Building Effective Relationships with the Doorman

In my coaching sessions I talk with job seekers about taking a multi-pronged approach to breaking into a company. Yes, you should contact the hiring manager directly, and yes you should attempt to get an introduction from someone inside the organization. You should also observe protocol and apply through the website, HR contact, or jobsite. Then, when you are able to reach the hiring manager you can let them know you have followed directions.

Now that we have that out of the way, my thoughts this month are focused on how to build a strong relationship with the “doorman” – and how this relationship will help you get that job. The doorman may be an internal recruiter, a contract internal recruiter, a third-party recruiter, an external consultant, an internal administrator or an internal human resources representative. Regardless of the role, that person’s responsibility is to facilitate the application, screening and interview process. This person is a trusted advisor working as an agent on behalf of the company and your relationship with this doorman is critical to your job search.

Let’s explore some of the Rules of Engagement – and the purpose behind them.

1) Always take the call – Recruiters are scouting for talent. If you get a call, then that means you’ve been identified as potentially having talent. When you take time to talk with a recruiter about you, your experience, and what your next position might look like you have expanded your network exponentially. Even if you are happily employed right now, the recruiter has captured information about you and your goals, so that if something comes up that matches what you want, you surface as a prospect.

If you don’t take the call, then you’ve sent a message that you are not worth their time – and you’ll be passed on for that perfect position because no one but you knows what that looks like.

2) Share Referrals – again, recruiters are scouting for talent. Good recruiters will respectfully ask you for referrals; great talent knows other great talent! You have friends, colleagues, associates and partners who may be interested in a position even if you aren’t. Why wouldn’t you try and help someone else by sharing information? If you were looking for a job, wouldn’t you appreciate a friend referring you? If you are worried about confidentiality then take the name and number of the recruiter and pass it along. The good karma will come back tenfold.

3) Follow up and follow through. The screening process with a recruiter has a number of objectives. First, the recruiter wants to gauge your suitability for the position. As well, the recruiter is evaluating your personal character, ability to follow directions, follow up as requested, communicate professionally and observe professional etiquette.

An illustration: I schedule calls with candidates and instruct them to phone me at a specific time. By doing so, I am testing their ability to keep their commitments, be on time, follow instructions and respect other people’s time. During the screening call I take time to get to know candidates beyond what their resume has to say. I am capturing information about their communication skills, thinking processes, ability to articulate abstract concepts, honesty and personal ethics. Based on the results of this discussion I decide whether or not the hiring manager will experience this candidate. Yes, it’s my decision – I am a trusted advisor.

4) Get the inside scoop. The recruiter – internal or external – has insider information that will help you. Working as an agent on behalf of the hiring manager (or company) your recruiter contact will help position you for success during the interview process. You are reflective of their skills/ability so if you ask and listen, you’ll go into the interview armed with everything you need to shine! Ask about corporate culture, ask about the hiring manager’s hot buttons, ask about taboo subjects, ask about the dress code for the interview, and ask intelligent questions. It’s like having a coach in your corner!

5) Mind your manners. Politeness, courtesy and manners go a long way with the recruiter. Send a thank you note, respond to emails and phone calls promptly and be candid about feedback. These seem like silly details, but they speak volumes about your character – and when it comes down to you and another finalist – character may get the job.

Recruiters, Human Resources Experts and Human Capital Consultants are regularly part of the hiring process. As we continue our economic rebound these talented professionals will be working with hiring companies to make sure that the very best candidates are hired. Turnover is costly and a bad hire has lasting consequences. Befriend these trusted advisors and shorten your distance to a new position.

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If you are in hiring mode you’ve probably noticed a marked reduction in the quality of your ad response. This might be because you haven’t yet embraced the social media trend (and it’s not a trend), become SEO savvy, started actively monitoring your company’s online reputation and learned the finer art of Boolean search.

