Robert is a friend of mine who I met at blog dinners many years ago. While I haven’t seen him in person for years, we keep in touch mostly through chat and email. Robert is a busy guy, and has had some crazy-cool recruiting jobs. When I met him he was a tech recruiter at a staffing firm. Since then he has been in-house at Novell (which was “kind of a big deal” here in Utah for a while), and is currently a senior “engineering and technical recruiter” at Fuision-io, which I think is the greatest thing to come out of Utah’s tech space in a long time.
Robert is a … how do I say this,… a geeky nerd. Let me clarify – he has great people skills, and can communicate very well (which you’ll figure out on Tuesday). But he LOVES to learn. He loves technology and dabbles in it all the time. He is also one of the better recruiting bloggers out there… check out his blog at Connected Well. Click the link below to see his LinkedIn profile:
Anyway, join us on Tuesday. And put your questions in the comments below, or shoot me an email so I can list them and be ready with YOUR questions.
Last August I did an Ask The Expert call with Dave Perry… it was awesome. You can access it (and others) for free here. In a blog post announcing his interview I got a comment with a great question… and Dave answered it. Here is the complete question/answer. If you think Dave is great, you have to devour his book and check out his other stuff.
Bruce’s question is about disclosure to a recruiter:
Since before I started JibberJobber there was this blogger/recruiter out there named Steve Levy. I became friends with Steve online, then we roomed together at a conference, and we’ve had phone calls thoughout the years.
I recently asked him for some input on a project I’m working on and he replied back with a link to a blog post that really answered all my questions. It had been a while since I had read Steve’s stuff and I found myself looking through a bunch of his blog posts. I LOVED this one since it really summed up a lot of high-value tips for job seekers with regard to social media:
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 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:
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!
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):
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 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?