My friend and fellow recruiter, Harry Joiner, is a great marketer. And he recruits. Harry's specialty is placing high level marketing and e-commerce executives nationally with great companies.
He knows how to get his name out where it matters. He knows how to recruit people. And he knows what his value to a company represents.
So, it's my job to source and submit the best and brightest candidates and then prepare them for anything in the interview process. Which is why I will bury my candidates in market research, company briefs, industry forecasts, and the latest ebooks on SEO, SEM, email marketing, affiliate marketing, online merchandising, usability, web development, database marketing, CRM, web analytics, TV 2.0, and more.
And it's not uncommon for me to set up phone calls between my candidates and executives or consultants who have either worked for the hiring company or have an inside knowledge about the company and its competitors. The exchange of market intelligence can get pretty spooky -- and it almost always amazes the hiring manager.
This is what I'm working to do with social media. A candidate working with me is not just going to get a recruiter who asks what they want to make and calls three references. I'm going to prepare you, and I'm going to challenge you, and when you sit in front of that hiring manager, the two of you are going to have the best interview of your lives.
Otherwise, what are they paying me for? But seriously - about Harry - he's top notch. I'd use him.
