StlRecruiting

Jim Durbin, Social Media Consultant

2009-10-27T00:23:46-05:00

Do you know how to identify cobbler's kids? They're the only ones in town without shoes.

My blogs sometimes feel that way, which is why I've been interviewing people to take them over and use them for their own ends. While much of what we do is still focused on recruiting, 85% of my time has been in social media marketing lately, and I've let the local sites suffer.

You can change that, if you're willing to write. There's a standing offer on each site to use these for your own personal branding, but as of right now, folks seem more enamored of Twitter than making money. Go figure.

This is what I've been up to. In 2006, I left my staffing firm and joined my wife's marketing business. I left a comfortable corporate job to strike out on my own and work in a new media company dedicated to improving corporate relationships to online communities.

Today I tap my social network to hire social media experts, train internal resources, execute campaigns, and serve as a sounding board to entrepreneurs seeking to understand how the online world can improve their business.

My company, Durbin Media, is a pioneer in the social media space. We've been at this since January 2006, working with small and microbusinesses, start-ups, and a few carefully chosen national companies. We train corporations and individuals, execute campaigns, we find the people to work for your company as well.

St Louis Social Media Position

2009-09-04T09:44:57-05:00

You know me and short job descriptions. I need someone to be a social media consultant for a company. The position starts off as consulting gig, but if you do a good job, they will want you to go full time in six months. I have a fixed rate and salary in mind.

The position is remote, but you'll have a cubicle. It's working for a nursing provider here in St Louis, helping brand and promote the recruiting department. The job is not posted, and it's my job to bring a slate of candidates to them (it's retained).

What you'll do

You'll blog (regularly, and on multiple sites).

You'll monitor the online world for information on the company

You'll look for and post events in other cities.

You'll help the recruiter be the face of the company's employment, but will not be a ghostwriter.

You'll make it so the recruiter and the company are well-known in the geographical area, which means working with them to create a style of writing that agrees with both of you.

You'll report on results.

What I need from you.

1) Experience writing consistently in the online world

2) Experience interviewing (reporters and recruiters welcome)

3) Self-disciplined (as in examples, not, "I'm really discipline."

4) Curiousity

5) Functional use of Facebook, Twitter, LinkedIn, Ning social networks, Google, and blogging platforms (this is typepad, but you don't need it)

6) Some background in recruiting is great, but not necessary. Same is true for PR.

7) A desire to utilize social media for results, and not "engagement" or "conversation." It's a metrics based world.

I can train some of what you don't know, but I'm only training the one who gets the job. If interested, contact me at socialmediaheadhunter at the google email or using smheadhunter as a headhunter on a number of sites.

Giving Away Free Books

2009-08-30T22:19:04-05:00

I've received a number of books lately, and thought the best way to pass them out was posting them on the blog for you.

The first is something called The Trouble With HR, and it's written by Johnny C Taylor, Jr, and Gary Stern. I have not read it, as the book came from a publicist, but it does cover some favorite topics of the online employment world, which revolve around HR difficulties.

Personally, I think a lot of the problems with Human Resources are structural (mixing recruiting and benefits, failing to understand HR's role in protecting the company from law suits). It has conflicting duties, and that makes for difficult roles to fill.

Taylor and Stern argue that good HR departments keep employees around longer, and that can be shown as having a measurable monetary value for the company.

So, if you're in St Louis, and you'd like to get a free book, simply leave a comment below about something you love about Human Resources. Winner is who I choose based on whimsy that day.

Stories From The St Louis Market

2009-08-20T10:37:24-05:00

Unemployment in St Louis was measured at 9.9% in June 2009 by the RCGA. Those are pretty scary numbers, and the big questions are not only when they will taper off, but if they will remain permanent.

Jobseekers have plenty of stories about being unfairly treated, but employers have just as many about candidates that just don't seem that interested in taking jobs. Rather than complain, I want to focus on stories about people who did get employed. I want to hear from companies who are growing, and who found those employees that are helping them succeed.

If you have a story, or know of one, contact me at socialmediaheadhunter at gmail with the subject St Louis Jobs. These don't have to be social media stories, but instead should be descriptions of how you got a job, or how you hired.

Free publicity - on a blog that will put your company on the first page of Google. What else could you ask for?

St Louis Recruiting Professionals Meeting Wednesday

2009-07-13T08:57:21-05:00

Got my reminder from the LinkedIn Group. A good headhunter networking group.

Just a reminder... We have arranged a networking event for members of the St. Louis Recruiting Professionals group. This will be a great chance to meet and speak with other professionals in the industry as well as the area.