Google is now. Candidates are using search engines to find companies they want to work for. Top Talent is serious about their career path and they decide who sees them, who they want to approach and where they work. Networking is the definitive choice for serious job seekers (online and offline). Identity theft is a real problem. In the past you used to be able to find candidates through resume databases on the large job boards; that is in the past.

The good news is that FINALLY, companies are beginning to realize that bad hires are unbelievably expensive; recent figures put the cost of a bad hire at between 3x and 15x the person’s salary. So, relying on dated methods of finding talent is having a direct impact on your company’s ability to find, attract and hire the right people. The internet has created a fantastic opportunity for you to promote your company whether you are large or small to prospective employees so let’s get started.

Talent Acquisition best practices are evolving – again. The changes taking place today can be compared to the mainstream adoption of internet job boards in the 1990s. Monster, Careerbuilder and HotJobs took the lead in creating a marketplace for jobs and candidates. We’ve already discussed what’s happening to these methods – their market is declining and new approaches to attracting Top Talent are surfacing. Companies on the forefront of this movement are establishing a new set of best practices including Google, Proctor & Gamble, CH2MHill to name a few. We’ll discuss some of the concepts further including Candidate Relationship Management, Communities, Employment Branding, Niche Marketplaces and Social Media.

CRM (Candidate Relationship Management) is a relatively new concept to the Talent Acquisition function. Marketing to candidates based on specific skills, interests and experience allows a company to build relationships with people who they are interested in hiring (now and in the future). Mining for candidates via search engines based on profile criteria and then using email campaigns to introduce, involve and attract candidates mimics the Sales/Marketing function. Analyzing your career site visitor activity will also help you to identify why people visit, where they go on your site when they visit, how they get there, and what triggers them to apply is extremely helpful as you develop your career pages.

Online communities, both private and public are becoming increasingly popular among those who are serious about managing their careers. These are the rock stars you need and your ability to get them interested will increase your Talent Acquisition effectiveness. Building a community of like-minded individuals who are ‘fans’ of your company will create a viral network of people who help you recruit. It’s like having a partner channel (in sales), people talking you up and selling your company on your behalf. Private communities can be built through Ning and CollectiveX. In addition, thousands of niche communities exist that revolve around common interests, professional specialty and geography. These include associations, clubs, Meetups and online forums. Get involved and become an active participant in discussions, questions and blogs to help establish you as an authority. Top Talent likes to hang out with other Top Talent – and they want to work for recognized leaders in their industry.

Employment Branding; what is your company’s reputation (online and offline)? What is the word on the street about your company? These are questions that top performing companies are VERY concerned with. Who you hire, how you hire and where your employees come from are all transparent on the internet. Your company has a reputation. Your customers are watching, your employees are participating, and your future employees are making notes. Your job is to monitor, facilitate and respond to it; actively. If you don’t, it will take on a life of its own. This is the single most important indicator of your ability to attract the Talent you need to succeed in a globally competitive market.

Finally, social networking is not a trend. If you’re not on Linked In, ZoomInfo, Facebook, Twitter or any of the other specialized networks you are, effectively, invisible. Get out there, get involved and be highly visible to everyone. Accept invitations, blog, answer questions, ask questions and make noise about your company, your interests and your profession. Candidates are looking for companies who are visible, and have a positive rapport with their community.

