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Make Your Resume Count #jobs

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Written by Daniël W. Crompton (webhat)

June 27, 2012 at 12:05 pm

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Picking Employees from Job Candidates #hr #jobs

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HR

I can tell you that the way I pick candidates to be interviewed is probably wrong, and the way I hire people is probably worse. It’s not that the people I pick are the wrong people for the job, it’s that I pick them based on my gut, rather than based on the metrics. Let me explain…

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Written by Daniël W. Crompton (webhat)

May 21, 2012 at 4:26 pm

Posted in business, risk

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Social Networking Job Trends 2012 #jobs

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In 2008, and again early 2011, I wrote articles about the Social Networking Job Trends, again I checked the graph I’d included, continued to be updating and had shot over 1% of all the job postings on Indeed.com in December 2011. Perhaps these employers and sourcers should be reading Why I Will Never, Ever Hire A “Social Media Expert”:

Social media is just another facet of marketing and customer service.
Say it with me.

What else could this mean?

It’s obvious to me that this graph shows that Social Media as a term is winning ground over web2.0, which is lost from the mid 2011 high of 0.35%.

"social networking", "social media", blogs, "web 2.0" Job Trends graph“social networking” Job Trends

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Image source: zerojay, indeed

Written by Daniël W. Crompton (webhat)

January 12, 2012 at 5:41 pm

Social Networking Job Trends #jobs

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In 2008 I wrote an article about the Social Networking Job Trends, today I saw that the graph I’d included continued to be updating and had reached almost 1% of all the job postings on Indeed.com in January. Perhaps these employers should be reading Why I Will Never, Ever Hire A “Social Media Expert”:

Social media is just another facet of marketing and customer service. Say it with me.


"social networking", "social media", blogs, "web 2.0" Job Trends graph
“social networking” Job Trends

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Written by Daniël W. Crompton (webhat)

May 24, 2011 at 10:16 pm

Educating Recruiters: The Recruiter’s POV #jobs #career

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HR

If you are a recruiter reading this this is not an indictment of your profession, but a guide for your clients.

After my article Educating Recruiters: Gatekeepers to the HR gatekeepers I was not asked to clarify, nor was I put in my place. Julie Holmwood wrote a well augmented piece noting the omission and posted the recruiters point of view.

We [recruiters] get limited opportunities with a client to ‘impress them’. Sending CVs of candidates that can do the job but don’t match the spec mean that our lifespan with that client is likely to be coming to an abrupt end.

This is a serious issue, for our clients. (The recruiter and you have the same clients!) In the short term the client must be convinced that the product must be able to perform the task that the client requires, with in the terms the client has set. This means that a recruiters need to have a good match, but the client is the final judge, so to pass the client’s gatekeeper the client must be a paper match too.

You would be astounded to know how many candidates send brilliant emails stating that they can do specific jobs standing on their head and then attach a CV that doesn’t mention any relevant experience at all.

I’m not easily surprised, but I have been in charge of processing resumes that people send to companies, so I know how bad it can be. This is why it is so important to not just have a generalized resume that you send using the buckshot approach. For each position you apply for a custom resume is as important as a cover letter. And where a resume is broad it is the task of a cover letter to highlight the specificity of the match.

If you have already contacted a company within the last twelve months then there is no way we can represent you with that company. Typically a company’s terms state that candidates belong to an introducer for twelve months. Hence if you introduced yourself to them and we then reintroduced you they would say ‘we already know him’ and would discount you from our submission list. Part of our remit is to speak with candidates about the client as well as the role and re-submitting a candidate they know is another black mark against us and something we are typically briefed by the client not to do. Of course, there are always candidates that don’t tell us. In my experience it doesn’t do the candidate any favours and they are still discounted from our submissions.

This is a matter of contract law, and although this is a point of note for the recruiter a candidate should ignore this in my opinion. (Sorry Julie!) When a candidate is refused by a customer this could be for a completely different reason, it could just be that he/she is not a good match for the position. Case in point is when I was asked by a management recruiters to be a candidate for a consultant Business Analyst for a large Dutch ISP, the ISP felt I didn’t have the marketing experience for the position. Two months later when they needed a consultant role to advise the Business Analyst the HR department didn’t make an issue of the fact that I had applied previously for a different role.

Julie replies:

Should a candidate continue to directly approach Company A time and again for different positions that they feel they are qualified to do. If they want to work for Company A then yes, absolutely.

Should a recruiter submit the above candidate when they are already known to the company because they made an application a few weeks ago, either directly or via another recruiter, no. We are briefed by the client in the majority of cases not to do this and it is bad recruitment practice. In many cases if the recruiter ignores this and re-submits a candidate that is known to the client they will not be allowed to make any charge.

I think this can be a win-win-win process for clients, candidates and recruiters but all parties have to believe that everyone is working for the greater good. When the candidate sees the recruiter as their enemy that they need to conquer to get to the good job they are probably not starting from the right place!

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I need to note here is that the recruiter is NOT the enemy! The recruiter is a service provider, I may not always agree with the way they provide the service, yet I respect the service they provide. I am a true geek hacker, and social engineering is part of my portfolio.

Your opinion is most welcome!

Published with permission of Julie Holmwood

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Written by Daniël W. Crompton (webhat)

July 28, 2009 at 12:06 pm

Educating Recruiters: Gatekeepers to the HR gatekeepers #jobs #career

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HR

If you are a recruiter reading this this is not an indictment of your profession, but a guide for your clients.

I’m unlike many people who work with recruiters in that I’ve never gotten a job via a recruiter, usually I find something under my own steam. This doesn’t mean that recruiters don’t help me to keep my resumes up to date and my skillset relevant. When a project has finished I often go to appointments set up by recruiters. And there are a number of reasons why I mostly don’t match with what the customer is looking for. So why is this?

  • Recruiters are looking to match keywords not people
  • Recruiters are looking for certificates not knowledge
  • Recruiters are limiting themselves and you
  • Recruiters are selling you, not working for you

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Written by Daniël W. Crompton (webhat)

July 23, 2009 at 7:32 pm

Ten Tips to help you move ahead #career #jobs

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Written by Daniël W. Crompton (webhat)

July 12, 2009 at 4:28 pm

Posted in business, contracting, lifehacks, risk

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