The Recruiting Inferno

If you can't stand the fire at least appreciate the heat

  • This is Me

The funniest cover letter ever

Posted by Steve on November 7, 2007
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I’m working with a client here in NYC to build their fledgling (already profitable) software company; one of the positions is for a senior sysadmin. Aside from direct sourcing which I prefer to do, I still have fun using Craigslist – as we say here in New Yawk, you never know.

So this morning, I check my Inbox and there it was…from a sysadmin serving in Baghdad appeared the following that pretty much left me with coffee streaming from my nose while I spit out bits of the buttered roll I was eating. Enjoy!

“I’ve been bouncing boxes for Uncle Sam 2.5 years now in some of the most god awful places on earth. I’ve racked servers during indirect fire, maintained contact with a bird while our vehicle was shot up, mastered the finer art of the many uses of duct tape and how it applies to IT in a warzone. I’ve put up racks in Namibian provinces while cheetahs and jackals watched me from 100 yards away, I’ve even chased an ostrich who tried to steal my CAT5 from the box. I’ve worked on military projects where the dotmil PM/leadership had a more difficult time making decisions than my wife, I’ve danced in the Red Zone with Iraqi locals after a support call to a Forward Operating Base. I’ve mastered the chemistry of the ‘essential caffeine stack’ and I debunked the myth that if you untie your belly button, your butt will fall off (it won’t!). I’ve been shot at, shot up, blown up, broken and put back together again; from Baghdad to Namibia and from Sudan to Djibouti. I strongly feel that I have the skillset, experience and thick skin to take on the world of IT in the greatest city on earth.”

I called him right away; while he may not end up as an employee, I can assure you I’ll remember him and his made-me-pee-in-my-pants letter the rest of my recruiting days.

Jobseekers take notice!

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Hey Recruiters! Still Hiding Behind Emails?

Posted by Steve on October 9, 2007
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With the countdown to ERE’s DC conference, here’s a timely article (may require free sign-up) in my favorite “liberal” newspaper about the use of emails as a primary source of communication.

“In contrast to a phone call or talking in person, e-mail can be emotionally impoverished when it comes to nonverbal messages that add nuance and valence to our words. The typed words are denuded of the rich emotional context we convey in person or over the phone. E-mail, of course, has a multitude of virtues: it’s quick and convenient, democratizes access and lets us stay in touch with loads of people we could never see or call. It enables us to accomplish huge amounts of work together. Still, if we rely solely on e-mail at work, the absence of a channel for the brain’s emotional circuitry carries risks.”

Read E-Mail Is Easy to Write (and to Misread). I think I’ll give Clay a call today to talk about his research…

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Local NYC Event: Recruiting and the Use of Social Networks: Opportunities, Limits, Liabilities

Posted by Steve on October 3, 2007
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For those not headed down to DC, here’s local event on Social Networking. if you’re a newbie, you’ll definately learn something new;  if you’re a grizzled vet of the craft, here’s your chance to add toyour network…

HRNY Event

DATE

10/16/2007

TIME

8:00 am – 10:00 am

LOCATION

Club 101, 101 Park Avenue (between 40th & 41st Streets)

DESCRIPTION

8:00 am – 8:30 am Registration & Networking

8:30 am – 10:00 am Breakfast & Presentation

Social networks like Linked-In, MySpace and Facebook, are popping up everywhere. They are significantly changing the way companies source candidates and how candidates find out about opportunities in the marketplace. One major change is the way candidates learn the inside story about a company’s culture and what it might be like to work for a potential employer. Such information can give candidates the upper hand by allowing them to create a resume to fit a particular job. As a result recruiters must be better screeners and interviewers in order to get the best people…and this is just the tip of the iceberg!

Dr. Garritan is leading the way in HR Innovation. In this presentation he will:

•Provide an overview of what a social network is, including its advantages and limitations.

•Show how employers can use social networks to counteract some of the advantages that prospective employees have already gained leveraging these networks.

•Present some of the unique staffing scenarios that have emerged as a result of the new social networks, including legal and other implications for employers.

•Share insights about the next generation of social networking, because believe it or not, it is already here!

Attend this presentation and leave with insight that will better prepare you to fully participate in your organizations decision-making regarding how to best leverage social networks in your recruiting process.

CANCELLATION POLICY: Cancellations MUST BE RECEIVED IN WRITING. Cancellations received PRIOR to October 8, 2007 are subject to a $15 administrative fee. Cancellations received on or AFTER October 8, 2007 will not be refunded. No Shows will be invoiced for the registration fee in full if we are not notified by October 8, 2007.

PRICING – Preregistration

Student members $ 25

Members     $ 45

Non-members     $ 65

PRICING – At the Door

   

Student members $ 35

Members     $ 55

Non-members     $ 75

CERTIFICATION

This program has been approved for 1.0 recertification credit hour toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage .

