Minnesota Headhunter

Minnesota Business, Technology And Recruiter And HR Blogs Updated

What follows is an update (37 blogs) to my blog roll. These blogs are also added to my TwinCitiesBlogs.com project.

Minnesota and US Recruiter and HR Blogs:

• Meet Cindy Elizabeth
• Fish Dogs: Career Branding for Social Animals
• HR Examiner
• Karla Porter
• Norton Folgate: The Recruiting Unblog
• The Red Recruiter
• Steve Boese's HR Technology
• HR Margo
• The Recruiting Inferno

Minnesota Technology Blogs:

• Geek Girls Guide
• Joel Dahlin
• John Vilsack
• patrickrhone
• TECHdotMN

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Paul DeBettignies
VP Recruiting
HireCast Consulting, LLC 
paul@hirecastconsulting.com   
 

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Expanding Your Social Engagement For Career Purposes

The following post is courtesy of the Recruiting Blogswap:

From: Resume Builder

Behind every successful person stands his social capital i.e. people who had catapulted him to success, people whom he had helped before and whose trust and support he had earned. The stronger your social relationships are and the more people you know – the more opportunities open in front of you, especially when it comes to job search. It is well known that the best job openings are not posted and advertized so it becomes crucially important to network and maximize your social relationships. Read our tips below to get to know how to do it.

How to maximize your social relationships online

Are You Creating Your Own Circle Of Job-Dissatisfaction?

Guest post from: Kate-Madonna Hindes of Girl Meets Geek (@girlmeetsgeek)

On a recent report that came out from The Conference Board, statistics stated  U.S. Job Satisfaction at Lowest Level in Two Decades.

The report, based on a survey of 5,000 U.S. households conducted for The Conference Board by TNS, finds only 45 percent of those surveyed say they are satisfied with their jobs, down from 61.1 percent in 1987, the first year in which the survey was conducted. (U.S. Job Satisfaction at Lowest Level in Two Decades)

Those who have knowledge of the large losses that occurred in the 80's, know that a number 61% below what happened is a shocking revelation.  What exactly are employers doing to prepare for the backlash, or emotional aspect of workers who are no longer passionately tied to their positions, or company?

How To Humanize Your Job Search

The following post is courtesy of the Recruiting Blogswap:

From: Kevin Donlin

Question: If you've ever been hired without first meeting the employer in person, open your window and scream "Yes!"

Hear anything?

Neither do I.

Until more scientific proof turns up, just agree with me here: You can't get hired by a computer or over the phone.

Before you can work for people, you have to meet people.

And the more people you meet, the faster you'll get hired.

Here are three ways to do so, using technology to humanize your job-search efforts …

Paul DeBettignies Listed On HRExaminer.com Top 25 Most Influential Online Recruiters

HRExaminer.com and John Sumser have released their second in a series of lists to measure the influence individuals have within the HR and Recruiter industry. This goes along with one of John’s projects Top 100 Influencers in HR/Recruiting.

The latest list Top 25 Most Influential Online Recruiters has me in the #9 slot.

Here is the first list on our HR colleagues from a few weeks ago Top 25 HR Digital Influencers 2009.

I was thinking (hoping , not gonna be shy about it) that I would find myself on the last list that is to come out in October “Top 25 Digital Influencers in Third Party Recruiting” figuring if thee was ever a list for me to be on, that is the one.

So to be included on this one is pretty cool for this one man band of an IT search firm in Minneapolis.

College Grad Job Search Volume 6

The following post is courtesy of the Recruiting Blogswap:

From: CareerAlley

"There ain't no mountain high enough" - Nickolas Ashford & Valerie Simpson

And you thought that college was hard! Looking for a job in the best of times is difficult, even if you have experience. Looking for a job during the "Great Recession" (as they seem to be calling it) when you are fresh out of college is brutal. But this is a character building exercise as well, and if you can endure during difficult times everything else will be easy.

