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Nick Corcodilos takes on US Employment Issues, Monster, ATS Systems, Databases, Hiring, Congress… Pretty Much Everyone

October 29th, 2013

Nick_corcodilosNick 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:

WTF is going on with employment in America?

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!

Read his post here.

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…!

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Awesome Cold Pitch from a Job Seeker (to CareerCloud)

October 1st, 2013

careercloud_logoMy 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):

My name is XXXXXX and I am fairly new to Recruiting but have entered this field in a company whose processes and approach were designed to serve the old economy. As you can imagine, my frustration has only fueled my need to work in an environment that is striving to adapt with this new social/mobile driven business model you’re growing at CareerCloud.

Read the rest here.  The candid message is refreshing.  Can you think of someone you would send something similar to?

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Favorite Friday: Unemployed people suck, right? Let’s not hire them.

June 28th, 2013

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.

 

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Affirmative Action and Diversity Recruiting a la Recruiting Animal #discrimination

May 2nd, 2013

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?

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ATE: Nick Corcodilos of Ask The Headhunter Fame

April 8th, 2013

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:

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Reed Hastings (Netflix) on Company Culture

February 14th, 2013

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.

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Salary Surveys and Negotiating Your Salary (based on payscale, salary.com, etc.)

February 7th, 2013

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.

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Crystal Ball Stuff: Top 7 Recruiting Fails For 2012

December 12th, 2012

You know I love reading Recruiting Blogs.  I get great insight from “the other side” of the job search.  I found a post I really liked titled: The Top 7 Recruiting Fails For 2012

One reason I love this post is that there is a lot of hype about new stuff for job seekers… but this post shows that not everything actually adds value.  Here are Jason Buss’s 7 failures, with my comments (out of bold):

#7 – Recruiting with Pinterest: I love what he said on his post: “Gag.  Enough said.”  Just because Pinterest is so successful, and it is “social,” doesn’t mean you should recruit there.  Maybe it has happened, but I wouldn’t recommend you spend time there.

#6 – Mobile Recruiting: Jason says there is still time left for this to work out, but it the idea of recruiting people using mobile devices as a tool just hasn’t happened… yet.

#5 – The Taleo Acquisition: If you apply to openings online, you’ve probably seen the  ”Taleo” name.  Oracle acquired them, but Jason says that was a failure.  Not sure what he thought the acquisition should lead to, but he says the acquisition was “catastrophic.” Not for the owners of Taleo… maybe for Oracle.  I’m not sure job seekers have seen any change, though.

#4 – Social Recruiting: Read the link on Jason’s post about social recruiting (not just Pinterest)…

#3 - Talent Communities: This idea is that companies would create communities they can tap into, more than just have a database of resumes they are creating.  I think this is going to be a hard nut to crack, but I have some ideas on how to crack it.

#2 – BranchOut: Wow.  The numbers are nasty on this one.  Read Jason’s post.

#1 – The Facebook Job Board: He’s sour on this… I’m not real big on job boards but I think Facebook might have a chance to provide value to people with job postings… only because they are so big and have so many “users.”   But, no one thinks the job board thing at Facebook has been successful.  It doesn’t matter.  Facebook has so much money this won’t make-or-break them, but it could be a strong revenue stream and they *could* reinvent the job posting world.  I doubt they will but they could.

There you go – again, I’m sharing this because I think understanding what recruiters think helps us with job search and career management.

Do you think any  ”failures” should be added to the list?


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Rant: Rubbish Job Search Advice

October 31st, 2012

I debated on writing this post, but I think it’s best I share my thoughts because the current information out there can really damage people new to the job search.

On a recruitingblogs post there’s a 10 things you should know to get a job you want post.

The first tip is horrible. It says to write your own CV/resume, because $50 is a waste of money for that.

If you pay $50 you did not get a professional resume writer.  You got a typist.

If I would have hired a solid professional resume writer I most likely would have avoided a lot of problems in my job search. I probably would have had more interviews, and possibly a job.

Instead I DIY’d my resume.  Everyone said it looked awesome.  But it was the thing keeping me out of interviews.

The second tip is horrible. Create an elevator pitch on video?  I’m not going to watch it, unless it is really really bad.  My guess is that yours will be mostly or moderately bad.  The only good video bios I’ve seen are produced by Video Bio.  Most people don’t know where to start, or what to say, or have it look good.  Most people can’t even get a good 30 second pitch for any occasion.

The third tip is good. I was at a conference a couple of weeks ago and at the recruiter panel they all agreed that even though they don’t read the cover letter the first time they do want it, especially if your resume makes it to subsequent rounds.  That’s when the cover letter gets read.  The resume writers at the conference said to err on the safe side and send one anyway, even if it won’t be read (which is better than not sending it and them wondering where it is!).  And, I hear the new cover letter is the email or LinkedIn message that you send around the time you apply.

The fourth tip is good. Be on LinkedIn.  Goes without saying.

The fifth tip is…. kind of okay, but I wouldn’t recommend it. I know people do it.  I would rather you spend time networking into a company WITHOUT a resume, though.

The sixth tip is good. You should definitely keep up on what your target companies are doing.

The seventh tip can be good (but controversial . I know some people who see great success with their job seeker clients distributing their resume widely.  You’ll find a lot of opinions on this, but my friends share success stories regularly, and if this tactic can get you and interview and a job, give it a look.

The eight tip is fine. Don’t worry about getting on a lot of social tools, though.  Figure out where your prospects are and spend your time there.  If they aren’t on Twitter, Pinterest or Google+, don’t waste your time. But I bet they are on LinkedIn.

The ninth tip is excellent. I just blogged about this, and have many posts about creating your own website.  It’s easy and free/cheap.

The tenth tip is good. I wouldn’t fret too much about this as long as you are communicating your LinkedIn profile, or blog or something like that, but it’s always good to know what people will find if they google you.

Okay, rant over.  Some good stuff, but watch out for the first two.  You might hear those again, but beware of bad advice.

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Webinar: I Have a Resume – Now What???

October 30th, 2012

Hey folks, still plenty of room for the webinar in one week at 11am EST, 8am PST.  Sign up here:

I Have a Resume – Now What???

This builds on Kim’s webinar from October titled: No Dream Job Yet? It Could Be Your Resume.  I have to figure out how to convert GoToWebinar’s crummy recording to a normal file… then I’ll post it.

In this webinar with Karen Huller we’ll learn about sharing your resume, and your brand, where to spend your time, and strategies in the job search.

Sign up here, and share this post with your friends/contacts.

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