The Seamless Workforce - Latest Comments

Re: 5 ways to create a positive candidate experience

Lauren — Mon, 07 May 2012 23:27:31 -0000

Well said. You might enjoy Ascendify's ode to the poor job seeker. We've identified the job seeker's top complaints in a 2-part series.

http://www.ascendify.com/candi...
http://www.ascendify.com/job-s...

Re: Social media recruiting from the candidate’s perspective

davidmeermanscott — Wed, 25 Apr 2012 11:20:10 -0000

Joel - the so called college entrance "experts" are absolutely clueless when it comes to using social media. Horrific. But that means there is a great opportunity right now because in a few years a high school student with a blog or YouTube channel will no longer be as unique as today.

Re: Social media recruiting from the candidate’s perspective

Joel Capperella — Wed, 25 Apr 2012 09:57:42 -0000

I will be interesting to see what this looks like in the not
too distant future. My son's high school
pays close attention to where their students are headed to college and even
give them a class in Jr. year to help them manage the process - but they aren't
even considering the reality of the digital identity of the student other than
to tell them the obvious "Don't post stupid things on your social media
accounts"

Lindsey's example is a great message to get out. Kudos again in leading thought in this
area.

Re: Social media recruiting from the candidate’s perspective

davidmeermanscott — Tue, 24 Apr 2012 18:06:25 -0000

Joel, I do think this technique works for all industries and roles. Sure, marketers are first off the blocks, but why not an accountant? Or salesperson? Or engineer? Or designer? If a company can see how someone thinks and expresses themselves, isn't that better than a stupid old resume?

BTW - I helped my daughter start a blog about Neuroscience when she was 16 years old. It was instrumental in getting her into Columbia University, the second most difficult school in the country last year, where she is now a freshman.

Re: In case you missed it: April 20

Adam Lawrence — Fri, 20 Apr 2012 14:39:52 -0000

Well done.....

Re: 5 ways to shorten your managed staffing RFP process

Matt Rivera — Thu, 19 Apr 2012 10:46:26 -0000

Cathy, thanks for your comment. I hope that we see more buyers breaking (and throwing away) that mold. I think that companies that can become more agile with their staffing solutions, including the decisions about staffing solutions, will be more successful in this area. As you point out, a long, drawn-out process that results in an MSP program that ultimately doesn't fit or work is quite a big loss of time and resources. Some companies never quite recover and thus have a hard time implementing future programs because the bad memories aren't easily forgotten by executives or the hiring managers.

Re: 5 ways to shorten your managed staffing RFP process

Cathy Clauss — Thu, 19 Apr 2012 09:14:22 -0000

Good advice for future buyers. I do see buyers being more creative and breaking the mold of asking for a novel that in many cases is not quantifiable for competitive analysis, inviting in an army of presenters and ending up with a solution that doesn’t always address the problem. This article helps sort through how to prioritize and make the best use of time and resources.

Re: Staffing solutions and recruiting in the future

Matt Rivera — Wed, 18 Apr 2012 11:46:41 -0000

Ken, Thanks for your comment. Couldn’t agree with you more. I still see a lot of the same – doing things the way they’ve always been done. There are great opportunities out there for customers to leverage staffing partners if both parties step up and work together. There are more challenges coming and companies that are in a better position to find the right people in the future will be well-positioned to grow. Others will continue to struggle.

It’s funny where you can find inspiration, but Disney still sparks something in me. And one other thing I left out: They updated Autopia at Disneyland and it’s awesome (even a small “off road” section). Some of the classics are still the best.

Re: Staffing solutions and recruiting in the future

Ken Schuster — Tue, 17 Apr 2012 12:57:28 -0000

Good article to think about, thanks Matt.

Recommend that readers download the eBook if for no other reason then to get your own gray cells moving. We have a very interesting industry to work within but too many times we stop thinking of new or different approaches because "hey, it's just staffing". For me this is easily seen with IBM Related Business where most are still approaching staffing the same way we did 15 years ago. Yet, we are dealing with a group of companies that are driving us toward tomorrow at jet speed. You can supply "butts in seats" staffing or you can partner and be one of the drivers.

And, Matt, Thanks for bringing back some Disney memories here too.

Re: Press 1 to speak to a recruiter

Donna Vespe — Mon, 16 Apr 2012 11:53:16 -0000

I agree that technology will not replace the recruiter. However I
am confident that as technology evolves, companies will try this approach if
there is the possibility of cost savings. Answering an online questionnaire is
definitely not the same as speaking to a recruiter. Thank you for your
response!

Re: Press 1 to speak to a recruiter

Chantelle — Fri, 13 Apr 2012 08:33:57 -0000

I think there is a misperception of the influence technology will have on recruitment and the role of the recruiter. Some say technology will replace the recruiter, I disagree. There is a range of "soft skills" that exist only when personal contact is made. So fully agree, we need to be mindful of how we use technology as recruiters. The personal touch in my view is what will be the competitive edge of the recruiters who want to remain active.
@busy_BOO

Re: Stay out of my Facebook!

Mindy Fineout — Tue, 10 Apr 2012 17:38:31 -0000

That is a great point, Samuel. I guess when it comes down to it,
you can’t use logic to respond to something so illogical. FB
terms of service do clearly state that users should not share their
passwords. Just one more of the many reasons this practice doesn’t
benefit anybody.

