StlRecruiting

Peter Weddle Owes A Lot Of People Apologies

Peter Weddle takes a swipe at recruiter trainers who dare to teach social media yesterday at his Workstrong column.  Actually it's more than a swipe - he calls it a recruiting SCAM.  Now I'm not sure what exactly would cause someone to post SCAM in capital letters, especially on a blog (which is social media), but Peter's intention is clear - he's calling social media trainers out as snake oil salesman.

I've never met Peter, and hold no grudge against him.  I do know he's a big name in the industry, and am the first to say that there are a lot of people in the social media world who jumped on the bandwagon.  Some have proven themselves, some haven't, but the methods for social media recruiting work, both for the candidate, and for the recruiter.  So what compelled Peter to say it's a SCAM?

I would like to note that he doesn't call anyone out by name.  He instead lumps everyone involved as part of the SCAM, which would include names like Shally Steckerl, Glenn Gutmacher, Kennedy Information, Hireability, ERE, Mark Berger, Jason Alba, Jim Stroud, Paul DeBettignies, Michael Marlatt, and me, the Social Media Headhunter.  In one small column, he calls us all frauds.  His proof is a series of surveys taken on the expectations of job-seekers, which he then confuses with the hunting approach of recruiters.  I'm not sure how training recruiters to use social media sites to find candidates translates to candidate expectations, but Peter doesn't bother to make that clear.

Now I posted a comment on his site, but it has yet to be approved.  We'll see what he says, but let me show you the most egregious passages of his column.

"There is a great SCAM being perpetrated in the recruiting profession today. Call it “social capabilities ahead of the market.”"

  "Successful recruiting depends upon our ability to tap the talent market efficiently, and social media sites can’t do that because most people use them in a different context. These sites are popular because they are viewed as helpful in finding a date and keeping up with friends, but not, at this point at least, in connecting with employers and recruiters. In other words, the social market has not yet become a talent market … and no amount of expert hyperbole will change that fact."

He's wrong about that. His second statement doesn't take into account LinkedIn, Plaxo, or even of the successful uses of Facebook, Twitter and MySpace by recruiters.  It ignores the possibility of setting expectations with candidates (which is what I train on).  Jobseekers are on these sites.  It's a great place to reach them.  It's no different than striking up a conversation with a person at a Starbucks, and then converting them into a candidate when you find out they are the right fit. They didn't go to Starbucks to get recruited, but they don't mind if you approach them correctly (They also don't have their resume posted to their chest at Starbucks, unlike on social networks). 

The basis of his statements are two non-scientific surveys - one by a entry-level and job intern site called AfterCollege, and the other from his own respondents.  The first problem is selection bias in these sample populations.  The populations on AfterCollege (no links provided) and at Weddle's site are a tiny subset of the job-seeking population who are looking for help in their job search.  How can people who haven't been successful finding a job be expected to think of social media as a way to solve that problem? They can't.  To make it worse, Weddle makes the mistake of thinking Millennials are social media experts in job seeking, which is impossible as they aren't experts in job-seeking.  The second is methodology, as questions in online surveys are suspect data points (people tend to pick the first answer).  How were the questions asked?  Was there a control group?  How does this group compare against others in surveys?  

I can cherry pick sample data as well.  Jeremiah Owyang, a researcher for Forrester, compiled a survey from his respondents on job-seeking strategies.  The number one result was increase social networking.  It's a bad sample, because it's a group of people heavily involved in social media, but it has more validity than Weddle's survey examples.  Heavy users of social media report that the best way to find a job is to use more social media.  This would suggest that if you put the time and effort into social media, it can help you find a job.  It doesn't say that with hard data points, but it's at least as valid as the survey Peter uses.  You don't find us claiming his Career portal is a scam.  If I did a survey of my readers, and only 1% of them said they planned to buy Peter's book, does that mean his book is worthless?  Of course not.  It could mean that the other 99% need to buy his book to be better prepared.

This lack of scientific data doesn't stop Weddle from twice calling all social media training a SCAM.  It's unconscionable, and we all deserve an apology.  That someone so widely read and so widely admired would descend to character assassination of people he doesn't know is a shame.  That he writes such a column when the very people he attacks are linkedon his website is even worse.  This column might have been hastily written, but it's no excuse.

The beauty of social media is if you're willing to apologize, you can, and you'll be forgiven.  He needs to apologize.  This could have been an decent discussion topic on the best uses of time, or most effective uses of time.  Instead, it's a hit job, from a leading industry voice.

