Recruiting Animal

Lovely Lisa Rosendahl wins Tim Sackett Day

Hello Dahly, This is @animal, Dahly.
It's so nice to see you up where you belong.

Man, sometimes I wake up in the morning and ask myself: Is there anyone in the arts world as interesting as Lisa Rosendahl?

And then I tell myself: wrong Lisa Rosendahl. You don't know her. You know Lisa Rosendahl the builder of men. But I know that's sexist. Lisa doesn't build men -- or women. She builds leaders. And leading is important.

The president of the United States just said that he wants to give power back to the people so the people have to be to be ready to lead their own lives, don't they?

And how do you become a leader? "Leadership is a choice," says Lisa. "It takes takes practice," says Lisa. "Real leaders practice every day. It's time to grow up and lead."

You have to choose to practice. But you know what? It's the 21st century and some people haven't chosen to learn to type. So not everyone is going to choose to practice leadership but for those who do, Lisa offers herself as a guide.

I see your hidden strengths, she declares. "I see confidence, ownership and strength where it wasn't visible before. And that's the leadership sweet spot for me. It's not a title. It's not my name in lights. It's creating possibility where none existed before." Wow! I need her to be my second mom.

And, you want a surprise? All that leadership stuff is just a sideline. In everyday life, Lisa is the Acting Associate Director of the U.S. Department of Veterans Affairs. Yes, she's a leader herself. And, Lisa, although I'm not in the military or an American, today, on Tim Sackett Day, I salute you.

 

 

The Good Recruiter List - Week 1

Back on December 6, 2015, I announced that I would be creating a Good Recruiter List.

There are a lot of lists of the Top 10 or Top 50 Recruiters on Twitter. These are useful when you want to find an expert.

However, these lists only contain the names of people who publish a lot or speak at conferences.

There are other recruiters, though, working in the trenches who are good at what they do and could offer lots of good advice but they never turn up on these lists because they don't work at creating a public profile.

This Good Recruiter List is going to make them visible too.

I will publish the names of 3 people a week starting with these three.

1. @CathyMannis

Before she became respectable, Cathy Mannis used to be a regular caller on The Recruiting Animal Show. She's too busy now working as a sourcer at Deloitte but she did manage to call in last week and give us some good tool tips. For realz.

2. @Mike_Recruiter

Michael G. Cox is a Recruiting Manager at Dahill, a 500 person division of a Xerox. His Linkedin profile is kind of stuffy. He claims to be working with the
"senior leadership team to develop a thorough understanding of the strategic vision and subsequent staffing needs..." etc etc etc. Luckily, he doesn't talk
like that in real life so he's managed to become one of the go
-to experts on a famous recruiting radio show.

3. @TerryJobs

Terry Hall is a former Marine. Now she's a Senior Recruiter at Providence Health and Services looking for people in Diagnostic Imaging, Cardiology and Respiratory Therapy. She has a nice smile and, with Facebook as my witness, she seems to be a swell mom.

 

Job Board Doctor Interviews Recruiting Animal

My Twitter buddy, The @JobBoardDoctor interviewed me for RecruitingDaily.com. Matt Charney knew he was coming on my show so he added some fluff to soften me up.

Here's the full thing.  And here are some highlights.

Jeff Dickey-Chasins: If you had to sum up a good approach to recruiting in a single sentence, what would it be?

Recruiting Animal: Good recruiters are bold.

JDC: If you had to live in any country besides Canada, what would it be – and why?

RA: The United States. Because it’s like Canada.

JDC: What’s your favorite food?

RA: That question always reminds me of the back of a Beatles album. “Likes steak, chips, and Dinah Washington.”

 

 

 

Matt Charney, The King of Content Marketing

On August 5, 2015, Matt Charney was the guest on The Recruiting Animal Show.

It got off to a bad start. I was ready to call in on Skype when I discovered that BlogTalkRadio doesn't offer a direct connection via Skype anymore. You have to use their DirectConnect service.

It hadn't been that good in the past but maybe it improved so I was ready to use it but the site told me that I should switch to Firefox or Chrome if I wanted a good sound.

