Who Is The Best Recruiter In The World? (And Other Stuff People Ask Me)

Keyword Graph One of the fun things about having a place on the internet where I share my thoughts with the universe is periodically checking the Analytics for this blog. Being a Charts, Graphs and Data Girl, this information definitely interests me and it’s very helpful as I continue to search for my blogging “voice” by seeing what content attracts and engages readers. (And bonus points for the data being frequently amusing too!)

Here’s a sampling from a recent look at some of the data for Cincy Recruiter’s World:

  • Almost 30,000 pages have been viewed
  • Visitors reside in 121 countries (85 countries sent more than 1 visitor)

Top 6 referring sites:

  1. Smartbrief.com
  2. LinkedIn
  3. Twitter
  4. Punk Rock HR
  5. Fistful of Talent
  6. Facebook

    Most popular posts: (List posts seem to be very popular)

    1. 6 Tips for Developing Executive Presence
    2. 25 Web Resources to Help You Get Your LinkedIn Game On
    3. 10 Social Media Resources for Executive Job Search
    4. 10 People All Recruiters Should Follow on Twitter
    5. Searching for a Job? Don’t Call a Recruiter – Think Like a Recruiter
    6. What Are The Best Interview Questions to Identify Leadership Potential?

    People pondering these questions via search engines also ended up here:

    • “How am I going to look when I’m 30?” I don’t know about you kid, but I looked fabulous. 😉
    • “What to do when a Recruiter calls?” Hmmm… I’m thinking you should answer the phone and say hello?
    • “How do you get a Recruiter to pay attention to you?” Be a legitimate match for a position we’re actively recruiting for. Oh, and be likeable. Recruiters are people too and that works with just about anyone.
    • “What are HR professionals saying to each other?” I think they’re talking about how much they like Recruiters… and how they want to learn how to effectively use Social Media in HR.
    • “What is a Coaching hat?” I don’t know. But I think I want one.
    • “I hate people and try to avoid interactions with them.” Dude…I don’t know if you’ll find much of what you’re looking for here in Cincy Recruiter’s World, but maybe you will on this blog.

    And finally, the gift that keeps on giving… at least 11 visitors who Googled phrases like “paddled + 3rd grade “, “paddled in high school” and the creepy “jenn + got + paddled + detention” ended up here thanks to this post. I can only hope that when they got here, they picked up a few helpful tips and strategies for recruiting, coaching, social media and talent development.

    Thanks to everyone that has participated in this journey thus far! If you haven’t already, I hope you’ll continue down the path with me and subscribe via email or RSS. I also hope you’ll add to the conversation on my posts by sharing your Comments. I really do want to hear from you!

    Unless you hate people and want to avoid interactions with them. Then you can pass…

    Using Twitter For Recruiting – Definitely Maybe

    If you’re a Recruiter who has been resisting the idea of checking out Twitter for finding candidates or for sharing your job openings, you’re not alone. But there are several Recruiters and Talent Acquisition pros out there who are finding Twitter to be a fertile new ground for building relationships and accessing potential talent pools that haven’t been previously as accessible through other means. So how do you decide which camp you should be in?

    Recently, Joshua Kahn – an Accenture Talent Consultant embedded at Best Buy as a Pipeline Generation Expert – responded to a debate (on Twitter of course) among several Recruiters as to whether or not Twitter is an effective tool for posting jobs by taking to his blog – find+attract – and sharing his thoughts. As with everything I’ve seen from Josh – including his recent presentation at the ERE Social Recruiting Summit – his post on “Should You Post Jobs to Twitter” is spot on. If you’re trying to figure out if Twitter is a tool to add to your Recruiter’s Toolbox, then check out Josh’s post.

    Some things Josh suggests considering to determine if Twitter is a viable recruiting tool include:

    Twitter-bird-big

    Ground Zero: Twitter will only be a useful recruiting tool for you if the people you’re trying to hire are on Twitter. (duh)
    Obvious Point 1: The number of Followers you have on Twitter matters.

    Obvious Point 2: “Who” your Followers are matters.

    Obvious Point 3: It’s important to post jobs during high traffic times and maybe more than once.

    Obvious Point 4: Use URL shorteners to track your results and determine if your job posting links are being clicked.

    Other important things to consider:

    • Use relevant Hashtags to post your jobs.
    • Don’t have a Job Board mentality with Twitter. Remember it’s a social network.
    • Add links and code to your Career Site that allow your jobs to be shared on Twitter.
    • Enable the community of people who have a vested interest in the job to participate on Twitter. (Best Buy uses ConnectTweet to allow multiple employees to tweet via one account.)
    • Follow appropriate Hashtags and Conferences to access potential candidates for your jobs.

