Hiring Through The Cell Phone: AJb4U2 :0 lol

Two years ago, a few (possibly apocryphal) stories were running about recruiters hiring candidates through the use of text messages.  One story came from Steven Rothberg, who talked about using text messaging to improve your college recruiting.

Well, it's anecdotal, but I just heard about a person getting a multi-million dollar job offer through a text message.  And they don't work for Google.

Enter Rachel Bilson, one of the stars of the O.C., who is re-emerging in the new film, JumperReports from SMS Text News are saying she was hired through a text message.  The report is originally from the TImes of India, and it says:

She says, “I was at my cousin’s wedding in Tennessee and I got a text message. I guess it’s the new way to cast someone in a movie — the director just text messages you. It’s not bad, I wouldn’t mind if it happened more often. Doug sent me a text message and asked me what I was doing. I went, ‘Literally, right now?

I’m at my cousin’s wedding.’ And he messaged, ‘Well, what are you doing this autumn? Are you gonna come be in my movie?’ I was like, ‘I’m going to have to talk to some people about that. Hopefully it will work out.’ And it did.”

Now that Hollywood is on the bandwagon, can corporate HR be far behind? Put away those stuff envelopes with your formal letters. If you can't say you hired in 160 characters or less, you're not going to get the top talent.

Does The Way You Interview Prevent You From Hiring The Best Candidate?

I was reading through John Sullivan's mullings about Notchup, the service that pays candidates to interview, and a paragraph leaped out at me

My experience and research has found that as much as 50% of the reasons that top candidates refuse to consider firms' job opportunities are directly related to the design of the recruiting strategy and the hiring process itself. Any combination of weak employment branding, negative comments found on the Internet, neutral or negative comments by current employees, a weak corporate jobs website, requiring multiple interviews, and a slow hiring decision will scare away up to 50% of the most qualified candidates.

John has real data to back up those assertions, which means that for companies that lack strong branding and employment processes, the pool of the best available candidates starts out at half strength.  And human nature being what it is, these companies don't even know they're missing out.

You can't measure what you don't see.  If your recruiting process and your employment brand turns off candidates, you don't even get the chance to interview them.  This can only lead to a disastrous misreading of the employee marketplace.

If your hiring managers and human resources executives are telling you there's a talent war going on, and you're constantly struggling to hire top people, it could be that the problem is not the marketplace, but you.  That would certainly explain the surveys of companies with multiple critical jobs to fill, who can't seem to find the right people.  Maybe the people are there, but they won't come interview with your company.

If that's the case, it's time to bring in outside help.

Some things to look for:
1) A high number of interview drop-offs (individuals come in for one interview, but not two).
2) Your employee referrals are under 20%.
3) Your staffing firm only speaks to you in platitudes, and can't offer any suggestions on how to improve).
4) The top account managers for your staffing firms aren't working with you.
5) A quick Google search turns up negative information.

If talent is truly the driving force behind success, are you doing your best to attract talent?

How To Use Google To Get Found As A Candidate

Jim Stroud has a neat article up over at the Job Search Strategist on the value of candidates using adwords to get themselves found by recruiters.  It's downright ingenious.

"Google has a cool tool call “Google Ad Words” that allows customers to advertise based on the search terms a Google visitor uses. Translation: You can advertise your resume at the top of the search results! “Whoa, hold on a minute there Sparky!” you say, “Advertising on search engines is expensive isn’t it?” To which I would reply, “Not really, 5 dollars is all it takes to get started.”

Now, while you are blinking your eyes in utter amazement (or, at least with mild fascination), let me give you the highlights of this most wonderful jobseeker tool.

Jim gives us the lowdown on what Google Adwords is, for those who aren't familiar, and walks you through an actual use of PPC (pay per click) that should help you increase your exposure for getting a job for as little as $5 a month.  That's some pretty smart recruiting.

Top Notch HR Professional In Portland

Lance, better known as the HR guy in our circles, is looking for a new job in Portland.  He and the missus moved out to Oregon, and he's looking for a position that's closer than the remote work he's doing now.

As far as career transitions go, this is about as good as it can go. I love the company I am leaving, the company loves me back and doesn't want me to go but outside circumstances are forcing us apart like a corporate version of Romeo and Juliet (minus the double suicide).  Those circumstances are a fabulous job my wife got...250 miles away. The last six months involved me telecommuting but HR is one of those things where something gets lost in the distance. Ultimately, they need an HR guy (or gal) on-premise and I really want to work with someone besides my cat. So while I help in transition, I also have the pleasure of seeking a new position.

The best part about this is applying some of the things I didn't know when I first started job seeking a long while ago. For one, I have started by reaching out to my network instead of just mindlessly sending out a resume to every HR job in sight. I've already received a few leads along those lines. The next thing I am doing in conjunction with reaching out is...well, this. I am blogging about it. I know I have readers in Portland, OR and others who may be familiar with the area as well and I would love your tips and leads on anything HR/recruiting in Portland! Networking events and similar types of functions are also appreciated.

Lance is an excellent blogger (he just won the Best HR Blog at Recruiting Blogs), and if you're in that area, or know people that are, reach out to him and give him a hand.  You'll look good doing so.  His contact e-mail is at the link.

Reasons To Look For A Job Over The Holiday

More Reasons to look for a job over the Holiday, from Robert McCauley of RHI.

It's not that I needed the validation to prove my earlier posts right - common sense would tell you that the best time to look for a job is when other people stopped looking.

"You face less competition. Buying into popular theory, many job seekers halt their quests for employment in November and December, choosing to save their efforts for when the calendar changes. But take a glimpse at the want ads, and you'll see that employers haven't stopped looking for talent. With fewer candidates vying for the same number of positions, you may have an edge over the competition, unlike no other time during the year."

