November 7, 2013   view past issues

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Visit the All New

Modeled after Pinterest, the newly re-launched offers four channels of information and resources found nowhere else on the Web. The channels are specifically tailored for:

  • Employers & Recruiters
  • Job Seekers
  • Career Activists (those passive prospects that are so hard to recruit)
  • Employment Site Professionals.

What will you find 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 One True Source of Hire

A director of recruiting for a major employer made a bold statement the other day. She said, “I don’t care about source of hire.” Then, she went on to explain.

First, it’s important to understand the context of her statement. While there are many dynamics shaping today’s job market, three are of particular importance when considering source of hire:

  • Number 1: Recruiters have an increasingly visible and important fiduciary responsibility to spend their employer’s ad dollars wisely.
  • Number 2: The applicant source data provided by today’s applicant tracking systems is inaccurate at best and misleading at worst.
  • Number 3: In today’s multi-channel information environment, job applicants seldom arrive at an employer from a single source.

The last two of those dynamics mean that the quest to rely on technology to identify THE source of each candidate is a futile endeavor. The state of the art may alter the situation in the future, but for the present, it is the reality with which recruiters must work.

Given the first of the three dynamics, this reality threatens the performance and ultimately the career of recruiters. They have a responsibility to fulfill and no resource with which to do so. And, that’s the reason the director of recruiting made her statement and, equally as important, it is the reason she changed her paradigm for making recruiting investments.

Stop Thinking Source, Start Thinking Sequence

This director of recruiter knows that, while there may be no single source for an applicant, there is a range of possible sequences. The majority of candidates may have:

  • Been notified about the opening by a job board job alert, then visited the employer’s site to read the ad, then gone to LinkedIn to see if they were connected to anyone at the company, and then applied for the job through the job board.
  • or

  • Heard about the job while networking at an association meeting, then done a search on Google to learn more about the employer, then gone to the association site to check out the job posting, and then visited the company’s Web-site where they applied.
  • or

  • Seen the job posted on an aggregator site, then visited the employer’s Web-site to get more information, then visited Ziggs to see if they knew anyone at the company and then emailed their resume to an employee they know who referred them.

How does she determine which sequence(s) are proving most beneficial to her? The old fashioned way. She sits the finalists down and asks them.

Now, obviously this approach also has its shortcomings. It is labor intensive. And it relies on human memory which is far from infallible.

She minimizes the labor by posing a small number of carefully crafted questions that ask applicants to retrace the steps they took from discovery of the opportunity to their application. She asks them to be as specific as possible about what they did and where they did it.

She minimizes errors by increasing the size of her sample and getting answers while they’re still fresh in candidates’ minds. She conducts these surveys with all those who are deemed qualified for the job and before interviews, assessments or other interventions have narrowed the field.

Her goal is not to find what can’t be found: a single “best source” or even a handful of single “best sources” for her applicants. Instead, she deals with the reality of our multi-channel reality by searching for the sequence of channels that led the majority of applicants to her organization. That sequence is the one true source of hire and the key to meeting recruiters’ fiduciary responsibility.

Thanks for reading,


Visit the all new

WEDDLE’s New Guide Now at Amazon

The eleventh edition of WEDDLE’s Guide to Employment Sites on the Internet – the book the American Staffing Association called the “Zagat” of the online employment services field – is now available at

This edition is completely updated, so if you have the 2011/12 Guide or an even earlier edition, you need this all-new classic right now!

The book features:

  • The Top 100 – WEDDLE’s pick of the 100 best employment sites on the Web. Each site is described with a full-page description of its features, services and fees.
  • The Best & the Rest – A directory of over 9,000 sites organized by career field, industry, geographic focus and other factors. It’s the most complete guide to the Web’s sourcing and recruiting resources, period.

Click here to get your copy of Weddle’s Guide to Employment Sites on the Internet today.

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!

The Best Online Recruitment Tool Ever

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

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.