EdgeSpeak

"Easter is not a time for groping through dusty, musty tomes or tombs to disprove spontaneous generation or even to prove life eternal. It is a day to fan the ashes of dead hope, a day to banish doubts and seek the slopes where the sun is rising, to revel in the faith which transports us out of ourselves and the dead past into the vast and inviting unknown." ~Author unknown, as quoted in the Lewiston Tribune

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Things are picking up! Soon you may not have time to phone source to fill your hard-to-fill positions. When that happy event happens in your world, call the phone sourcing experts at TechTrak 513 899 9628

Tuesday, May 30, 2006

Five lessons about the way we treat people.

Don't really care if the following - received from a friend a few minutes ago - is real or not. We're in a profession that impacts people's lives and far too often we forget there's flesh and blood attached to that resume...

1. First Important Lesson - The Cleaning Lady.

During my second month of college, our professor gave us a pop quiz. I was a conscientious student and had breezed through the questions until I read the last one:

"What is the first name of the woman who cleans the school?"

Surely this was some kind of joke. I had seen the cleaning woman several times. She was tall, dark-haired and in her 50s, but how would I know her name?

I handed in my paper, leaving the last question blank. Just before class ended, one student asked if the last question would count toward our quiz grade.

"Absolutely," said the professor. "In your careers, you will meet many people. All are significant. They deserve your attention and care, even if all you do is smile and say "hello."

I've never forgotten that lesson. I also learned her name was Dorothy.

2. Second Important Lesson - Pickup in the Rain.

One night, at 11:30 p.m., an older African American woman was standing on the side of an Alabama highway trying to endure a lashing rain storm. Her car had broken down and she desperately needed a ride. Soaking wet, she decided to flag down the next car. A young white man stopped to help her, generally unheard of in those conflict-filled 1960's. The man took her to safety, helped her get assistance and put her into a taxicab.

She seemed to be in a big hurry, but wrote down his address and thanked him. Seven days went by and a knock came on the man's door. To his surprise, a giant console TV was delivered to his home. A special note was attached.

It read:

"Thank you so much for assisting me on the highway the other night. The rain drenched not only my clothes, but also my spirits. Then you came along. Because of you, I was able to make it to my dying husband's bedside just before he passed away... God bless you for helping me and unselfishly serving others."

Sincerely,
Mrs. Nat King Cole.

3. Third Important Lesson - Always remember those who serve.

In the days when an ice cream sundae cost much less, a 10-year-old boy entered a hotel coffee shop and sat at a table. A waitress put a glass of water in front of him.

"How much is an ice cream sundae?" he asked.

"Fifty cents," replied the waitress.

The little boy pulled is hand out of his pocket and studied the coins in it.

"Well, how much is a plain dish of ice cream?" he inquired.

By now more people were waiting for a table and the waitress was growing impatient.

"Thirty-five cents," she brusquely replied.

The little boy again counted his coins.

"I'll have the plain ice cream," he said.

The waitress brought the ice cream, put the bill on the table and walked away The boy finished the ice cream, paid the cashier and left. When the waitress came back, she began to cry as she wiped down the table. There, placed neatly beside the empty dish, were two nickels and five pennies..

You see, he couldn' t have the sundae, because he had to have enough left to leave her a tip.

4. Fourth Important Lesson. - The obstacle in our path.

In ancient times, a King had a boulder placed on a roadway. Then he hid himself and watched to see if anyone would remove the huge rock. Some of the king's wealthiest merchants and courtiers came by and simply walked around it. Many loudly blamed the King for not keeping the roads clear, but none did anything about getting the stone out of the way.

Then a peasant came along carrying a load of vegetables. Upon approaching the boulder, the peasant laid down his burden and tried to move the stone to the side of the road. After much pushing and straining, he finally succeeded. After the peasant picked up his load of vegetables, he noticed a purse lying in the road where the boulder had been. The purse contained many gold coins and a note from the King indicating that the gold was for the person who removed the boulder from the roadway. The peasant learned what many of us never understand!

Every obstacle presents an opportunity to improve our condition.