    Nice “secret sauce” recipe on using Twitter for recruiting by a Candidate Sourcing expert!

    What tips and tricks do you think have been left out? Anything you’d add that you’ve found helpful – or not helpful – in using Twitter for recruiting?

    Social Media for HR Professionals Webinar – Two Perspectives

    Yin yang This week, The National Institute of Business Management will be hosting a webinar titled Social Media for HR Professionals featuring myself and employment lawyer Cynthia L. Gibson – a Partner at Katz, Teller, Brant & Hild. There is a fee to attend (that goes to NIBM), but if you’re interested in both how social media/social networks can be used by Human Resources professionals and how to address some of the legal concerns, this may be for you.

    The webinar is scheduled for 1:00 p.m. – 2:15 p.m on Thursday, July 23rd EST. If you’re interested, you can register here.

    Here’s a summary of what we’ll be discussing straight from the NIBM website:

    Twitter, Facebook and LinkedIn have had a major impact on the way people interact and communicate and as an HR professional, it’s up to you to understand and set rules for these social media technologies in the workplace.

    Unfortunately, the impact is not always positive. Improper use of social media at work can damage morale… hurt productivity… and even expose your company to a lawsuit and that’s all the more reason you need to be aware of both the opportunities and the pitfalls of social media. That’s why The HR Specialist has teamed a leading HR social media expert with a top employment attorney to give you the full picture on how this communications revolution affects your workplace – and your work.

    Introducing Social Media for HR Professionals. HR Tips and Strategies from a “Social Media Addict”

    Social Media for HR Professionals will acquaint you with the tools of social media and explain how those tools should (and should NOT) be used in the workplace. You’ll discover how to successfully employ social media while managing the legal risks. Presenter Jennifer McClure combines her 20 years of HR experience with her knowledge of social media – she’s a self-described social-media “addict” – to help you navigate this brave new world. She’ll be joined by attorney Cynthia Gibson – an expert in employment law matters, and a certified Senior Professional in Human Resources.

    Whether you’re a Twitter devotee or new to the game… a Facebook aficionado or a beginner… this insightful webinar will help you formulate policies, train your staff, recruit top talent and more. We’ll discuss:

    * What Social Media/Web 2.0 is
    * How HR can benefit
    * The difference between profession-based and “pure” social networks
    * Using social media in recruiting, career development and employment branding
    * Three internal legal risks of social media
    * Three external legal risks of social media
    * Analyzing how your employees use social media
    * Developing a social media policy for your workplace
    * And much more!

    Make sure you’re getting everything you should out of social media – while not getting in hot water.  Sign up for Social Media for HR Professionals today!

    P.S. FREE Bonus Gift. Register for Social Media for HR Professionals, and we’ll send you How to Draft a Company Social Networking Policy – an exclusive white paper – absolutely free.

    P.P.S. Your satisfaction is unconditionally guaranteed. If Social Media for HR Professionals fails to meet your needs, we will refund 100% of your tuition – no questions asked. Your exclusive white paper is yours to keep.

    Yin_Yang uploaded by dalehugo

    What Are the Best Interview Questions to Identify Leadership Potential?

    Question In my role as a Consultant focused on recruiting, coaching and developing Leaders, I think I know a good Leader when I see (i.e. get to know) one. This super-power comes from a combination of my experiences – I’ve worked with several great Leaders and I’ve also had exposure to some pretty bad ones too – and the formal and informal training that I’ve received throughout my career.

    However, sometimes for me – and I’ve certainly seen it with hiring managers and clients – it’s hard to guard against that “gut feel” you get when you just know that someone has what it takes to be a successful leader. In short, we’ve all fallen victim to the “I just like ’em” syndrome that almost never is a predictor of actual results.

    Recently, Dan McCarthy shared Three Questions for Potential Managers to Ask Themselves over on his blog Great Leadership. While the three questions Dan posed are good ones an aspiring leader should ponder before pursuing a managerial role (“Why do I want to be a Manager?”, “Do I have what it takes to be successful?” and “What do I want to become?”), I found the listing he shared of predictors of leadership success to be of particular interest. Here’s a snippet from Dan’s post:

    We know there are certain skills and attributes that can be demonstrated in a non-managerial role, that if done well, are predictors of managerial success. For example, Development Dimensions International (DDI) has developed a set of criteria that they say will accurately predict executive success, based on their own experience and research, and research by others.

