We are creatures that communicate via mobile constantly. It only stands to reason that a sourcer or recruiter must be just as connected as their audience in order to identify, engage, and attract the right talent.
Micro-blogging (blogging via Twitter, IM status, Facebook status, Linkedin status, etc.) is one of the main communication methods that a lot of people use. Because of the avalanche of information out there, certain mobile apps can be beneficial in the mobile recruiting / sourcing space:
Foursquare, Ban.jo, Circle, Intro, Sonar, and Twitter: Of course these are just more ways for us to talk about what we’re doing and share via social media, but the recruiting/sourcing possibilities are just too good to pass up. Especially when used around a group of people containing a high concentration of potential candidates. Good examples include tech talks, conferences, restaurants, etc. For an easy illustration of this, I have enlisted the help of my friend, Plugged-In Pete: Continue reading
Wrong!!! If you are like most people (that are not developers), you really don’t know or see the difference between the older HTML 4 standard and the in-demand HTML 5 standard. If you talk to a candidate and ask them if they have HTML 5 experience, then of course they will say yes. Anything to get their foot in the door at a top notch engineering company. The candidates that don’t have enough experience are counting on sourcers and recruiters who don’t know how to qualify technology:
When it comes to qualifying technology experience, you can approach it with one of two methods:
- The “Fake it Until You Make it” approach
- Or the “Wowee, this is My Job and I Should Probably Be Good at it” approach
Now I know what you are thinking; “Mark, I’m not an engineer! We should leave the engineering knowledge to the engineers!” You are actually right. We don’t need you to code a super interactive and dynamic website, but we do need you to understand the basics that are involved. So why use HTML 5? Well here’s your list: Continue reading
Twitter has been around for quite a while and is definitely here to stay. The user base is around 500 million users with 200 million of them actively posting. And yet, there are many people who do not utilize this free source of potential candidates. Here are some reasons why:
- With any amount of users that reach in the millions, the odds of finding potential candidates are quite high
- For a lot of social media users, Twitter is their main source of communication / messaging / interaction….NOT Linkedin
- Let’s face it, we live in a world of short attention spans: Twitter is a great medium for people who are just too busy to read long boring job postings
- People are social creatures, they like to have conversations about things that interest them
- You can target Twitter users with simple, results-oriented searches
Now I know a lot of people will tell me things like “I don’t have enough time” or “Twitter is scary” or “I’ve fallen and I can’t get up”. But really there is no excuse to not use this sourcing tool. Just like with any sourcing tool, if you rely on it too much, then you will seriously limit your candidate pool. Twitter will be just one of many sourcing methods that you use.
One of the great things about Twitter is the ability to utilize the network without being connected to many users, or even being connected to the user that you want to target. A simple string can capture candidates.
How is it done?
Let’s say we want to target PHP developers. If you search “PHP developers” in Twitter, you will probably get a lot of job postings from recruiters. Since we don’t want to connect with more recruiters, then we need to search for PHP developers in a way that they might communicate. They may say things like “coded a PHP module all day today” or “php frameworks are a challenge to code”. Those are examples, but they can be captured by using the subject (PHP) and the action words (code OR coded OR coding) that a developer might use. Continue reading
Do not attempt to adjust your television set…
So I finally dedicated some time to working on my own blog. Of course you have to start somewhere, so it will take a little time before I amass a library of useful information. But I guarantee you, the information will be worth your while.
This blog will focus on 3 things:
The technology section will be less about announcing some cool new smartphone and more about the job reqs for engineers who are making this cool new smartphone and the underlying technology involved. As technical staffing professionals, we need to know our craft. Which means not guessing your way through the technology that comprises the many job reqs we work on. Instead, we have to understand every aspect of our jobs which includes the entire staffing process, the HR/legal issues of hiring, understanding the company, and understanding the technology behind the job you are recruiting for.
Besides the 3 main subjects, I may also talk about important HR/legal topics if I feel they are very relevant. There will definitely be a lot of talk regarding sourcing methods, technical interviewing, and other “how do I do this” type issues.