blogging4jobs

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• Mobile Webinar for HR & Recruiting Approved for Strategic HRCI Credit
• Mommy Guilt & It’s Place in the Workplace
• Integrity, Intelligence, and Energy: Qualities to Hire For

Mobile Webinar for HR & Recruiting Approved for Strategic HRCI Credit Posted: 29 Aug 2011 07:59 AM PDT I’m pretty stoked to report that my upcoming webinar, “Mobile the Next Big Thing in HR & Recruiting” has just been approved for 1 HRCI Strategic credit.  Yes, you read correctly, the webinar has been approved for a strategic HRCI credit.  Our webinar focuses on mobile technologies for human resources, HR, recruiting, and employee engagement in the workplace.  The webinar is at no cost to you and is scheduled for September 15th at 11:00 AM CST.  You can learn more about the webinar below, and register here. Learn all about Mobile and how it is being used in Human Resources, Recruitment, Employee Engagement. Our session leaders will discuss mobile basics and success stories from this new and emerging industry.  Learn the secrets to effectively using mobile, texting, and QR Codes in addition to your social media and engagement campaigns. Our panelists include: Jessica Miller-Merrell, SPHR (@blogging4jobs) is an author, HR consultant, new media strategist, and author who writes at Blogging4Jobs.com.  Her company, Xceptional HR offers social media strategies, human resources, and recruiting consulting with an eye on digital media.  Listed as the number 6th most influential recruiter online and as the 21st most influential woman on Twitter, she is a highly sought after speaker. Ron Cariker (@roncariker) is the Founder and President of 7 Media Group, a marketing company specializing in mobile and online development. Concentrating on mobile marketing applied to customer development, 7 Media Group has created success for a variety of clients with a variety of marketing needs. Ron is a member of the Mobile Marketing Association and consults with dozens of businesses looking to enter the mobile space. Rayanne Thorn (@ray_anne) is the North American Marketing Director for Broadbean Technology.  Broadbean provides online and social media, mobile, and  recruiting solutions for major employers, staffing agencies, and independent recruiters.  Rayanne is a former recruiter and long-time blogger who has used mobile & social media to recruit candidates from all industries. You may remember that earlier this year we hosted a webinar “How to Connect with HR with Social Media” targeted human resources and talent service providers.  The feedback was fantastic, and we decided to take it up a notch which is why we’ve put together our mobile technology webinar.  Consider registering or read more about our topic and panels. Photo Credit Business-Wissen.

Mommy Guilt & It’s Place in the Workplace Posted: 29 Aug 2011 05:01 AM PDT As moms who return to work after our child is born, we often dream of the carefree life of a stay at home mom.  Little do we know that the life of a stay at home mom is not all sunshine and roses.  We live each day fighting a battle with our own selves. As a mom who is experienced in her career long before I became a mom, I was not fully prepared for the feelings, thoughts, and emotions I would have when I returned to work.  I love working.  I have an important job that I love and people who depend and rely on me.  Just like being a mom, this is a job I have trained for, dreamed about, and worked towards my whole life.  Without it, I don't somehow feel whole.  I wouldn't be me. I often feel guilty when I travel for work or even dropping her off at daycare which I do four days a week.  This phenomenon called mommy guilt is something that is often experienced throughout a child’s life.  Leaving my daughter as I head to the airport, there is a hole in my heart.  I love her, and I know she loves me.  The adrenaline sets in as I work navigating the conference calls, emails, faxes, direct messages, and texts I get when I'm working with a client or traveling to a conference or an event.  I'm an expert who's important and needed for more than the standard diaper changing, bandaid kissing, and magic momminess I possess. One day not too long ago I realized that I could not be one without the other.  I'm a mom who loves to work and is better at both being a mother and working because I'm both.    These roles and responsibilities define me driving my creativity and time management.   We can do both, and I'm not apologizing for it any longer to myself or to others.  By accepting the reality, I believe I've become a better mom and business woman.  I'm learning to love and live with being a mom and professional setting aside my guilt and embracing what makes me special.  It’s a balance that finding and maintaining is not going to be easy, but I’m ready, willing, and able to be up for the challenge. It’s okay to want to have it all.  Because of my daughter, I feel I’m a more focused business partner who makes time for work as well as play.  As parents, mentors, leaders, and bosses, we need to be prepared and understanding as our employees, friends, and peers face these daily struggles.  The guilt, the anxiety, and the questions are real.  And that’s okay.  I’m a better mother and business professional because I’m not perfect.  I’m not ashamed to admit it. Are you?  How do you tackle your mommy guilt?  Does it work and will it really ever go away? Photo Credit A Nice Change.

