Recruiting Animal

Guerrilla Marketing For Job-Hunters

This is a great book

I met David Perry in November 2005 and, at that time, he asked me to write a review of his book. I wasn't happy about that. I liked him but what if I didn't like the book? I told my friend's sons about my predicament and they taunted me, predicting that I would sell out and say something I didn't believe.

After that, I resolved not to write anything if I didn't like what I saw. But, I didn't have to worry. This book is terrific. I recommend it to anyone and, in fact, if you buy it on my say-so and don't like it, I'll buy it back. Okay, I won't take more than twenty copies but, even if everyone took me seriously, I doubt that there would be more than one or two returned -- and those from born contrarians.

I'm a quibbler and proud of it so I could find plenty to argue about in David's book but, really, that would be missing the point. The overwhelming fact is that there is so much good information here, up-to-date and well-organized, that you don't have to accept every detail to learn a lot. In fact, you'd have to be out of work a long time in order to put much of it to good use.

Now, if that's what I think, why did it take me so long to deliver the review? Well, I haven't written one for a long time and there's so much information here I didn't know where to begin or, rather, end. Then, early one morning on the way to Starbucks, I saw a nice, clean copy of The Skeptical Inquirer sitting on top of somebody's garbage. I read the entire magazine including the book reviews and decided to follow a formula I found there. Make a few general statements, give a bit of evidence and leave it at that.

The review is below. If you want to disgree with something I've said or critique the review itself, I'd be happy to hear what you have to say.

Canadian Headhunter

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ATS: Key Things To Consider

Kingsbury on ATS Systems

Marty Snyder and Bobby Nelson of PCRecruiter and CBizOne are debating ATS systems.

Factors To Consider:

1. The self-hosted program is fast but the web-based app is more user-friendly.

2. How good is your IT department at supporting self-hosted applications?

It won't take much use to know which platform handles better for you. So, test both before you decide.

Glossary: Thin Client. Thick Client.

Source: HRMDirect

Exceler8ion Tries LinkedIn

Receives love but no candidates

JGo Jason Goldberg sez there's a mad rush for online advertising sales people. And, Shannon Seery of Exceler8ion confirms it.

Back then, go to any business happy hour and you found tons of online advertising folks just waiting for the next opportunity - job hopping was a way of life. Today…not so much.

She's feeling the heat on her search for a Recruitment Marketer.

In desperation, she sent an email blast to her LinkedIn network but all it brought her was a slew of greetings from old friends. It didn't lead to one viable contact.

Networking Stud Reveals Secrets

After hugely successful search

I know he used Jobster, H3 and his personal network. The details of the latter, however, are still unclear to me. Perhaps everything will fall into place in Part 2.

Read all about it here.

Landed FM Tests David Perry

Job-Hunting Science

Last year, the Gorilla Headhunter put out a terrific book called Guerrilla Marketing For Job-Hunters.

Now, he's going to test it on humans.

You can track the effects of his program on the first guinea pig at Landed FM

Profile of the testee. Landed FM bills Darryl Praill, as being "a great marketer and really smart". He's got a web site and a blog and he's being guided by David, personally.

Maureen Sharib Interviewed by Bill Vick

Hear the Voice on Xtreme Recruiting.org

Key Points (in my own words)

Bill: Maureen, I hear you specialize in deep penetration.

Maureen: You make it sound X-Rated

Bill: Deep penetration of a company, Maureen. You didn't let me finish.

Maureen: I didn't let you finish? Bill, you finished. That thought was complete.

Bill: Can't we stay on target here without starting a quarrel?

Maureen: I'm not starting anything. But to answer your question, you're right. Internet sourcing will provide some of what you need but not the same amount as the phone.

And I believe that internet sourcing will eventually go internal to the hiring companies whereas phone sourcers like me will prefer to stay outside on their own.

Bill: You know, most Big Billers outsource their sourcing to external sourcers. All the Big biller does is (cough, cough) hold the client's hand and the sourcer completely handles the candidate end.

Maureen: Yeah, most recruiters will tell you right up front that they don't (cough, cough) have the guts to do sourcing so they come to me. And, now I'm often being asked to do the initial candidate profiling as well as pure names gathering.

Bill: Maureen, what does it take to be a good names sourcer?

Maureen: Bill, more than anything else, it takes determination. I eat determination for breakfast.

Bill: Thank you, Maureen, for coming on my show.

Maureen: Well, thank you.

Bill: I'm sorry we had that little quarrel.

Maureen: Well, you should be. You started it.

Bill: Wha... [interview fades]

Maureen Sharib. Xtreme Recruiting.org (Link no longer active)


See also my interview with Maureen.

wikiCalc

Online Spreadsheet can coordinate recruiting project

wikiCalc is an online spreadsheet that can be shared in real time by all members of a project team -- wherever they might be.

This gives all players up to the minute information about the status of the search.

Later, you can export the data into any contact management software you prefer.

Of course, a spreadsheet might become unwieldy if burdened with too much information, so that could be a major issue to consider.

Hat Tip: Sviokla's Context

Gretchen Has A Problem

Dog Lady doesn't want to be nice.

Imagine a blogger who goes around ranting, "I'm not nice. I'm not nice!"

That triggers two reactions:
1. God forbid it's true and
2. The lady doth protest too much.

Certainly, since Freud, over-emphatic denial has implied a fear of the truth.

So, listen, Shmoopy, ecology demands that someone in the Recruitosphere has to be nice, so why shouldn't it be you? Make that your brand. (Since it already is).

Kawasaki On A**holes

Everyone hates the same people.

"There is seldom disagreement about orifices. The same, however, is not true about good guys.

"If you think someone is a good guy, you should never assume most people agree with you."

But, if we disagree about the good guys, we disagree about the bad guys, too.

On the other hand

At my first recruiting job, I found one guy in the office to be a mean and nasty fool. I wondered if it was just me until, at lunch, one of the girls referred to him as "that little worm".

Happy Birthday G-Man!

Here's a birthday greeting from the Recruitosphere to manhunter Glenn W Gutmacher. He bills himself as being "advanced" but not, I assume, in years. That's still futuriffic (future + horrific) for him. In the meantime, he's still an active soldier in the War For Talent.

Also to Chris Mayaud, the networking guru from Sacred Cow Dung.