Now, I use the Pale Moon browser which is Firefox tweaked for Windows but I thought that maybe it wouldn't be recognized as Firefox so I opened a new browser and logged in there without logging out on Pale Moon.

Unfortunately, DirectConnect wouldn't let me in. It kept processing me and processing me until I gave up and tried to call in to the host phone number using Skype. But I kept getting a busy signal.

I was a bit frantic by then because BlogTalkRadio was telling me that the show had already started so I called in on the phone but maybe it hadn't started. I don't know. Anyway, I didn't have time to review my intro before the show started so it might seem a bit stilted. It's about building rapport with candidates and clients based on this article by Scott Morefield in StaffingTalk.

That's not the end the technical problems, of course. Matt Charney apparently tried to connect via Skype as well and when he couldn't he decided to call in on his mobile phone and his sound was really, really bad. I wasn't the only one complaining this time; others did too so you know it was true. I had to go over the recording after the show and amplify every single thing he said. The sound's not great but at least, now, you can hear him. Jim Durbin had a bad connection, too, so I amplified everything he said, as well.

Enough, you're saying; why do I have to hear about this stuff? Well, let me tell you, when you can't hear what the other guy is saying it affects the conversation. Even if you can kind of hear him, your mind is focused on making out what he says instead of being free to think about what he's saying.

Now, to the subject. I planned the show around Matt's ebook about content marketing. It's a free 35 page pdf and I thought it was pretty good. One of our longest conversations was about sending candidates content at every stage of the hiring process. I thought from what he said in the book that there was more to it than there is.

The thing I found most interesting was Matt's announcement that Glassdoor is spending millions on Google keywords. He also told us about a new job description tool called Textio.com.

Matt referred people to Hubspot's resource library to get information about Inbound Marketing. He said that the process has already been perfected and adapts perfectly to the ongoing supply of information to candidates during the hiring process. Matty also wrote a little ebook on Inbound Marketing himself.

I saw after the show that Derek Zeller had been complaining throughout that I would not unmute him but, in fact, I opened every line that called in and, somehow, Jim Durbin, Alejandro Guzman Acha, Michael Cox and Alan Fluhrer managed to get through. I think Derek was just eager to plug his masterpiece posting which Matty referred to. You can find it here. 

With all of those things going wrong, the show was a bit of a mess. Plus, Matt hinted that I waste a lot of time with my monologue and the singing and banter at the start of the show. So, I've solved that problem. I managed to extract a fair number of clips from the wreck and you can access each one individually here.

Animal Intro - Building Rapport - 3:30 min

Animal expresses concern - 10 sec

Matt Charney - Recruiters Are Dumb - 40 sec

Animal complains about sound - 6 sec

Matt Charney - The Source of My Snark - 1 min

Matt Charney - What is Content Marketing - 1:45 min

Matt Charney - The Power of Content Marketing - 1 min

Matt Charney - Do people hate you - 1 min

Matt Charney - Boolean Strings - 1 min

Matt Charney - Numbered List Blog Titles - 20 sec

Jim Durbin - Numbered List Blog Titles - 45 sec

Matt Charney - High Quality Content - 1:45 min

Matt Charney - Deliver Content Throughout The Hiring Process - 7:30 min

Matt Charney - Best Conference Tweeter - 30 sec

Matt Charney - Textio - 1:25 min

Matt Charney - Using Fear as a Hook - 45 sec

Matt Charney - Getting Referrals - 4:30 min

Matt Charney - Candidate Satisfaction vs Experience - 1 min

Matt Charney - Video - 1:45 min

Matt Charney and Animal Tussle - 25 sec

Matt Charney - Job Tweets - 30 sec

Matt Charney - Automated Tweets - 15 sec

Matt Charney - Linkedin Pulse - 1:45 min

Matt Charney - Job Descriptions - 2:20 min

Matt Charney - Glassdoor - 1:25 min

Matt Charney - Full Show - 60 min

 

 

 

 

 

Not Every Leader is a People Person

From Business Insider:

Most CEOs of Mayer’s stature — people running multibillion-dollar public companies the size of Yahoo — are gregarious, outgoing types — the kind of person who might have been a politician if the world of business and money hadn’t beckoned. Baby-kissers. Back-slappers. Schmoozers.

