Here’s the Ask The Expert call we did this month with The Recruiting Animal. Candid, of course. Enjoy!
The Recruiting Animal told me this would be free all day today, as a follow-up to yesterday’s Ask The Expert call with him: The Psychology of Job Hunting
If you miss the free today download (for the Kindle… you can download a Kindle app for free on your PC), then just pay the $2.99 tomorrow.
Join us for a candid conversation from The Recruiting Animal. Animal has hosted his own radio show for years, talking to and with other recruiters. Not only is he really knowledgeable about how to get a job, he is HONEST about it all. He has no agenda, nothing to sell to you, he is FRANK and CANDID.
Register now and then join us on Tuesday morning (make sure you double check the time zone so you are there at the right time!
Nick Corcodilos takes on US Employment Issues, Monster, ATS Systems, Databases, Hiring, Congress… Pretty Much EveryoneOctober 29th, 2013
Nick Corcodilos writes a weekly newsletter that is worth subscribing to. Today he wrote his 500th edition, and it’s great. He normally answers questions from readers (many know him as “Ask The Headhunter”). He wrote his own question this week, instead of using someone else’s, and it’s very blunt:
Yes, we’d all like to know that, right?
Nick talks a lot about a lot of the aspects of employment (and the job search) in America. His article is worth reading, and marking it up with a highlighter. He exposes a key problem with HR departments, and the horrific affect of outsourcing hiring to recruiters, etc. He again exposes the ridiculousness of job boards, which according to a hiring survey are horribly ineffective but still a huge destination for corporate spending. He talks about some ideas on how to fix the problems at a meta level. He even talks about believing in yourself and starting your own business, if the hiring thing isn’t working out!
The question is, what does any of this mean for you, the job seeker? Do you do the job search different now, knowing any of this? I think so…!
My friends at CareerCloud aren’t hiring, but they got an unsolicited pitch they loved. Check it out here: We Just Got a Great Cold Pitch Jobseeker Email That Everyone Should Read
This is a great pitch because of many reasons. It is short, it talks about some pain points of both the job seeker (who is not the right fit for his current job) and the market (going towards social media), and is very honest.
In the intro paragraph he says what the (his) problem is, and why he would fit in well at CareerCloud (without saying those exact words):
Read the rest here. The candid message is refreshing. Can you think of someone you would send something similar to?
I wrote this June 2010 and it is unfortunately still relevant: Unemployed people suck, right? Let’s not hire them. Even if lawmakers put laws into place to penalize discrimination against unemployed people, it will still happen. Just like age, race and other discrimination happens with recruiters, hiring managers, company owners, HR, etc. Here’s the post from three years ago (there are 18 comments there… great stuff):
I must be getting grumpy in my old age, with all of this venting I’m doing! This post really ticks me off. I just wrote a post on Peter Newfield’s Career Resumes blog (I’ve been blogging there for the last many months) titled The Unemployed Will Not Be Considered. WHAT??? It comes from a Huffington Post article of a similar name… go check out Peter’s blog to see what I wrote.
This practice is archaic and out of touch with reality. Do these companies, discriminating against those who are out on the street for no good reason, really think that only looking at currently employed people is going to get them the best talent?
What a fallacy.
The companies listed in the HuffPo article include:
- An “anonymous company” that has an opening posted at The People Place recruiting board. Who made this decision, and why?
- Benchmark Electronics, who defends the policy saying they don’t want to waste their time with unqualified applicants. I get that… but that doesn’t mean you should cut out all unemployed people.
- Sony Ericsson temporarily had this statement on their job descriptions: “NO UNEMPLOYED CANDIDATES WILL BE CONSIDERED AT ALL.” Seriously, what outdated recruiting book did this come from?? At least they removed it once “it was noticed.” (oops, one mark against copy and paste).
- An unnamed restaurant in NJ, looking for an assistant restaurant manager…. must be currently employed.
- An unnamed “top 25 CPA firm” in NYC, same thing.
Judy Conti (who needs my LinkedIn DVD – just look at her Profile!) is the federal advocacy coordinator for the National Employment Law Project, and said some awesome stuff, including (read her comments in the last 2 paragraphs of the HuffPo article):
“In the current economy, where millions of people have lost their jobs through absolutely no fault of their own, I find it beyond unconscionable that any employer would not consider unemployed workers for current job openings,”
I agree.. beyond unconscionable.
I like the Recruiting Animal. A lot of people find him offensive but he brings out real issues and doesn’t let you hide behind rhetoric. You can hear his show on Wednesdays.
Here’s something he wrote on Facebook earlier this month (I’m posting with his permission):
Yesterday, on The Recruiting Animal Show my guest was Chris Fields.
He wrote a blog posting in which he declared: “We all know that diversity helps make everything better.”
I challenged him on this. How is a Greek programmer better than an Italian programmer? How is a woman programmer better than a man?
What about a Dutch accountant? Better than a Russian accountant?
He hadn’t thought the issue through and all he could say was, “The teams I’ve worked on have always been better when they were diverse. I don’t want to work on a team full of me.”
But, in fact, he also said that people are naturally attracted to people like themselves. That’s why every minority needs affirmative action.
Because most of the hiring managers are going to be from the majority population and they are naturally going to favour people like themselves. Inotherwords, everyone in the world is, by nature, averse to diversity.
So, if people like people like themselves, how can teams be better when they are diverse? Chris didn’t tell us that either. He wants to come back on the show. And maybe he’ll have answers then.
When Ed Newman was a guest (here’s a less-than-three-minute clip), he said that diversity programs are just to prevent the standard bias in hiring. But they don’t promote innovation through the hiring of diverse thinkers.
There are a lot of things to hate about affirmative action, whether you are a minority or not.
It is an ingrained part of HR and hiring… so for now, how do you get around any decisions based on discriminatory hiring and focus on talents, skills, deliverables, etc?
I had the pleasure of interviewing and chatting with Nick Corcodilos for last week’s Ask The Headhunter. It was a blast. I had questions for Nick but the audience had a lot, too.
Here’s the conversation, enjoy!
Note: Vimeo video. To make this full-size, push play and then on the bottom right click the icon that looks like this:
When I was in the MBA program “culture” was the big buzzword. Companies that create a strong positive culture are companies where people want to work, and give 1,000%.
Companies with a weak culture have high turnover.
My wife and I were talking about “family culture” a few weeks ago. Applying “culture” to something like family, neighborhood, etc. is kind of hard if you haven’t been indoctrinated with the concept of culture.
I want to share an amazing 126 slide presentation from Reed. I know it’s long but this is an amazing slide on culture. Consider this a “sharpening your saw” exercise, take the time to go through this. Best presentation on culture that I’ve ever seen. It almost makes me want to go work at Netflix right now.
This is from Nick Corcodilos’ newsletter: Will a consulting firm pay me what I’m worth?
In short, the answer is… just kidding. Read Nick’s answer.
Here is an interesting snippet from Nick’s response:
First, if you’re relying on salay surveys, know when to fold them. Generalized surveys are okay to give you an idea of salaries in a particular field, but they are not a good place to start negotiating your own salary.
I’ve always disliked the salary surveys and information online. I remember a boss I had who hated them because the numbers were unrealistic for our area, or our industry, or our company, or the position (or a combination of all of those). But people would come in demanding what they found online, which was impossible.
Unrealistic expectations were set and people were disappointed. It wasn’t good.
I’m sure the survey results have gotten better but I doubt using data from those websites as gospel truth is the best strategy.