REGISTER Here

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Recruiting GAP

Posted by Steve on September 28, 2007
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Seems as if “…a laptop containing personal information of about 800,000 job applicants, including Social Security numbers, was stolen from a vendor’s office [of the GAP]. The stolen laptop contained personal data for people who applied online or by phone for jobs at Old Navy, Banana Republic, Gap and Outlet stores between July 2006 and June 2007 in the U.S., Puerto Rico and Canada.”  Oh, the data was not encrypted.

Click here for the article.  

Oy-vey.

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Always Remember

Posted by Steve on September 11, 2007
Posted in: Uncategorized. Tagged: 9-11. Leave a comment

Ho-hum, another year, another September 11th. But not for me nor for thousands others; it never will be “just another day”, a day to yawningly pull clothes from the closet to wear to work, a day to stop by the local 7-Eleven for a cup of Joe, a day to follow the masses on the daily commute to work, a day to check the emails at work, a day to think-outside-the-box.

Yesterday, I caught myself thinking about September 11th – and it took me a just a wee bit off my game (for which I apologize to those for whom I didn’t return calls and emails). It was only a few days ago that the requisite articles began to appear in the local papers, articles that speak to memorials, to families, to how the carnage that day in New York, DC and Pennsylvania changed how people’s outlooks on life were forever altered.

I’m thinking about not just the nearly 3,000 people murdered that day but also the number of rescue workers who toiled on the pile breathing in carcinogens that the EPA and related agencies have termed as having little impact on cancer rates.

I’m thinking about the families that have been split by money. Family relationships that were once cohesive are now caustic. The money graciously donated by Americans has led to even more casualties – emotional ones – where families have now been split by a combination of pain and avarice.

According to an article in today’s New York Times, the difficult task of “balancing” (I don’t like this word but to most it is a balance) the “healing process” (an even more bothersome phrase in the same vein as “strategic business partner”) has been handled by Mayor Bloomberg “…sometimes clumsily and sometimes with great sensitivity and eloquence.” That’s how – I believe – most people think and act when it comes to 9/11; how to “never forget” without coming across as crass and insensitive. New Yawkahs, no matter what they might say outwardly, still stiffen at low flying planes and loud noises; any insensitivity turns into reality in the shadows of current events such as the steam pipe explosion a few weeks back or the fire at the hulking structure of what was once the Deutsche Bank building where two more firefighters died and two more were injured.

“Never Forget”, that eponymous saying that adorns many automobiles’ rear windows in our area, implies – to me at least – the concept of never forgetting the events of six years ago. I would still be thinking this way until several months ago when I lost two dear family members. What has helped me is “Always Remember”…

I remember several good friends who were murdered that day and the joy they brought to my life, and the unbridled laughter that always ensued when we were together.

I remember the thousands of people who faithfully toiled on the pile each day because they believed it was their duty as human beings to do so. I have a special place in my heart for every rescue worker who risked their lives – and continue to die each day, more casualties of 9/11 – slogging through horribly carcinogenic conditions because they had to be there.

I have come to know many people who were lost on 9/11 whose stories have been told by their families – funny and poignant tales of how these people lived. I will always remember these people.

I remember family members who turned their grief into action, creating foundations that continue to assist those in need while pushing for needed legislation.

I remember the day when my friend Marian Fontana sprinkled her husband’s ashes into a very stiff wind down at Jones Beach, her son commenting, “Look Mommy, Daddy’s all over you just like when he was alive.” Marian’s going to re-marry next year and I can’t wait to throw her a bachelorette party.

And I remember Alex Urbane, one of the most talented software developers I have ever known, who had two companies vying for his services back in mid-2001. One was with a company that I was building, the other with a company in the North Tower. I suppose I did a “better” job than their recruiter of convincing him to come with me. After the Towers fell, Alex came to me and said, “Dude, you saved my life.”

How could I not remember?

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Cost-of-Living, Telecommuting and Recruiters

Posted by Steve on July 12, 2007
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“In Houston, $225,000 will buy a three-bedroom house with a game room, den, in-ground pool and hot tub. In Manhattan, it will buy a parking space. No windows, no view. No walls.”

No, it in’t too expensive to live in Manhattan…

Seriously, with NYC costs-of-living are doing their typical upward dance, it’s a wonder that more aren’t embracing virtual employment. Despite a report in 2006 by World at Work that practically trips over itself detailing the resuults (which is why these things need to be read completely, e.g., “Based on government estimates of 149.3 million workers in the U.S. labor force, the 2006 data means that roughly 8 percent of American workers have an employer that allows them to telecommute one day per month and roughly 20 percent of the workforce engages in telework.”…wow – one day per month), there are those nasty control issues that often get in the way. Don’t you just hate it when a great candidate wants to telecommute 2 -3 days weekly and “management” puts the cabosh on it?