5. Fifth Important Lesson - Giving When it Counts.

Many years ago, when I worked as a volunteer at a hospital, I got to know a little girl named Liz who was suffering from a rare &serious disease. Her only chance of recovery appeared to be a blood transfusion from her 5-year old brother, who had miraculously survived the same disease and had developed the antibodies needed to combat the illness. The doctor explained the situation to her little brother, and asked the little boy if he would be willing to give his blood to his sister.

I saw him hesitate for only a moment before taking a deep breath and saying, "Yes I'll do it if it will save her." As the transfusion progressed, he lay in bed next to his sister and smiled, as we all did, seeing the color returning to her cheek. Then his face grew pale and his smile faded.

He looked up at the doctor and asked with a trembling voice, "Will I start to die right away".

Being young, the little boy had misunderstood the doctor; he thought he was going to have to give his sister all of his blood in order to save her.

Apple Sauce

From MercuryNews.com:

Applying strong First Amendment protections to bloggers and Web site operators, a San Jose-based appeals court has unanimously rejected Apple Computer's bid for the identities of individuals who leaked confidential information on one of its new products.

In a 69-page ruling, the 6th District Court of Appeal broke new ground by concluding that bloggers and web masters enjoy the same protections against divulging confidential sources as established media organizations. The decision sets up a likely challenge in the California Supreme Court.

Here's an interesting part of the decision...

The 6th District also ruled that a 20-year-old federal law designed to protect the privacy of electronic communications prohibits Apple from going through Internet service providers to obtain the bloggers' sources.

Read the entire decision here.

Stay tuned bloggers...and their employers.

"Oh, you animal, you..."

There's new snarf at the Recruiting Animal site. Also known as Canadian Headhunter (Michael Keleman), his "New Project(s)" include:
A new line of trade journalism he calls Recruitainment Tonight . RT reports on the antics of the hottest new recruiting personalities both to celebrate their victories and also, occasionally, to administer a little Recruiting Justice. How did it come about? "I was watching TV one night and I said to myself, 'I can do that'. "It was a gift." he claims, "I didn't have to do any thinking at all."
RT is the only place you will find up to the minute reports on characters like: The Gorilla Headhunter, The Funny Banker, Frankie-Goes-To-China, the Jasons, the Ma'am, the Dog Lady, The HR Thought Leader of the Eastern Hemisphere, Laurence Larry Haughton, the Samurai Thai, the Apparatchicks, Vin Dieselevy and many, many, more.

Also, lest we forget, he’s been many places: co-founder of the edgy Canadian Headhunter blog, then a partner in the standard-bearing Recruiting.com, he is now founder of the uber-duber Recruiting Animal

AND, he’s the co-author of two books in progress: "Don't Call Us We'll Call You: A Job-Hunting Guide For the Mediocre" and "Downsized and Out-Placed on the Streets of Toronto: a Survival Guide for the Victims of Creative Destruction".

AND, on top of all this, he bills himself as the “strange expert from another planet, The Canadian Headhunter came to earth with recruiting abilities far beyond those of mortal men”. Based in Toronto, (affectionately known as Hogtown by all other Canadians), he worked as a busboy and taxi driver, before drifting into recruiting and, subsequently, a brilliant career as a pioneer in the hottest new concept in corporate communications -- that's right, recruiter blogging. (It's hot, hot, hot as it can be!)"

It sure is. So is he.

Before you contact the Canadian Headhunter, please note that he works primarily in the Greater Toronto Area and knows absolutely nothing about immigration. And, although he is certainly one swell guy, if you send him your resume, chances are good that it will not relate to any of the positions he is currently trying to fill.

To fill in the only gap immediately visible to the naked eye, CH offers link advice for Immigration issues at the link above. For those of you scroll-challenged, here it is again. Click on “About” to the right when you get there.

High School Diploma/Equivalent NOT needed

Well now, isn’t this a surprise?