Earlier posts:

Columnist says stop looking for a job   
holiday, job-seekingHolidays is perfect time to start looking for a job.

Keyword Spam And The Marketing Headhunter

Harry wrote an interesting post on the prevalence of Keyword Spam.  He defines keyword spam as the flotsam and jetsam of keywords on your resume, and he's not so happy with it.

Keyword spam is a long string of words at the end of a resume put there by the job-seeker in the hopes of improving his chances that a recruiting researcher will find it in a given resume database.

Harry points out it's impossible to be all things to all people, and having a long list of keywords is actually a turn off for recruiters.

As a marketing recruiter, I'm starting to think like Google:  If I suspect that you are keyword loading your resume in a superficial way that diminishes [my] user experience, I am going to penalize you by moving you down in my [candidate] rankings.

Now I'm a big fan of Harry, and I can see how in executive search he might have a point, but I think he's way off on his reasoning.

Keyword spam exists because the employers created it.  We are the ones that use technical programs that scrape resumes for keywords.  We are the ones that encouraged huge databases that filter and sort information based on KEYWORDS.  We are even the ones that have encouraged candidates to add lots of keywords to their resumes, so they show up high in our search results.

Asking a candidate to voluntarily disarm in the SEO war be ignoring keywords when all of the ATS systems available search on keywords is a mistake.  Especially when your skills are managing a team.  If a developer can use a hundred keywords so that he matches up to the impossible job descriptions written by hiring managers, why can't an executive stuff their resume to make sure their resume gets caught up in your search?  Personally, I see this as a new market for SEM. Imagine an executive paying to have his resume show up highly for his desired searches.  Joel - take it away.

Resume tip below the fold.

Continue reading "Keyword Spam And The Marketing Headhunter" »

Grinch Says No Job For You This Year

John Hollon over at the Workforce Blog says that you shouldn't waste your time during the Holidays looking for a job, because everyone is stressed out over shopping.

The reason for this is simple: Very little real hiring goes on between mid-November and mid-January. Yes, there are always exceptions,  like the desperate art director character played by Dustin Hoffman in Kramer vs. Kramer, but my longtime experience as both a hiring manager and a job seeker is that nothing related to job-seeking (and, for that matter, little related to jobs in general) happens from Thanksgiving to about Martin Luther King Jr. Day.

I think he's dead wrong, and I'll point you back to my holiday post for things to do to liven up your job search.  Here's a question.  Those people who start jobs January 1st or 2nd.  When did they get their offer letters?

The truth is if you wait until mid-January, you're stuck in the middle of a bunch of people who decided to make a change this year and started their job hunt in mid-January.  If you start now, even if they don't hire immediately, you differentiate yourself early.  While there may be a slowdown in hiring (not supported by six years I spent in recruiting), the people who work hard in December can and do get hired.

Companies don't budget Jan1-Dec1 all that often.  Many companies have fiscal quarters that start April, July, and October.  And even those that do, often can add a person at the end of the year on contract, while they work out their budget for the next year.  Now, John is in the newspaper business, which may be a totally different industry that does no hiring during the holidays. 

For most of us, buying into the idea that no one is paying attention is a costly mistake.

You Can Have My Social When You Pry It From My...

I've always been a bit of a rebel, or maybe it's just being contrary, but I can't stand it when company policies ask me for information that is irrelevant and personal.

Last night, I reminded the GIMA group that our first act as corporate recruiters is often asking a candidate to fill out an application with information they already provided to us from their resume.  This is a good employment practice? 

Of course not.  What's worse is I've seen applications that ask for Social Security Numbers, Credit Ratings, and references and salary information, before you've ever spoken to a real person. 

Gerry Crispin made me laugh out loud today with his suggestion.

Responding to the concerns that an increasing number of companies are asking prematurely for applicants' social security numbers the quote went something like- “either leave the application blank or, if you must include it, make it up”.

I applaud the notion, but I have to disagree. Sadly, there are many people in HR who would be very unhappy to see you come to them and ask them to change your Social Security number if you did get hired.  That may work for the superstar or the top executive, but your average employee is at the mercy of the rules.

Of course, those same rules are the ones that lead your employers to reconsider taking the job if offered.   Don't think the way you treat prospective employees doesn't have an effect on your acceptance rates.  The scary thought is that if you do subject your candidates to the zombie application process, the people who accept your offer are the ones that have already lost their willpower and dignity. It's not exactly the 21st century workforce you are looking for.

Top 10 Resume Mistakes

Alan Hay, the Managing Director of the COMSYS Technical Staffing brand here in St Louis, went on visits with his account managers to seek feedback from clients.  Some of the information he received, he has compiled into a list for use by his recruiters to share with candidates.

This is an unscientific poll, a snapshot of client attitudes, but what's interesting is how closely it dovetails with lists we could create without asking clients.  Every recruiter knows this list by heart, but it's nice to see that clients and recruiters are on the same page with concern to resume errors.

Alan's Analysis:

IT consultants looking for permanent or contract work do themselves a disservice when they send out resumes with more information than they need. Most managers today don’t have the time or patience to sift through the irrelevant details they are looking for the person with the right skills and work experience background. Here are 10 things a resume could do without.

  1. False information (the biggest no-no)
  2. Spelling or grammatical errors
  3. Unexplained gaps in work history
  4. Outdated information
  5. Opening objectives these tend to be too generic, “How do you differentiate yourself from another candidate”.
  6. Details of every task you have performed in every job
  7. Resumes over 5 pages (if your resume is over 5 pages look at ways to reduce it)
  8. Personal attributes
  9. Interest and hobbies
  10. Excessive bragging

So the question comes to mind. How many of these errors are in your resume? 