    According to DDI, the “right stuff” for future managerial success includes:

    1. Propensity to lead. They step up to leadership opportunities
    2. They bring out the best in others
    3. Authenticity. They have integrity, admit mistakes, and don’t let their egos get in their way
    4. Receptivity to feedback. They seek out and welcome feedback
    5. Learning agility
    6. Adaptability. Adaptability reflects a person’s skill at juggling competing demands and adjusting to new situations and people. A keyhere is maintaining an unswerving, “can do” attitude in the face ofchange
    7. Navigates ambiguity. This trait enables people to simplify complex issues and make decisions without having all the facts
    8. Conceptual thinking. Like great chess players and baseball managers,the best leaders always have the big picture in mind. Their ability to think two, three, or more moves ahead is what separates them from competitors
    9. Cultural fit
    10. Passion for results

    Try assessing yourself against this list of criteria. Better yet, ask your manager and others to assess you. If you’re lacking in any key areas, that’s OK – most of these things can be improved with awareness, practice, and feedback. Other management skills are learned and mastered once in the role and with experience.

    While I think most would agree that no checklist of characteristics will be a 100% predictor of future success as a Leader, I like using this approach as a starting point for both individual assessment and for developing some interview questions when selecting individuals for leadership roles. I can think of several ways to get at these qualities through the ever popular “Tell me about a time..” behavioral interviewing questions, but I’m not a big fan of interviews that rely solely upon those types of questions – especially with non-skilled interviewers.

    I’m interested in your feedback and ideas in regards to the questions that you ask candidates, or have been asked as a candidate, to identify potential for success as a Leader. What questions would you suggest asking in an interview to assess the leadership qualities listed above?

    Hit me in the Comments section with the best questions that either you are asking or have heard and let’s do some crowd-sourcing to come up with a great list. And it’s o.k. to share your best “Tell me about a time…” questions too – just be sure to use them wisely.

    Question Mark uploaded by Marco Belluco

    A Recruiting/Sourcing Pro Explains How to Use LinkedIn for Job Search

    Binoculars I’ve referred my readers before to the candidate sourcing genius of Glen Cathey and his blog (Boolean Black Belt), which is must-read for me in my Google Reader. I enjoy learning from people who are at the top of their game and really appreciate the many folks out there who share so much of their hard earned knowledge for free on their blogs. Glen is most definitely one of those people and while he’s normally sharing complex methods and tips on how Recruiters and Sourcers can find candidates via the own internal databases, job boards, social networks and the internet, last week he posted a great tutorial for those in career transition on How to Use LinkedIn in Your Job Search.

    As is his style, the post is long and includes several illustrations and “how-to” videos. It’s very detailed and worth spending some time with it to digest. If you’re interested in performing Company research, finding opportunities and making connections to those opportunities via LinkedIn, I’d recommend you bounce over there and take a look. Also, if you find the information valuable, leave Glen a comment letting him know that you thought so!

    How to Use LinkedIn In Your Job Search Tips Include:

    • Using LinkedIn’s Job Search feature
    • How to identify the connections you already have to Jobs posted within LinkedIn
    • Finding connections on LinkedIn to jobs posted outside of LinkedIn
    • How to use LinkedIn Groups to communicate with people regarding job opportunities
    • Locating job opportunities posted within LinkedIn Groups
    • Advanced tip: How to “x-ray” LinkedIn to find Contacts outside of your Network
    • How to use LinkedIn to find and research Companies of interest

    Clues For How to Use LinkedIn

    Sherlock Holmes It’s no secret here in Cincy Recruiter’s World that I’m a LinkedIn
    Fan. When I boot up my computer each day, the first thing I open after
    Outlook and Google is LinkedIn – and it’s open all day as I drop in out
    on a regular basis. I use LinkedIn to stay connected to my network, to
    research people and companies and to learn new things from the Groups
    I’m in, questions that are asked/answered in the Answers section and
    the numerous blog posts, Slideshare presentations and reading suggestions that are uploaded by those I’m connected to.

    I speak to groups and organizations regularly and I probably answer several questions a day from individuals about how to use LinkedIn. Recently, Kerry Sandberg Scott – the brains behind the super awesome blog Clue Wagon
    – asked if I’d answer some common questions that she gets from her
    readers to share on her blog. I was happy to participate and this week,
    she’s running a LinkedIn 101 series of posts with those
    questions/answers. The first post is up today – LinkedIn 101: Getting Started – and myself and another Recruiter – Betsy Curtin from plum
    – will be sharing our thoughts. So check out what we had to say and if
    you’re not a subscriber to Clue Wagon already – I’d encourage you to do
    so. Kerry shares a lot of great information on HR, job search and
    recruiting with a sense of humor and great writing style.

    For more tips on how to use LinkedIn, check out the 2nd most popular post to date on this blog – 25 Web Resources to Help You Get Your LinkedIn Game On.

    Do
    you have any burning questions about LinkedIn? If so, share them with me in the Comments section and I’ll do my
    best to answer them in a future post.