I can only hope this doesn't go off the page.
talent acquisition. heh.
The Kansas ity Recruiting Community On Ning is up to almost 500 members, and it's turning into an interesting career coaching site for candidates. I've spent a lot of time in KC, and the Midwest value of helping out your neighbor is pretty strong.
If you're a recruiter here, or if you want to take stock of a recruiter before you send in a resume, this is a good place to start. Of course, if you want your own voice, starting a blog is still the best way, but if you're looking to network with other recruiters - head on over and start up a profile.
I can only hope this doesn't go off the page.
talent acquisition. heh.
Curious about the LinkedIn Training? I've uploaded a trailer of some of the content. To register for the lunch on the 19th, head on over to the MAPSS KC website. This is a live training, but you'll also be taking back a training DVD to review at your own leisure.
Using LinkedIn As A Sourcing Tool from James Durbin on Vimeo.
The quality of the video is much better - this has been compressed for uploading to the web.
I'll be in Kansas City (one of my favorite cities - they have the best house architecture in the Midwest) February 19th-21st, primarily to train the local NAPS Chapter on the use of LinkedIn for recruiting. Lunch will be served, and in addition to the presentation, you'll be taking home a LinkedIn: Recruiting CompanionTraining DVD of the presentation, ensuring that the knowledge you hear is available for review.
The registration link is here for the event. Thursday the 19th, from 11:30-1:30, at the Hereford House in Leawood, Kansas. This event is specifically intended for third party and independent recruiters. For more information, be sure to check out the Kansas City MAPSS Site. You can also register by contacting Shelley Seibolt.
Call Shelley Seibolt 913.663.5627 or Email: shelley@staffingkc.com
I will be in town Friday as well - if you are a local firm looking for more information on using social media, whether in recruiting, sales, marketing, or public relations, schedule some time and let's sit down and talk.
Here's a sample presentation on the impact of Enterprise 2.0 on the Modern Corporation.
This training will focuses on the description and application of search engine optimization techniques for recruiters, including primers on what SEO means, how to write content, and how to rank highly in search engines for terms relating to your market niche.
Some facts to think about:
68% of offline purchases begin with online searches
Over 70% of recruiters admit to using a search engine to check a candidate’s background prior to an offer
What this means is that search engines are an important part of the way we conduct all business. We check out salespeople calling us by checking their name in a search engine. We research vendors, and yes, we check out recruiters before we agree to send them a resume.
Learn how to dominate your niche both locally and nationally, in this specialized training.
And if you’d like to see how it’s done – do a search for “jim durbin” recruiter. Last time I checked, I was 18 pages deep on Goole.
Purchase Search Engine Optimization for Recruiters at the Social Media Headhunter Cafe.
YourHRGuys says yes, and tells us why. Reasons #1 and #2:
The key reason to blog is knowledge - both about your industry and about your business. You'd be surprised how many people never take the time to look critically at the way they do business. In today's business climate, that's going to be a problem.
How can you improve, if you don't know what you do right and wrong? Blogging demands content, and the best content is looking at your situation and discussing what you do wrong, and how you plan to fix it.
Forget the rest. Blog for yourself. It makes you a better employee, more aware of what's going around, and there's that personal branding boost you need for the future. It looks like I'm coming to Kansas City in February. If you start your blog between now and then, I'll be happy to promote it. And if five people do it, I'll give each of you a shiny recruiter training CD on how to blog to hire candidates.
Counter offers are career poison. As a recruiter it's paramount to know that. Even more important is how well potential hires know this. It's common for any good employee to get a counter offer when they leave their employer. No employer wants to lose a good resource or intellectual property and odds are they will offer a raise or promotion to prevent it. Odds are just as high that it won't fix the problem. Go ahead and google "Counter Offers". The articles are out there in spades, like this clip from TopCareers.
According to national surveys of employees that accept counter-offers, 50-80 percent voluntarily leave their employer within six months of accepting the counter-offer because of unkept promises. The majority of the balance of employees that accept counter-offers involuntarily leave their current employers within twelve months of accepting the counter-offer (terminated, fired, laid off, etc.).
Recruiters do themselves and their recruits a disservice if this isn't made very clear from the start. The worst thing in the world is to have a recruit accept a counter offer, then call back three months later to look again. Chances are they've burned a bridge and lost an opportunity.