Just wondering (was just reading one of Barry Geiman’s “What would you do?” threads) …what happens when a recruiter uses “ethical” sourcing techniques only to present a candidate who is found to have lied on their resume?
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All posts for the month October, 2005
I’d like to announce the passing of my hard drive. It was a wonderful hard drive, one that served me well for over three glorious years.
It passed quite suddenly, going from faint clicks to a rapid crescendo of mind-numbing rat-a-tat-atats in a matter of hours – I…sniff…just didn’t have the time to say goodbye. Nor to backup my files. :(
So just like the head of Bosox legend Ted Williams…I froze the sucker – for 24 hours. And I was able to retrieve most of my files. :o
Is your hard drive healthy????
A must read blog post for all you ethical recruiters out there… In-Your-Face Recruiting Tactics (halfway down the page) by Joel Cheeseman.
With all the furor associated with professional and college sports teams and their use of Native American nicknames (e.g., Seminoles, Fighting Sioux), I’m sure you can all undertand that associating one organization with the culture of another is just not right (I’m being very serious).
Given this, why do we as a profession continue to accept the use of “headhunter” especially when the Asmat tribe of New Guniea has been know to take offense to others using their moniker?
I believe an immediate cessation of the term “headhunter” is called for – perhaps this will also assist in the move towards more ethical recruiting and enable Sullivan, Adler, et. al. to have a reasonably clear Inbox at least once in their lives.
Same goes for the Fighting Irish of Notre Dame…
The Recruiting Inferno 