THE TECHNACIOUS RECRUITER NEWSLETTER

August 2, 2012   view past issues

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Recommended Summer Reading: A Multitude of Hope

Recently, a reviewer on Amazon.com strongly recommended that readers add A Multitude of Hope to their summer reading list.

The book is Peter Weddle’s new novel about what’s happening to the American Dream. It’s a tale of three out-of-work Baby Boomers and a secret online group of workplace activists who are practicing “economic disobedience” against the vulture capitalists in the American economy.

Ripped right from today’s headlines, the book engulfs you in a no-holds barred war between a self-styled monarchy of greed-is-good investors and a virtual colony of revolutionaries using the Web to even the score. Part edge-of-your-seat thriller and part exploration of modern American culture, this is one novel you won’t want to miss.

To read a free excerpt, click here.

Or, order your copy from Amazon.com right now. Just click here.


Keep Your Promise to Optimize the Candidate Experience

The best candidates have choices. Most are employed and those who aren’t receive a continuous stream of offers from recruiters. How can you differentiate your organization from the herd and your opening from the others that are available? Optimize the candidate experience in your recruiting process by making a promise and then keeping it.

Recruiting the best talent is an exercise in stimulating irrational behavior. Because most top performers are already employed, you have to persuade them to do something they don’t want to do – change. You must convince them to move from the devil they know (their current employer, boss and commute) to the devil they don’t know (your employer, a new boss and a different commute).

What would induce them to take such a crazy (from their perspective) action? You have to make the right promise and then deliver on it. Those two steps are the single best way to optimize the candidate experience. And, an optimal candidate experience is the single best way to pry reluctant talent out of another organization.

The best talent share a similar aspiration: they want to be the best they can be in their profession, craft or trade. Whether they are nurses, accounts payable clerks or salespeople, they are driven to express and experience as much of their talent – their innate capacity for excellence – as they can at work.

For that reason, they are always looking for a “career advancement opportunity,” even when they are happily employed. They define such an opportunity as a work experience – a specific job inside a specific organization – that will enable to perform at their peak. What they want from a prospective employer, therefore, is a commitment to provide just that kind of support.

Shopping for Employers

Top performers aren’t motivated by the requirements and responsibilities of a job. Instead, they want to know what it’s like to work in an organization and whether that experience will aid and abet their quest to excel.

Therefore, step one in optimizing the candidate experience is to develop an employment brand which provides that information. Unlike its kissing cousin among consumer products, however, an employment brand is not a gimmicky tag line. Rather, it is a statement of values. It defines the culture of an organization. In essence, a brand makes a promise: it tells the candidate this is what it will be like if they come to work for your organization.

In today’s cynical workplace, however, a promise – even the right promise – is only as good as its credibility. To put it another way, top talent shops for employers the same way they shop for a car. They listen to the promise a vendor makes about its product, but they don’t accept it as fact. Instead, they “test drive” the product to ensure the promise is true.

How do candidates test drive an employer? They create a surrogate. They use the organization’s recruiting process to gauge its work experience. They believe that the way they are treated as candidates will foretell the way they will be treated as employees.

Therefore, step two in optimizing the candidate experience is to align what you’ve said about your employer’s work experience with what you do in your recruiting process. Every interaction and every piece of literature must stay true to and reinforce what the employment brand promised about the culture and values of the organization.

For example, if your organization’s employment brand promises a collegial working environment, use an applicant’s interview to introduce them to the people who would be their colleagues. And, make those introductions in the cubicle area, offices or lab where they would be working. Give them a feel for the supportive culture they would experience as an employee.

To recruit the best talent, make the right promise and keep it. Create a consistent, integrated portrait of what it’s like to work in your organization and then bring that portrait to life through the experience you provide candidates in your recruiting process.

Thanks for reading,

Peter

Visit me at Weddles.com


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.


Sourcing 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:

Work Strong: Your Personal Career Fitness System. This book introduces a complete regimen of activities that will help you successfully compete for and hang onto the job of your dreams. Its one-of-a-kind program not only tells you what to do, but how to do it and how often.

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.

The books are available at Amazon.com and at Weddles.com.


Remember What Your Mother Taught You

It’s nice to share.

Don’t keep WEDDLE’s Newsletter to yourself. Please tell your colleagues and friends about it and encourage them to sign up.

They should click here to reach our registration page. Then, using the dropdown window they can select any or all of the following free newsletters:

  • WEDDLE’s Newsletter for Recruiters (that’s this publication)
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  • WEDDLE’s Newsletter for Job Seekers (learn what they’re thinking and doing)
  • WEDDLE’s Newsletter for Career Activists (tips for success in their own career).
  • So, please spread the word. And many thanks, for your support!