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 Amazon.com.
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.
Persuading Top Talent
In his 2006 book Influence, Robert Cialdini identified six sources of persuasion. They are involuntary responses that come from deep within our psyche. While all can play a role in recruitment, one is particularly important in today’s hyper-social environment. Psychologists call it “social proof,” our predisposition to follow the lead of those we know and trust.
It’s no secret that the War for Talent has morphed into a battle for the best talent. And, it’s also no secret that the best talent have attributes and characteristics that are different from everybody else.
First, they are almost always employed. In order to recruit them, therefore, we have to convince them to do the one thing we humans most hate to do: change. We have to convince them to go from the devil they know (their current employer, boss and commute) to the devil they don’t know (a new employer, a different boss and a strange commute).
Second, top performers are good consumers. They can be intrigued by a well written job posting, but they consider such content nothing more than an unproven claim. They know an employer is putting its best foot forward, so they need proof that the claim is accurate in order to commit.
Many recruiters assume they are providing such proof by describing their employer’s culture, benefits and values. They aren’t. Why? Because people aren’t moved by organizational evidence; they’re persuaded by social proof. As Cialdini defined it, that response occurs because “people will do things they see other people doing – especially if those people seem similar to them.”
Social Proof for Top Talent
While social proof affects everyone, its impact on top talent is governed by the second half of its definition. They are most likely to be influenced by others just like them. In other words, the best talent have a third characteristic: they listened to their mother. And, the first lesson they learned from her was “Don’t speak to strangers.” They will follow the lead of others, but only if that lead comes from a source they know and trust.
What or who can be that source?
Whether it’s fair or not, the reality is that in today’s cynical environment, top talent is unlikely to feel as if they know or can trust an employer. The media has reported on too many organizations that have mistreated their employees, committed financial crimes or degraded the environment.
Therefore, the only source that matters to top talent is their peers. They may not know these people as individuals, but they do share a common professional interest, vocabulary, value set and outlook. Peers can be trusted because, from a top performer’s perspective, they are putting their faith in themselves.
How should that play out in a recruiting process? There are numerous ways for it to happen, but first, create a job posting with embedded social proof. Such an ad:
In today’s War for the Best Talent, the key to victory is persuasion. Top performers must be persuaded to move from their current employer to yours. And, only a job posting with social proof has the power to create such a response.
Thanks for Reading,
Visit me at Weddles.com
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:
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.
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 Amazon.com.
The book has a number of special features:
So, get your career in shape. Get The Career Fitness Workbook today!
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 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.
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.