Fact #1 – Your Company DOES have an employment brand

Fact #2 – Visibility is the key to social media recruiting

Fact #3 – Niche communities present a more focused talent pool than large boards

Networking Tips for – most of us


I had the pleasure of speaking at an industry event last week to an incredible group of technology executives.  The program title was ‘Building your Social Capital.”  We spent some time talking about networking and the benefits of being prepared for your holiday cocktail parties.  One of the members told a story of receiving a job offer as a direct result of meeting someone at a holiday mixer.  He’s a die hard fan of holiday parties!
Some of us spend a good deal of time meeting new people, seeking out opportunities to network as part of our business development efforts (like me).  Most of the rest of us do not have an opportunity to hone our cocktail conversation skills – except in small doses.  Now, we’re heading into the holiday season, you’re unemployed or considering looking for a new position; and you understand the importance of building your personal/professional network.  Where do you start?
Here are some easy to follow tips on how to make more of your holiday events:
  1. Do your homework.  One of the benefits of our electronic society is that the attendee list is often accessible prior to the event.  Spend some time reviewing the list in advance to identify people you would like to meet.
  2. Seek out the hosts.  When attending a new group introduce yourself to the hosts (or board members) and ask them to introduce you to some key individuals to get you started.
  3. Arrive early.  There are fewer people to navigate, less disruption, it’s easier to get early introductions and start conversations
  4. Introduce yourself in line.  You’ll be in line at least two times (food and drink).  You have a captive audience so introduce yourself to the person in front of you, and the person behind you.  “How do you know the hosts?”  Have you been a member of this group for long?”
  5. Keep your introduction brief.  Networking is about gathering information, be interesting – and more importantly, be interested.
  6. Make eye contact.  Hold your attention on the person who is speaking.  Its rude to be in a conversation and looking over the speaker’s shoulder for someone more interesting.
  7. Involve others in the conversation.  Welcome newcomers to your huddle and create a crowd.  Others will be drawn to your circle and you’ll meet more people.
  8. NEVER sell.  Enough said – keep it conversational and don’t launch into your sales pitch.  That’s for next week’s follow up.
  9. Carry plenty of cards and a pen.  Jot notes on interesting facts, follow up requests, write referrals on your business cards.  This list goes on…
  10. Need to exit a conversation gracefully?  Ask for a card, offer your card, thank your new contact for taking time to speak with you and wish them fun at the event.
  11. Work the edges of the room.  These are the people who want to meet folks but are more nervous than you.  Start engaging them and you’ll create energy around you.
You’re network is one of the most valuable personal assets you have; it will help you in your career development, find a job, gain access people you need and secure endorsements for professional pursuits.  Networks are a long term investment in your personal capital – it takes 7 years to build a network, and only 2 years of neglect to lose it.
To your success!
I was on the phone with a candidate this morning to debrief with him on a phone interview he had with an internal recruiter for a sales position with a local company.  The recruiter was nice enough and was clearly doing his job of prescreening for the position.  The candidate’s feedback was interesting to absorb; the recruiter was late making the phone call, placed the candidate on hold twice during the interview and really didn’t seem to be paying attention during the call, but in the end scheduled a follow up interview with the hiring manager later this week.