World's Greatest Accountant/Bookkeeper On Open Market

A good friend of mine has suddenly found himself on the open market due to surprise layoffs at his work.

He is a bookkeeper/accountant for small to medium sized businesses, with lots of experience in Great Plains, Excel, and of course, Microsoft Office.

His true experience lies in finding ways for you as a business to save money.  In previous positions, he was a management process consultant, working to show companies how to decrease expenses and improve productivity.  He holds a BA in International Business from KU.

He's honest, loyal, hardworking, and has deep roots in the St Louis community, including an impressive network of social contacts.  He's a family man, with a wife and a daughter, and I will personally vouch for him.

So if you're looking, contact me at jdurbin[at]durbinmedia.com and I'll send you his resume and contact info for you to contact on your own.




Find information on Diversity recruiting at DiversityJobs.com.

Social Media Maven In Training

I received an interesting e-mail from a recent U Penn graduate (a fine school), looking for information on how to get hired in the social media space in St Louis.

The graduate, whose name is Lori, is looking for an advertising agency, PR Firm, marketing firm, or tech firm that need copywriting and marketing assistance, but is also looking at the social media world and wants someone bright and interesting to tackle it.

She is a copy write for an online property, has worked as an editorial assistant for ALIVE magazine here in St Louis, and if you're looking for someone to help write and manage your corporate blog, she's probably a good person to interview.

Lori's Linked In profile

Web Analytics Manager Looking To Move Back To St Louis

A candidate contacted me - some of you might be interested. 

I currently work as Director of Interactive Marketing and I am more specialized in eCommerce, New Media, SEM, SEO and Web Analytics.

The candidate has experience at DoubleClick as a search marketing project manager and other big company experience as well as agency work, and wants to move back to the Lou.  His resume and blog look just fine, but I have not spoken to the candidate.

For contact info and resume, just send me a note.  No fee - just paying it forward.

The Number One Secret To Successful Networking: Be Santa Claus

A simple, but effective, training tool for learning to network is learning to be generous. 

Think of most networking functions.  Most people are too petrified to do more than stand around.  Some stand alone.  Others in groups with friends they brought along or with people they barely know.

Mixed in with the frightened masses are a few outgoing people who step up to a new group, or new person, and ask what they do.  Most of us are grateful to be talking to anyone, but there is a mercenary quality to the question, "So what do you do?"  Seminar presenters and book-writers pull down big books teaching you how to answer the question, "So what do you do?", but how many people hear the unspoken words that follow it.

So what do you do, and how can I profit from it?
So what do you do, so I can determine whether I need to move on to someone else?
So what do you do, and answer quickly so I can tell you what I do.

There's nothing wrong with asking someone what they do, but the intention behind the question is seldom curiousity.  It's a transaction of information - and it's why we hate networking.

So I want you, both as a candidate, and as a salesperson (and we're all salespeople), to think of networking in a new light.  Networking opportunities, whether they be user groups, career fairs, industry conferences, or standing in line at the local grocery store should be boiled down to one goal.  Get the other person to view you as a generous individual.

We love generous people.  From big-hearted philanthropists to gift-bestowing grannies to Santa Claus, the idea of someone giving without requiring something in return is an indicator of a good soul, a kind spirit, and in most cases, a very effective icebreaker.

The way to do so is simple to say,   

"My name is Jim Durbin, and I'd like to know what I can help you with."

Of course, you should use your own name, but this little sentence will change the way you view networking events.  When you approach someone, think of your goal as finding a way to help them, by giving them advice, a number, a name, a website, or anything that will make their lives easier and help them fulfill their goals.  It doesn't have to be earth-shattering, but it does have to be sincere.  The benefit of sincerely wanting to help people is you gain, both in personality and stature, when you adopt a giving attitude.  And in most cases, the cost of giving is small, and the impact, much bigger.

You can't go through life giving and not have it affect you.  This is the best part of the exercise.  The intangible benefits of helping other people gain you the advantages that you hoped to procure by networking in the first place, but not in a tit-for-tat manner, but through your network.  Just as profit is created from raw materials through the exchange of goods, benefit is generated in excess of the cost through successful networking, which means everyone who chooses to participate, wins.

This manner of thinking is counterintuitive, but correct.  And for those who are scratching their heads, the idea of generousity does not apply to your entire life.  Giving away all you earn or your services or time for free is a quick route to the poorhouse.  The principle of giving in networking only applies to small cost, large impact decisions.

So be generous.  Learn to help others.  Take the focus off your needs and put it on others, and you'll find that networking boosts your energy and productivity, instead of being another chore you slog through.

To a stingy man, the world is a window to be closed, keeping what is yours and preventing others from taking it.  To a generous man, the world beckons like an open doorway, promising riches, excitement, and pleasure the rest of his day.

Protect Your Reputation

We've all heard that Companies search Google before they give you the job offer, and if you read recruiting blogs, you know that candidates google recruiters shortly after meeting you - but what is to be done if someone is intentionally trying to cybersmear you?

If you have a blog - you have a voice to defend yourself, but if you're just an average joe or sally, you might consider having someone do the searching for you.

Enter, Reputation Defender, a company just profiled on Fox News, who promises to "search and destroy" false information about you on the internet.  It's a good idea, and for people who aren't very, very savvy, chances are Reputation Defender can do a better job eliminating the information than you could on your own.  After all, most people think that they can simply "sue."  It ain't so simple.

Some common sense things you can do before you sign up for the service.

