Nicknamed the ‘Rogue Recruiter’ by the Wall Street Journal, David Perry is the author/coauthor of four books including Guerrilla Marketing for Job Hunters 3.0 and has written on leadership, executive recruiting and job search, for the Wall Street Journal, Forbes, Chicago Sun Times, Globe & Mail and other firms. A well known name in executive […]
This new form of referral, divorced from all of its social intimacy, is the crap that many social media recruiting tools are peddling. Since Andresson-Horrowitz founded Top Prospect, there has been a rush of lemmings racing towards the nirvana of socia media generated referrals. For all of the supposed innovation in that segment, there sure is a lot of chase the bunny going on.
Referrals 1 Referrals are the best way to find new employees, right? Sort of. You are no more likely to hire all of your employees through a referral program than you are to broil everything you eat. When you’re hunting for team members who will give the company a powerful competitive edge in a specific […]
Recruiting, as currently practiced, is a defensive and reactive process full of promotional techniques. Placing an ad on a job board, hiring a staffing or search firm, and, filling a requirement after it is identified are all reactive behaviors executed in defense of a set of circumstances that happen out of the control of the recruiter.
The single largest myth about HR is that so called ‘best practices’ are somehow transferable between organizations and functions regardless of the organization and the function. In Recruiting circles, people will tell you with a straight face that Recruiting is the same thing regardless of the setting. The idea is that something about hiring a barista is somehow related to hiring a public company CEO.
Have you read the new report from HRxAnalysts, “What HR Thinks and Feels”? Whether or not you’ve purchased the report (it costs $1,195), you’ll probably want to attend the webinar April 19 at noon Central time.
If you already have something scheduled for that time slot, you should cancel it. We will not be distributing copies of the presentation, and the webinar will not be recorded (HRxAnalysts usually charges for this data). This is a one-time-only presentation of the data from “What HR Thinks and Feels.”
…a company with a fresh new logo, a smart tag line and well chosen colors is a lot like a teenage boy dressed and ready for his first formal dance. Looks good, smells good and makes mommy proud. The rubber meets the road at the curb of the girlfriend’s house. From there it’s about putting substance into the fresh clothes and cologne; it’s passing the girlfriend’s father test; it’s creating a good experience; it might even involve customer intimacy.
While HR is widely understood to be a difficult place to sell and do business, it’s worth considering that the problem lies with the sellers, not the buyers. The uniformity of the profession’s angst about salespeople, marketing and vendor performance suggest that there’s something really wrong with the way that vendors see their HR customers.
Often, we use the parable of the six blind wise Men to illuminate the variety of opinions available on a single topic. Proximity to the problem often befuddles the judgment. Anyhow, someone was kind enough to forward it to us. We suggest you keep a copy nearby. It is particularly useful when examining the opinions of experts.
There is nearly uniform agreement that one HR brand is often misunderstood for another.
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