Telecommuting is simply one of those areas in which recruiters – all recruiters – truly need to step up to the plate and take charge over. Research telecommuting policies, check out Workingfromanywhere.org, and don’t take no for an answer when your great candidate says no because your company said no to telecommuting – challenge your leadership to explain their position. Help them take the emotional component out of their decision and rethink new approaches that might help them embrance telecommuting. Set up a telecommuting council in your company, with other area companies.

Don’t just sit their and recruit. 

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The Ethics Sham

Posted by Steve on July 3, 2007
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Over on Recruiting Bloggers, we find the usual excellence from Jim Stroud and his Recruiter’s Lounge (I know, because I’ve been there and the questions asked by Jim are right on target) in a thread entitled, “VIDEO – The Recruiter’s Lounge with Ami Givertz and Call Girl Vicky.” Very entertaining banter from both Jim and Ami.

Then comes the Call Girl Vicky part (no wonder prostitution is illegal in most states). Vicky and Jim role play a sourcing call into a company that’s the kind of stuff that comprises the fodder for those interminably long ERE threads that make you want to scream out loud and pray for God to “take me now.”

These are the threads that bring out the so-called ethical sourcers and recruiters from the most squalid recesses of our recruiting community. You can’t beat these people away from the Comment section. But in this case – Call Girl Vicky – are there any comments posted about the tactics used to obtain names? Not even one.  Why is that?

Could it be that the usual suspects have gone on vacation?

Nah…

Could it be that the usual suspects have suddenly realized that all is fair in love and recruiting?

Nope…

Could it be that the usual suspects have forsaken their ethical oaths to whatever recruiting association they belong to?

No way…

Then why aren’t the usual suspects up in arms over Jim and Vicky’s role play of the same tactics used by many to identify names via the telephone?

Could it be they have a connection to the Recruiter’s Lounge and SourceCon?

I’m truly interested in hearing from the SourceCon Presenters about the Recruiter’s Lounge demo and why the “hang’em – they’re rusin’ ” comments aren’t flying in like in-laws to family reunion.

You see, this issue is important because of the consistency of the inconsistency about what is allowable when telephone names sourcing. In other words, so many are just plan inconsistent about ethics. It is these very people who believe they have been anointed by the Recruiting Gods (no, not Sullivan, Adler, Wheeler, Jay Gee, or Manaster…well, ok, maybe David) to impart upon the masses “the right way to source and recruit.” It’s ethics when they want it – and not when they don’t.

Ultimately, it is so transparent what is taking place amidst the online banter surrounding sourcing and recruiting. If you’re pushing an “ethical agenda” but your actions are inconsistent, what does this say about the ethical agenda? Let me help you with a few words: Charlatan, Fraud, Disingenuous.

To those scratching their heads, you may not be aware of the schism that is growing on the sourcing side of our profession. And it’s a damn sham too. You see it on ERE, in the Yahoo groups, and in the recruiting blogosphere. Some even want to create a sourcing accredidation via the NAPS model that would no doubt ban the “dumb blond” tactics used in the Recruiter’s Lounge demo. You know the saying – if you can’t beat them, accredite them. I’m sure it will work just like licensing people to drive cuts down on accidents.

What this is really all about is a few strident recruiters who publicly denigrate everything sourcers do down to and including the role itself in an attempt to devalue the undeniable impact sourcers have on recruiting. I wonder why that is?

Now go enjoy the Fourth of July and the freedom to source any way you please. “My country ’tis of thee…” 

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Be careful who manages your brand…

Posted by Steve on June 13, 2007
Posted in: Uncategorized. Leave a comment

Posted a link to one of the best blog posts I have EVER read here; you will not be disappointed when you read it. However, before you click through, ask yourself a question: Who’s managing your brand?

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Animal laughs at Deez for Blogging on the Toillet

Posted by Steve on June 12, 2007
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As expected, the Recruiting Animal takes potty shots at Dieselevy about his profiling in Newsday this past Sunday…

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People at the Top Survey Results – A MUST READ!

Posted by Steve on June 5, 2007
Posted in: Uncategorized. Leave a comment

“The top people concerns for senior business executives are: creating a high-performance culture (79%), leadership development (76%), talent management (76%), and training (63%). HR leaders have similar priorities: leadership development (83%), creating a high-performance culture (72%), and talent management (71%); however, they consider HR operating efficiency to be somewhat more critical than do their non-HR components.”

“On average, 29% of the surveyed companies already outsource recruitment, training, and payroll, whilst an additional 18% expect to outsource these and other HR activities in the next three to five years.”

“According to this year’s survey, senior business executives rate recruitment abroad over the next three to five years as 10% more valuable as a source of talent than do their HR counterparts. To respond to this emerging need, HR must find new ways to tap into overseas talent, both through recruiting abroad and more effective use of offshoring.” 

Get the entire fascinating survey here

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