Peter should remember that newspapers said the same things about blogs not too long ago.  Instead of calling us scammers, perhaps he ought to try to learn what we know that he hasn't yet grasped.     

Recruiting Trivia Show

I'm launching a recruiting trivia show, and I want you to be the star.  Starting next week - next Friday probably, we'll be doing a twice monthly show for recruiters and those in online employment.  The show lasts 30 minutes, and will run 11:30-12:00 CST.  

I think recruiters are smart outside of business, and I want to prove it.  So we're going to take the format from Battle of the Halfwits on the Dave Glover show, and make it our own little Recruiting Trivia show.

It works like this - 3 or 4 recruiters will join me on air at BlogTalkRadio, with one judge. I'll introduce everyone, and then launch into three rounds of questions.

Round 1:  Quickfire - Lots of questions in different categories, points vary by difficulty.
Round 2: Referral - questions are a little more difficult, and if you don't know the answer, you can "refer" the question to an opponent.  If they miss it, you get the points, if they get it, they get the points and you lose the points.
Round 3: Wild Card - there can be daily doubles, massive point totals, or creative requests

The winner at the end of three rounds gets to "gift" one of my training DVD's to anyone in the US or Canada.

I have several people lined up, but want to throw it out to the rest of you.  I don't want this to be just people I know.  There is a catch.

These questions can be hard.  We'll have questions on recruiting knowledge, and recruiting pop culture, but we'll also be tackling science, geography, math, history, politics, music, and pop culture.  We're going to test how much you know, so bring your A-Game.

To be considered, leave a comment, email me, Tweet me, or contact me some other way, and we'll get you on the show.

Fistful of Talent Television

Kris Dunn, whose family hails from where part of my family hails in upstate Missouri, had a new idea.  He wanted to take his group blog, FistfulofTalent, and turn it into something a bit more, exciting.  With the approval of his dark-robed masters at Workforce, he has decided to go Hollywood.

Shudder if you will at the thought of more video on the web, but it's better than anything on so-called Primetime Television.  Animal has a radio show, why can't Kris be the next recruiting Oprah?  I've been honest about my thoughts about FoT.  I think they're the new torchbearers of a reborn Recruiting.com (recruitingblogs.com is the new recruitingblogs.com).  They have fun over there, and they educate, and you should check them out.   

FOTv - Show #1 from Fistful of Talent on Vimeo.

-If he can come up with a large enough fee to pay for a SAG membership and some fresh flowers for my dressing room, he might be able to entice me to join. 

Top Recruiters On Twitter

Jim Stroud posts a list of the Top Recruiters on Twitter from TwitterGrader.   I'm Number 2 on the list.

What does it mean?   A couple things. First - recruiter is in my profile settings.  I'm graded highly in Twitter Grader for followers/following numbers, frequency of Tweets, RT's, replies... 

What doesn't it mean?  That I'm a "Top" Recruiter on Twitter.  It means I'm a Top "Recruiter" on Twitter.

There's been a lot of chatter in the last month (more than average) on how social media is a big waste of time  I'm used to hearing that in newspaper columns and from people not in the space, but quite a few comments have started coming from those actually inside the applications. How weird is that?  If you're complaining about social media from within a social media community, chances are you're not getting any value for your time. 

The biggest question is always one of competitive value.  Is time spent inside social media of more value than that spent on the phone or other "traditional recruiting" processes.  Detractors say social media is bunk, because they see people wasting time in social media.  That's a fair cop, but it's not a very bright one.

I'm So Sick Of Gen Y Cheerleading

Take this Cheezhead writer who just finished his third RockStar.  He prattles on about being challenged and claims that Gen Y can get a full day's work done in four hours.  1) - The actual useful work they knock out is about 30 minutes, as their inability to pay attention prevents them from actually, you know, working.

And there's another problem. Children who think an 8 hour job can be done in 4 hours usually don't understand the job.

It's like when my wife wants me to clean.  She takes hours to clean. I take 10 minutes, and it's good enough so I can go back to playing on the computer.

Of course, this doesn't work with bosses, which is why the older generation has learned to take the full eight hours.  Much like taking a full hour to clean the kitchen very slowly gets me off the hook with the wife, Gen Y should learn what happens when they go to fast.  They're yelled at for being lazy.  If they happen to be correct, and can get the job done, they're fired and rehired as contractors to do the work in just four hours.  Why do you think you don't see road workers running on the job?