WHEN: Wednesday, July 15, 2009
WHERE: Araka in Clayton (next to the Ritz)
TIME: 5:30

If you have any further questions please contact myself or Natosha McIntyre.

Thanks,
Jack Kennedy

Facebook For Recruiters: Updated Live Webinar

2009-06-22T14:16:14-05:00

Kennedy Information is having me host a live Facebook recruiting webinar this Thursday at 12:00 CST. Those who know me and have been through my training before know this is something to add to your schedule - we cover strategy, sourcing, marketing, branding and integration unlike any other trainer out there.

My background in social media and the fact that I run a desk makes a difference in my training. I'm you.

So check it out, sign up, and join us for the new, new Facebook training

Facebook is the hottest social network out there, with user demographics spanning generations and regions. It’s a gold mine for recruiters; but for different reasons than you might think.

For recruiters, the real value of Facebook is in its messaging and referral capabilities. This time-saving interactive seminar will highlight the different ways to use Facebook to communicate with and hire top candidates.

Join us on June 25th and find out about:

Real-world strategies for setting realistic expectations with candidates
Tactics that leverage your current talent pool to help you find, and connect with, new prospects
Effective communication approaches that yield higher response rates to initial contact
Powerful marketing and branding techniques to attract top candidates and support your employment brand
An overview for managers as to when using Facebook is appropriate for employees

Can’t make June 25th? Register now to receive access to the full recorded event following its conclusion and listen to it at your leisure from anywhere with web access!

A Great Value Set up the interactive seminar in a conference room and pay one low fee for as many attendees as you wish.

Registration includes the link to the online event; a PowerPoint presentation a 15-minute Q&A session; and email access to the speaker before, during and after the event.

Public Relations/Social Media Position (InHouse)

2009-06-22T08:43:40-05:00

I'm Looking for a St Louis based in-house Public Relations top performer with a heavy dose of working with technology or technical services, who understands how to use social media in tandem with traditional PR.

Harder than it sounds, but easier than it looks, this is a permanent placement with a hot company in downtown St Louis. You have to have PR experience, but you have to pass my social media test also.

Salary is in the 50k range.

Expectations are that you will create press - both online and in trade and newspapers. Constant work - it's a lot more than PR Newswire or press releases to your industry contacts. But it's a sweet job with a sweet company.

Here are the basics

Ability to network and interface with trade and local press (local as in every city)
Events and Trade Shows
Managing online presence (Facebook, Twitter, blogs, networks)
Online monitoring
Press contacts
Content and copywriting press releases and social media releases
Integration of public relations and social media job duties
Results oriented policies and attention to detail (and you're judged in large part by the employment process).

The Company.

One of the most respected in its field
Heavy technology focus
Top Notch Customer Service
Revenues grew five fold last year.
One of the best bosses you'll ever have, if you're a hard worker and an entrepreneur (and there's no chance of him being a bad boss, because you wouldn't last long if you're not a hard worker).

If you're interested, contact @smheadhunter. You should know how to do that.

Stupid Hiring Tricks

2009-06-19T14:26:02-05:00

Anne from AdSaint had the misfortune to overhear a potential employer discussing her upcoming job interview. With names changed to protect the guilty, let's just say this is one great blogpost, and a working to shall we say, jackass employers?

I'm not kidding. Read the whole thing, but here's a snippet.

Man Z: "I did. She is on Linkedin, but all her information wasn't made public. I heard from "D" that he met her once before and said she was cute and outgoing. So, she made the initial cut."

Man X: "Cute and outgoing? Great, did you think to ask him, is she actually smart? "D" for all we know, could have just wanted her number. We don't need another pair of 't!t$' selling a product. If I wanted that, I could call a modeling agency and fill that order real quick. You remember the crap we had to deal with with "J". Nice gal, not too smart."

Man Z: "G didn't really say. I did ask him age range and some stuff like that though."

Man X: "Oh really, like what?"

Man Z: "Well, I wanted to know how old she is, and he said he thinks in her 20's. He couldn't tell if she was older or younger. He also said she didn't have a ring on her finger. Which is a good and bad thing."

Man X: "How so?"

Man Z: " Well bad in that in those years, women want to get married and have a family and I would rather not carry the slack from that crap. That really bit my ass having to deal with 'J" and then not knowing if she planned to come back or not and then leave us hanging cause she had her meals bought and paid for. Good in that she is single and some of the accounts are men and you and I both know what sells."

[More Laughter]

Here's the scoop. Let's say Anne was a bit more vindictive, and decided to pull out her Flipcam and record these two bozos. Considering that 1), they just admitted to age and sex discrimination, and 2) This is a juicy story that the media would love to pick up to trumpet how all men are still pigs and this goes on daily, the footage would go around the world in minutes. Luckily for them, Anne is more interested in getting a job than they exposing two adolescents hoping for a good bonus and a vacation.