"He asked, 'Don't you have to have a high school diploma to go to college?' " she said. "I was like, 'No, not anymore.' "

Friday, May 26, 2006

Midlife Get serious about retirement

There was a good show on the other night about how companies have and are shifting/offing their pension plans onto the responsibility of 1) the government and 2) the individual. What struck the Edge about the show was the vulnerability of the individual worker to manage his own retirement planning. Very few people are 1) skilled enough or 2) have enough time to do this. As a result, many people are headed for BIG TIME trouble and many of them don’t even realize it – there’s some kind of idea afloat that your 401s and retirement savings are taking care of themselves. The months skip quickly by and those financial reports pile up in a pile, sometimes to be opened months later only for tax preparation. Within those sealed envelopes lie the story – what’s going on with your fund, what the present values are 1) up to, 2) down to. It’s a nasty surprise to open one of these harbingers after a string of losses, but that, exactly, is what happens to millions of people! Think 2000- 2001 when trillions ($4.46T) were lost in the stock market collapse; the Dow Jones Industrial Average experienced three sharp declines in five days in the week of March 12-16, 2001, including a drop of over 400 points on Monday and a 227-point drop on Friday, with a total weekly decline of 821 points!

There was another good article this morning in USA today about retirement planning.

Thursday, May 25, 2006

Eliminating placement guarantees

JD McCool, Editor of Execunet's RecruitSmart, writes in the current issue about a Q&A portion of a recent keynote address he gave to a room of executive recruiters. One long-time search professional admitted that his firm had walked away from placement guarantees, long a standard engagement provision.

Pretty soon, other participants chimed in, including those expressing concern for how an employer's relationship with a new hire is out of their control after the executive's start date. Given a
decrease in executive tenure (take your pick for reasons) and many organizations' failure to properly integrate new executive-level hires (Edge must also add a word about the seemingly horrible reference checking efforts of many top companies - yes, I can hear that melodic cacophony of "not me's"), is it any wonder that many search firms are significantly decreasing or even elminating placement guarantees? Why be held accountable for something you have no control over? For that matter, this sentiment should extend to all recruiters - in-house and out-house.

This being said Edge agrees with McCool (just love his name) that
executive recruiters need to be part of the solution to the challenge of increased executive mobility (Edge must add that all recruiters need to be part of the solution if they are to be held accountable for the results).

While the elimination of all placement guarantees might make sense to many it would, according to McCool, only fuel the false impression that behind any failed executive is a failed executive search process. There's loads of PR to be done here Edgies.

Certainly we can at the very least, work a guarantee into the SLA that lessens to burden on the recruiter when the circumstances are clearly out of their control. As has been said before - and Edge will paraphrase, people don't leave bad recruiters, they leave bad managers (people have other responses to bad recruiters but this is another blog post).

[Edge's good friend Dave Opton, Founder and CEO of Execunet, can be reached at 800-637-3126; if you have any questions about his products and services, call him and mention that you're an Edge fan. He also has a very good blog]

Can you hear me now?

Ouch! Vonage's IPO yesterday saw its shares drop almost 13% below its $17 target in its stock market debut, becoming the weakest IPO offering of the year. Edge had been reading about the impending doom for weeks now has larger companies with existing cable networks (Comcast, Verizon, Time Warner, Cablevision) have been offering lower prices on their own networks.

Naturally, this could all rebound so don't go and toss your Vonage VoIP modem out yet. But it just highlights that you always have to pay attention to the market and its forces.

Recruiting is no different - recruiters need to spend some serious time reading about political, economic, social and technological forces and playing what-if games with all the scenarios. It just doesn't make sense to be caught off guard...

Blogging Workers: My Boss is a Jerk

"This is the time of year when thousands of interns and new employees pour into the workplace from college campuses, many bringing with them an innocence and nonchalance about workplace rules and corporate culture."

"But the line between what is public and what is private is increasingly fuzzy for young people comfortable with broadcasting nearly every aspect of their lives on the Web, posting pictures of their grandmother at graduation next to one of them eating whipped cream off a woman's belly."

"The problem for the employers is that, in a few highly publicized cases, public airing of workplace shenanigans has proved to be lucrative — and young people entering the workplace know it."

According to a survey conducted last year by SHRM, 8% of the 404 HR professionals polled had blogging policies, while 85% did not. The other 7% did not know (I suppose these were HR amateurs).

As long as there have been managers and subordinates, there have been disgruntled workers who let loose about their opinions around the water cooler or over drinks at happy hour. Emails and IMs are just quicker ways of saying, "You wouldn't believe what a jerk my boss is."

