June 7, 2012   view past issues

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Your Excerpt from A Multitude of Hope

A Multitude of Hope is Peter Weddle’s new novel about what’s happening to the American Dream.

It’s a tale of three out-of-work Baby Boomers and a secret online group of workplace activists who are practicing “economic disobedience” against the vulture capitalists in the American economy.

Ripped right from today’s headlines, the book engulfs you in a no-holds barred war between a self-styled monarchy of greed-is-good investors and a virtual colony of revolutionaries using the Web to even the score. Part edge-of-your-seat thriller and part exploration of modern American culture, this is one novel you won’t want to miss.

To read a free except, click here.

Treat Your Talent Pipeline As a Rest Stop

What’s the number one problem with today’s talent pipelines? Attrition. According to research, the number of people bailing out of recruiter-built networks typically reaches forty percent or more each year. Given the time and effort required to load a pipeline, that’s a huge loss for any organization. What’s the solution? Re-imagining the purpose of your pipeline.

Unfortunately, for many organizations, a talent pipeline is simply a resume database redux. Oh sure, today’s pipelines are built on social media sites like Facebook or LinkedIn, but there’s very little social activity actually going on. In fact, if there’s any communications at all with the people in the pipeline, it’s either repurposed job postings or hard sell promotions designed to drive traffic to the organization’s Web-site (and its job postings).

Which begs the question: just what is the purpose of a talent pipeline? Is it simply a passageway way for moving candidates from a passive to an active candidate state? Or, is the goal something else altogether? Is a talent pipeline not a pipeline at all, but instead, a virtual rest stop for prospective employees?

Sure, you build talent pipelines to help fill your organization’s future openings, but the goal of those pipelines is the experience they provide to individuals who have choices in the workplace. High caliber talent is almost always employed, so to recruit them, you must get them to do the one thing we humans most hate to do: change. You have to get them to leave their current employer, turn down offers from other employers and accept position you’re trying to fill for your employer.

That outcome simply will not occur with repurposed job postings and hard sell promotions. In fact, research indicates that the single best trigger for motivating change among passive, high caliber candidates isn’t requirements and responsibilities, but reality – a reality they have the time to recognize and appreciate.

The best talent wants to know what it’s like to work in your organization. Before they will even consider a job, they need to have a sense of what their employment experience will be like. To put it more bluntly, they must be assured that their personality and principles are aligned with the organization’s culture and values so they will be comfortable in its work environment and, able to continue their career success by performing at their peak.

Offering a Glimpse of Reality

Talking about an organization’s work culture and values is the conventional way of presenting its employment brand. That’s what happens on most corporate career sites and on Facebook pages and in LinkedIn groups. Candidates are proselytized with carefully tested tag lines and peer testimonials.

This advertising-based approach doesn’t influence the best talent. The only way to get them to change devils is to treat them as proto-employees. They have to believe that an organization already sees them as “members of the family.” Why? Because doing so enables them to experience what it’s like to be employed by that organization – to get a taste of reality.

How do you create this proto-employee experience?

That’s the power and promise of talent pipelines. They are the perfect vehicle for simulating an organization’s employment culture and values. First, however, the organization must give its pipeline participants the space to recognize and appreciate that reality. It does so by transforming the pipeline experience into a virtual rest stop, a place where they can get a break from the barrage of recruitment advertising and branding messages countless recruiters have been sending them.

Second, in the quiet space the pipeline provides, an organization’s messaging should simulate what it’s like to work there. Its messages should act like:

  • a corporate newsletter and celebrate the accomplishments of the organization’s employees, the people who would be the pipeline participants’ peers if they joined the organization (from those making conference presentations to the bowling team’s latest victory);
  • a corporate bulletin board and invite them to participate in the kinds of events they would have access to if they were employees of the organization (from attending a company reception during their association’s annual conference to joining the company’s employees working on a Habitat for Humanity project one weekend):
  • a corporate interoffice memo and request their input or assistance with certain organizational challenges and initiatives, just as they would be if they worked for the organization (from asking for their referrals for key open positions to seeking their input on the company’s participation in a municipal ride-sharing program).
  • The term “talent pipeline” is misleading because it conjures up the image of a passageway that enables employers to move candidates from a passive to an active state. That transit-like approach, however, tends to generate high levels of attrition. A more effective alternative, therefore, is to see a talent pipeline as a virtual rest stop. It should be the one place where top talent can be free of recruitment advertising, while being persuaded to change employers by experiencing an organization’s employment culture and values.

    Thanks for reading,


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    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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