13 comments on “Perfectionism at 50 Can Be a Very Slow Death

  1. Steve,
    Beautifully written article. As much as i thought i knew you , you shared a part of you with this article that is delightful.

    Thanks for sharing made me think about those early years too and how funny but high energy we were when we did wonderful stuff because we didn’t know any better.

    I truly feel sorry for the current crop of wanna be recruiters who are jazzed up about “mobile”, “talent communities, branding and all the other stupid buzzwords that they have coined while they twitter away thinking that email, social networks, twitter and email is really recruiting. I think they are going to spend a lot of their lives texting, tweeting and sitting on the net waiting for life to come and get them.

    I wish they would put down the technology for 30 days, get out in the real world, look people in the eye instead of hiding behind an avatar in a world of “let’s pretend.

    Great article!

    Like

  2. Steve,

    “There are no expendable people in recruiting” is going to be in all my recruiter sessions going forward with your name attached.

    Feeling a bit lost the last couple of days on a variety of things. Maybe not lost but looking and not seeing.

    Not sure how or why, yeah I do it’s because you wrote this that some things are back in focus.

    Thank you Brother.

    P.

    Like

  3. Steve – I remember you sharing the story about the two co-ops a while back, but it really ended with that story. I remember you explaining that’s how you broke into HR/Recruiting, but it was great to be able to read further and see exactly why you’re here.

    I consider you one of my mentors. Everytime we speak I leave the conversation a bit smarter, or at least with new ideas. Now, I don’t know if that’s how every candidate has felt when walking away from you, but I wouldn’t be surprised to find that out.

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  4. @Sandra we’re in a tough profession and there aren’t any easy ways to make it happen. It’s easy to post and pray – which is likely the way most recruiters source – and wait for the good, the bad, and the ugly to respond; P&P is a model with a built-in excuse system – “I’ve posted your job EVERYWHERE and this is all I’ve recevied” rather than the more difficult “I’m building relationships but these take time.”

    Now of course we do both but when you’re tossing out a gill net onto a very small slice of the ocean and simply trawl back and forth, there aren’t many new fish who swim into your path. While I recognize that even a blind squirrel can find a nut from time to time, blind hunting shouldn’t be the recruiting strategy of choice.

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  5. @Paul we’re birds of a feather my Brother. What amazes me is how quickly recruiters dismiss someone based on a resume (which most people write poorly) or a short phone call. Even more noxious is how recruiters interview when they simply do not understand the real job.

    I mean how can these people call themselves recruiters when they don’t know the job? It’s not as if their ESP is something to write home about!

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  6. @Rich I may be a crusty old Boomer but I do listen to you and Guru and ImSo. While I might toss in a yuck or two about GenYers, I do realize that all generations have their own issues; having survived my generation’s tribulations doesn’t make me an expert on those of other generations. So I read Corn, R-Talk, ImSo and even Brazen Careerist just to stay on the edge.

    I’m honored that I’ve conned you into thinking I’m a mentor: That is not what I had in mind. It’s like the Charles Barkley ad in which he claims that he is not a hero. I just talk about things that concern me, bother me, and inspire me, and if someone graciously listens and finds what I have to say interesting then I suppose that is good.

    I never wanted anyone to guide me but I did want to hear about possibilities, shades of colors and grays, etc. then make up my own stubborn mind. I think you’re like this too.

    Like

    • I’m not much of a fan of formal mentorships, so what you’ve provided is something I value. I’d much rather consider someone a friend first, and then if I see consistent value in the words they share, then sure, I”ll pop the mentor tag on them.

      Don’t get all weird on me now. But i mean, when someone calls my house and talks to my mother, they move one step towards mentor….or a step totally in a weird and awkward direction.

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  7. Great post Steve! Now that I’ve met you & can see a little of what you’re about, it’s a real reflection of who you are. Recruiters can say what they will, but recruiting is about building relationships and learning about people. No matter how well we think we know someone or something, we don’t. There are always new angles to learn about — the “how the parachute is packed” as you stated.

    Don’t stop doing what you’re doing — continue to spread the word to the newer generations about shaking a person’s hand in real life vs. the electronic search.

    Like

  8. Pingback: Practitioner Spotlight: Steve Levy, @LevyRecruits - Blogging4JobsBlogging4Jobs

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