Seriously - this Gen Y is so awesome stuff is really getting old.  I see a lot of people with no real world experience and no financial responsibility cruising their jobs complaining about not being challenged. 

It's nonsense.  Gen Y doctors and engineers and teachers and factory workers and loggers and burger flippers aren't getting work done any faster.  A small subset of white, college degree urban rich kids with  marketing, PR, and other service jobs are chafing that they aren't respected.  Of course, those professions are also the ones where lack of experience leads to lack of results.  Show me a 23 year old  marketing consultant who can effectively manage an email marketing campaign for a national car dealer and I'll eat my MacBook.  Those industries are under heavy spending pressure, and thankfully, this nonsense will go away as they are laid off and have to take jobs that aren't challenging but at least pay the rent. 

If you don't like your job, quit and start your own business.  The workload will make you too busy and tired to whine, but at least you'll find out if you really have what it takes.

ERE Column On Recruiter Marketing

I've a column up today over at ERE.net on why recruitment marketing is changing the way we approach the employment process.

Here's a little taste of what I'm trying to say.

These are uncertain times, but also exciting ones. Jobseekers, through social media, now have access to information on their would-be employers that is truly revolutionary. In addition to being connected through social networks to hiring managers and other employees, candidates can gather information on individual recruiters, staffing firms, referral programs, and even interview questions. They can do so while they are sitting in an interview room waiting for that manager to arrive. The imbalance of information has been a strength of companies, who can set wages, benefits, and generally control the employment process. Today’s job-seeker has access — and is learning the skill — necessary to balance that information. The result is smarter, better-prepared candidates with wider options as to where they work and what’s acceptable in the employment process (such as whether someone will put up with multiple interviews and long assessments).

This trend may not yet have affected your open requirements, but the strategies employed by the very top candidates are spreading to other high-quality candidates. I know this because I, and others like me are helping train them. Every time I write about a tool on a blog or a social network, candidates have every bit as much incentive to read as do recruiters. And from my website stats, those kinds of readers are growing in droves.

To read more, head on over to the site, and look for more columns on using social media to recruit in 2009.  Comments are also welcome. 

Paying To Interview? I Don't Think So

It wasn't that lot along that we first heard about the getting paid to interview business. Notchup, which got a blurb in this months Fast Company, on p.66, was one of those companies - they pay you to interview.  It's premised on the idea that the best passive candidates (how I hate that term) need an incentive to get interviewed.  Whatever your thoughts on the long-term success of the program, it sure beats something I just heard about - where a company demands a non-refundable application fee for a position.

Stop right there.  Let me tell you something.  Anyone requiring you to pay them for a job is someone you should run from.  They aren't typical employers, and while there might be a few legitimate people doing it, chances are you're getting scammed.  In fact, with the economy the way it is, there are several things you should look out for.

1) Paying a headhunter:  Headhunters/recruiters don't take money from candidates. That's it.  There's no economic way to do so, as most of the people we speak to aren't getting jobs.  That's why companies pay us 20-30% of your salary to find you.  If a company isn't willing to pay us to find you, then how can you trust them to hire you if you give the money to the headhunter directly?  It's a scam, folks. 

2) Beware career counselors who tell you they can help you find a job.  They can't.  Career counselors from your company's outplacement service and the state can be very helpful.  They teach you the basics of jobhunting and direct you to resrouces  Those who require payment for their services, well - don't expect to get much out of it.  You're better off buying a book or DVD and following the advice.  If you're the kind of person that needs career counseling because you can't do it on your own, then all the coaching in the world isn't going to help.

3) Headhunters don't work for you.  Marketing aside, we really don't.  It feels good to put people to work, but you don't pay our bills.  When I'm on a search, I'll talk to at least a 100 people.  1 gets the job.  If a headhunter is talking to you in depth, giving you career counseling, helping you out, passing on leads - they'll quickly be joining you in the unemployment line.

4) Sending out resumes is not good enough.  If you are unemployed, your full time job is looking for a job.  You should attend every networking function, every free class, read every magazine on your industry, practice interviewing daily, and be prepared for anything that comes your way.

I have never known any unemployed person to do this.  I see people playing golf, digging stumps out of their yard, sleeping late, taking vacations, and watching a lot of television.  Unless you're independently wealthy, it's going to come back and bite you in the ass.  Do you really want to dip into your savings and credit cards?  There are jobs, but they don't go to people mindlessly tracking the job boards and telling their family they had a good day because the job is perfect for them and you're sure you'll get a call.

