THE TECHNACIOUS RECRUITER NEWSLETTER

March 4, 2010   view past issues

Our newsletter is
brought to you by





Pluperfect Recruiting

Special Notice

Are you worried about the security of your current job? Do you think there may be other places where you could better advance your career? Then, make sure you’re prepared. That you have what it takes to avoid the pitfalls and take advantage of the opportunities.

How can you do that?

The 30-day FREE trial at CareerFitness.com will get you started. This one-of-a-kind program shows you how to become the master of the changes in your career rather than their victim.

It costs you nothing and offers you everything you need for success at work.

Pluperfect Recruiting

It’s a bit hyperbolic, I admit, but there is a way to be better than perfect when using a job board. Why is that important? Because most recruiters continue to use job boards, so the key to success is to use them to their best advantage. No self-respecting recruiter, however, would admit that their job board strategy to date has been anything less than perfect, so what I’m proposing is a way to be better than perfect. Or pluperfect.

Traditionally, job boards have been viewed as recruitment advertising platforms. We post jobs for openings and watch the resumes rush in. That approach is problematic on at least two score for today’s staff-challenged recruiting teams: it drowns us in too many applicants and limits us to too few high caliber candidates among those applicants.

What’s a better approach?

Pluperfect recruiting expands our use of job boards from just one activity-job posting-to three sourcing activities:

  • Recruitment advertising
  • Brand advertisingProfessional networking.
  • Let’s look at each a bit more closely.

    Recruitment Advertising

    Recruitment advertising online is job posting with a twist. Rather than advertising a job, recruiters promote a career advancement opportunity. That’s not semantics. It involves envisioning our ads not as an informative announcement-a description of requirements and responsibilities-but as online sales brochures.

    What are the properties of such a communication? There are several, but the two most important are:

  • It is designed to convince passive job seekers to do the one thing humans most hate to do: change. It has enough information and enough selling sizzle to compel even the most reluctant candidate to shift from the devil they know-their current employer, boss and commute-to the devil they don’t know-a new employer, boss and commute.
  • It is front loaded. Passive job seekers aren’t job seekers at all. At best, they are prospects. And prospects have the attention span of a gnat. The key to success, therefore, is to front load our ads. Make the title of each ad and its first five lines so interesting that even the most satisfied candidate-the ones who say they will never leave their current employer-have to read on.
  • Brand Advertising

    Most organizations don’t consistently invest in promoting their employment brand, but when they do, they spend countless hours and sometimes a lot of money trying to get the message just right. In other words, the assumption is that an employment brand is what we say about our organization’s value proposition as an employer. It’s not.

    You see, the best talent are good consumers. Just as we do when we buy a new car, for example, they don’t take a vendor (or an employer) at their word. They want proof. Now, when they’re buying a car, they can test drive it, but when they’re considering an employer, they have to make do with a surrogate? What’s that? An employer’s recruiting process. In other words, the best talent believe that the way they are treated as candidates will be the way they are treated as employees. And they make their employment decisions accordingly.

    Does that mean we shouldn’t bother with brand advertising? Of course not. But we must also optimize the candidate’s experience in our recruiting processes. What is the optimum experience? An expectation that comes true. The reality of what happens to a candidate in our recruiting process must match the claim we make in our brand advertisingor, to put it another way, we have to walk the talk.

    Professional Networking

    Social networking is all the rage these days as well it should be. Put 100 recruiters in a room and ask them the single best way to find truly great talent, and 99 will tell you it’s by networking. What’s untrue, however, is that social networking is new. The capability has been around for years on job boards, as discussion forums, chat areas and professional communities.

    There is, however, a difference between social networking and the professional networking done on job boards. On LinkedIn or some other social media site, networking is carried out by making contacts. The more contacts a person has, the higher the probability they will find a candidate who matches the requirements for their opening.

    On a job board, in contrast, networking is about building relationships. The participants are drawn together not to find a job, but to explore a topic of common interest (typically, their career profession, craft or trade). The key to recruiting them, therefore, is not to establish a connection, but rather to contribute to their dialogue and thus the benefit they gain from the interaction.

    Pluperfect recruiting expands the use of job boards from a first generation focus on job posting to a second generation strategy that encompasses brand advertising and professional networking as well as recruitment advertising. But even that isn’t enough. We can do all of the right things, but if we do them on the wrong sites, our yield will still fall far short of better than perfect. To achieve pluperfect recruiting, therefore, we must do all three of the right things and do them on all of the right sites-the sites that attract the top talent in our target demographics.

    Thanks for reading,

    Peter

    Visit my blog at Weddles.com/WorkStrong

    P.S. Perform a random act of kindness! Tell your friends and colleagues about WEDDLE’s Newsletter. They’ll appreciate your thoughtfulness, and so will we.


    Lance Armstrong Says Live Strong, We Say Work Strong!