This particular candidate is pretty sharp.  He is an experienced sales professional, intuitive and pays attention to detail.  He is intently focused on growing his career and being aligned with a company who is engaged, invested and involved with its employees.  His comments were revealing.  “This recruiter doesn’t seem to care whether I am qualified for the position; he was just trying to set the follow up interview.  I think he was IMing with a buddy while we were on the phone.  The first time he put me on hold I let it go, the second time I began to feel as if I were bothering him by answering his questions.  I am no longer interested in the position based on my interaction with the internal recruiter.”
Every touch point that a candidate has during the interview process is a reflection of you as an employer – and as a company. 
  1. Are the individuals involved in the process briefed on their role and understand how important it is to hire great people?
  2. Is everyone on time and prepared to play their part?
  3. Does the front desk have a schedule for each interview to hand to the candidate and does the front desk monitor the interview schedule to keep it on track?
  4. Do you, as a hiring manager dress appropriately on days you will interview prospective employees?
  5. Do you and your interview team understand the importance to focusing on the CANDIDATE during their scheduled time?  No interruptions, no iPhones, no texting, no email.
  6. Does your internal recruiter (or HR representative) understand the position, the selection process, the follow up protocol and is this person a positive reflection of you and your department?
In order to find, attract and hire THE best talent, take a step back and look around at your company from the candidate’s perspective.  Would YOU work for YOU?
  1. Take the time to write an interesting role description – using phrases that will attract the right individuals to your company
  2. Dress to impress.  Everyone on your interview team should be dressed to meet your future talent – after all, you expect the candidates to dress for the interview.
  3. Brief your front desk on the importance of first impressions – they are your storefront to the outside world – with everyone from the Fedex courier to potential employees.
  4. Unless you are comfortable with a candidate texting and taking phone calls during the interview, please provide them the same courtesy.
  5. Listen more than you talk.  The interview is your opportunity to get to know your future employee – you owe it to yourself, and your company, to make sure that you elicit relevant information – positive and otherwise.  If you are talking, you aren’t listening and gathering information.  Bad hires are VERY expensive.
  6. Research your candidate in advance.  Top Talent will research you, your company and its reputation in advance.  Your interview will be much more productive if you research your candidate, review their resume and prepare some focused questions about their background in advance – not 5 minutes before they show up.
  7. Get your story straight.  Make sure that every person involved in the interview process understands your ideal profile.  Debrief immediately and write down the feedback.  This will make your selection process more objective and less emotional – which results in a better hiring decision.
  8. Agree on the follow up process – and do it!  You will expect the candidate to follow up as instructed so you will need to make the same commitment.
Taking a ‘candidate’s eye view’ of your hiring process will help you create an experience that will result in better hires, better employees and a better reputation in your market.
Fact #1 – Your employment brand precedes you
Fact #2 – Engaged employees demand ENGAGED managers
Fact #3 – the interview process is a dual discovery exercise

