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Minnesota Recruiter Jobs

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ToggleGreen Adds Paul DeBettignies To Its Advisory Board

This spring (2014) I was contacted by Mike Stapp to talk about a startup he was working on. We were both working out of CoCo so getting together was easy. Mike walked me through his idea and I was intrigued.

Over the summer Mike’s idea took off and he was busy getting the product put together. I was busy working, fishing and sitting on a dock.

We reconnected this fall when Mike invited me to his office for a quick chat.

That lasted nearly two hours.

Mike walked me through the idea of ToggleGreen and I was jacked up about it. He asked if I would have interest in being on the ToggleGreen advisory board and I don’t think he finished asking the question before I said yes.

So what is ToggleGreen?

The test market is Minnesota IT and creative consultants, contractors and full time employees and the recruiters and companies looking to hire/employ them.

Continue reading "ToggleGreen Adds Paul DeBettignies To Its Advisory Board" »


Job Search Tips: Should I Have LinkedIn Photo?

LinkedIn Photo

24 hours ago I met with a late 20 something .Net developer. She has skills. Is easy to talk. But she is having problems with finding new jobs.

(wait for it)

Yeah, seriously… a .Net developer is having issues with recruiters (not) finding/contacting her.

Mostly because like a lot of developers the only way to be found is on LinkedIn. So with a bare bones profile it is not shocking that she is not being contacted.

After giving her a bunch of profile/content advice she says:

“I don’t know, what do you think … (long pause) … should I … (long pause) … have a photo on my LinkedIn profile?”

I must have had a, “are you freaking kidding me? Of course you should have a photo on your LinkedIn profile” look on my face.

She says:

“I see a lot of developers on LinkedIn without photos”

My reply:

“Generally, they’re wrong. They should likely have one too”

She says:

“It feels weird”

Continue reading "Job Search Tips: Should I Have LinkedIn Photo?" »


Rant: Thoughts On Rebranding And Attracting Workers To Minnesota

Paul DeBettignies as The Hulk, Minnesota Recruiter, Minnesota Headhunter

(It’s been a long time since I had a good rant and used the Hulk photo)

A couple of news items this week have me thinking.

Thinking has turned into some frustration.

Frustration has turned into this rant.

Later today I will send an email to a bunch of folks and point them back to this and ask them what they think.

Before every rant I have a disclaimer so that it sets a tone. For this post:

Continue reading "Rant: Thoughts On Rebranding And Attracting Workers To Minnesota" »


Thoughts On Amazon Recruiting In Minneapolis

Last week Kathy Grayson at the Minneapolis St Paul Business Journal posted this article Amazon’s cloud-computing arm shops for Twin Cities talent

There have been some interesting reactions to the news ranging from:

Why here - yes, we do have a lot of very good IT pros here & who are looking for something new

Who would want to move to Seattle - two words, polar vortex

Oh crap, we can’t compete with them – yes, yes you can

So let’s cover those briefly…

To those who say we do not have enough talented IT pros in town or that we can’t compete with groups on the coast I say this… BS

Too strong? I have a much stronger response that will likely offend a bunch of you.

So let me pull this from the article… this is a more polite way of saying it:

Scott Burns, CEO of growing St. Paul software company GovDelivery Inc., said he's not surprised Amazon is recruiting in Minnesota.

"Anyone from Amazon or from Google is wise to tap into this market. We have a lot of talent," he said. "We compete by making [GovDelivery] an awesome place to work."

Continue reading "Thoughts On Amazon Recruiting In Minneapolis" »


Conversation With Tech And HR Leaders… Minnesota IT Jobs And Hiring Numbers

This morning I had my 4th of 6 meetings this month with Tech and HR leaders talking about recruiting strategies to fill their Minnesota IT Jobs in 2015.

I have a bunch of stats, salary ranges, news stories, etc. and then we get into some examples of groups doing this well and those… not so much. Everyone leaves with a skeleton plan on what to do and then they can fill it in to best suit their group.

During these conversations I have noticed that attendees fall into three categories:

- Those who in my opinion “get it”. They understand this is a competitive time and for the past couple of years have been putting time and/or money into their recruiting. They are looking to fine tune their strategy and make the engine run better and faster. 15% of the groups are in this category.

- Those who in my opinion don’t “get it”. They think recruiting is about posting a job on their career site and Craig’s List. They have a 6 cylinder engine running on 4.5, see the “check engine” light on and ignore it. 25% of the groups are in this category.

- 60% of the groups fall into “are trying”. They have a 10 year old car with a little rust on it. They get OK gas mileage but don’t have the extra horsepower in the engine to pass anyone. Sooner or later it gets them where they are going and they know that there are not many miles left. The car needs to be replaced.

Basic recommendations I have been giving to the last group:

Continue reading "Conversation With Tech And HR Leaders… Minnesota IT Jobs And Hiring Numbers" »