January 23, 2014   view past issues

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Make Your Recruiting Headquarters

Modeled after Pinterest, offers four channels of information and resources found nowhere else on the Web. And, one of those channels is specifically tailored for those Employers and Recruiters who are determined to find the best talent for their openings!

What’s in the Employers & Recruiters channel at There are:

  • Books & Tools for recruiting & sourcing excellence
  • An archive of outside-the-box Recruiting Tips
  • An Association Directory organized by career field & industry
  • Information on the International Association of Employment Web Sites
  • And much, much more!

So, don’t delay! Visit today. And, make sure you tell your colleagues about the site, as well.

The Secret of the Optimal Candidate Experience

Optimizing the candidate experience has taken on a new urgency as employers realize a truism about top talent: they have many choices. They are contacted by recruiters all of the time. And, one of the key ways they decide among those alternatives is to evaluate their experience in each organization’s recruiting process.

Top talent are good consumers. They look before they leap. They test drive new cars before making a purchase and they take employers out for a spin before accepting an offer.

Unlike with cars, however, they can’t climb into an employer’s organization to get a feel for its culture and values. So, what do they do? They use a surrogate: the organization’s recruiting process. They believe their experience in that process will provide an accurate picture of what their experience is likely to be if they go to work for the organization.

As a consequence, organizations are scrambling to find ways to optimize their candidates’ experience. A lot of money is being spent and effort invested to discover and implement the best practices for engaging candidates during recruitment. That’s all positive and well worth doing. It must not, however, overlook the very simple yet powerful secret to experience optimization: authenticity. More than anything else, what turns top talent on is an organization which walks the talk.

Walking the Talk

Top talent are almost always passive. They are seldom drawn to a specific job opening, but they can be and are often attracted to specific employers. What creates such a magnetic pull? The organization’s employment brand.

When it’s well crafted, an employment brand neatly summarizes what it’s like to work for an organization. It creates an expectation about that experience by expressing the employer’s culture and values, and that expectation is what activates the passive candidate and moves them into its recruiting process.

Once there, the candidate has only one criterion for measuring the quality of their experience: does it match what the employment brand led them to expect. Was the brand an authentic representation of what they see, hear and do in the process? If so, the organization and its employment opportunities are likely to get the consideration they deserve. If not … well, top talent has a lot of other choices to consider.

So, here’s the key to an optimal candidate experience: create an expectation that comes true.

  • First, develop an employment brand that isn’t a cutsey jingle or opaque declaration written in corporate bureaucratese. It should, instead, be a powerful expression of the key attributes that define what’s special about working in your organization.
  • Second, design every aspect of your recruiting process to illustrate and reinforce the attributes expressed in the brand statement. As much as possible, every interaction and procedure should mimic your organization’s employment behaviors and practices.

In a world filled with misrepresentations and half truths, authenticity is one of the qualities top talent most values in an employer. And, the single best way for an organization to demonstrate its authenticity is to create an expectation that comes true. It is the optimal candidate experience.

Thanks for reading,


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A One-of-a-Kind Recruitment Tool

WEDDLE’s Directory of Employment Web Sites is a one-of-a-kind database of job boards, social media sites, career portals, aggregators, employment-related search engines, job ad distribution companies, recruitment blogs and other recruiter resources. Its 9,000+ entries are organized by occupational field, industry, geographic focus and other specializations (e.g., diversity, veterans).

If you want to:

  • Develop a pinpoint targeting strategy for your recruitment advertising,
  • Identify the best social media sites for connecting with top talent,
  • Improve the quality of the applicants you source online,
  • Sell products and services to job boards and other employment Web-sites
  • Sell products and services to job boards and other employment Web-sites

then the WEDDLE’s Directory is for you!

The database is delivered to users online and is both internally searchable and suitable for downloading into a CRM system.

Click here to order your copy or contact WEDDLE’s at 203-964-1888 for additional information.

The Recruiting Resources You Deserve

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 Books. Get yours today!

WEDDLE’s Guide to Employment Sites on the Internet. This is the 11th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.

The Talent Sourcing & Recruitment Handbook. This is Shally Steckerl’s tell-all guide to his sourcing secrets and cybersleuthing for hard-to-find talent.

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.

Recruiters Have Careers Too

Recruiters have careers too. And, in today’s economy, they need to protect them! Even the best of recruiters have found themselves laid off by their employer or at a dead end in their organization.

How can you protect yourself?

Get Peter Weddle’s new guide, The Career Fitness Workbook. It’s available at

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 ancillary skill development and work pacing to soul work and gathering career intelligence, 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.

So, get your career in shape. Get The Career Fitness Workbook today!