Integrity, Intelligence, and Energy: Qualities to Hire For Posted: 29 Aug 2011 04:33 AM PDT Several years ago, I was hired at a technology start-up as the Manager of Recruitment.  The company had no internal hiring process in place other than listing a job on Craigslist and conducting an interview or two.  I was hired to create and establish a recruiting department that could hire 110 people within the eleven coming months.  It was ambitious, to say the least.  Especially given that there was no real capital behind the organization — this, I didn’t know until several months in. I discovered the lack of available funds when the phone company came out to collect money, in person – or they were going to shut off services to our growing and phone-needy company.  This was the can of worms, the snowball, Pandora’s box…, the cat trying to get out of the proverbial bag.  I was hired by a CEO that professed ethics at every corner, that insisted ethics training was a must, that haunted our halls with biblical quotes and acts of goodness.  His ruse was sadly, but thankfully discovered before too many others were hurt or lost too much more money. I look back on this experience with appreciation, for I learned to question and not just take things at face-value, I also learned to listen to and then follow my gut.  I have often thought about the hiring the I did, the fifty-four souls I lured into taking positions as grandiose as a VP of Finance and as modest as an admin assistant or as complicated as an organic chemist and as simple as a lab assistant hired to clean up spills and watch the time.  I can remember wishing that I could hire a new CEO, one to replace the shyster inhabiting the corner office – the one who didn’t pay our state income taxes but certainly deducted them from our pay.  A practice that was not discovered until several employees were laid off but unable to collect unemployment because the state had no record of them paying those taxes. A successful and visionary CEO requires not only ability to manage and motivate, but also intelligence and experience in business and its ways, and a clear-cut character – one that has the courage to do what is right, to uphold ethical and judicial laws.  Should these desirable characteristics be a trade-off in order to hire someone with hard-core business competence?  Should character-less leaders be tolerated because they can supposedly lead an organization to financial success? Interestingly enough, this same CEO, a leader to whom at one point I looked up, also sat me down during a frustrating hire, “Rayanne, I want us to hire for character – I can teach anyone a skill – you cannot teach character.”  Apparently, in his case, you can’t learn it either.  And while this particular CEO proved the point by his own actions, he also proved the statement.  Hire for character. Warren Buffet has hired his share of employees and has done very well for himself.  He stated, “In looking for people to hire, look for three qualities:  integrity, intelligence, and energy.  But if you don’t have the first, the other two will kill you.”  Great advice, I think I’ll take it. Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.

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The Evolution of Recruiting, from the Dinosaur Days to the New Social Era