Don't read too much into the story, but do be aware - the world is watching. These two checked up on her LinkedIn profile, but failed to catch that she was an AdSaint writer, and they probably never thought they were being checked up on as well.

Hiring is different these days. The world is watching.

Interview Prep

2009-06-16T09:09:51-05:00

One of the most important aspects of getting clients to hire your candidate is interview prep. Once you've found the right person, it's important you train them, prep them, and counsel them to avoid offer-killing mistakes. My biggest one is a simple question.

What is the job as the recruiter has explained it to you. Here are some Answers.

1) ~~Well, from what little I know about it...~~ FAIL
2) ~~It's um, well, it's a a (job title), doing (job title as a verb)~~. FAIL
3) He's explained it well. This is a short, concise description of the position). Is that correct? WINNER!

Why is this important? If the candidate doesn't know the job, how can they possibly interview for it? if the know the position, but can't explain it easily, then they aren't taking the interview seriously, and they probably are as sloppy when they are doing the job. If they say, "from what little I know about it," they're making the recruiter look unprofessional, which if you're a candidate presented by a recruiter, do you really want to make the recruiter out as some idiot who doesn't even tell you much about the job?

A second common mistake is talking about where the recruiter found you.

1) ~~I put my name up on Monster, and got a bunch of calls.~~ FAIL
2) ~~I called her because I was just laid off, and she had something she said would fit.~~ FAIL
3) You know, she never really told me? She called me and quizzed me, then had me come in and we talked through the position. WINNER!

Every client who uses a recruiter wants to know they're special. Talking about how they found you is a huge mistake, because 1) you don't actually know what the recruiter went through to find you or how they checked up on you, and 2) Why would you devalue your candidacy by making the recruiter out to be a job board jockey or someone who "lucked" into a placement?

Now certainly there is some self-serving advice in there. As a recruiter, I want you saying nice things about me. But as in all advice, the intent is the same - to get you the job. It's all about you. I'm perfectly willing to throw myself under the bus during the negotiation stage or if you make an error in the interview. That only works if you have already reinforced that the recruiter you're working with is the world's best. So take your time and actually listen when your recruiter gives you advice. We're experts - not at your job, but at interviewing.

They're Just Not That Into You

2009-06-12T08:23:21-05:00

MiddleAgedManager: So the interview went well from their end, and it seems you've passed their test, so now it's just a matter of securing the offer.
YoungerSister: You think they'll call me today?
MAM: That depends.
YS: Depends on what? What else do they need?
MAM: They don't need anything else from you, but they may have to work through their own processes.
YS: That doesn't make sense. Did they not like me?
MAM: It seems they liked you quite a bit, actually.
YS: Am I not qualified? Too expensive?
MAM: You're very qualified - the salary range is correct, and the truth is you can do the job they need, but that's not all there is to getting hired.
YS: What else could there be?
MAM: Hiring is harder then you realize. Managers are putting their jobs on the line every time they hire, and some like to let a decision simmer, like beans in a pot, before making that decision.
YS: Beans in a pot.
MAM: Bad analogy. How about, it's like dating, and no matter how good you look on paper, it doesn't count unless they're into you.
YS: So the interview, the preparation, the reference checks, more interviews - they mean nothing. it's just their gut feeling.
MAM: This actually works to your advantage. If someone doesn't make an offer immediately, you know they aren't that into you, which should affect your decision to accept the offer. Most people drag their feet when looking for a job because it scares them. They are afraid of rejection. So when they get an interview, they freeze up and don't do anything else until that decision is made. Unfortunately, if they don't get the offer, they're home at night on a Friday at 10:00, sad that no one called, but also dreading what happens if they get the 1:00 drunk call.
YS: So employers that wait to long are like booty calls?
MAM: More often than they admit. They're looking for something that doesn't exisst - a candidate who will transform their business with no hassle, and do it for pennies. It's a function of how we interview. Rather than focus on what problem we want to solve, we look for some idealized version of what an employee might be. What that means is when we have the right person in front of us, we balk at hiring them. And when we do follow up, both the candidate and the hiring manager know the match wasn't perfect, which starts the employee-employer relationships off on the wrong foot.
YS: So how long until I know?
MAM: 24 hours for first contact, three days before the offer, unless that first contact clearly lays out what's next.
YS: So what do I do? I really like this job and company.
MAM: You never stop looking until you've accepted an offer. If they want you, they'll call. If they don't...
YS: They're just not that into me.