THE TECHNACIOUS RECRUITER NEWSLETTER

January 17, 2013   view past issues

Our newsletter is
brought to you by





Give Your College Student the Gift of Employment

A survey by the Associated Press found that 53.6 percent of recent college graduates are either unemployed or underemployed. How can you help your college-aged son or daughter avoid that fate?

Give them Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at Amazon.com.

The book has a number of special features:

  • Organized just like a physical fitness regimen, the book tells you what to do to improve the health of your career, how to do it and – unique to the Career Fitness program – how often in order to maximize the employment benefits you derive from your efforts.
  • From online networking to high impact resumes, the book introduces a powerful blend of the best traditional practices and state-of-the-art techniques for effective job search and career self-management in today’s uncertain times.
  • Filled with worksheets and exercises, the book is a complete self-study program that delivers the knowledge and skills required for BOTH job search and career success, whether you’re graduating next spring or next year or the year after that.
  • The Career Fitness Workbook is available at Amazon.com.

    Or, if you’d like your copy autographed by the author – a one-of-a-kind pre-graduation gift – order it at Weddles.com.

    Make sure your son or daughter doesn’t have to come back home to live after graduation. Get them The Career Fitness Workbook today and put them on the road to long-lasting success!


    The First Five Lines

    Job postings remain the single most effective way to recruit new hires. And, the first five lines are the single most important part of a job posting. They determine whether or not passive, high caliber talent will read on.

    Top talent has the attention span of a gnat. Although often described as passive, such individuals are almost always interested in career advancement opportunities. They just have little patience for the typical presentation of information in an online recruitment ad. They want the key facts and they want they want them right away, not buried somewhere in the pithy paragraphs that describe a job’s requirements and responsibilities.

    What do they consider the key facts? They want to know “what’s in it for them.” They’re usually employed, so unlike most active job seekers, they have choices, one of which is to stay right where they are. To be effective, therefore, a job posting’s first five lines must convince talented people to do the one thing we humans most hate to do: change. That brief introduction must persuade the reader that it’s in their best interests to move from the devil they know – their current boss, employer and commute – to the devil they don’t know – your employer, a new boss and a different commute.

    How do you formulate such a persuasive message?

    Use the first five lines to provide a succinct, hard hitting summary of your vacancy’s value proposition. That summary must include four elements of information that form the acronym JECC. It stands for:

  • Job
  • Employer
  • Compensation
  • and

  • Confidentiality.
  • Let’s look briefly at each of them.

    An Introduction for Passive, High Caliber Talent

    The order of the four essential elements that must be present in the first five lines of a job posting is just as important as their content. Talented workers don’t look for a job, even when they are in transition. They look for situations that will challenge them to excel and, as a result, promote their continued success.

    For that reason, a job posting should always lead with a description of both the job and the employer. Each is insufficient in and of itself to motivate most passive candidates, but taken together, they form a powerful expression of the work, culture and values that will enable the right person to advance in their career.

    The third element of the first five lines describes the compensation offered by the job, expressed in numbers. Top talent doesn’t go to work for the money, but they use their salary to measure their progress in advancing their career. You can express a job’s compensation in a range to preserve your negotiating position, but avoid such meaningless phrases as “competitive salary” or “salary based on experience.” They’re ad breakers for the best candidates. Those individuals want to know – right up front and in quantitative terms – whether your opening offers them a financial step forward.

    And finally, the last of the four elements in the first five lines is a statement expressing your organization’s commitment to protecting candidate confidentiality. The best talent is almost always employed so they have something to lose if their interest in your position becomes public. For that reason, it’s important to signal not only that you understand their need for privacy but that you take responsibility for safe-guarding it.

    The Golden Rule of Recruiting is as simple as it is profound: What you do to recruit the best talent will also recruit mediocre talent, but the converse is not true. For that reason, it’s critical that you write your job postings so passive, high caliber talent will be compelled to read them. Use the first five lines of each ad to describe what’s in it for them.

    Thanks for reading,

    Peter

    Visit me at Weddles.com


    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:

  • Creating a Corporate Career Site for Post-Social Recruiting
  • 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 peter@weddles.com.


    Sourcing Your Own 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:

    A Multitude of Hope: A Novel About Rediscovering the American Dream. This modern-day epic traces the journeys of three out-of-work professionals searching for answers in today’s seemingly nonsensical job market. Along the way, they discover the secret to “career security” and the pathway to real and lasting success.

    The Career Fitness Workbook. This self-paced instructional guide 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.”

    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.