How Big is your BUT?

September 21, 2009

Removing self-imposed obstacles to your career success
I’ve been in the selling business for over 15 years now – recruiting is a selling activity on steroids.  I spend my day selling ideas to job seekers, selling candidate strengths to clients, getting candidates excited about opportunities, you get the idea.  I’m also a student of selling methods and one of my favorite sales gurus is Jeffrey Gitomer.  One of his recent articles was titled “How bit is your but?” about how sales people take credit when they make a sale, but play the blame game when they don’t.  This idea is wonderfully relevant in the case of your current job search.
First, let’s get an understanding of your current state.  You are either unemployed or underemployed and want to change that situation.  That means that you are in selling mode; you are selling yourself, your experience, your character and your market value at every stage of the job search process.  There is no other way to look at it; you are in sales.  Get rid of the stigma attached to the term sales.  If you’ve ever convinced a 4 year old to take their cough medicine or a teenager to take out the trash you’ve sold. 
Now this article isn’t about selling, it’s about how big your ‘but’ is.  The greatest obstacle to getting a job is you.  How many of these whines can you identify with?
  1. I need to look for a job, but the garage needs to be cleaned (or the basement, or the kitchen).
  2. I’ve submitted dozens of applications but I don’t get any responses.
  3. I need to make follow up calls but I have to take my son to music lessons.
  4. I start writing cover letters, but the kids are constantly interrupting me.
  5. I set aside time in the evening for company research but once the dishes are done and the kids have finished their homework I’m exhausted, besides, my favorite show is on and I really need a distraction.
  6. I’d like to find a new job that will be more interesting, but I keep hearing about all the layoffs and I’m afraid to try something new right now.
  7. I hate my current position but due to staff reductions, we’re working overtime and I just can’t find time to look for something else.
Any of these sound like you?  They look different in print, huh?  All of us can find reasons NOT to accomplish our goals, and are able to blame many of those reasons on someone else.  The first thing you need to do is accept responsibility for your situation and then take the necessary steps to change the situation.  In other words, get out of your own way!
Looking for a job, whether you have one or not, requires commitment, discipline and time management.  Keep in mind that the length of your search will depend on the amount of focused, productive time you put into it.  If you are currently working and have limited time to engage in your search it will take longer.  If you are not working, congratulations!  You have plenty of time to commit to your future success.  Yes, the economy sucks right now.  Guess what?  People are still getting jobs; GREAT JOBS!  Don’t you deserve one of them?
First, you have to decide how much time you will invest in your search each week.  You’ll need time for research, online networking, applications, interviews, face-to-face networking and follow up.  Not all of these activities will be necessary each week so a weekly (and daily) plan needs to be established.  Here are some ideas that will help you make the most of this time:
  1. Establish a quiet place in your home that is your office.  This needs to be a place where no one can interrupt you, preferably with a door that will separate you from the rest of your world so you can concentrate, focus, and talk on the phone without external noises.
  2. Publish weekly office hours.  Make sure that your family sees these hours and respects your time.  If you are on the clock, NO interruptions – unless someone is bleeding or dead.
  3. Set daily goals for yourself (make 3 new calls, find 5 new companies, connect with 2 former colleagues) so that you can celebrate each day’s productivity.  During your search, no one is monitoring your work; you have to be your own boss so set expectations clearly and make them happen!
  4. Answer your phone professionally, and if there is noise in the background, let it go to voice mail so you can return the call from your office.
  5. Activity breeds activity.  Connections made with former coworkers will result in new connections with people you don’t know today, and may result in a job tomorrow.  Make as many authentic connections as you can, be prepared to help and ask for their help.
  6. Schedule your activities in harmony with your body clock.  If you are a morning person, do your personal follow up, interviews and brain work in the morning.  Save mundane tasks; research, applications, email responses, for the low energy part of your day.
  7. Repetition increases productivity.  Try and combine like activities into a single time period in order to get more done. If you need to follow up on resumes you’ve sent, take a one hour block of time and do them all at once.  If you have an outside day, schedule a breakfast meeting, coffee, lunch, interview and happy hour all in the same day – you’re dressed, prepped, in the proper mindset – make the most of it!
  8. Make sure you have the right tools to do your job (looking for a job).  Email (with a professional signature just for your job search), contact manager, document processor, PDF creator, online or paper calendar (with you at all times), a mobile phone than only you answer, Linked In, online business news subscriptions, and a database or spreadsheet to track your activity.
Not one of these suggestions alone will get you a job tomorrow.  Combining your energy, productivity, discipline and personal accountability will collectively contribute to your ultimate success.  By removing your BUTS and self-imposed obstacles, you’ll have the capacity to visualize your next amazing career opportunity.  For more ideas on career development and getting hired please visit us at http://www.goldstonepartners.com
We spend a lot of time with CEOs and hiring authorities helping them find, identify and hire top talent.  I’m surprised at the lack of an executable plan for the interview process within companies both large and small.  It would appear as if hiring managers believe that everyone in the company knows how to interview, understands the ideal profile they are interviewing for and is actively interested in making a great hire.  Think again…

As a hiring manager you’ve taken the time to build a comprehensive (and exhaustive) list of requirements, qualifications and responsibilities for each open position and have a very clear mental picture of the person you are looking for.  Then, you dutifully deliver this document to the HR department so that they can do their job. 

Have you met with your internal recruiting team or HR department to describe your vision for the absolutely amazing candidate in detail?

You’ve announced to your department that you are hiring a new person and expect them to help during the interview process.  You’ve selected your top guys to help interview and told HR to schedule time for qualified candidates to meet with these people because they are doing a similar job and will be able to help technically qualify folks.

Did you meet with your interview team to whiteboard the ideal qualifications and prioritize exactly what is important for a person to be successful in THIS particular role?


Interviews are scheduled, and everyone on the team seems to have a different understanding of the candidates, their qualifications and whether or not they would make a good hire.  Each individual applied their own interpretation of the meaning of “interview” to the process


Have you trained your team on HOW to interview effectively for YOUR company?

