THE TECHNACIOUS RECRUITER NEWSLETTER

November 12, 2012   view past issues

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The Career Fitness Workbook

Is your career showing signs of weakness? Are you worried about the security of your current job? Or your ability to compete for a more interesting and rewarding one?

If either is the case, you need The Career Fitness Workbook: How to Find, Win & Hold Onto the Job of Your Dreams. It 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 this 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 have 25 years or 25 minutes of experience in the workplace.
  • The Career Fitness Workbook is available at Amazon.com.

    Or, if you’d like your copy autographed by the author, order it at Weddles.com.

    So, stop letting the economy kick sand in your face. Get The Career Fitness Workbook today and give your career the vitality it needs to achieve real and lasting success for you!


    Post-Social Recruiting

    For the past five years, social recruiting has primarily been implemented in two ways: data mining pools of talent and networking with prospective candidates at social media sites. While such techniques will continue to be important, the thrust of social recruiting in the future will shift to a far different kind of activity: building and leveraging individual allegiance at employer and staffing firm sites. It’s the next phase in the War for Talent – the era of post-social recruiting.

    The current incarnation of social recruiting has been stimulated and structured by social media sites. The way we socialize with candidates is governed by the format, functionality and focus of LinkedIn, Facebook and Twitter. These sites enable us to promote our brands, advertise to and connect with large pools of professionals in a wide range of industries.

    These interactions have effectively defined social recruiting as a fleeting and thoroughly functional relationship. Basically, we’re saying to prospects: “Hey, we’re a buyer of talent, you’re a seller of talent, let’s do a deal.” While it isn’t the most alluring of propositions, the fact that it is aimed at a cohort of the workforce not easily reached by other media – so-called passive job seekers – has made it an important addition to our recruiting capabilities.

    The word “social,” however, means something very different from fleeting and functional relationships. Dictionary.com defines the term as “pertaining to, devoted to, or characterized by friendly companionship or relations: a social club.” Translated for our purposes, it is the creation and ongoing development of individual allegiance. That’s post-social, at least as we have to this point understood social recruiting, but truly social if we intend to use social technology on a large enough scale to address more than one-off requirements.

    Post-social recruiting means interactions with prospects, candidates and applicants that make them feel at home with and thus committed to an organization. It gives employers and staffing firms a way to forge an enduring bond – a psychological rather than simply an electronic connection – with select talent populations.

    Why is it the future of social recruiting? Because of the past. In the early 1990s, economic conditions and competition forced employers to change the way they dealt with employees. They could no longer afford the expensive overhead of managing workers’ careers, so they jettisoned both the career ladder and the gold watch. They still employed those workers, of course, but each person was on their own when it came to managing their career.

    In the two decades since then, individual workers have had no place to hang their career hat. No homestead where they can get the practical and psychological support they need and deserve. Professional societies and associations have long served that purpose for a person’s field of work, but nothing has existed for a person’s career.

    And now, the potential exists to correct that situation and, in the process, create a formidable, new talent acquisition strategy. Post-social recruiting involves using social technology to create true career communities – not today’s posers that are actually databases of candidates – without the expensive overhead of traditional corporate career support. These virtual “careersteads” nurture allegiance among talented workers and that bond, in turn, transforms them into genuine employment prospects.

    Careersteading for Talent

    A post-social community is not a network of active or passive job seekers. It is not a one-off interaction based on a specific opening. Rather, a careerstead is an ongoing relationship that employers and staffing firms establish with prospects (i.e., people who haven’t even expressed an interest in working for an organization) as well as with candidates and applicants.

    Its purpose is not near term sourcing, but rather, long term interactions that help to promote the career success of those who participate. That effort, in turn, develops and sustains individual allegiance, and it’s that bond which generates recruiting benefits. These benefits include:

  • A heightened viral effect, because those who participate feel safe and supported enough to tell their peers about the community. The allegiance community members feel toward the organization encourages them to champion participation in it to others in their field.
  • and

  • A heightened employment propensity, because those who participate feel as if the organization has their best interests at heart. The allegiance of community members encourages them to work for the organization as many times as possible throughout their career.
  • In effect, a careerstead is a highly focused, self-sustaining talent generator that exclusively serves the recruiting interests of a single employer or staffing firm.

    How do you create such a community? Not with questions and answers on a Facebook page. And, not with job postings in a LinkedIn group or on Twitter feed. No, the only way to establish a true careerstead – one that scales the power of social technology to address all or most of an organization’s talent requirements – is by breaking all the rules we’ve learned to date about social recruiting. I’ll talk more about that in my next column.

    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 “Careerstead” 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 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.” It’ll show you how to keep your career vital and maximize the employment benefits you derive from your efforts.

    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.