Do you read Rob Lambert’s Social Tester? He’s been blogging about his experiences finding candidates. Some of my favorites: Certifications are Creating Lazy Hiring Managers Here is a quote from that post: You cannot presume someone with a certification is a talented tester. You also cannot presume someone with no certification is a rubbish tester. […]
I just finished Why Good People Can’t Get Jobs, by Peter Capelli. It’s a terrific read, all about the reasons hiring managers and companies have trouble finding people, and why job seekers have trouble getting in the door. It’s related to John Sumser’s series, the Hiring Paradox. I’ve never believed that there is a war
I just saw this factoid on Twitter: “Did you know that 62% of jobs are posted to niche job sites? Are you missing out on these job top boards?” from SmartRecruiters. (Thanks, SmartRecruiters!) I had no idea it was that high. They link to Best 50 Niche Job Boards. In addition, look at the comments.
I just read Social Media is Paralyzing HR. (Hat tip to John Sumser, @JohnSumser who tweeted it.) I sympathize with Paul, who is sympathizing with HR. Let me tell you what I see in too many small to medium size companies: One lonely HR person who is trying to do: All the recruiting for all
I have a post, What’s the Culture on Your Project? that discusses the project issues of the Romney campaign. But there is a deeper issue. On a post that no longer exists there was an insightful comment from someone named redcal: who you hire to do the job DEFINES how well you do your job
One of the things that’s so hard about hiring these days is that it’s so dependent on your personal network. LinkedIn is part of your network. Twitter has to be a part of your network. As part of the updated hiring book, I have a section devoted to networking with Twitter. I thought I’d test
It’s easy to hire for a “normal” kind of job, where you say, “Developer” and everyone knows what you mean. But what if you are looking for a new kind of role, say, “knowledge management” or “social media guru”? Those roles are new. They mean different things to different people. Well, if you’re like my
Recently, I spoke with a hiring manager. He wanted to make sure a person he thought was overqualified for a position stayed in the job for two years. (!!) He was asking candidates to commit to his job for two years in the interview process. If an organization can commit to a candidate for two
I received a call from a recruiter-colleague yesterday, bemoaning a hiring manager who was waiting for the “perfect” candidate. “I’ve sent her 5 great candidates, but none of them are perfect. Doesn’t she have to fill this position?” Well, maybe not right away. And, maybe it’s not just technical skills that make a candidate a
I recently had a conversation with a gentleman at a conference, where he said they hired “to raise the bar”. I asked him what he meant by that. He started discussing the mean of the capability in the team. Well, if you’ve hired for zero diversity, you might be able to discuss the team’s mean.