BROWN BAG RECRUITER » Recruiting by Numbers

Twitter 101 for Recruiters

Amitai Givertz — Mon, 28 Jun 2010 13:15:29 +0000

Have a detailed bio and a picture Find and follow Contribute and be social Don’t talk at people Twitter Lists are for listening Source: Boolean Black Belt

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Top 10 Free Ways to Advertise Your Job Openings

Amitai Givertz — Sun, 25 Oct 2009 15:18:55 +0000

Blog
Twitter
SimplyHired.com
Indeed.com
Linked In
Business Cards
SEO
Your Organization’s Career Site
Your employees
The reputation of your organization

Source: RecruitingBlogs.com

Using Twitter for Employment Branding? 15 Things Recruiters Can Tweet About…

Amitai Givertz — Mon, 21 Sep 2009 13:33:56 +0000

Employee programs Link to blog posts, articles and other thought leadership pieces Post photos from your corporate events Company press releases Link to your job postings Interview/selection process. Bad candidates Good candidates Events and appearances Offers and new hires Career advice Did someone else mention your company in a tweet? Non-work activities Other digital networking tools Other employees on Twitter Source: Jessica Lee

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13 Reasons for Poor Sales Hires by Hard Working Sales Managers

Amitai Givertz — Mon, 16 Mar 2009 13:00:46 +0000

Do not use multiple sources for finding job candidates.
Source for candidates just before they need a position filled.
Rush through hiring without a multistage process … interview and then hire (a pipe process instead of a funnel).
Have not analyzed and do not know the top 6 personality traits necessary in top performers for industry sales competence.
Do shoot-from-the-hip non-structured interviews without questions designed to discover competencies, important personality traits, and character attributes.
Recruit personality traits and sales skills over character values like honesty, personal responsibility, and hard work ethic.
Do not use a validated personality profile.
Sell their company to candidates during MOST of the interview time. They even sell themselves on the candidate.
Talk more than the candidate does during an in-depth interview.
Do not involve other employees during final interviews.
Save candidates when they struggle with a question – sometimes even giving them the answer.
Hire candidates when only their instinct says yes.
Hire candidates when their instinct says no.

Source: Lance Cooper

Top 15 Common Secondary Sourcing Mistakes

Amitai Givertz — Wed, 17 Dec 2008 13:27:16 +0000

Over analyzing resumes
Running overly generic/basic searches
Making assumptions about candidates from their resumes
Not spending at least 10 minutes search strategy before you start
Seeing each resume only as a potential match for the position you’re working on
Assuming search finds all qualified candidates
Searching only resumes posted within 30 days when searching major job boards
Not calling candidates that appear to be under- or over-qualified
Submitting the first 2 -3 candidates you find that fit your job/hiring profile
Thinking that the major online job boards have poor quality candidates
Thinking that after searching you’ve found all the candidates
Relying solely or heavily on title-based searches
Not using the NOT operator
Only using skill/tech terms
Spending 80% of your time using low-yield resources

Source: Glen Cathey

10 Commandments of Internet candidate research

Amitai Givertz — Thu, 30 Oct 2008 15:34:34 +0000

Plan your search Define what you are targeting Know your search engine Use multiple search engines Search for people, not resumes Develop a search strategy Use synonymous concepts to expand your search Refine your search strategy Persist Search don’t surf Source: Moises Lopez

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7 Tips for Recruiting Generation Y

Amitai Givertz — Thu, 02 Oct 2008 15:15:47 +0000

Offer generous referral bonuses.
Consider different geographies.
Keep ‘em moving.
Tlk 2 them.
Get flexible.
Community service.
Think beyond the short term.

Source: Shelley Solheim

Top-Ten Reasons Why People Quit Their Jobs

Amitai Givertz — Mon, 29 Sep 2008 16:00:54 +0000

Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.
Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties.
Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else.
Management doesn’t allow the rank and file to make decisions or allow them pride of ownership.
Management constantly reorganizes, shuffles people around, and changes direction constantly.
Management doesn’t have or take the time to clarify goals and decisions.
Management shows favoritism and gives some workers better offices, trips to conferences, etc.
Management relocates the offices to another location, forcing employees to quit or double their commute.
Management promotes someone who lacks training and/or necessary experience to supervisor, alienating staff and driving away good employees.
Management creates a rigid structure and then allows departments to compete against each other while at the same time preaching teamwork and cooperation.

Source: Gregory P. Smith

Five Steps to More Effective Diversity Recruiting

Amitai Givertz — Tue, 02 Sep 2008 14:00:42 +0000

Build a diversity message into your recruitment brand Demonstrate the diversity of your organization If you aren’t where you want to be in terms of diversity, say so Invest in education Give back to the community Source: Karen Hildebrand, WetFeet

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Seven Secrets of Sourcing

Amitai Givertz — Sat, 30 Aug 2008 13:53:30 +0000

Know the right time to source
Know if sourcing in a particular sector makes sense
Know where to go
Know and understand the consequences
Know about nontraditional sourcing avenues
Understand how sourcing can save you thousands, even millions of dollars
Know how to protect your investment in your sourcing organization

Source: Maureen Sharib, ERE.net