    These are tough times for everyone in the workplace.

    It doesn’t matter whether you have 2 or 32 years of employment experience, today’s world of work is a risk-filled, even threatening place. And it is also the place where you spend one-third or more of your day.

    So what should you do? Give yourself “career security”-security you can count on even in the toughest of times.

    And the best source of career security is Peter Weddle’s book, Work Strong: Your Personal Career Fitness System.

  • If you’re in transition, it will resuscitate your career even as you hunt for a new job.
  • If you’re currently employed, it will help you strengthen and protect your career for whatever lies ahead.
  • Click here to get a 34% discount on the book at Amazon.com!

    Or, if you’d like A FREE WORK STRONG WRISTBAND, order the book directly from WEDDLE’s by calling 203.964.1888 or clicking here.

    Don’t delay. Give yourself the power and promise of career security. Get Work Strong right away!


    Our Featured Books

    Get WEDDLE’s recruiting bestsellers today.

  • WEDDLE’s 2009/10 Guide to Employment Sites on the Internet. This widely acclaimed guide to the Web’s 100,000+ job boards and career portals has been completely updated so you can make smart buying decisions for your organization’s online recruitment advertising.
  • WEDDLE’s 2009/10 Guide to Association Web Sites. The best talent are often members of their local, state, regional or national professional associations. This one-of-a-kind Guide enables you to determine which of those associations have the recruiting resources you need to connect with their members.
  • How can you get these amazing resources? Click here to reach our online bookstore or call 203.964.1888 to order your copies of these truly unique recruiting guides.

    Even Super Search Strings Won’t Work With the Wrong Keywords

    How can you tell search engines and computers what kind of candidate you’re looking for? Use Finding Needles in a Haystack. Just released by WEDDLE’s, this 3-volume set is the first comprehensive listing of keywords for successfully searching resume databases online and off. You can select individual volumes or get the entire set.

    Volume I

    Engineering, Executive & Management, Finance & Economics, Healthcare, Human Resources, Sales & Marketing, Technology

    Volume II

    Banking, Broadcasting & Media, Construction, Dentistry, Food & Beverage, Hospitality, Insurance, Investment Finance, Law, Pharmacy, Psychology & Counseling, Real Estate, Retail, Science, Social Work & Services

    Volume III

    Accounting & Bookkeeping, Administration, Advertising & Communications, Architecture, Art & Design, Customer Service, Equipment Installation & Maintenance, Hazardous Materials, Manufacturing, Public Relations, Purchasing, Security, Translation, Logistics, Writing, Journalism & Editing

    The set provides over 25,000 keywords and keyword phrases, across 5400 job and position titles in 28 industries and professions. You can order each book for $49.95 or the 3-volume set for just $139.95. As, sourcing guru Shally Steckerl put it, these books are “a rare and uniquely useful reference guide for recruiters!”

    To order your copy, please click here or call WEDDLE’s at 203.964.1888.


    Our Featured Employment Web Site

    Site Spotlite … from the pages of WEDDLE’s 2009/10 Guide to Employment Sites on the Internet.

    There are 50,000 job boards and career portals now in operation in North America and an equal number operating elsewhere around the world. The key to recruiting top talent online, therefore, is knowing where to find and how to select the best sites for each of your requirements. WEDDLE’s 2009/10 Guide profiles The Top 100 employment sites on the Web today and provides The Best & the Rest, a listing of over 10,000 such sites worldwide. It’s all of the information you need to determine which job boards will deliver the optimum yield for you. For example:

    eFinancialCareers.com

    http://www.efinancialcareers.com

    Post full time jobs: Yes

    Post part time, contract or consulting jobs: Yes-All

    Distribution of jobs: International

    Fee to post a job: $400+/posting

    Posting period: 30 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 115,000+

    Source of resumes: N/A

    Top occupations among visitors: Finance & Accounting, Investment Banking

    Other services for employers: Automated resume agent, Banner advertising, Status Reports

    Member, International Association of Employment Web Sites: Yes


    Work Strong for Career Success!

    These are tough times for everyone in the workplace.

    It doesn’t matter whether you have 2 or 32 years of employment experience, today’s world of work is a risk-filled, even threatening place. And it is also the place where you spend one-third or more of your day.

    So what should you do? Give yourself “career security”-security you can count on even in the toughest of times.

    And the best source of career security is Peter Weddle’s book, Work Strong: Your Personal Career Fitness System.

  • If you’re in transition, it will resuscitate your career even as you hunt for a new job.
  • If you’re currently employed, it will help you strengthen and protect your career for whatever lies ahead.
  • Click here to get a 34% discount on the book at Amazon.com!

    Or, if you’d like A FREE WORK STRONG WRISTBAND, order the book directly from WEDDLE’s by calling 203.964.1888 or clicking here.

    Don’t delay. Give yourself the power and promise of career security. Get Work Strong right away!