth of recruiting: we reject 99 percent (or more) of our job applicants. In today’s economy, there are more often than not far more people vying for our openings than we can possibly hire. So, the question is: will we disappoint those we turn down or will we give them a reason to come back and try again?

The answer to that question turns on our assessment of the candidates who are not selected for the opening to which they apply. While some organizations treasure these individuals as “runners up,” many others see them as “rejects” and not worthy of further consideration.

If you have any doubt about that, consider this: an organization’s resume database (the place where all those non-selectees reside) doesn’t even make it onto the list of external hire sources reported in the latest CareerXroads survey. It’s somewhere below the last identified source – walk-ins – which produces just eight-tenths of one percent of all new hires.

Whatever we may say about previous applicants – and no organization consciously dismisses them – our behavior suggests an underlying and pernicious bias: we don’t think of the 99 percent as prime candidates. Even the person who was the runner up for the job to which they applied and the individual who turned down our offer because the timing wasn’t right are tossed into an undifferentiated database and, from then on, ignored.

And, that kind of behavior has real consequences. When candidates are ignored, they are inevitably disappointed. In us and our organization. And, widespread disappointment among candidates can hurt our employer’s brand and ultimately our talent yield. It can complicate, frustrate and even devastate our ability to hire top performers.

Yes, I know budgets are tight and recruiters are stretched to the limit just keeping up with current openings, but this is a situation which cannot be ignored. We must start paying more attention to the 99 percent. The question, of course, is how to do so within the constraints with which we work.

How to Give the 99 Percent Their Due

For most employers and staffing firms, the 99 percent is composed of two cohorts of the workforce:

  • those who have previously applied and whose resume or profile is now archived in a resume database
  • and

  • those who have yet to apply and to experience the disappointment of not being selected.
  • Now, in a perfect world, a strategy would be tailored to the different circumstances of each group. In today’s time and resource constrained environment, however, that’s simply not feasible. So, the better approach is to focus on an attribute shared by most of the individuals in both of those groups.

    What is that attribute? They all want to be more successful in their career. So, that’s what we should help them do. If we can’t give them a job, we can at least help them to advance their career.

    How do we do that? Re-imagine our organization’s online destination for candidates. Most companies and staffing firms call that area a “career site,” “career center” or “career page.” It’s not. In the vast majority of cases, it’s simply a place for informing job seekers and processing their applications.

    While what we tell them about our culture, values, benefits and opportunities is important, it isn’t enough. Ultimately, it will only matter to the 1 percent who are actually selected for a job with the organization. For the other 99 percent, it might as well be a user’s manual for sharpening quill pens. Basically, it has no value al all to or for them.

    To pay attention to the 99 percent, we have to post information and provide features that will enable them to upgrade their credentials and advance themselves in their profession, craft or trade (even if we don’t hire them). For example, we might set up a “candidate university” on our site that offered:

  • The videos of conference presentations and the white papers written by our organization’s current employees;
  • Republished articles from the journals of select professional societies with a link back to the association’s site to help it capture new members;
  • and

  • A training program in the principles and practices of career self-management that would enable them to be a stronger candidate for our organization’s future openings.
  • For 99 percent of all applicants, the candidate experience doesn’t end once a person has been selected for an opening. It continues on. And, that long experiential tail is just as important – and maybe more given the numbers involved -as what we do to and for candidates before a hire is made. No commercial organization can survive if it disappoints the majority of its prospective customers, and no recruiting organization can either.

    Thanks for reading,


    Visit me at

    Outside-the-Box Training Sessions

    WEDDLE’s is pleased to offer a number of uniquely insightful and practical training programs for corporate and staffing firm recruiting teams. The courses can be tailored to your specific industry or career field focus and delivered onsite at your facility or via Webinar.

    The programs include:

  • Optimizing the Candidate Experience
  • Developing an Employment Brand for Top Talent
  • Best Practices in Online Recruitment Advertising
  • Optimizing the Content for Candidates Wherever You Contact Them
  • Building a Corporate Career Site for Passive, High Caliber Talent
  • The Art of Social Recruiting for “A” Level Performers
  • Transforming Your Resume Database Into a Candidate Gold Mine
  • How the World of Work Has Changed in the 21st Century
  • For more information about each program and its cost, please contact Peter Weddle at 203-964-1888 or

    Sourcing Career Success

    As recruiters and HR professionals, we spend 33 percent of our day (or more) on-the-job and 100 percent of our job helping others to achieve career success.

    Don’t our own careers deserve equal attention? Absolutely! And the one best way to do that is by sourcing career success with WEDDLE’s books. They include:

    The Career Fitness Workbook. This book introduces a complete regimen of activities that will help you successfully compete for and hang onto the job of your dreams. Think of it as “the habits of highly effective career activists.” It’s a one-of-a-kind program that not only tells you what to do, but how to do it and how often. And at just $14.95, it’s one of the smartest investments you’ll ever make.

    Recognizing Richard Rabbit. This fable for adults will entertain and delight you and help you out of the boxes that keep you from becoming the champion inside you. It is a novel and engaging way to recognize the talented person you are meant to be.

    The Career Activist Republic. This blockbuster of a book provides a provocative yet positive assessment of the changing world of work in the American economy and describes an innovative strategy that will enable you to avoid the pitfalls and capture the opportunities in this new environment.

    The Success Matrix: Wisdom from the Web on How to Get Hired and Not Be Fired. This anthology collects the best of Peter Weddle’s columns on job search and career success. It is the only book you’ll find that provides a candid and totally up-to-date look at how to get and stay ahead in today’s workplace.

    In addition, read Peter Weddle’s WorkStrong blog for Career Activists. It’s a quick and easy way to stay on top of all of changes underway in today’s workplace and, best of all, it’s delivered right to your e-mailbox. Just click here to register.

    Be At Your Best With the Best Tools

    The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Guides for Recruiting Success. Get yours today!

    WEDDLE’s 2011/12 Guide to Employment Sites on the Internet. This is the 10th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.

    WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.

    Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.