What Happened To Your Resume?

Guest post from: Kate-Madonna Hindes of Girl Meets Geek (@girlmeetsgeek)

(....You're Not Seriously Handing That Out, Are You?)

I met with a client recently who had such poise and determination to move forward into her next career. She explained away the Fortune 500’s she had worked for and delicately took out her resume, (on beautiful, thick paper and placed it in front of me. She explained, “I paid a company $400 for this resume.”

I knew what would happen next, (which is what always happens when people pay mega bucks for a company that has no idea WHO they are create a resume stating they are corporate gods.)

Part of being a career consultant and coach is that my emotions must never get the better of me, (when consoling someone, or in wide-eyed confusion over a single sheet of paper.) This resume was an abomination to all resumes. If it was the end of the world and she had to fit everything on one sheet of paper or die, I might have understood the tactic.

Networking 101 Thoughts I Posted On Twitter

A couple of weeks ago after having attended quite a few networking and educational events I had some observations about networking (both my experience and watching others) and did a brain dump on Twitter through @MNHeadhunter

This will be a longer blog post in the future but many folks have requested what posted that day so here goes (reverse order):

Networking 101 BONUS: Dating, finding a doctor/attorney/place to live, where to shop, find a good movie. This is networking

In a reply to someone: There is no crying in baseball and no "rules" to networking. Be Nike, just do it

Networking 101: Networking is not about what you need or want. It is about how you can help others

Networking 101: Not reaching out is "fine" when you have a job you like, all the sales you need. How often is that?

Hennepin County Implements ROWE

KARE 11 TV (Minneapolis & St Paul NBC affiliate) has this story Hennepin County: 'Goodbye land of cubicles' about how Hennepin County is implementing ROWE or Results Oriented Workforce Environment.

Here is the video:

Setting Yourself Up For Promotion

The following post is courtesy of the Recruiting Blogswap:

From: Tim Houghten

One of the most powerful lessons that I have learned on my way up the ranks of management in various industries is that you should always go above and beyond the duties of your position in order to get advanced to the next level.

If you are already a manager perhaps you have realized this already, but it never ceases to be true and their is always room to move higher.

Like many other employees out there, years ago I remember one boss telling me I needed to be doing the duties of a manager and proving myself if I wanted the position and the accompanying raise. I really didn't get it - I thought they ought to give me the raise and promotion and then I would do the work (we both knew I was capable).

After all why should I do more work than I was being paid for?

US Job Growth An Ongoing Concern

I still need to post a bunch of employment statistics from recent weeks and with this post am jumping ahead a bit.

This afternoon I had a long chat with a reporter who was curious about why my optimism about job growth was so low.

Sure it is likely we are out of the recession, corporate profits are up and some temporary hiring (a forward looking indicator) has started but we have a long, long way to go.

Here is a recent chart of job losses and duration by recession:

Paul DeBettignies To Present At Employers Association Social Media Conference

I am thrilled to accept an invitation from the Employers Association to speak at their Social Media Conference “The Time is Now” March 18^th, 2010.

Employers Association is a large organization that provides services to small and medium sized companies focusing on the HR function including leadership training and employment law.

That they are putting on this event for their clients (non members are allowed to attend) is a great next step in the education they provide.

Here is info on the event:

Social Media Conference: The Time is Now

Have you been asking yourself when and how to get onboard with social media? Where do we start? What should I know before my company jumps in? Who needs to "own" your company's involvement and content? How will you monitor feedback or measure ROI? What, if anything, should be asked of your employees already using Facebook, Twitter or LinkedIn? What are the legal considerations? Big questions, indeed. Get answers at EA's March 18 conference.

3 Reasons I'll Read Your Resume

The following post is courtesy of the Recruiting Blogswap:

From: Steven Coyne, Owner/Recruiter, “The Job Hunter Group"

I heard it again today, “I’ve applied to 300 jobs in the last month.”

WHAT?

