Recently, hcm blogspot brought in other writers to give different perspectives and different content. Great Idea! Recruiting101, as John Sumser said the other day gets into the nitty gritty of recruiting.

I know there are lots of folks out there with real ideas about the recruiting industry from the perspective of picking up the phone and calling lots of people everyday. To me, this is recruiting and I know most successful recruiters agree.

I would love to share the stage on this blog with other recruiters who have lots to say. please email me at recruitingblog@hotmail.com we can pick up the conversation and add great content.

I am not interested in those recruiters who feel the first thing to do is get a subscription to Monster. Eliyon... perhaps.

I went onto Google and did a search for Recruiting Blogs. One of the search results was interesting enough for me to click on it. From there, it led me to a few destinations until I finally stopped at the following article which was published in the Chicago Tribune and reposted on NBC29 Online. It has to do with a reverse strategy for a job fair. The organizers say it was a success but I came to a very different conclusion. If you read the article and know anything about recruiting I am sure you would come to the same conclusion as I did. I am going to try to contact the organizers of this fair and see if there has been any followup in terms of how many people got hired. My guess is not many.

Today's rule of the day is "know the rules of recruiting but more importantly, know when to break them"

I bet if you look at all of the candidates you have placed over the last couple of years you would probably come to realize that the vast majority of them shared a number of common qualities. This is important information to realize because I bet the majority of candidates you recruit and have interview with your clients do not share these qualities. I am not even talking about personality qualities, I am talking more about the way they interact with respect to you THE RECRUITER.

The nature of the realtionship needs to be driven by the recruiter. We need to be in charge of how things go, not the candidate. This does not mean that the candidate should have no say but since we as a contigent workforce work on a contingency basis, we cannot afford to knowingly walk a path that will lead nowhere.

As a recruiter you need to know what type of candidate behaviour is going to lend itself to a successful placement. Obviously, the needed skillset is going to be the right one and obviously the personality of the candidate is going to have to be the right one but there is so much more that goes into placing a candidate than just skillset and personality.

There has to be rules of engagement when working with a candidate. These rules need to be out in the open as soon as possible when working with a new recruit. You need to let them know the service that will be provided and what the expectations are.

If there is not a meeting of the minds on this, move on. You can always make another $100 bucks if it falls out of your back pocket but try getting back the weeks spent with a candidate who ended up going nowhere

I saw this on the net and I thought I would post it since it is a very important part of the recruiting process. THE INTERVIEW.

LOS ANGELES--(BUSINESS WIRE)--May 27, 2003--Top executive recruiters say the most common interview mistake is verbosity -- candidates who "talk too much," according to the Executive Recruiter Index (Part II) released today by Korn/Ferry International (NYSE:KFY), the world's leading provider of recruitment solutions. Among more than 300 professional recruiters surveyed, 43 percent believe the most common interview error is when candidates "talk too much," followed by 33 percent who say candidates are unprepared and 24 percent who cite "over inflated ego."
"The strongest candidates effectively correlate their experience in a concise and compelling manner," said Caroline W. Nahas, Regional Managing Director of Korn/Ferry International's Southwest Region. "Given the general diminished demand for executives, it is imperative in today's market that candidates maximize every interview and opportunity."
The Korn/Ferry ERI survey also reveals that 41 percent of the recruiters surveyed believe the behavior most "fatal" to a candidate's chance to win a job is being "unprepared." In addition, 32 percent of the recruiters cited an "over inflated ego," followed by 17 percent who say "talk too much" and nine percent who denote "bad hygiene/poor dresser."