Fact #1 – Candidates in today’s market are better at interviewing than you are – they get more practice

Fact #2 – Interviewing for the whole person is critical – Competency AND 
Character

Fact #3 – Most companies practice accidental interviewing 

OK, so the economy is not looking its best these days. Nonetheless, companies still need to hire – and hire strong!

You may be thinking that recruiting is easier these days. Well, if you are looking for applicant numbers, then yes, the task is easier. You will absolutely receive more responses to job postings than you did in July 2008, but the quality of those responses will likely be lower. Those who are unemployed are responding to as many openings as they can find.

Are you burning precious time reviewing applicants that don’t match your needs?

You have spent a small fortune on recruitment ads, job boards and resume databases. You’ve kept those resumes, notes and feedback in your candidate database. When a position opens up you immediately go to the database and search for candidates who have shown an interest in your company in the past. Regardless of the position they applied for previously, the most qualified candidate is right at your fingertips!

Are you using the information that you’ve paid for in the past – first?

You’ve hired some really talented people lately. Congratulations! Now, if only you could find more just like them. Well, you can – have you asked them for referrals? Have you openly promoted your referral bonus to your new hires? Great people hang out with other great people –start collecting names and numbers.

Wouldn’t you rather pay a bonus to hire great than a job board fee to hire from the cloud?

Fact #1 – Big Job Board candidate participation has decreased 500% in the last 2 years

Fact #2 – Job Search Aggregators will poll your corporate site if you optimize it for search.

Fact #3 – Google is rapidly becoming the job search tool of choice

Hire Responsibly

June 22, 2009

Testing and backgrounds don’t necessarily reveal CHARACTER

Although skill-based testing and background checks can help you determine baseline qualifications and keep your company out of the courtroom, these methods don’t help you determine the true character of the person you’re hiring. I’m surprised at how many companies don’t do even the most rudimentary reference checking prior to hiring someone who can have a deep and long lasting impact on your business – and your customers.

The human factor, especially in early stage companies, is critical to maintaining a high level of productive energy in your company. Candidates who spend time with members of their future team, and members of other functional areas will have a much better idea of what your culture is all about. As well, you’ll get a broader understanding of the candidates if each interviewer focused on a different functional area of responsibility = marketing looks for different things in a hire than QA or engineering. I call it ‘checking blindspots.’

Do you have several team members interview each candidate?

Multi-dimensional interviews are always a good idea. Most companies conduct interviews in a vacuum. This is probably because they want to ensure a fair and lawful process however, if you are too clinical about your interviewing, or not detailed enough you may miss some very important information. Interviewing should in a manner that is relevant to the role. Consider modifying the approach.

Do you phone interview candidates who will be working directly with your customers?

Hiring managers are increasingly busy. As a result, the interview process tends to be an exercise in going through the motions to see if there is anything that would keep you from hiring rather than finding the reason TO hire. There is a definite lack of ‘thought provoking’ and interesting discussion during the selection process. An example: “what are your weaknesses,’ is boring and the candidate is prepared for the answer. “If I were to speak with your former manager, what would he/she say are the 2 things that you need to further develop in order to move to the next level?” is interesting, and the candidate is not prepared for the answer, so they have to give it some thought – and you’ll get a gut level response.

Are you REALLY engaged in making the BEST hire?

Fact #1 – Hiring Managers RARELY check references on their recruits

Fact #2 – Most hiring mistakes could have been avoided

Fact #3 – Job seekers are better prepared for the interview than you are

Job Seekers and Hiring Managers – Here is an article about the importance of manging your online profile (and your company’s online profile) in case you really haven’t embraced the Social Media frenzy yet.

Digital Brand Expressions is a high-end search engine and social media marketing consultancy and services firm that helps companies enhance their findability on the Web to drive business success.

When looking for a new job, remember to utilize social media sites, especially LinkedIn. According to Jump Start Social Media, as many as 75% of hiring managers use LinkedIn on a regular basis to research candidates before making an offer, compared to 48% using FaceBook, and 26% using Twitter.