ResumeBear Blog

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The Evolution of Recruiting, from the Dinosaur Days to the New Social Era Posted: 10 Jun 2011 07:12 AM PDT When I think about how recruiting has evolved over the past 15 years (wow – I suddenly feel old!), I’m amazed by the changes and feel very lucky to have witnessed and participated in this massive evolution firsthand. Mid – Late 90′s = A Desk and a Phone (and a Big, Boxy Computer) Back when I first started recruiting, the Internet was a pretty new-fangled thing, “green screens” weren’t uncommon and there weren’t many resources for recruiters who wanted to reach out to candidates.  We would actually receive paper resumes in the mail, scan them with some scarily inaccurate OCR software that made every resume look like it was written in Russian and then input them into our internal database.  (Said database had 20K resumes in it, something we bragged about at the time…  I now have more first-level LinkedIn connections than that! haha)  We did use a couple of fledgling online resume databases, attend job fairs and post to online newsgroups (remember those?) or in the newspaper (yes, print advertising!).  I lived on the phone, cold calling into target companies (via clandestine phone lists, after-hours phone trees, unsuspecting receptionists or sheer random extensions) and praying that people wouldn’t curse me out or hang up on me.  Times were hard for recruiters! Late 90′s – Mid 2000′s = The Job Board Era Then came the dot com era when the Internet was booming and there was a website for everything.  Recruiters embraced this new technology, posting jobs on Monster, MonsterTrak (remember that one for college recruiting?), CareerBuilder, niche sites, local yokels, mom-and-pop sites, etc.  We’d advertise our positions, wait for people to apply online and then scour the internal database for candidates.  It was the “Post-and-Pray” method of recruiting.  The “proactive” ones among us would go out and search online resume databases and reach out to candidates directly.  Of course, all of these candidates (those contacting us and those we contacted) were all active jobseekers and, therefore, not exactly ideal.  Amongst HR/Recruiting management, there was constant talk of reaching those passive jobseekers but it always sounded more like a vague wish for the future rather than an actual plan of action.  (A very small minority of us were out there doing AIRS sourcing and internet mining to source passive candidates, but these folks were definitely the exception, not the rule.)  And, yes, we were still attending those job fairs, hoping that this one would be different, but they never were…  You know why?  It’s because those job fair attendees were the same exact people we were already finding online – active job seekers. In some ways, we were less effective than we were in the mid-90′s when at least we were cold-calling and reaching those passive job seekers.  Scary thought, huh? Mid – Late 2000′s = The Dawn and Expansion of LinkedIn We were still heavily using job boards and resume databases during this era, but there was something new on the horizon – LinkedIn.  I remember when LinkedIn first came about.  I received an invite to join and accepted it without giving it much further thought.  Then came another invite, which I actually ignored because I foolishly thought at the time, “He wasn’t a very strong hire.  I wouldn’t recommend or hire him again, so don’t think I’ll link up with that guy.”  Several weeks later, I needed to hire someone with his exact skill set and realized that even if HE wasn’t a viable option, he was probably connected to lots of other techies who might be a match.  I went in and accepted his invite and was suddenly linked to a bunch of great PASSIVE candidates for my opening.  This was 2004 and I was officially bitten by the LinkedIn bug. The next big “lightbulb” moment for me was when the TopLinked Top 50 list crossed my desk.  I realized that by linking to these superconnectors, I could increase my network exponentially and have my own built-in Monster database of sorts.  And it would be full of those ever-elusive passive candidates.  Wow!  Why didn’t I think of this sooner??  I was off and running, connecting with everyone and anyone who would link up.  It couldn’t hurt and it only expanded my reach and gave me more recruiting options. Fast forward a few years and there I was, working my way toward that Top 50 list myself.  Why not become one of those superconnectors rather than riding their coattails? It took some effort, but I finally made it and eventually capped out at 30,000 first-level connections in June 2009.  Made it to the Top 10 list and have never looked back. What surprises me most is that, even today, many recruiters still hold that same sentiment that I held in 2004.  “If I don’t know you or can’t recommend you, I won’t connect with you.”  Huh??  I can see where that policy makes sense for many LinkedIn users, but for a RECRUITER?  You need to have as many options as possible.  Why limit yourself? 2010 – Onward = The Social Recruiting Era These days, it’s all about social recruiting, making connections, engaging your target audience and expanding your reach.  It’s all about social influence, Klout, increasing your network, growing your followers, getting your message out, building your brand and evangelizing your company, its culture, etc. LinkedIn has grown to be a household name with more than 100M users worldwide.  It has become THE business networking site and the life blood of most recruiters.  It’s the first place I go when I have a new opening to fill – searching my network database, networking with my connections, sharing openings via my LinkedIn status, posting jobs to LinkedIn groups, etc. For recruiters, it has become the standard, just as job boards were in the 2000′s and job fairs were in the 90′s. Facebook, Twitter, YouTube, FourSquare, Meetup and other social networks are also proving to be valuable tools in a recruiter’s toolkit.  These forums haven’t yet been fully adopted by the recruiting community as effective sourcing tools, but they are growing every day.  I hear these sites talked about in the same wishful-thinking way that we talked about reaching passive jobseekers back in the 90′s.  Everyone KNOWS they need to be more active in social recruiting, but they’re not yet sure how it all works, what to do, how to get there, what to measure, what it all means, etc.  We’re all learning as we go, making those inevitable but necessary mistakes that help us grow and learn. It’s an exciting time to be a recruiter, watching this massive evolution take place. If you’re not already “out there” and giving social recruiting a shot, then you will soon find yourself behind the curve and outdated in your skills.  Now is the time to be embracing all of this change and keeping up with it as best you can.  Log out of Monster for the afternoon and go create a Twitter account!  Start your own LinkedIn Group (or two).  Create a YouTube video to share your company’s unique culture.  Join a Meetup group and go say hi to a potential hire face-to-face (yes, you can be “social” in person!)  And remember, social recruiting isn’t meant to replace the skills you’ve acquired over the years; it’s just another skill for your bag of tricks and a great vehicle to leverage all of those hard-earned recruiting talents.  The payoff is huge, your network will grow, you will get some GREAT hires from it and you will make yourself VERY marketable to future employers. Which era best describes YOUR current recruiting style?  If you haven’t yet embraced social recruiting, now is the time.  What are you waiting for?? Stacy Donovan Zapar San Diego, CA, United States Most Connected Woman on LinkedIn ~ Blogging about Social Media, Recruiting, Networking and Job Search Tips & Tricks… Pay It Forward!

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