Mayer is not that type. Peers from every stage of her life — from her early childhood days to her first year at Yahoo — say Mayer is a shy, socially awkward person.

How in the world has she overcome such a disadvantage to rise so far, so fast?

 

Jackie Chan Jr, Jr Job Hunting Recruiter

Recruiting Animal Show

Feb. 19, 2014

NOON EST

LISTEN HERE

CALL TO TALK - 646-652-2754

 

Relevant Experience

Jan – Oct 2013
Technical Recruiter

Boutique staffing firm specializing in Finance, Accounting, IT

Hired to manage the social media marketing and digital outreach/curation. After the first month my responsibilities began to focus on technical recruiting instead.

It was a great learning experience for me but it's difficult to work with your friends and so I had to leave when personal/professional boundaries were getting crossed.

July 2008 – May 2010 - Student Employment Advisor - A design college with 1300 students.

Dec 2006 – April 2008 - Recruiter - TEKsystems

 

Thoughts On Social Recruiting

From Gautam Ghosh - June 28, 2009

Recently there was a Social Recruiting Summit held in the US at Google organized by ERE.

If you haven't heard of it so far, social recruiting being the use of social media and networking tools to engage prospective candidates (as Michael Specht defines it) with your organization and form a talent pipeline you might select from later.

Of course, social recruiting as a concept is not new.

Headhunters and Corporate recruiters have for over the last century cultivated networks using phones and rolodex - but the boost that the internet has given to communication, first with email then with social media tools and now with social networking has made this quite easy for recruiters of all stripes to cultivate their networks. You don't need to be part of the old boys network and to take out A list candidates to five star lunches to cultivate your network.

In fact as a corporate recruiter the Microsoft JobsBlog was one of the first dedicated approaches to social recruiting followed by Heather Hamilton's blog on MS Marketing careers.

Third Party recruiters like Dave Mendoza, Michael Kelemen were the first people I know of who used blogs, Linkedin to build their own expertise and reputation.

Now there is Facebook, Twitter and who knows what other social app round the corner.

The focus for recruiters using these tools has to be an ability to catch the next wave and speed and response to prospective candidates.

Whether you represent the 'corporate' recruiter or are headhunter (like Options Executive Search in India :-)) focusing on the people you want to impact is more important rather than focusing on the tools.

Guess great headhunters have always known that truth!

As a bonus here's a presentation that the Linkedin CEO made on Social Recruiting:
Reid Hoffman - Ere Social Recruiting Summit Keynote

My Spot on The Recruiting Animal Show

From Ed Newman: (July 14, 2011)

Yesterday I was the guest on the Recruiting Animal Show, the “Howard Stern” of blog talk radio (here is the playback). I’m not sure I have the words to describe the experience. I was a little shocked when we broke into song with the Impossible Dream. But all of the ribbing and Animal’s approach to the interview was definitely expected. I just was not quite ready for it. Not sure you can ever be ready for Animal.

I was called a liar, a lousy speaker, and a bad writer. But the most surprising feedback was that I was told in about five different ways that I should have taken a few shots of Red Bull before the show.  After listening to the play back – I tend to agree. Maybe living at the beach for six weeks has taken its toll, or perhaps it’s being unemployed for six months. In the end it was a lot of fun and I hope I get another chance to be on the show and raise my game.

One of the things I would do different is give Animal a more specific topic. By leaving it open ended it was hard to get into a groove. And now as I listen back, there is a question or two I might have answered differently had I been more prepared for it – or at least could have delivered the answer with a little more enthusiasm and energy.

Read Ed's answers to the questions that weren't asked.

Josh Brence, Technical Corporate Recruiter

Recruiting Animal Show

Feb. 12, 2014

NOON EST

 

@JoshBrence -

LINKEDIN - VIDEO

 

LISTEN HERE

CALL TO TALK - 646-652-2754

Stephen Nehez, Automotive Recruiter

On The Recruiting Animal Show

Wed Jan 29, 2014 - Noon EST

Call in to speak - (646) 652-2754

LISTEN HERE - http://bit.ly/1iKRTmf