“Social media is not only a great networking tool, it’s also a way for employers to perform reference checks on job candidates,” said Veronica Fielding, president of Digital Brand Expressions and its social media service for consumers, Jump Start Social Media. “Because LinkedIn is the most professionally oriented of the three, it tends to attract hiring managers who are doing due diligence.”

When it comes to sourcing job candidates, more hiring managers again prefer LinkedIn to Twitter and Facebook. Of the hiring managers surveyed, 66% of hiring managers visit LinkedIn, 23% visit Facebook and 16% use Twitter to find job candidates to fill openings.

To ensure that your personal brand is professional, monitor what you post on social marketing sites. Ms. Fielding reminds people, “Whether or not you are job hunting, you should be aware that your public profile is easily accessible so be sure to maintain a professional personal brand.” Social media sites can enhance a candidate’s position or be detrimental.

“Social media tools offer hiring managers the ability to gain a broad picture of an individual,” says Rosina Racioppi, President of WOMEN Unlimited, Inc. “I prefer LinkedIn because its focus is on business connections and it allows you to see the professional beyond their resume. Utilizing social media tools enables hiring managers to assess whether a candidate is an appropriate fit for their organization.

The experts at Jump Start Social Media offer these tips for using social media in the job-hunting process:
Become familiar with the popular social media sites so you can participate in important dialogues, including opportunities to network for jobs.

  • Start with one service, get comfortable with it, and branch out from there. The easiest, safest choice is LinkedIn because it has always been 100% business focused.
  • Share links to interesting news stories combined with a sentence of insight, and join groups (your alma mater, former employers, industry associations, etc.) in order to participate in online discussions with the other members.
  • Ask people in your network to introduce you to the people that they know. It’s these dynamic group interactions that help shape perceptions of you and your business acumen.
  • Make sure to finish your social media profiles and keep them updated.
  • If you are “tweeting” on Twitter, share links to stories, reports, interviews, etc. to which you add your insights.
  • Don’t overlook Facebook’s value as a way of keeping in touch and staying top of mind with the business connections you’ve made during your career.

Bring it home: If you don’t already have a personal brand, start developing one. And by all means, keep your social media sites in line with your personal branding efforts. If you don’t want certain people to know something, don’t post it for the whole world to see. Use good judment and common sense at the minimum when posting information on your social media pages.

The Jump Start Social Media survey polled 100 hiring managers at small, mid-sized, and large companies. Polling was done by Digital Brand Expressions and interbiznet.

To learn more about using social media in the job hunt, visit

www.jumpstartsocialmedia.com or www.digitalbrandexpressions.com.

Job Board post post disappointing scores

I’m talking with more companies that are voicing their frustration with the results of their recruiting efforts related to job board postings. Dollars are tight in the Human Resources category these days so it’s important to make sure that every dollar spent nets maximum return. Let’s focus on some alternatives

Your recruiting efforts should be focused on replicating the very best talent that you have internally. Your current employees, especially the Gen Y employees, are networked. They have friends, former co-workers and professional associates who are looking to grow their careers and work with the very talented folks they know, respect and admire.

Do you promote an employee referral bonus program – LOUDLY?

Savvy job seekers (the ones you want to hire) are not spending their precious time trying to navigate job boards these days. They are networking! Instead of visiting job boards they are visiting company websites to try and find interesting positions with companies who share their personal ideals.

Is your career site indexed so that aggregators (and search engines) can find you?

The top guns out there are serious about their careers. They participate actively in professional organizations; know what’s going on in the community (related to their career) and watch for trends, announcements and news. User Groups, meetups and associations are a great place to find future talent.

Are you hanging out in public?

Fact #1 – Job Boards are going in the direction of classified ads

Fact #2 – Competition for Top Talent is fierce

Fact #3 – Google is the job seekers tool of choice