Why would anyone waste their time like that? Sounds to me like this person was simply doing the “Click and Go” dance with his computer. I certainly understand the desperation that comes with the economic climate we all live in today, but I’m concerned.

If a job seeker would just sit back for a few minutes and consider a plan of action, concerning the goals for the day and write it down, then the day’s efforts might be a little more fruitful! More focus would be given to the list below and less work would be done with better results.

Minnesota IT Jobs With Minnesota Non Profits

The following new Minnesota IT jobs have been added on the MN Headhunter Volunteer Page:

• Business Systems Analyst - Full Time Job - Minnesota Public Radio
• Information Systems Coordinator - Part Time Job - The Wayside House, Inc.
• Information Technology Specialist - Full Time Job - Hennepin County
• Web Developer - Full Time Job - University of St. Thomas
• Web Design – Internship - Minnesota Children's Museum

Click weekly newsletter to receive the Wednesday message of nonprofit needs, IT jobs I am recruiting for, recruiter jobs, and most popular blog posts of the week.

If you are using a RSS Feed click Volunteer.

Executive Search Firm Boyden Outlook Finds Need for CEO and C-Level Executive Mobility and Flexibility

– Top Global Executive Search Firm Reports Technology, Energy, Consumer and Life Sciences among Sectors with Some Pent Up Demand for Executive Talent –

NEW YORK--(BUSINESS WIRE)--As globalization shifts corporate priorities, mobility and flexibility will be required for even star executives, as prospects for senior management often shift from the West to the developing world, according to the quarterly Boyden Executive Outlook released today.

“CEOs can come from any market due to the globalization of business,” said Chris Clarke, President and CEO of Boyden World Corporation. “Many of the best opportunities are shifting away from the West, while changes in government policy and taxation are making corporations consider locating operations in countries with less restrictive policies.”

Why The Undercover Boss Should Be An Undercover Job Seeker Part 3 Of 3

This is Part 3 of a 3 part series on how a VP Marketing at a Minneapolis company became an Undercover Jobseeker to apply for a job at her own company.

Part 1: Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

Part 2: Why The Undercover Boss Should Be An Undercover Job Seeker Part 2 Of 3

Julia calls a management and HR/Recruiter meeting for Friday morning that in hind sight should have been done in another way. Rumors of a layoff were all over the place.

The following is a summary of the meeting:

Julia started the presentation with a slide deck that documented what she had done the previous six weeks during which she did not pause, stop or take any questions.

At the end of the 20 minute presentation she asked if anyone had a comment to make but the room was eerily silent to the point that no on had yet shifted in their chair.

Julia then brought up a spreadsheet documenting the estimated “cost” of the open position along with a scenario if the employee with the offer had left along with if contractors were brought in. The numbers were really big. Julia then showed a spreadsheet of a conservative estimate of the total cost to the company if this was happening with one out of ten jobs.

This is when the shifting in the chairs started.

The rest of the meeting along with subsequent department meetings highlighted issues within their hiring process which you will find below along with action items that have or will soon take place.

Company career page

This was the one part of the process that all agreed was working. It ranks well with the search engines, sees a lot of traffic and analytics show a good number of visitors start the application process.

Applicant Tracking System (ATS)

This was found to be a complete failure in all aspects.

• The online form repeatedly timed out or had other tech issues
• While the applicant screen showed a resume was received the auto reply email did not go out
• The ATS was not as customized as promised so many HR/Recruiters were using it their own way causing major confusion
• The staff was not receiving updates to the ATS
• A few HR/Recruiters had stopped entering information into the ATS causing all sorts of reporting issues

Action item

• The ATS is still in use although the contract has been cancelled. The provider has been allowed to submit a proposal along with four other vendors.

