Though I doubt this is bye bye to Linkedin it was a blast to attend a face to face social networking event last night sponsored by http://www.ultimatehire.com CEO, Mark Thomas. Hosted at MR. The Barbershop a bar, lounge & barbershop in San Francisco. Thank you Mark Thomas!
Only Fog City could offer a recruiter a haircut and a shave while screening candidates face to face. At this real versus virtual job fair I met some of the brightest candidates free: an MBA, a Social Networking Guru who gave me some Twitter tricks I’ll share with you at a later time, a Wealth Management Business Developer, a Java Engineer, a Technical Writer, and a Project Manager. The two hours went by so fast I missed a lot of them!
The highlight of the evening was my conversation with Mark Thomas, CEO of Hireability. This fresh young start-up has a recruiting concept that may revolutionize Talent Acquisition. They offer hiring managers a solution that charges a flat fee by the interview. Hireability does your posting, screening and provides metrics on the whole schpeil for a cost that CEO Mark Thomas claims is less than a Craigs’ List posting.
Talent Acquisition Managers, Staffing Consultants, Recruiters and direct Hiring managers may wish to consider that a new recruiting model might be coming down the pike, fees based on interviews not on hires!
The Recruiters’ Recruiter TM
Recruiters that can’t find their candidates come to me!
Contact me directly at JoeLitvin@yahoo.com
I just returned from the monthly California Staffing Professionals Silicon Valley Chapter’s monthly lunch and discussion. It was well worth the trip, what a breath of fresh air! This non-profit membership organization provides products and services to its members within the staffing services industry. There was quality networking time with top recruiters from the major agencies, independent recruiters and boutique agencies, and the icing on the cake was a panel of Senior Talent Acquisition folks: Talent Manager, Cepheid, Director of HR, Embassy Suites – Monterey Bay – Seaside, Senior Talent Engagement Manager, Plantronics, and Senior Talent Engagement Manager, Cisco.
Major tips from the panel of Senior Talent folks to the recruiters included: recruiters – slow down in our pitches & messages and learn to build relationships by being strategic rather than tactical. There was general agreement that response time for resume iteration needs to be quick and staffing managers agreed that they are more than happy to” push back” to hiring managers in order for the process to be effective. Recruiters be patient! Don’t give up after your first business development call, try to be personal rather than robotic by leaving clear & concise messages, and say your phone number s.l.o.w.l.y.
The recruitersrecruiter was a bit surprised that the panel members don’t Tweet, but I’m sure it won’t be long until they realize that Twitter is a great / free way to advertise their companies.
This was my first trip to the Silicon Valley CSP but you can bet that I’ll be going back next month when the CEO of VIPE, inc. will be sharing Web 2.0 secrets. I bet even the recruitersrecruiter will learn something ;*)
Contact the recruiters’ recruiter (Joe Litvin) at: JoeLitvin@yahoo.com
…or are they?
I read a recent article on Yahoo / Hot Jobs about the top six reasons companies may not be responding to your online resume submission, besides the fact that many people are applying for every job.
1. They’re just not that into you.
2. They may be into you, as soon as they get to you.
3. They would have been into you if you had followed directions.
4. They might be into you if you apply for a more appropriate job.
5. Your presentation could use some work.
6. There isn’t any job.
You can see the entire article at the following link:
I can be reached at: