THE TECHNACIOUS RECRUITER NEWSLETTER

December 19, 2012   view past issues

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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 Holiday 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!


    A Social Job Posting

    Not much has changed with job postings since they first appeared in the early 1990’s. Today, they are, as they have always been, information-based ads that are shaped by their ancestors in the classified section of newspapers. What has changed, however, is the people who read job postings. They want a different experience, one that is social as well as informative.

    Unfortunately, the Web is filled with poorly written job postings. These recruitment ads are nothing more than position descriptions or print classified ads repurposed online. They may work with the most desperate of job seekers, but for talented candidates with choices, they have all of the appeal of a wet blanket on a cold day.

    The social job posting, therefore, has two ambitious goals. First, it transforms the traditional posting into an electronic sales brochure – an ad with the persuasive power to convince even the most passive candidate to pay attention. And second, it transforms the employer-centric feel of a traditional posting into a more balanced experience – an ad with a social dimension that includes the job seeker.

    How does it accomplish these goals?

    A social job posting draws on the Socratic method to establish a “silent dialogue” between the employer or recruiter and the job seeker. It is a virtual two-way conversation once removed. In other words, the ad creates an indirect conversation between the two parties by using embedded questions from one to evoke a response from the other.

    This more social experience has a number of important benefits:

  • It increases the engagement of the reader, which is likely to affect passive job seekers the most as they are normally the least captivated by conventional job postings.
  • It produces a more thoughtful response by the reader, which is likely to improve self-selection and reduce the number of unqualified applicants.
  • It differentiates the organization’s employment brand, which is likely to enhance its visibility and stature among high caliber prospects.
  • In effect, a social job posting has the power to increase the quality of an organization’s yield from online recruitment ads and thus the return on its investment in that medium.

    The Format & Content of a Social Job Posting

    A social job posting is divided into five distinct sections that make up the acronym S-ABC-S. They are:

  • Summary – What are the key aspects of the vacancy’s value proposition in no more than five lines?
  • Advantages – What will a new hire get to do, learn, and accomplish, with whom with they work and how will they be recognized and rewarded?
  • Benefits – What aspects of the employer’s culture and values will enable the new hire to thrive at their work and make a valued contribution?
  • Capabilities – What skills, knowledge and experience will enable the new hire to excel on-the-job and continue their career success?
  • Sign-off – What courses of action are offered to the job seeker for their response to the ad?
  • As different as this format is, what gives the ad its power is its content. It doesn’t focus on what’s important to employers – requirements and responsibilities – but instead features the motivating factors for the job seeker – what’s in it for them. In other words, the ad treats the job seeker as a consumer and sells them on the employer and its opening.

    That approach is then reinforced with the Socratic method. Every three paragraphs in each section of the ad, the job seeker is asked a question that focuses their attention on the content and helps them relate it to themselves. For example, after describing an employer’s team-oriented approach to accomplishing work, the ad might ask; “Do you find that you perform best when working in a team?”.

    These questions create a unique and compelling social experience for the reader. They aren’t being talked at – as is the case with traditional job postings – but instead are being talked with. They feel as if the employer is engaging them in a discussion and that the purpose of that discussion is to help them determine if the opening is right for them.

    The social job posting isn’t a silver bullet. It won’t change a dog of a position into a dream job. It will, however, add the “R” word to what a job posting does. For a brief but impactful moment, it creates a relationship with the reader, and as a consequence, it dramatically increases their propensity to apply for the opening.

    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.