Disqus - Latest Comments for Recruiting Animal

Re: Recruiting, Unconferences and Social Media

Recruiting Animal — Tue, 28 Jul 2009 09:53:20 -0000

Red, you're going to hate me but you're making yourself look bad.

1. What about ERE? How come that isn't on a list. How could that escape your mind?

Also, real 3rd party recruiters aren't making their money from social media. Do a survey. They are on the phone.

Linkedin is a resume bank. When Facebook has a better ID function for business qualifications it will become a resume database too. Same with the other soc nets. In the meantime, they are not essentials.

And yes I know about building a talent pool online. Makes sense but only certain job categories are active online. That's easily proved.

Any time you want to come on The Recruiting Animal Show and argue your point I can put together a team of people who will back you. And a team who will take the opposite pov.

Regards from me.

Re: Web Strategy: How To Evolve Your Irrelevant Corporate Website

Recruiting Animal — Fri, 28 Sep 2007 15:37:17 -0000

Do I get a nod for translating it into Canadian? (Very interesting. Loved it).

Re: Harry Joiner – Recruiter & Blogging Super Star

Recruiting Animal — Thu, 25 Sep 2008 17:12:26 -0000

Did Harry Joiner make a fool out of me?

At Recruitfest, Dennis Smith promoted the idea of setting up a social network which would attract all of the people in his niche of wireless communications. Then he could be the Community Manager, a term he took from Susan Burns the day before.

I said, "Hey, David Perry's sitting right here. There was just an article about him in The Wall Street Journal that described him impersonating waiters and skulking around basements to get the names he needs.

"Is he going to bribe a janitor to get the number of somebody's private washroom and then put that guy on Ning? How dumb is that?

"What's more," I said, "Harry Joiner, the Marketing Headhunter, just appeared on The Recruiting Animal Show, telling us how he blocked another recruiter from accessing one of this star candidates on LinkedIn.

Now, he tells Bill Vick that he has started a LinkedIn group so that all of his best candidates can see eachother. I don't know the details but I'll bet he won't let the competition in. All the same, once the information is made somewhat public, it's going to be leaked by some of the members. And how can that be good for Harry?

He can see that. You can tell in the video. But he shrugs his shoulders and says, "Changing is going to cause less pain that not changing." Sure, Harry. Good luck.

Re: Harry Joiner – Recruiter & Blogging Super Star

Recruiting Animal — Mon, 29 Sep 2008 11:07:56 -0000

Harry Joiner might be smarter than you. He might also be a more talented communicator.

But, Bill Vick used his persuasive powers to get Harry to reveal some of his best practices that anyone can copy -- to some extent. Meaning, you can benefit from certain techniques even if they will never take you as far as they will a really talented person.

You'll note that Harry has an endearing trick in his self-presentation. He tells you the truth in his boasts but then he pulls them away.

For instance, even as he tell us that he knows his market better than anyone, he also claims that "I'm a great marketer not a great recruiter" and "It's debatable how smart I am." That keeps you from getting too jealous and hating him and it gives you the feeling that "Even I can do it, too."

1. Specialize in a specific business sector

Candidates want someone who takes a non-transactional approach to recruiting. They'd rather work with you if you are not there for this one job order alone but work on many projects in the same field. Then they have a reason to build a long term relationship with you.

2. Know Your Niche Well

The Marketing Headhunter places e-commerce types, "people who know how to make money on the internet."

His key to success? He knows a lot about marketing -- and marketers find it refreshing to work with someone who speaks their lingo and knows how they think. That's his differentiator.

He says that he sees himself as the of e-commerce recruiting. He's never played the game but he watches it from the press box level and can tell a good story based on that overview.

3. Make Sure the Job is a good fit for the candidate

Harry makes a point of seeing a job opportunity in terms of the fun, money and career potential it holds for a candidate.

He calls the formula "Fun, Future and Finance". Making sure that a job offers something on all three bases and being able to explain this to a candidate is the key to building good relationships.

4. Satisfy Your Clients

Nobody wants to pay the recruiter. So you want to place candidates who are so good that your fee is lost in the value they create. (Harry says that his candidates are very impressive).

5. Only measure what you can control

For instance: Calls per day. Time on the phone.

6. Maintain a high profile in your target niche

It is important to brand yourself online as one of the go-to guys in a specific field. Use social media like blogging to make your presence felt.

Re: Recruiting Animal – Blogger, Radio Personality, Recruiter, Starbucks aficionado

Recruiting Animal — Wed, 15 Apr 2009 17:18:31 -0000

I am the Recruiting Animal and I approve of this posting.