1) Do a Google Search of your name, and one of your name with the industry you're in and the company you work for. Examples:  Jim Durbin, Jim Durbin Recruiter, Jim Durbin Durbin Media Group.  Perform the search on Google, but also MSN Live, Yahoo, and Ask.com (These are the four biggest).

2) If you have a website, set up a Technorati xml feed that tells you when someone is linking to your website.

3) Use Talkdigger.com to search for conversations about your name and website.

Reputation Management is a big deal.  Much of what we try to teach for Durbin Media Group is the importance of monitoring your online reputation.  As a candidate, or an employee, as someone dating or running for office, you need to know what is being said about you.  Or you could go for that whole ostrich/head/sand technique that worked so well for Republicans in 2006.

Facebook Meets Needs That Money Cannot

A story from Tech Crunch about a Goldman Sachs broker who spent 4 hours a day over six months on Facebook while at work.

Take that in for a second, and then ask yourself how we know this.

Because he told us - and says he is more scared of losing Facebook than he is of losing his job.

Unwisely, perhaps, Charlie posted the warning email on his Facebook account, saying “It’s a measure of how warped I’ve become that, not only am I surprisingly proud of this, but in addition, the first thing I did was to post it here, and that losing my job worries me far less than losing facebook ever could.

Considering that Goldman Sachs like to turn people into wealthy jet-buying, penthouse building corporate bigwigs,  maybe we can say that ol' Charlie is the perfect example of someone who doesn't think money is the most important factor in getting a job.

First, let's address the time issue. Four hours may seem like half a day, but if you are used to working 80 hours a week, taking some time off for Facebook probably doesn't seem like a big deal.  He could still be putting in 9 hour days at work six days a week and be producing.  When I worked from 7:30-7:00 in Los Angeles - I would put in a few hours on blogs and websites -often during the slow work hours - because I knew that I would be working late that night.  Could I have worked more? Yes.  Would my managers have wanted me to work the whole time?  Yes.  In fact, I was usually flagged as the employee with the highest amount of internet access time in the company.  But I stayed away from adult sites and hit my numbers - and that was enough.

Today, I work for myself, but if I did work inside, it would have to be for a company that afforded me the extra time online.  Quite frankly, if I couldn't blog - then I wouldn't work for that company - because they wouldn't allow me to express myself and gather validation from my social network.

That network is what makes me a valuable employee, and while this might not be true for Charlie - as Facebook isn't exactly known for stimulating conversation effective in training brokers - it doesn ask the question of whether the modern corporation is prepared to handle the influx of Millennials who come in to their offices used to spending hours a day on social networking sites.

The correct response to Charlie's internet usage is curiousity.  Is his behavior typical?  Is it widespread?  Are there many like him?  And what exactly is he getting from Facebook that the company is not providing him?

Is the problem the company, or Charlie?   

BlogSwap: Seven Rules for Networking Success

The following is a guest post for the Blogswap.  Barbara Safani of CareerSolvers gives us  Seven Rules for Networking Success.

Many people think that networking during a job search means calling everyone you know and asking them for a job. They associate networking with being pushy, overbearing, and an overall pest. People often shy away from networking because they don‚t want to be labeled as this type of person. But research shows that 70-80percent of all jobs are filled through networking. How can this be so, if networkers are such an annoying, self-serving lot?

Successful networkers are not egocentric, aggressive jerks. They show a sincere interest in their networking contacts. They work hard to develop a relationship, establish their credibility, and share information. They follow the rules of the game where everyone has something to gain. Like the lottery, you have to be in it to win it. Below are seven rules to follow for successful networking.

Continue reading "BlogSwap: Seven Rules for Networking Success" »

BlogSwap Post at Improved Experience

I have a BlogSwap Post up at ImprovedExperience.  It addresses the folly of blindly applying for jobs online.

Here's a little taste.

"Is that what you imagine? A room of listless monkeys sitting around

waiting for a resume to pop up on your their desktop, with bells ringing

and alarms shrieking and a bright red light in the room spinning as the

manager says, "Stellar Candidate Number 863124 just submitted to an open

position! This is the one we've been looking for!"


Now let's be honest. Didn't some of you, maybe just a little bit, imagine

this is what happens when you apply online through a job board?"

Jobster Employee: Rob Humphrey

If you are looking for a new media savvy experienced sales/product manager, Rob Humphrey is out on the market and looking.

Rob lives in North Carolina, blogs at the digital recruiter, and has a profile on square space for recruiters and employers.  This profile lists his strengths and accomplishments and allows you to download contact and resume information.

Other Rob Humphrey blog properties.

Rob also got a bump from RecruitingBloggers.  He's not going to be on the market for long.  I connected him with one company he has interviewed with, and I'm sure others are in the works.

By the way, the recruiting blogosphere has really stepped forth to help Jobster employees that were layed off yesterday.  I'm not sure who started it, but Matt Martone was the first one I read to focus on the issue.

Jobster has joined, putting up a full list of their company directory for references and making the point that the layoffs were not performance based.  Jason Golberg, the Jobster CEO, basically dares headhunters to try to poach his talent that was not layed off.

Before you ask ... why would I simultaneously enable headhunters to so easily try to poach our current employees?  Go ahead and try.  You may succeed.  You may not.  Every employee is here because they want to be.  That's how it should be.  As long as we continue to provide each and every one of them with challenging projects working on great products with great people towards a great vision for matching people with career opportunities, we should be ok.  The rest is entirely up to them.  This is their company.  We win together and face our challenges together.

I'd like to see Jobster get more credit for that, but first, let's get these people jobs.

A New Year And A New Job?