"Blogging takes the grumbling to another level, but one that makes sense when considering how much of it is going on out there. According to the Pew Internet and American Life Project, about 11 million people have created blogs at one time or another." It should be clear to companies that the young-ins do not see their job as their identity; this attitude undoubtedly makes them more willing to take chances - "I'll go work for someone who doesn't have a problem with it."

Certainly blogging about corporate secrets is verboten but how much information of a non-sensitive nature is off-limits? The hideous boss whom everyone knows is horrible but HR won't - or can't do anything about? Just who is the one who needs to adapt here?

Work with the bloggers and not against them...

Read the entire article (free NY Times sign-up required).

Wednesday, May 24, 2006

Think of yourself as a product.

Reading an article about how to improve a website, the writer’s advice struck as particularly salient business information. Reformatting it, the words of wisdom can be administered as follows:

Think of yourself as a product. Do you provide a positive, satisfying experience to your customer? Do you make yourself easy to use or is it a frustrating experience for him? Is the information you provide straightforward and readily available, or is it shrouded in confusion and mystery, or even impossible to find? Do you speak to her real needs or do you improve her efficiency or ROI (return on investment)?

Or are you just showcasing a product and a list of dry features? If you give your customer a positive and satisfying experience, exceed their expectations and deliver on your promises, you’ll be doing what very few others are.

"Truthiest" blog

Michael Kelemen – the Recruiting Animal

If you guys aren’t reading the Canadian Headhunter’s blog
you should be. Michael says it’s the “truthiest recruiting blog on the net” and yeah, the Edge agrees with him. He’s a member on the 15,000+ member ERE recruiting organization and the popular Yahoo "Sourcer's Unleashed" group and you’d be smart to invite him to join your network – he hails from our northern neighbor, Toronto, and works as a Generalist Recruiter. He regularly sips the Kool Aid, admitting “that sourcing is the guts of recruiting but not everyone agrees with me. Some real pros see sourcing and recruiting as two different things, one competitive intelligence and the other, primarily, sales.”

He says the animal is “loaded with nonsensical jargon” and the Edge doesn't agree with that – Michael’s subjects really make you think! You’ll find postings, every day, on topics like:

A) Snarf, the free email sorter
B) Great LinkedIn Tips
C) How To Make An Offer and
D) Recruitainment.

He invites you to, at the very least, "come to critique" him. For, although he’s an animal, he “can take it like a man”. Yep, the Edge says that he does.

Send him an email here: msk@rogers.com

Disclaimer: Michael is a member of the Edge's personal network and the Edge is proud of it!

Monday, May 22, 2006

Top 10 List - Java and Coffee

From last week's JavaOne conference in San Francisco, it appeared that Scott McNeely, Sun's former CEO, had taken an overdose of funny pills. Aside from joking that all members of Sun's leadership were desperately trying to grow a pony tail like the new CEO Jonathan Schwartz, he read a Top 10 list, covering "the Top 10 best things about not being CEO."

No. 10: "I don't have to apologize for the stuff I say to Wall Street, Jonathan does."

No. 9: "I'm no longer on the most overpaid CEO list."

No. 8: "I just say, 'See Jonathan on that.'"

No. 7: "I read Hockey News without guilt."

No. 6: "I shave even less often."

No. 5: "No more SOX certifications to sign."

No. 4: "I have someone to blame now."

No. 3: "I can sell my last business suit."

No. 2: "Jonathan doesn't golf, so I guess I gotta do it."

And the No. 1 best thing about no longer being the CEO of Sun?

"My new office is very close to the men's room." OK readers, how about offering a "Top 10 best things about being a recruiter"? Here, I'll start (and we'll re-order them later)...

No. ?: 7:00 AM interviews at Starbucks where you not only get to write off that Venti Drip but also quietly thank Jason Warner for hepling to create a recruiting brand that brought on board Kate, the local Barista

Next?

Truth, Justice and $$$

What does this have to do with recruiting?

Everything!

“The costs to Americans of our excessively busy legal system are enormous. A new study by the Pacific Research Institute in San Francisco, for example, found that ``excessive'' direct tort costs totaled $198 billion in 2004 alone. That amounts to $2,654 a year for a typical family of four, the study reported.”

