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.
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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?
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.
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.
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?