Candidate Experience by Design.

Posted on March 2, 2016     8 Comments

We must accept that today’s job search and recruiting process happens exclusively online, for every position, for every candidate, for every sector (save the oddest of outliers). Paper applications are pretty much dead. Period.

In fact, in the few searches where a pipeline candidate or referral is already identified prior to opening the requisition for the requisite time period to the public (suckers), those hand-picked candidates still have to go through the online application process at some point.

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It’s Like That: Recruitment Marketing Goes OG.

Posted on February 24, 2016     1 Comment

The fact is, while times have been pretty good for those of us in the business of hiring since segueing from recruiting recession to recovery (to say the least), recruiters who have been around long enough generally know better than to expect that the market is going to stay like this forever.

This is why many talent organizations have already started to squeeze their already sparse spend, looking to pinch pennies throughout the recruiting process.

It seems that in almost every case, the first victim of this employer austerity is existing ad buys, preferring predictive targeting and analytics – pay for performance, it’s pretty obvious, beats post and pray, any day.

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Equal Opportunity Employment Is A Myth.

Posted on February 3, 2016     3 Comments

As a white male, there are few conversation topics more taboo than talking about (much less writing about) the issue of race. It’s one of those things, like politics, sex or religion, that’s just not considered apropos for the workplace.

This is why we only speak of ‘race’ in terms of “diversity” and “inclusion.”

While these precepts are predicated on overt prejudice, frankly, for some reason the not so subtle institutionalized quota system that equal opportunity employment and affirmative action represent have become firmly entrenched as a dedicated HR discipline.

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I’m Hiring, So What the Hell?

Posted on January 28, 2016     10 Comments

This probably won’t work, but it pays $12.50 an hour temp to perm. What that looks like depends largely on what you do, frankly. I’d prefer someone based in Dallas Ft. Worth but if you’re right for the job I could give two shits.

Also our economy is decent here in North Texas (and by all means Amazon, Facebook and Google data centers are the better bid in tech here, so do that if you can). But there’s a chance this isn’t as enticing as it would be in like, St. Louis or Detroit.

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So, You Want To Be A Recruiter?

Posted on January 28, 2016     1 Comment

While there’s been some slight advances in the tools and technologies available for finding top talent, even the most advanced systems are simply automating what the most effective sourcers and recruiters have always done and will always do, because you don’t need a matching algorithm, machine learning or even any professional certification or credentials to be a kick-ass sourcing pro.

You don’t even have to be particularly inclined towards tools or tech, nor do you need a ton of experience—in fact, in sourcing, that can often be a liability. That’s because to be good at sourcing or recruiting, you really only need one quality: “learning agility.”

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