I received an e-mail from an acquaintance that came across the StlRecruiting blog and is interested in finding a staffing agency that specializes in placing sales/product management positions.

Those recommendations are sadly not in my expertise, but I did have some suggestions to share on how salespeople should look for a new job in the New Year.


  1. The worst way to get a job as a salesperson is to send in an application.  Rather than looking for a recruiter, instead identify companies you want to work for.  Then call directly into those companies and try to find the person who would be your supervisor.  Calling someone and telling them you are interested in working for their company shows a) that you have the skills to identify decision makers, and b) you aren’t an order taker that waits for other people to call.
  2. Check out http://indeed.com – it’s a vertical search engine that allows you to search one place for all of the listed positions in the major job boards.  Much easier than filling out applications at monster, hotjobs, and careerbuilder.
  3. Check out industry publications, both print and online, and look for open posted positions.

Good information, for anyone out there looking, but if you are in St Louis, and know of (or happen to work for) a sales recruiter, drop me a line and I'll pass the information on (and write you up on this blog as a St Louis recruiter).

Mistakes Recruiters Make In Social Media

This is an excerpt from a speech I gave at the AACE Fall Conference.

There are a series of five mistakes we as recruiters make when we first try to tap into online communities. We'll cover those mistakes and then turn to best practices.

The Top Five Mistakes:

  1. The Impersonal Connection
  2. Not Knowing the Lingo
  3. Trying to Be Hip
  4. The Disconnect
  5. The OverReaction

Mistake #3 Trying To Be Hip

Using the word hip probably wasn’t the right word for today’s college graduate, but it does illustrate something.  I’m not a college graduate, and if I walked around telling everyone the conference was “church,” it wouldn’t go over too well.  Church is supposed to mean good, excellent, as in, you’re preaching to the choir.

I don’t want to call out any companies, but there are plenty of examples where executives try to rap, or dress in street clothes, or come up with crazy characters that are really supposed to connect with a younger audience.  I recommend against it.  The truth is you don’t have to be hip to get your message across, and the chances of being seen as cool are far less than being mocked.  Try to build brands and ideas that would work for any generation, and you’re in good territory.

You can use the new multimedia to connect to your audience.  In this case, the medium is the message.  Using video, or blogs, or MySpace is connecting with them – there is no need to go overboard and risk an embarrassing mistake.

Continue reading "Mistakes Recruiters Make In Social Media" »

Recruiting Scenarios for MySpace and Facebook

UPDATE July 2008:  I'm hosting a webinar for Recruiting On MySpace on May 21st, 2008.  If you're looking for a live walkthrough of how to source, filter, and generate referrals in MySpace, join the Social Media Headhunter Series and register at this link.

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The following is an excerpt from a speech I gave December 7th at the AACE Fall Conference.

A college student posts videos of himself drinking from a beer bong during a party.  He has a 3.8 average, cleans up well, has a business major, and interviews like a champ.  On his Facebook profile, he also is the biggest organizer of keg parties on campus and has pictures of drunken underage classmates on his site.

Do you hire him when you find out what he’s posted on his site?  It’s not an easy question.  The Millennials worship their privacy, and react strongly to anyone researching them, at the same time that these technologies have a major impact on careers.

Let’s say that you extend a job offer to this student, and two weeks later, his campus police use a video on his site to prosecute a fraternity house for underage drinking. The story gets out in the paper, and you now have a new employee who is the center of a media firestorm, and the reporter just happens to mention that the student has just been hired by your company (because he put it on his Facebook page).  Do you go through with the hire?  Do you let him go? 

Continue reading "Recruiting Scenarios for MySpace and Facebook" »

For Job Seekers: What To Do About References

George Blomgren, who writes the excellent blog, For Job Seekers, asked me to participate in his Tough Situations column on what to do if you need references but have none.

This is the entry with my response.

Job-seeker blogs are great, because they tend to be better sources of information for the candidates than what we can read in the local papers.  They're fresher, more to the point, and carry real-time views.  Thank you for the invitation, George, and keep up the good work.

btw - so you're the guy that took the great, employment.typepad.com url.   I tried to grab that a while ago, btut I'm glad you're using it instead of me.

Get The Job

By the way, my post on networking is up over at Get The Job as part of the Recruiting.com and College Recruiter Blogswap.

PayScale Charts and Graphs

I had the excellent fortune to be contacted by Susan Urban of Payscale.com on the use of their charts and graphs for salary comparisons.

Susan sent information on how to embed this information into our blogposts (it's as easy as using YouTube), and I wanted to pass this on to the recruiting community.

An example:

This is a comparison of Median Salary by US City, but the research section of the website also has information comparing salary ranges of different positions and the ability to get your own free salary report.

The company sells to both companies and individuals, and is based out of Seattle - but the reason I'm posting on them is their publicity push.

The e-mail I received was clear, coherent, and offered me something (the charts and graphs) I could use for content.  As a blogger, I felt it was the right way for a company to approach me, and I like to encourage companies that get the blogosphere.

Corporate Communications Manager Moving to St Louis

Jack Vivrett is a Corporate Communications Manager with 10 years of international experience who is trying to move back to St Louis.  He will be here from September 27th through October 13th, and hopefully, there are several companies that would be willing to interview him.

Jack connected to me through the LinkedIn network, and his profile is linked here.  I have a pdf of his resume I'll be happy to forward you. There is no fee involved, I'm just paying it forward.

Jack will be in St. Louis from September 27th through October 13th.  He has family here and went to Missouri universities.

