January 6, 2011   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 Next Practice Recruiting Tips
  • An Association Directory organized by career field & industry
  • Insights on Career Activists – the passive prospects who are so hard to recruit
  • And much, much more!

So, make the place where you start your business day! And, encourage your colleagues to join you there, as well.

Next Practice: Video Job Postings

A picture shouldn’t be worth a thousand words, at least not if you’re using “moving pictures” to advertise an open job. Video job postings are a powerful medium for connecting with top talent, but only if they’re crafted as a trailer rather than a full length feature presentation.

There are two important reasons for adopting the Next Practice of video job postings. First, the medium, itself, is compelling. Whether it’s on CNN or YouTube or a thousand other sites, online videos are now watched, reposted and discussed by Boomers, Gen Xers and Millennials alike. Second, the medium stands out on the Web. The algorithms of Google, Bing and other search engines give videos strong scores which translate into higher search engine rankings for their content.

Video job postings, like their text-based cousins, must follow the Golden Rule of Recruitment Advertising: What you do to recruit top talent will also recruit mediocre talent, but the converse is not true. In other words, the key to creating an effective video ad is to design it for the most discerning, most challenging audience: passive, high caliber performers who are already employed and reluctant to make a change. Get it right for that population, and you’ll get it right for everyone else.

To accomplish that goal, however, you must first understand some of the key defining attributes of top talent. They:

  • have the attention span of a gnat, so must be captured quickly;
  • don’t see themselves as job seekers, so dislike the vocabulary of job searching;
  • listened to their mother, so won’t speak to strangers but will listen to their peers.

Collectively, these attributes establish the optimum format and content for a video job posting. Let’s look at each of them in a bit more detail.

Top Talent have the attention span of a gnat, so must be captured quickly.

They won’t sit still for an ad that runs on and on. The optimum length for a video job posting, therefore, is at least three minutes – to ensure you provide enough information to engage them – but no more than five minutes – to prevent them from bailing out in boredom.

No less important, passive talent does not react to a video job posting the way most active job seekers do. A three-to-five minute video will not convince them to move from the devil they know (their current boss, employer and commute) to the devil they don’t know (a new boss, a different employer, a strange commute). They’ll want to study the opportunity in more detail, so design your video ad as a trailer – tantalizing the viewer with the opening’s possibilities – and close it with a simple, written link to a career site or landing page where they can see a complete presentation of the job and apply, if they’re interested.

Top Talent don’t see themselves as job seekers, so dislike the vocabulary of job searching.

The best talent think traditional job searching terms like “requirements” and “responsibilities” are words only an employer could love. As they see it, that’s information employers want them to know, not the insights they want to uncover about an opportunity.

Therefore, take the individual’s perspective in framing your video ad and tell them “what’s in it for them.” Answer these five questions about the job opening:

  • What will I get to do?
  • What will I get to accomplish?
  • What will I get to learn?
  • With whom will I get to work?
  • How will I be recognized and rewarded?

Top Talent listened to their mother, so won’t speak to strangers, but will listen to their peers.

The first factor top talent consider when evaluating an employment opportunity is the nature of the work experience. They want to know what it will be like to work in their field in the organization. For that reason, they accord more credibility to and place more trust in video ads that feature their peers and those who would be their direct supervisor rather than traditional organizational spokespeople such as recruiters or corporate executives.

Text-based recruitment ads will continue to be an important recruiting tool, but video job postings can have an emotional impact that is very hard to achieve with the written word. Designed as a trailer for an employment opportunity and tailored to the unique attributes of top talent, they can be especially effective in moving passive prospects to an active and engaged state. And that’s exactly where you need them to be to recruit them.

Thanks for reading,


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Next Practices – The Book

Best Practices are so yesterday! They are sourcing and recruiting techniques designed for a time that has passed.

Next Practices are strategies and tactics for winning the real War for the Best Talent – the one you actually face today and will face tomorrow. They modernize your approach to:

  • Recruitment Advertising
  • Social Recruiting
  • Candidate Engagement
  • Optimizing the Candidate Experience
  • Managing Your Own Recruiting Career

so you maximize your success.

The book is composed of short, straight-to-the-point essays that can be read in ten or fifteen minutes and still transport you to a whole new dimension in the state-of-the art for recruiting and sourcing talent. With titles like Become a Talent Whisperer, Post-Social Recruiting, The Inconvenient Truth of Recruiting and Don’t Post a Job, Advertise Respect, they are sure to entertain and enlighten you.

So, don’t recruit with yesterday’s techniques. Get Next Practices and start recruiting right now with the next generation of recruiting mastery.

The book is available on Amazon. Click here to place your order.

What’s Happening In the Job Market?

Despite all the happy talk about the growth in job openings, it’s still incredibly hard to find a GOOD job and one that pays anywhere near what it costs to live in this country. That’s as true for recruiters as it is for everyone else in the workforce.

So, what’s going on?

There are plenty of talking heads opining on cable and more than enough blog posts and magazines offering their take on the situation. But, wouldn’t it be nice to look into this situation and what’s causing it without having to endure a lot of self-appointed punditry?

Well, now you can. Read Peter Weddle’s novel about the 21st Century world of work in America called A Multitude of Hope. It uses the fictional tale of three job seekers to explore what’s happening to individual working men and women in a workplace and job market churning with change.

To read a FREE excerpt of A Multitude of Hope, click here.

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.