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Guard Your Culture, Part 2



loft

The ability of leadership to deal with the truth is one of the most difficult subjects to write about for a variety of reasons. But since a leadership team that cannot deal honestly with the issues of the day will inevitably kill a company faster than changing the Google search algorithm. And the fact that this topic might hit close to home for some that read this blog…makes it a bit unnerving. But let’s not let that little truth take the edge off this discussion.

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HACKING THE BEST TALENT, Part 1


hack

Last year I wrote about Organic Self-Perpetuating Talent Acquisition, where I discussed some ideas about creating a kind of “grass-roots” culture of constant recruitment. Since then I have received numerous requests for more information and have also further distilled my original ideas.

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Does your consultant resume suffer from a case of TMI?



tmi

One of the most common mistakes that hinders an individual’s chances of being considered for a position is the use of inappropriate information. This problem is particularly acute in the Freelance/Consulting world. One of the main reasons that this problem plagues Freelancers is the assumption that they are a “company” and that the job (gig, position, role, project....) is a Corp-To-Corp situation. Another reason is that Freelancers are often represented by some type of staffing agency, so there is sometimes an added (erroneous) feeling of business formality.

All of these assumptions could not be farther from the truth....and here are the reasons why:

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Are you optimized for your job search?



SEO

So now that we're all back into the swing of things, I've decided to update some of the information one of the key barriers to job hunting.....Resume Optimization.

We've all heard about Search Engine Optimization (
SEO; click here if you don't know what that SEO is) for web sites. It's that bit of text word wizardry that helps a website rank higher in search results. The higher the ranking the better the SEO of a site. So how does this affect you?

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Organic Self-Perpetuating Talent Acquisition



organic

In the reactionary world of recruiting there is often little opportunity to discuss an enhanced over-arching global talent acquisition strategy and its tactical elements. Let alone become engaged in such an effort and elect to add your unique value to the final form.

My motivation behind instigating this discussion is to explore more efficient rational ways to meet current, upcoming and long-term human capital needs of web organizations on a company wide basis and to advocate at least one path towards organic talent acquisition.


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The Art of The Offer



DreamJob1

It happens every day. You've had phone interviews, onsite interviews, countless phone calls with the company recruiter, and now you finally are getting an offer. You wait for what seems like an eternity and then you get the call or email…..and disappointment suddenly sets in. The offer is not what you were expecting.

So now what do you do? How do you negotiate a better offer and still not blow the opportunity?


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How to hire over 50 great people in 10 Weeks!



interview

As some of you know I recently set up, and kick started, the talent acquisition program for one of the most publicized start-ups in Santa Monica, CA. During my 10 weeks with the client I implemented a new applicant tracking system (ATS), organized the job requisition and on-boarding process, developed the hiring process and SLA’s for all verticals, implemented a paid internship program, and hired over 50 regular full-time employees and consultants in all skill areas...without any team, staff support or budget.

So how was it done? Super powers, divine help, dumb luck? Perhaps a bit of one, but I give most of the credit to one critical tool; JobScore ATS. Yes, I said JobScore. Let me explain...


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Is your Recruiter keeping your identity safe?



shock

In a recent blog, the owner of a Los Angeles search firm drew attention to the fact that he was starting to receive spam marketing emails via LinkedIn from a competitor. While this is hardly a new development it does serve as a reminder that staffing companies, search agencies, and executive search firms all posses tremendous amounts of confidential information on their candidates. In the past I’ve heard of firms selling data to marketing firms, financial services companies, and even credit agencies. Now I want to be perfectly clear here that these activities are extremely rare. Most firms in the recruitment industry would never entertain such practices. But given the nature of the economy, some firms are “exploring” alternative means of revenue.

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