Source U Certification Continued!
Social media to make hiring decisions?
Worked here before, not good, so never again really?
I know Hiring Managers (HM) have certain predisposition about certain type of candidates, In this case I am talking about people who worked at the company before and their performance was not great. As a result, if they are being looked at back at their old company, they are immediately turned down, no questions asked. The problem is there should be questions asked. Questions like: how long ago was it, what exactly was the reason for their performance, where have they been since, and more.
Great Sourcers do not need industry experience!
What is Social Evidence?
Recruiters and Sourcers have fought the commoditization of our industry as best we could through the years. RPO, WMS, VMS and any number of other TLA's (3 letter acronyms) have been putting the squeeze on us for longer than I care to remember. I came into the business in 1997 and these programs were already in the marketplace. To the extent that the world spins on and companies continually seek to cut expenses, this fight will forever continue. Here I'm speaking strictly as a Recruiter with a Recruiter's point of view. In another post I'll take on the same system from a sourcers point of view.
Look at that shelf behind you, or just over your desk, and tell me what non-fiction books you see. By looking at the titles of professional (or technical) books you keep, I may be able to guess your specialty. If I tell you that on my shelf there’s a dog-eared copy of the ‘Standard Handbook of Power Plant Engineering’ by Thomas C. Elliott, and that ‘Power Plant Engineering’ by Lawrence F. Drbal, was the last book that I read, you would most likely be able to guess that my field is Nuclear Power Engineering or that at least I work closely with nuclear generators.