Posted on March 30, 2016 2 Comments
My freshman year of college, I lived in a high-rise dorm in the middle of the hood. I loved every minute of it. My favorite part, however, was the fact I could see the Hollywood sign from the window of the shared bathroom.
Every morning I looked out and thought to myself how awesome it was to be so close to the action, and it was, as a kid coming straight outta Kansas.
Posted on March 25, 2016 2 Comments
Despite our general apathy about politics, like an Olympic Athlete in some obscure sport, our collective focus gets drawn every 4 years to the race to become the Leader of the Free World – which is one hell of an optimistic job search objective, if you think about it.
This increased interest in politics happens every national election cycle, of course. This year, however, has created the proverbial perfect storm for political debate, through the rise of a certain controversial candidate increasingly looking like a major party’s inevitable nominee, mostly.
Posted on March 3, 2016 9 Comments
I know what you’re thinking. You’re probably sick of reading scathing attacks on LinkedIn by now. Hell, I am too, and I kind of invented the genre.
I’m like the Fritz Lang of trolling this particular company, and by now you know just how many fundamental problems I have with their business model, data integrity and the fact that almost everyone in their editorial, PR or legal functions is a gigantic douchebag.
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.
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.