One thing many job seekers tend to forget is recruiters aren’t exactly out to help you find a job. They’re working for a company that wants to find top talent, so chances are, they couldn’t care less about your personal job search. Yet recruiters are certainly helpful contacts to have, especially in this competitive job market. Each year, recruiters help millions of Americans find jobs, but it can often be difficult to work with them in a way that allows you to get the most out of your relationship without being overbearing or annoying. Check out these tips for making recruiters work for you.
Posts Tagged ‘HR’
Are you heading to SHRM 2012 in Atlanta? We are and we’re looking forward to seeing you! The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource development and management. Glassdoor, the leading social jobs and career community, is excited to bring our team to the annual conference, which is expected to attract more than 13,000 HR professionals, recruiters and other employment professionals from around the world.
Note to new grads: Your boss doesn’t care if you can tweet like a pro. A recent survey shows employers aren’t satisfied with the skills fresh graduates bring to the table. Most employers surveyed said new grads lack “soft skills,” those interpersonal abilities that go beyond mere technical know-how.
Today’s job market is unlike any other in recent memory for most of us. Certainly it is for me. As I point out in “’Headhunter’ Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!,” there are all new “rules” in today’s hiring “game”—and that’s precisely how you must look at getting hired in today’s job market, as a “game”—and what may have worked, say, just a few years ago to land a new job no longer works, in many cases.
Heading to the Fall ERE Expo? So are we and we’d love to see you there.
Glassdoor will be at booth #514 where we’ll be showcasing what Glassdoor has to offer and how we can help employers progress their branding and recruiting efforts.
Plus we invite all ERE attendees to attend a poker tournament sponsored by Glassdoor on Wednesday, September 7 at 8 p.m. at Rivals Waterfront Sports Grill…
When creating a social media recruitment strategy, there are 3 critical considerations every employer or talent organization must address directly and comprehensively. The good news is, you already know the answers to these crucial questions, and while unique to every company, recruiter and job opportunity, those answers provide a strategic, measurable framework for social recruiting success.
I recently met a man at a party named Will Smith. Will was a likable guy, our wives hit it off, and our families spent much of the night near one another as we continued to meet and get acquainted with other new friends. As you might expect, as Will Smith (an engineer from Alabama) introduced himself to people throughout the evening, he was greeted with a number of predictably lame responses.
The most frequently occurring was some variant of, “I loved you in Men in Black!” as the deliverer of this wit chuckled as though Will could not possibly have ever heard that one before.
I empathized with Will that evening, because telling people that you are a psychologist is a little bit like telling them that your name is Will Smith. While, “Are you reading my mind right now?” has to be my least favorite, there are a host of predictable responses to telling someone that you are a shrink.
Worse still is telling them that you are an organizational psychologist.
Attending SHRM 2011 this year? We are and we know how hectic the event can be – racing from big name speaker sessions (like Virgin mogul Sir Richard Branson and Huffington Post’s fearless leader Arianna Huffington) to useful informational speaking tracks covering everything from talent management to International HR. As you move from one session to the next, stop by Glassdoor’s booth #1267 – a preview of just some of the things we’ll be discussing are highlighted here…
“So Liz,” asks my friend Garrett on the phone, “do you want to be on a committee?”
“I doubt it,” I said. “What does the committee do?”
“It’s a committee of HR people who volunteer to review resumes for job seekers,” Garrett said. “People send in their resumes, and the HR people give them feedback.”
“Oh no!” I said. “HR people giving resume advice? That is scary.”
“How is it scary?” Garrett wanted to know.
I’ve been a Human Resources person since Cyndi Lauper ruled the airwaves, when HR was just another department. Back then, HR people complained about being assigned to menial things like toting the watermelons to the company picnic. HR folks were the Party People. HR types would get together and groan about all the party planning we had to do. That was about the worst thing we had to worry about in those days.
We didn’t realize that we’d be looking back, twenty-five years later, and calling the early 1980s the Good Old Days for HR.
Now HR people are besieged. They are embattled. Employees hate them, management hates them, and jobseekers hate them most of all. It’s no fun being an HR person with many, many employers today. HR people are the bad guys. They make the rules and enforce them, they’re forced to take away perks and benefits and they lay people off on a regular basis. HR people still talk about Engaging Employees with the Mission, creating cultural Pixie Dust, and making their organizations Employers of Choice, but they don’t say it with as much force as they used to. If they did, their co-workers would laugh out loud or suck their teeth in disgust.
So what went wrong with HR?