5) Be careful taking advice from newspaper columnists.  I started my blogging career writing about the horrible advice in newspaper columns. These people don't interview regularly, and their advice is almost always terrible - terrible as in it's worse to read it than following your instincts.

6) Don't give up hope: Two things drive us to make changes in life.  Inspiration and Desperation.  If you're really excited about your career, or terrified about payhing the bills, both emotions can be channeled into an effective job search.  The one thing that can't be channeled is apathy.

I know it's tough right now.  And it's going to get tougher.  We're about to find out who the ants and graashoppers are.  Just keep in mind that if it sounds too good to be true, or if it offends you (like paying to interview), then it's something you shouldn't do.

Recruiting Webinar: Search Engine Optimization For The Recruiter?

Updated:  Live Link to Registration

October 29th, I'll be running my fourth installment of the Social Media Headhunter series at Hireability.

This particular training will focus on the use of search engine optimization techniques for recruiters, including primers on what SEO is, how to find SEO candidates, and how to rank highly in search engines for terms relating to your industry.

68% of offline purchases now begin with online searches.

Over 70% of recruiters admit to using a search engine to check a candidate's background prior to an offer.

Search engines are an important part of the way we conduct our business.  We check out salespeople calling us by checking their name in a search engine.  We research vendors, and yes, we check out recruiters before we agree to send them a resume.

Learn how to dominate your niche both locally and nationally.

And if you'd like to see how it's done - do a search for "jim durbin" recruiter.  Last time I checked, I was 18 pages deep on Google.

Also search, "hyperion recruiter," "java swing interview questions," "best st louis headhunter," and "list of st louis staffing agencies."  Notice any sites popping up?

St Louis Blogging Boot Camp

I get a lot of requests from small business owners looking to improve their online brand.  For those not in the know, blogging is one of the easiest ways to build a online profile, and in comparison to paying an SEO company or marketing expert to do it, the return on your money is phenomenal.

The problem of course is one of scale.  What might work for a larger company isn't always feasible for the budget of an owner/entrepreneur.  There's also the question of community, as I find a lot of people are excited to start blogging, but can't keep it up without support.

So the result, is the first St Louis Business Blogging Bootcamp.  I'm going to work with 5 companies to show them how to use blogs to increase sales, referrals, and their online presence.

The classes will be conducted online using GoTo Meeting and in-person when necessary, and will be a six week course (one class a week) on how to set up and run a blog.

I need businesses that aren't competitive, and in some ways are complementary.  Some great examples would be real estate, b-to-b sales, b-to-c sales, a recruiter, a car dealer, a furniture store, a mortgage company, and a professional services company like an accountant or financial services person.

I'm hand-picking the class for best fit, and will run other classes in the future, but if you think this is you, contact me through e-mail at jdurbin@durbinmedia.com

Why Social Media Matters To Companies

My lecture on the impact of social media stresses the two sides of social media.  The first is the technical aspect, which covers the tools and how they can be used to advance traditional corporate purposes.

But the second piece of social media is the impact is has on companies as a phenomenon.  The public has access to the same tools as the corporations, and what they are doing as a group is dwarfing what companies are or even can do.

  What does that mean?  It means that the tools can be tracked with your typical technology charts, where early adopters, and fast seconds, and finally, mass use and monetization are the order of the day, but it would be a mistake to group social media in with other technological revolutions.

The difference is human need. Social media covers six basic human needs in a way no other technology does.  In the mass movements I'm talking about, technology is already adopted, and the change now is the way in which the user base is altered by the technology.

Don't take my word for it.  Listen to Tony Robbins describe his version of the six basic human needs, and think about how the fit into social media.

1. Certainty
2. Variety
3. Significance
4. Connection
5. Growth
6. Contribution.

Whether or not your a Robbins fan, you can see that social media gives people more than just technical tools.  It enables wide-spread relationships that fulfill needs that aren't filled in the workplace or home. I was an account manager for a staffing firm, whose company saw me as just someone to fill a role.  I wanted more, and social media gave me all six needs in a way my job didn't.

This is true for Mom blogs, business and marketing blogs, pr and recruiting networks, twitter friends, politically minded citizens, knitting bloggers, and kids in communities Club Penguin and Webkinz and World of Warcraft.

It's  a mistake to see social media as just talking.  Yes, lots of businesses are misusing or failing to understand social media, but the real cutting edge is in the user base, and that's altering the way we communicate to our customers, vendors, and employees a lot faster than our internal social media programs.