His basics:

Current

        * Corporate Communications Manager at ZyLAB
        * Independent Consultant (Self-employed)

Past

        * Corporate Extranet Manager at AUCS (now BT-Infonet)
        * Technical Editing Team Leader at Baan (now SSA Global)
        * Technical-Communication Consultant at Using It (now Namahn)

Education

        * Iowa State University
        * Bowling Green State University
        * Missouri State University

WorkBloom: Employment Blog

Workbloom is anothe job-seeker site that offers up solid advice for, uh, well, job-seekers.

Resumes, cover letters, interviews, and follow-up letters are all covered, and the site includes a directory for link exchanges for those interested.

And of course, there is a blog.

One of the hardest parts of starting a job search is knowing where and how to start.  This looks like a decent place to get started.  At least until I write that unemployment book in November.

Are You A Blue Chip Consultant?

St Louis technical talent is deeper than we're often given credit for.  When scouring the local recruiting landscape, I'm often pleasantly surprised at how many developers, designers, and architects reside in St. Louis but travel elsewhere or work remotely with clients on the more fashionable coasts.

Rates on the coasts are better (they never fall below $100 an hour - and often can go as high as $200-$250), and with a high-speed modem and Vonage or Skype, where you work matters very little.

So I read with interest the post CM Russell (always the jobseeker's friend) wrote about Blue Chip, a referral network for top talent that just maybe might help good St Louis talent find reputable gigs.

Blue Chip Expert
is the name of the company, and it requires a invitation to join.  I'd like an invitation if anyone has one - just send it to jdurbin@durbinmedia.com for Durbin Media Group.  There's a link and a story in it for you.

From the website:

                          

Blue Chip Expert membership is granted by invitation only from an existing member.

Executive Search Consultants, Recruiters and all other existing members invite qualified Hiring Managers and Experts that they can recommend to the Blue Chip community. 

Blue Chip members will typically extend invitations to qualified individuals within their professional and social networks.

An invitation is best obtained by locating an existing Blue Chip member within your own networks.

                                                                                                           

Continue reading "Are You A Blue Chip Consultant? " »

IT Workers saying: I Want Outta Here

Technology Workers are testing the old theory that people leave jobs because of bad bosses, not money. 

Network World has an article about the shifting nature of the technology department in the months to come.

The Computing Technology Industry Association (CompTIA), which surveyed nearly 1,000 IT workers, found higher pay is the top driver for seeking a new job: 73% of those surveyed cited the prospect of more money as a reason for sniffing around.

That may not mean much to IT recruiters used to seeing high turnover, but the statistics have a scarier aspect - many of the people looking are those with stable job histories.

About 60% of them have been with their employers for three or more years,                         according to the trade group's survey.

As the market heated up (in 2004 and 2005), I warned St Louis managers that retention was going to be a bigger story than recruitment in the coming years.  Too much valuable information was walking out the door, and as a recruiter, I wasn't going to be able to deliver high value people on a moment's notice.  If your DBA walks out the door in the middle of a huge upgrade (and announces they had a 40K salary increase, how can you possibly expect a recruiter to deliver a similar-quality candidate at the old price?

Retention, Retention, Retention.  Have you sat down with your staff and asked them where they want to be in the next two years?  If you haven't, a recruiter soon will be.

Sources of Hire Survey

The long-awaited Sources of Hire Survey has come out from Gerry Crispin and Mark Mehler, the team from CareerXroads.  I have the link, but the content is distributed to Jobster (is there anything those guys don't have a hand in?)

I'm flipping through the survey, which is a technical study of how the most competitive corporations hire people.  They don't use guesswork, and they clearly lay out which data is gathered effectively by the company and that which is sloppy.

It's an invaluable guide if you are in corporate recruiting and trying to find hard numbers on what works and what doesn't.

Some examples of what is available:

1) Percentages of hire:  Job Boards, Your Careers Site, Third Party Recrutiers or Employee Referrals?
2) 32% of all hires were filled by internal transfers and promotions
3) Contingent workforce (contract labor) is at 18% of the total workforce. 
4) Career Fairs provide more hires than Temp-to-Hire

There's tons of valuable information in the report, and I don't want to ruin the surprise for you.  To get a copy of the report, go to the Jobster Blog and look for the e-mail link.

Or click here to e-mail Jobster directly

Case Study: Getting a Job With A Blog

It's important to track the progress of those who use blogs to get jobs and find people.  It's a new process, and there needs to be more hard evidence presented rather than just theories discussed.

With that in mind, I'd like to present Chris Hammond, an ASP.Net developer in St Louis.  Chris writes three different blogs, including a technical blog on DotNetNuke, a relatively new entrant in the .Net field, and one that owes much of its history to open source. The point is DNN experience is cutting edge stuff, a bit like being an experienced Java guy in 1997.

When the story beings, Chris is happily employed with a firm in downtown St Louis.  He gets plenty of calls from recruiters, but none of them offer him anything but drab job descriptions and unimaginative projects.  They don't understand why he's a good candidate - they're just looking for buzzwords, and his resume has them.  He's not listed on any job boards, but he has been in the past when he looked for a job, and he knows if he needed one quickly, that he can sign up at Monster.com and Dice and get interviews.  He is the prototypical passive candidate, with a good company, a solid technical understanding, and no desire to search for a job. 

To get better at his job and to showcase his ASP knowledge, Chris participates in the ASP.Net Forums and writes code examples, tips, and announcements at his technical blog.  One day, the President of EngageSoftware, a software development firm in St Louis, notices a particularly insightful example of coding prowess in the ASP.Net forums written by Chris.  The President follows the link back to Chris's blog because he notices that Chris lists his location as St Louis.