HR/Recruiters

Negatives

• Short staffed – too many openings per recruiter
• Little or no relationships with the hiring managers
• A less experienced staff generally speaking
• Just in Time recruiting with no talent pool or passive candidate database development
• Because the ATS was so horrible to use most would “start over” rather than first look at the ATS

Positives

• Staff wants to be in their positions, like working for the company and see a long term career path
• Very eager to learn new ways to recruit
• Internet and tool savvy

Action item

• In house training and outside consultants will be brought in to help the team
• Upon completion of training salaries will be increased
• Two contractors have been brought in for short term relief
• A couple of new positions will be created if the training does not make the group more efficient

Managers

Negatives

• Saw little benefit in speaking with HR/Recruiters
• Created really bad job descriptions or had not updated them
• Persistently ignored interview requests or cancelled at the last minute
• Were actually too busy in many cases to be part of the process
• “Squeaky wheels” were getting all the HR/Recruiter attention and in most cases were the biggest time wasters

Positives

• All agreed that they needed to be more proactive, more involved

Action item

• Managers are receiving some recruiter 101 training
• HR/Recruiters on a monthly basis review the Managers

Surveys are being conducted of current/former employees, those who were interviewed and not hired and those who were never interviewed to learn from them directly the good and bad news.

Preliminary results show that once an interview takes place the rest of the process including offers/rejections, on boarding, etc is very favorable.

One major revelation was the employee referral program was a “canary in the mine” of sorts. The program had been very successful in large part because the front door (ATS and resume@xxx.com) were such an awful experience that job seekers would network in the back door to employees.

At some point employees referred fewer candidates because they were annoyed with how slow the process was and they would look bad to their friends and connections.

Remember that open position?

It was filled 10 calendar days from the Friday meeting because a Recruiter met with the Hiring Manager to talk about the position. The Recruiter went to the ATS and realized there were qualified candidates and a great hire was quickly made.

My question to those in a management role is this, if/when the War for Talent comes back will you be ready? Is your staff ready? Is the process smooth? Is the experience job seeker friendly?

Are you willing to find out?

Minnesota Morning

I should not say this but three days in a row of Minnesota Morning, I am on a roll. What’s the number it takes to make something a habit, 21 days? Baby steps Paul, baby steps. Stay focused, you know you can do it.

Yes, I am talking to myself. Yes, it happens often. It’s when the voices start having conversations and I am just a spectator. OK, the last two I was joking. I swear.

For better and worse Minnesota has been on cable news the past two days. No, not because of the snow storm (we have been trumped by our East Coast friends) but because of this billboard on I 35 north of Minneapolis:

Why The Undercover Boss Should Be An Undercover Job Seeker Part 2 Of 3

This is Part 2 of a 3 part series on how a VP Marketing at a Minneapolis company became an Undercover Jobseeker to apply for a job at her own company.

Click this link for Part 1: Why The Undercover Boss Should Be An Undercover Job Seeker Part 1 Of 3

The job had been open for about six weeks with very little action on it and was essentially the same position “Julia” was offered many years ago. Knowing the position well and of course the manager of the group along with the HR/Recruiter team we did the following:

• Created a new identity including email account
• Created a resume that was a near identical match to the job opening
• Created a few online profiles with new identity
• Bought a cell phone with pay as you go plan

Julia and I agreed to go this far (more than I expected) as she wanted to play this out the whole way up until an interview would be scheduled with the idea of getting the complete experience of applying at the company.

Smart Money, Smart Jobs, Smartphone – Leverage your Job Search

The following post is courtesy of the Recruiting Blogswap:

From: CareerAlley

Smart Money

A Smartphone may not sound like the best way to spend your money if you are currently unemployed, but in fact, it just may be. Job hunting in today’s market is all about getting there first, getting there fast and leveraging all of the Internet tools available to you.

Yes, you can do this from the comfort of your home (or Starbucks), but when you are out of the house (hopefully on a job interview), a Smartphone can give you the edge you need to get the next interview. Now I’m not saying that you won’t get a job if you don’t have a Smartphone, I’m just saying this is another tool in your Job Marketing Toolkit.