March 15, 2012   view past issues

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Where Did Our Mojo Go?

Are you tired of hearing the U.S. is no longer the world leader it once was? Are you fed up with pundits who opine that the American Dream has been replaced by the Chinese Dream?

If so, get my new book, A Multitude of Hope: A Novel About Rediscovering the American Dream. Ripped right from today’s headlines, it recounts the experiences of three laid-off Baby Boomers and a secret online group of workplace activists practicing economic disobedience against the vulture capitalists in the American workplace.

A Multitude of Hope will entertain and educate you and, as it names implies, give you hope for the future – yours and your kids.

The book won’t be published until April, but you can place a pre-order with Amazon right now by clicking here.

Deadlines vs. Lifelines

Recruiters live in a world defined by deadlines. Requisitions must be filled by a certain date, so sourcing, interviews, and reference checks have to be completed by earlier ones. Meeting those deadlines, however, can cause us to overlook a different kind of line, one that is especially important to our candidates. I call them lifelines.

A lifeline isn’t defined by time. It is determined, instead, by quality. It is a measure of the caliber of the interaction we have with our candidates. If we miss a deadline, we have failed to accomplish a certain task within a certain time. If we miss a lifeline, we have failed to establish a certain kind of relationship with a certain kind of candidate.

Why is that important? Because the quality of our candidate relationships determines the quality of our new hires.

We hear people say “garbage in, garbage out” to describe the need for good data in our decision-making. The same is true with our recruiting. Only for us, it’s better expressed as “quality in, quality out.”

What is a quality relationship and with whom should we establish one?

The lifeline relationship is characterized by empathy. It occurs when we acknowledge the bond that joins us all as people. We are not indifferent machines or processes, but are, instead, men and women who just happen to be on different sides of the workplace. Our lives may be different, but our life – our humanity – is identical.

I realize that may be a bit too metaphysical for some, so consider this. One of the earliest lessons we are taught as kids is the Golden Rule. It’s as simple as it is profound. Do unto others as you would have them to do unto you. Or, to put it another way, always offer others a lifeline because, at some point, we may need one too.

To Whom Should We Offer a Lifeline?

Offering a lifeline takes time and effort, so to whom should we extend one?

In a world dominated by deadlines and tight resources, the best practice has become to do less with less. As the oft heard refrain goes, “we get hundreds, sometimes thousands of applicants for each of our openings, and we simply don’t have the resources to give each of them individual attention.” Or to put it more bluntly, our deadlines trump our lifelines.

What’s the alternative to such a strategy? We should give lifelines equal priority with deadlines. We should offer a lifeline to every single candidate.

For every dollar we spend on sourcing new prospects, we should spend a commensurate dollar empathizing with those who have already applied. For every hour we invest in using social media to reach out to strangers, we should invest the same commitment in practicing the Golden Rule with those who’ve already expressed an interest in our openings. For every career fair we attend to connect with unknown candidates, we should hold a “lifefair” with those we have already met in our ATS database.

How will that strategy impact on our performance, especially as it’s perceived by those hiring managers who think recruiting is as simple as shooting fish in a barrel?

Meeting deadlines gets our job done. Forging lifelines gets our job done well. Timing is important to our customers, to be sure, but in a highly competitive global marketplace, quality of hire is more important. It enables them to optimize their performance. And, if we give them that outcome, they’ll give us the credit we deserve.

Thanks for reading,


Visit me at

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 and at

Remember What Your Mother Taught You

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