November 20, 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.

Think Black Friday When Recruiting

Black Friday may now have slipped into Black Thursday, but for retailers, the essential experience remains the same. Either they see throngs of shoppers and achieve success or they see an empty cash register and struggle to survive. While the outcome is obviously influenced by the quality of what they’re selling, it’s the way those products are promoted that gets shoppers in the door. That’s a lesson we recruiters would do well to note.

Successful retailers don’t promote their products willy-nilly to anyone who passes by their ads, catalogs and window displays. They consciously focus their message on their best customers. Whether they’re a big box store or a high end retailer, they develop and communicate a value proposition for their big spenders because those shoppers contribute more to their success than a legion of little spenders.

The competition for such spenders, however, is ferocious so it’s not enough simply to state a value proposition. To make sure their message is convincing, the most successful stores use a strategy that’s best described as “communicating distinction.” They look for ways to set their big spender message apart from that of other retailers.

“A” level” performers are as valuable to employers as big spenders are to stores. The skills and knowledge they bring to work make a greater contribution to an organization’s success than that other workers. And as with big spenders, “A” level performers are also very hard to attract to an employer’s “store” – its online career site. So, think Black Friday when recruiting them and communicate distinction to get ’em in the door.

Communicating Distinction

“A” level performers are almost always employed, so they seldom come to an employer’s online career center to look for a job. Promoting your open positions, therefore, even with such powerful techniques as search engine optimization (SEO) and search engine marketing (SEM) won’t do much good. In retail terms, you’ll attract a swarm of little spenders, but generate little or no interest among big spenders.

What value proposition will appeal to the most talented workers? Advancement. While they are seldom actively looking for a job, they are almost always searching for a way to move ahead in their field.

While advancement can mean taking a new job, most “A” level performers equate it to getting smarter. They are constantly looking for new knowledge, skills, insight, and expertise. Those factors enable them to continue their status as an “A” level performer, and it’s from that vantage point that they want to look for a new opportunity.

So, upgrade the value proposition of your career center by adding content that helps visitors get smarter. For example: post:

  • the conference presentations and white papers of your leading employees;
  • authorized excerpts from professional journals in the key fields for which you recruit; and
  • a rotating blog written on a short term basis (say, three months) by your employer’s “A” level performers about their work in the organization.

Then promote that content as widely as possible. Use SEO and SEM to highlight what “A” level performers can learn in your career area. Brand it not simply as a source of classified advertising, but rather as a center or excellence – a place where they can advance in their field in two ways: by getting smarter and by getting a new job.

Making that shift and telling others about it is the essence of “communicating distinction.” When you help your site’s big spenders get smart, they’ll spend more time looking at the jobs posted on your site. That’s the best way to turn every day into a successful Black Friday of talent acquisition,

Thanks for reading,


Visit the all new

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 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.

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.