Re: Stay out of my Facebook!

Samuel Smith — Tue, 10 Apr 2012 16:10:27 -0000

I often wonder at the temerity of HR departments to violate privacy principles without consulting their legal departments. Might I add that where sharing Facebook login credentials is required, the hiring company is requiring the applicant to break a contract as a condition of employment. (See FB terms of service.) Applicants who 'pass' have also shown a track record of sharing passwords for money, thus breaking every cyber-security standard ever written.

Re: How to fill a position at a company with a bad reputation: 5 tips for recruiters

Donna Vespe — Thu, 05 Apr 2012 13:04:29 -0000

Building a talent community is an excellent way to continue to communicate with passive and current job seekers. Keeping the candidates up to date on the latest information on the company and letting them know what great projects or new developments should be seen as a positive. Thank you for the feedback!

Re: How to fill a position at a company with a bad reputation: 5 tips for recruiters

Ascendify — Tue, 03 Apr 2012 21:51:55 -0000

Great article, Donna. I would also encourage your clients to build talent communities. That way they can interact with job seekers via two-way communication, provide transparency into the company culture, and slowly start to change that negative perception.

Thanks for sharing!
Lauren

Re: Attitude as the key to new hire success: A podcast with Mark Murphy

Stephen Uttrodt — Tue, 03 Apr 2012 10:57:37 -0000

When I hired people, I gave great weight to their attitude and had much success. I feel a positive attitude is one of the most important things you can have. You cannot teach this. As someone who was downsized and now looking for employment with a company that shares these values, how do you identify these companies? It is easy to spot the Apples or Googles but there must surely be other strong companies that share these values. Where art thou?

Re: Top 10 signs your social media recruiting strategy needs to be re-evaluated

Joel Capperella — Tue, 27 Mar 2012 15:54:01 -0000

Thank you David - I'd type more but I need to GetBck2Wrk

Re: Top 10 signs your social media recruiting strategy needs to be re-evaluated

David Meerman Scott — Tue, 27 Mar 2012 14:11:32 -0000

Re: Human Capital Management: A definition

Matt Rivera — Fri, 23 Mar 2012 12:03:58 -0000

Those in the capital market -- really any company doing
business in securities, financial markets, or investing -- have to worry about
their HCM practices as much as anyone. It's not really the definition itself or
whether you apply it directly, but rather who you hire and how they are
managed. It's probably more a question of the integrity of those managing and
advising. The people at the top and their hires should instill confidence in
those doing business with them. A small, related example is the public
resignation letter from Greg Smith at Goldman Sachs, which was published in The
New York Times. According to Smith, Goldman apparently focused its HCM efforts
on those who could make the most money for Goldman. Is that right or wrong? I
don't know, but it certainly didn't sit well with Mr. Smith and probably didn’t
sit well with a few Goldman customers either.

Re: Human Capital Management: A definition

Bhavana Gokhale — Fri, 23 Mar 2012 01:04:58 -0000

At present what is the HCM situation in the capital market ? Is it applied or not because of methodicalness of the concept.
Bhavana Gokhale

Re: Do your recruiters believe in your company and can they sell?

Stephen Uttrodt — Thu, 22 Mar 2012 08:18:30 -0000

Matt, this is so true. I have ended interviews feeling great about the opportunity and the company. Even if it did not work out for me, I would most certainly recommend people I know to apply. Culture is almost never given the importance it should. It can make many of the other functions so much easier so you can focus on core items. It is just like a sports team. The ones with the great culture have their players work harder and have more fun. They are not thinking to themselves, " Gee, I wish I could be traded to that other team."

Re: 4 tips to build agility into your staffing solutions

Matt Rivera — Wed, 21 Mar 2012 10:50:01 -0000

Stephen: Great point! And that leads in perfectly to my post for today, "Do your recruiters believe...." A good culture makes employees want to refer people to the organization. And it should be easy; everyone should know where to send them, whether it's to a recruiting partner or an internal department. This ultimately reduces costs, but more importantly, good people refer good people. Turn everyone into recruiters and you can save money and have better hires. Thanks for the comment.

Re: 4 tips to build agility into your staffing solutions

Stephen Uttrodt — Tue, 20 Mar 2012 10:06:04 -0000

In addition to these great ideas, you can also load up your bullpen with people who could fit well into your organization. I have met many people over the years and if I thought they would be a good fit but a position was not available yet, I would direct them to our staffing company. They understand there are no guarantees of employement but this way you can be certain of quality candidates and cut down on the recruiting process.

Re: Why the new iPad just made your job harder

Matt Rivera — Fri, 16 Mar 2012 09:32:20 -0000

Make mine a Chai Tea Latte. Good point. Job seekers today need to research companies and think about the type of company they want to work for. A great fit is a job seeker who finds a company he or she really wants to work for because that company has created a strong culture and employment brand that attracts the matching job seeker to them. Thanks for your comment.

Re: Why the new iPad just made your job harder

Stephen Uttrodt — Wed, 14 Mar 2012 21:58:20 -0000

"Know Your Audience" is a two way street. For the people who are looking to be hired, they need to adapt to what already exists in the company and make it "Easy" for the recruiter. They have to be able to connect with the company. Those are the people you really want. Likewise, if I am a recruiter and I know all the good talent hangs out at Starbucks with their new IPads, give me a tall non-fat latte and one of those scones please :)