After reading the blog and checking out the online resume, the Engage Software president sends Chris a recruiting e-mail that piques interest.  A set of interviews is arranged, and Chris decides to make the switch to a new company because the area he has interest in developing is one the new company has use for.

Notice several keys here:

1) Chris has been writing on this technical blog since December 2003.  He didn't start a blog, write two posts, and wait for the calls to come in.
2) As a passive candidate, Chris resisted calls from recruiters who lacked an understanding of what he did.
3) By reading the blog, the president of Engage Software was able to get a feel for Chris before sending him a recruiting pitch.  The time he took allowed him to make a pitch that Chris responded to.
4) Engage Software has its own blog for marketing.
5) Chris still blogs, and that brings in attention and thought leadership to his company.

So was it the ASP.Net forums or Chris's blog that led to a new opportunity?  In this case, it was both, but the blog helped to reinforce the impression the president received from the forums.  Knowing more information about Chris helped the president pitch his company.

The blog enabled a real conversation because it removed some of the uncertainty in the employment process.  It's just one example, but I'll be looking for more, and when the trickle becomes a flood, we'll know we are on to something.

If you used your blog to get a job, or if you read someone's blog and offered them a job, send me your stories at jdurbin@durbinmedia.com

How to Use a Blog to Get Hired

James Bielefeldt, a top St. Louis developer and fellow blogger, sent me a note the other day asking about jobseekers could use blogs to get hired or to get projects.

I'd like to see your take on the benefits of a blog for job candidates. You often write about the benefits of communicating to candidates. Do you think they can help provide qualitative information about someone not available on a resume or uncovered during an interview?

I hope mine helps me get clients when I'm in looking for a vendor/client relationship, but also is appealing to possible employers when I'm looking for that type of relationship too.

James, I do believe blogs can help you get hired, but just as for corporate bloggers, it's not enough to just write a few posts and wait for the offers to come rolling in.  Blogging for business is nothing more than business activities carried out online.  Used as a social networking tool, a blog would be similar to having a column in the St Louis Business Journal and then distributing the paper to recruiters at a networking event.

We've got to get past this assumption that blogs are something different, and start using them as a tool to help us get noticed.

Some rules for job-seeker blogs.

1.  Be Positive.

Don't write about what you couldn't accomplish through normal channels.  Write what you hope to accomplish when the company brings you in for an interview.  Discuss in detail what you bring to the table, whether that's clean code, a willingness to learn, extra contacts, or a track record of good management.

2.  Avoid jargon that means nothing, and try to stick to specific numbers that can be backed up.

This is the not the bland resume you are putting out.  If you use corporate speak, you're wasting your time.  Good solid numbers are eye-catching and provide proof of you ability. 

3.  Don't write anyone's name.

Be careful about listing a hiring manager's name online without their permission.  This is also true for recruiters, staff, or really anyone in your target company.  The CEO is really the only person that you can single out.  Some people still get nervous about seeing their name online. 

4. Know what you want from the blog.

Don't list the ten things you want from the blog - write the one thing you want.  The goal of your blog is to drive action, and the less choices you give your readers, the more likely the are to act.

5. Be Clear and Ask for What You Want.

Few people are mind readers, and the only way to get a response is to be clear.  In your blog title, tell people if you want phone calls, interviews, clients for your business, or a chance to get hired as a consultant.  If you don't ask for something specific, you're not going to get any response.

6. Be Passionate.

Don't be boring.  Sprinkle in things you love, and your passion for your work will shine through.  No one else may be interested in the History of the .Net Architecture, but if you are, they will be impressed that you care about something other than a paycheck.  Companies have plenty of clock-watchers.  They want someone who actually loves their job.

7.  Sometimes, be Forward

If you want to get hired by a particular company or manager, and you're having problems getting in front of them, start a blog that says WhyABCCompanyShouldHireme.blogspot.com.  This was just done by a woman in Provo, and it's a bold move that signals interest in the company.  Write posts discussing why they should hire you and what you bring to the table.

8. Promote, Promote, Promote yourself

You have to let people know you are writing a blog, and chances are it's going to take time to do so.  The best lessons on networking are lessons for traffic.  Give out lots of links, send people e-mails when you like what they write, and pick up the phone and call people whenever you can.  The blog can help you in your career search, but if no one knows it is there, they'll never know what a great employee you are.

9.  Start Writing Now and Never Stop Writing.

Blogs take time to build an audience.  It's very difficult, almost impossible to start a blog and get a job in a short period of time.  If you just got laid off, don't expect your blog to get you hired in a week.  It's a long-term project, just like networking.  Start now before it's too late.

10.  Read other people.

Blogs are best when they are part of a community. If you join a community of bloggers, you are more likely to get help from those people.  You are not alone, but be aware that no one owes you anything.  Be polite, Be gracious, and Be thankful.

11.  Send Me Your Results

If you're trying this, or have been successful, I'd love to hear more.  Jim@Recuriting.com

More of this is coming.  My goal is to show both "how" to blog for employment, and "who" blogs for employment.

Blog Swap Post Up

George Blomgren has my BlogSwap post up over at his blog.

I take a swipe at job-seekers.  No, really!

Eight Reasons Recruiters Never Call You

This is part of the Recruiting.com Blog Swap

Eight reasons why recruiters never call you (and ways to convince them otherwise)

by: Jim Stroud © 2006


1.      Too many responses and not enough time. One advertised job can bring as many as three hundred responses in less than three days. It is logistically impossible for any one recruiter to reply personally to every applicant.

Jobseeker Advice: Network your way into the company. This is the best way to circumvent the tidal wave of resumes recruiters face daily.