Bill, thank yooou!

Re: Recruiting Animal – Blogger, Radio Personality, Recruiter, Starbucks aficionado

Recruiting Animal — Thu, 16 Apr 2009 18:24:27 -0000

Mitch and others. It's synthetic fur. I got it for $12 dollars (CDN) at Winners.

Re: Michael Marlatt – Social Media and Technology Visionary

Recruiting Animal — Mon, 04 May 2009 09:15:04 -0000

Mike, is it profitable to be the first into something like mobile?

Maybe it's better to let someone else figure out the delivery and establish the market - then come in with your superior content once the market is established.

Re: Jake Stupak – ATS Product Specialist

Recruiting Animal — Fri, 08 May 2009 15:14:56 -0000

Bill, they all have great smiles in the front picture but they stop smiling once they start speaking to you. What gives?

Re: Recruiting Animal – Blogger, Radio Personality, Recruiter, Starbucks aficionado

Recruiting Animal — Wed, 20 May 2009 07:17:11 -0000

Ach, Rabbie, of course you're right. But that WAS an expensive webcam when I bought it ($150). I just never use a webcam so I never updated. I had a hell of a time getting this one going for Bill. Will follow your advice as Donato told me that I might get sponsors if I go visual.

Re: Krista Bradford – CEO The Good Search, LLC

Recruiting Animal — Tue, 02 Jun 2009 14:40:54 -0000

Happy to actually see Krista after knowing her blog for so long.

Would have liked to hear about some examples of her put-on-her-thinking-cap searches. It was very high level and abstract in the video.

The "What would motivate you to move in your career?" doesn't sound like such an incredible relationship-builder. I must be missing something.

She's a generalist. I don't meet many of those. That's what I am and I've always thought it was a mistake.

I'd like to have Krista on the Recruiting Animal Show to dig into those issues.

Re: Bill Boorman – Bill Boorman Consultancy Limited

Recruiting Animal — Tue, 16 Jun 2009 19:16:08 -0000

I've only known Bill since his last video with Bill but he seems a bit like an old pal already.

Re: The Real Reason Advertising Doesn’t Work

Recruiting Animal — Tue, 25 Sep 2007 18:19:40 -0000

Scotty, Animal thought this one was pretty good.

Re: Confused by all the Twitter applications (take 2)

Recruiting Animal — Mon, 01 Jun 2009 10:46:46 -0000

Great post. If you want to come on The Recruiting Animal Show and talk about it let me know. www.recruitingshow.com

Re: Seesmic Desktop or TweetDeck?

Recruiting Animal — Sat, 06 Jun 2009 12:58:14 -0000

Is the link to the video misssing or am I missing it

Re: The Evolution of Recruiting

Recruiting Animal — Fri, 17 Jul 2009 09:47:03 -0000

Chris,

It seems like a no-brainer that corporate recruiters can and should use social networks to create a talent pipeline they can draw on when needed.

However I don't understand this:

"The idea is that if the employees want to complain they will."

Does that mean that if I don't give you a corporate vehicle for complaint, you're going to do it anyway through some other channel with the same effectiveness?

I think you have to spell that out in concrete terms.

Otherwise it is just more of the same abstract unprove verbiage you get on any blog or seminar.

We, your public, deserve a bit more of a business case than that.

Re: http://blog.inc.com/ask-norm/2007/10/my_visit_with_ahmadinejad.html

Recruiting Animal — Tue, 30 Oct 2007 06:18:54 -0000

The video has been removed Norm

Re: http://blog.inc.com/ask-norm/2007/10/stan_oneal_failed_the_first_rule_of_leadership.html

Recruiting Animal — Tue, 30 Oct 2007 06:17:44 -0000

Hey Norm,

Don't big movie starts have clauses in their contract that forbid anyone on the set from looking them in the eye?

This is the equivalent of call display on your phone. You don't want every Tom, Dick and Harry taking up your time just because you have a phone.

The CEO is like a celebrity. He is the object of special attention and as such will have little privacy unless he builds a fence. Kapeesh?

Re: Entrepreneurship & Gen-Y

Recruiting Animal — Thu, 17 Sep 2009 10:22:31 -0000

"Throughout history the entrepreneurial spirit of individuals has always been the backbone on which innovation and salvation have been carried…Corporations are large and slow."

The big companies hire scientists and fund research. How can entrepreneurs be the backbone?