The fine gents over at Recruiting.com have recently invited me to start posting at their site. I am flattered, as recruiting.com was the impetus behind me buying this domain and starting a recruiting blog in the first place.
I'm going to try to split duties, talking about recruiting, staffing, and business, over there, and utilizing this site for St Louis specifics topics, jobs, and comments.
In fact, I need an ASP UI Developer for a job in Belleville and a Technical Manager with budget experience and a knack for managing the production team for a financial company in Clayton. Maybe I'll post the jobs.
This is exciting. The authors there are just different enough in their tone from me that we can all bring different viewpoints and blogging styles to the group.
Our goal is world domination of the staffing world. Now if we only got paid for it. Also I still need a recruiter.
So keep an eye out for me. This site will be getting an upgrade in style and design, and my posts at Recruiting.com will hopefully be a big success.
Based on interviews like this with Tom Peters, Recruiting would no longer be a viable industry and there would be no unemployment.
There's a wall that HR has built around corporate America, with job hunters on one side and hiring managers on the other, and the wall-builders are renting short ladders to everyone. And there's a back order!
So with good information out there, why is it that so many people have problems finding jobs?
Recruiting.com links me! They really link me! Well, Jason links me in the comments. - one of our compadres from the great frozen land of caribou and famous entertainers links to this Fortune article that would have been cooler if it was a Skid Row song rip off.
Choice Quote? "You go into upscale suburbs, and what you see is lots of guys with laptops and cellphones, trying to look busy at the Starbucks." followed by
"In 1991, long before Starbucks became the waiting lounge of the damned, FORTUNE published a story about unemployed executives."
Great quotes. The meat of the story is a good one, once they've managed to get past the blubbering and the complaints.
Maybe it's this guy., or maybe it's the editor for St Louis at work.. I'm not ready to blame George yet, but the beginning of this article in the May 8, 2005 St louis Post Dispatch(unavailable online at stltoday.com) is definitely part of the problem.
"As you know the current job market is tight for job seekers. The companies have a distinct advantage in the hiring process because there are so many possible candidates for each job opening."
Please. The market is not tight. The real shame is the rest of the article on phone interview etiquette is actually quite good. No one read it - because they were dejected from the opening paragraph!
Three months ago I had 30 open java positions and no candidates. Now I have three good programmers and it seems the projects have been filled.
I don’t like blind submittals, but all of my client managers are a month off from hiring.
If you are a manager looking for a 3-6 month contract Java/J2EE programmer send me an e-mail. I don’t normally like to send this out on the list, but I feel like I owe it to these guys to try everything I can.
I am a third party recruiter, and we don’t subcontract. These are stellar programmers with no sponsorship – one lead and one architect in St Louis, looking for 3-6 month long contracts with extensions.
It’s this or send them out of St Louis. Sorry for the blatant blegging
Sometimes I'll indulge myself with seminars on branding oneself and one business, or catch a webinar on how to exapnd your local marketing presence.
Great ideas often come out of these places, but there is no substitute for human interaction. At 2.5% college unemployment and 5.2% general unemployment, everyone who wants a job is already working. So why do we focus so much on getting candidates to interview during working hours?
Last night, I interviewed a candidate at a Starbuck's after work. Mind you, I'm an account manager - my business responsibilites include lunches, golf, and professional sports events followed by large and largely undeserved commission checks. But here I am interviewing a candidate on my own free time. As I'm leaving, someone comes up behind me and asks what company I work for.
The man says he overheard me interviewing candidate #1, and he'd like to talk to me about his job search. Wow. Fantastic. Here's a passive candidate who won't throw their resume onto the boards who takes the time to find me. A recruiter's dream.
"The biggest danger, at any rate, won't come from the internal blogging. It will come from management's overreaction to internal blogging. If managers are afraid of internal bloggers, and respond either with witchhunts and efforts to shut them down, or -- perhaps worse, from a standpoint of organizational health -- try too hard to appease dissidents by trying to run their companies or organizations in ways that won't offend anyone, the damage will be far greater than the damage done by bloggers."
It's all for the greater good. Recruiting is about personal branding, and blogs are one way to communicate to professionals that you offer more than recruiting software. Now if I can just avoid by worst instincts in the comment section...