2.      There is a relevancy factor. Many resumes received are not even in the ballpark of what is being advertised. Simply put, some applicants are tossing their resume against the proverbial wall and hoping it sticks. These types of efforts are immediately recognized and consequently ignored.

Jobseeker Advice: Make sure your resume is accented with keywords significant to the job you are applying for. (ONLY add those terms relevant to your experience.)  I would also suggest a cover letter that extols your professional virtues pertinent to the employer.

3.       There is the issue of spam. Due to the overwhelming proliferation of unwanted solicitations of Viagra, prescription pills, easy lending, gambling and dubious business opportunities from African countries, it has become expedient for companies to initiate spam filtration systems. As such, some emails never reach their intended destination. For example, if you have the credentials of “Magna Cum Laude,” a spam filter may cite the term “cum” and label it as pornographic spam and delete it.

Jobseeker Advice: Look for a return-receipt from the company database, an automated email that thanks you for applying and promises a follow-up if there is an interest.



Continue reading "Eight Reasons Recruiters Never Call You " »

I want 10% more than him.

Daniel Sweet writes a blog on Resume and Career Advice, and a recent post reminded me of a funny study.

Dan  comments on an newspaper article that says it's a bad idea to know what other people in your office make.

The third piece of advice:

You are now miserable because you know this information.  Yesterday, things were great.  Now, you think you’re getting robbed (when, in reality, you’re still doing the job you volunteered for at the rate of pay you agreed to).  Was it worth knowing this information?

That's exactly the problem with knowing other people's salaries.  It only makes you miserable.

I had several contractors who worried about this.  They always wanted to know what the bill rate for their skill was, when they should have been focusing on what they were making.

Let me go out on a limb here.  I can say that successful contractors never worried about what I was making, as long as they were making what they saw as a fair wage. 

(in studies on salaries, no one is ever quite happy with what they make.  They always feel that they want just 10% more on average.  The problem is the key to wage happiness is not making any particular amount of money, it's making 20% more than your peers.  That's kind of hard to plan for at the corporate level).

Secrets of the Job Hunt

CM Russell, has been on fire the last couple of posts.  I reviewed his book, Secrets of the Job Hunt, last year, and today he has some more great tips for job-seekers.

#1 on my list:

. Looking for "Vacancies"
Many jobs are not advertised. Harvard's Mark Granovetter found that 43.4 percent of jobs are created for the applicant, often at the time of the interview. Traditi agrees. "It's no wonder that job seekers spend many months on their job search, or become so frustrated that they give up looking for work. They are looking in all the wrong places," he says.

The problem with vacancies is the are often already filled by the time you get around to perfecting your resume, and following the rules only works if you're the perfect candidate  (by the way, Skippy, how do you know you're the perfect candidate?) .

He also has great advice on getting to the point on your resume, and advice on professionalism in the job search.

Why put off tomorrow what you can do today? Math tells us why.

Gautam links to a mathematical reason why we focus on recruitment and not retention.  It works the same way for looking for new business instead of keeping current business, and there's even a comment on exercise!

Basically, future benefits are devalued in favor of current rewards, which is to say that the promise of future benefit is not enough to inspire us to shell out cash today.  When it comes to recruiting, we focus on replacing those we lost instead of keeping those we have.

Which reminds me of a punchline to an old joke.  "Yesterday we were recruiting you, today you're staff."

Contractor Communities

When I returned to St Louis from Los Angeles, my aunt told me to get into eggs.  My uncle had been an egg salesman all his life - and, as we all know, through good times and bad, everyone still eats their eggs.  There's always a future in eggs.

You may not have an egg-selling uncle, but chances are you've heard advice in your life on what to do when you're looking for work.  You have to hit the classifieds, the job boards, and network.  Yes, network.  You have to call up your friends and former bosses and figure out who exactly could use someone with your skills and your pay range right this moment.

The two top-rated fears are public speaking, and death.  Calling someone other than Aunt Eustace about a job has to rank right up there as a close number 3.

Picking up that phone and admitting that you need something from someone is very hard to do - which is why so many talented people sit and wait by the phone for recruiters to call.  So there is a solution - and no, it's not Tony Robbins tapes to motivate you.

Successful contractors build up a list of people they know and contact when they are looking for work.  They don't wait until the last minute - often planning three months before the end of their contract, but they make sure they're calling and e-mailing other contractors as to available positions.

Tht's great advice if you can swing it, but what do you do if you're not plugged into a community of job-seekers?  And what if you're a company that wants to find a talent pool like this to prep for future staffing needs?

You create one

Of course, you can always fall back to that future in eggs.
 

All Security is False Security.

Steve Levy, Mr. Outside the Box, hits one out of the park talking about the importance of freeing creativity from regulation.

But there are many signs that the critics are gathering strength. More regulations being imposed at state and federal levels, rising antibusiness litigation and hostility in the media, fueled by criminal trials and scandals, bode ill for growth. Left to themselves, the creative forces in society will always deliver, but keeping them reasonably free to do so is a perpetual, grinding battle. It is one that must never be lost.”

Steve is responding to an article at Tech Republic which has someone complaining about Information Technology.  I'll say what Steve only implied.

Austin316 is one of a growing crop of Americans ungrateful for opportunity and unmindful of their own potential.  Maybe the decision to leave the IT field is one that will benefit the consultant.  Maybe it's a wake-up call that workers should learn to stand up for themselves more often, or find companies that respect work/life balance.

I'm sure the millions of Americans without the opportunities of Austin316 would love his job - maybe they wouldn't find the work boring, but one thing's for sure.

There is no such thing as security in a job.  Never has been.  Never will be.  The sooner we learn this, the sooner we can start making personal choices that will provide for our personal security and that of our families.