John Sumser and I have had many conversations on the nature of work and the subjugation of the human spirit. I cannot say why it is a recurring theme in our conversation except that it is.
You can read John at his finest on the subject on the GlassDoor.com blog: Why Workers Get Left Behind.
An excellent primer from Mark Stelzner of Inflexion Advisors via Laurie Ruettimen, founder of New Media Services. Worth an hour of your time…
Following the roasting of a fellow Schwabelite in How to destroy your reputation by self promotion with special guest, Irina Shamaeva! Dave Mendoza follows up with a video: NJ Governor Christie Rips into Govt bureaucratic mess Over One Page Error.
Presented at ClickThru 2008 Online Recruitment Advertising Seminar. Shannon Seery Gude shares her insight, intelligence and experience in this primer for social recruiting:
I just read Kris Dunn’s post It’s Not You, It’s Me… Why I’m Leaving a Great Job… and threw up.
I don’t know Kris Dunn personally, nor his circumstances or motivation. There is no reason why his post should have evoked such a strong reaction in me except that he is marking in time that point in my own journey that I can only describe as…well, I threw up, need I say more?
As of the time of this writing there are somewhere between 10-20,000 online threats associated with recruiter training, maybe more. I should know. Not only have I been responsible for developing my own ingenious countermeasures to threats like Threat 1158: “Hey Buddy, can you spare a dime-a-dozen Boolean string for my [fill in the blank] search?”, and Threat 3823: “I tweet therefore I am #socialrecruiting,” but I may have authored a few threats of my own.
Thank you Mr. Zappe for pointing to TalentHole in your recent ERE article Have Your Problem Employee Removed and Get a T-Shirt. I share your disappointment that the service is a bait and switch, outplacement not replacement being the cuckoo here.
Back in the early 1980′s I worked for a London-based subsidiary of NYNEX. The banking system sales were large and complex. There were many people in the prospects’ organization who could scupper a sale and for any number of reasons. We called them Heretics. It was not an uncommon practice when a heretic became a problem that a City-headhunter was called in to hire that person out of the organization, greasing the skids for an easier, highly profitable outcome. As I recall that practice was called, ironically, bait and switch.
In reply to John Sullivan’s recent come-to-Jesus diatribe, Five Ugly Numbers That You Can’t Ignore – It’s Time to Calculate Hiring Failures on ERE.net, John Sumser now asks on HR Examiner: “Why not give the whole problem over to the training folks?”
For starters, I’m not sure changing scapegoats addresses the underlying problem. There really is very little difference between abdicating responsibility to trainers for recruiting excellence — or whatever standard we used to aspire to — to expecting “recruiters” to stop buckling under the weight of a hiring manager’s passed buck.
Recruitopian Footnotes [May 11, 2010]
Here is a search technique for finding qualified talent and passive candidates in less than 60 seconds. Taken from the series Untangling the Web: Recruiting with Google, Twitter, LinkedIn and most everything in between…, this is “custom search” at its simplest…
This tutorial showcases one of many online tools shared in the webinar series Untangling the Web: Recruiting with Google, Twitter, LinkedIn and most everything in between…
A snippet from the recent webinar series Untangling the Web: Recruiting with Google, Twitter, LinkedIn and most everything in between…
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