Read the whole thing here.

Tuesday, May 16, 2006

Negative Sales

One of Edge's favorites, Jeff Gitomer, has a weekly newsletter, Sales Caffeine. This week's issue includes a question from Ray who asks, What do you do about a negative boss? Gitomer's response?

Quit and go work for the competition. Ask hundreds of thousands of salespeople who quit their jobs every week because their bosses are jerks. You’ll find -- it’s not just my opinion.
Sure you've re-engineered your recruiting processes and implemented a snappy new ATS and perhaps even bought into H3.com, Job Thread or Jobster but how about taking care of the negative human element?

Sunday, May 14, 2006

SVP-Mommy Engineering

Blythe Hammer writes a wonderful piece on coming off the Mommy track and returning to the business world. As she wrote, the last time she was working, "we were still having long meetings about whether it was worth the investment to put up a Web site."

As she was putting together her resume, she experienced an epiphany as to the skills she acquired as a stay-at-home-Mom. She offers:

...my ability to prioritize has become highly honed. One time, the following things were happening at once in my house: the dog was throwing up, out the kitchen window I could see that my 10-year-old and his two friends were climbing the roof of the garage to jump onto the trampoline, the high school was calling to ask if my daughter's absence from gym was a cut and the meter man was ringing the doorbell. I coaxed the kids off the garage, showed the meter man to the basement, cleaned up after the dog and called the attendance office — all in that order. But dealing with that situation, which was simultaneously nauseating, terrifying and morally compromising (all to the background beat of a steadily ringing doorbell), was more difficult than anything I ever encountered on the job.
Hamer offers insights into closing a deal (I'm sure there are many out there who believe that two-year olds and many executives certainly fall into the same emotional category), exercising good judgment (no, 14 year olds should not be hanging around their friend's 19 year old sister and her three equally, uh, 19 year old friends), thinking creatively (Hamburger Helper really does help), alter one's expectations to meet changing realities (that trip to the gym will just have to wait), and being a good listener (kids and husbands tend to babble alike).

Frankly, the recruiting world has too many preconceived notions as to "facts" - Mommy tracks, GPAs, the types of companies worked for, etc. that are simply not backed up with data. It's time for recruiters to change their paradigm to fit the skills needed on the job. The biggest problem with recruiting is that as everyone has becomes proficient with a hammer, everything now begins to look like a nail.

Hamer ends her piece:
My skills in these areas would have accrued whether I was at home or at work. Most of us learn from our mistakes and become wiser as we get older. But the point is that for those of us who do choose to stay home for a while, professional development isn't on hold. What we're doing when we settle disputes over the remote control, help with math homework and figure out how to handle the presence of an empty beer can in the basement is developing into better managers. Any company would be lucky to have us.
I agree.

Read the entire Op-Ed here (may require free membership to the liberal New York Times).

Tuesday, May 09, 2006

Follow-up With Rejected Candidates

Viva LaRose has another of her thought provoking posts on ERE. Definately worthy of a click and a personal comment...

Friday, May 05, 2006

"Throw the bums out."

Poll: Bush's Approval Falls to New Low

WASHINGTON (AP) - Angry conservatives are driving the approval ratings of President Bush and the GOP-led Congress to dismal new lows.

Six months out, the intensity of opposition to Bush and Congress has risen sharply, along with the percentage of Americans who believe the nation is on the wrong track.

The AP-Ipsos poll also suggests that Democratic voters are far more motivated than Republicans. Elections in the middle of a president's term traditionally favor the party whose core supporters are the most energized.

This week's survey of 1,000 adults, including 865 registered voters, found:

Just 33 percent of the public approves of Bush's job performance, the lowest of his presidency. That compares with 36 percent approval in early April. Forty-five percent of self-described conservatives now disapprove of the president. In the past six decades, only one president had a lower job approval rating six months before a midterm election - Richard Nixon in May 1974, the year in which Watergate-scarred Republicans lost 48 seats in the House and four in the Senate.

Just one-fourth of the public approves of the job Congress is doing, a new low in AP-Ipsos polling and down 5 percentage points since last month. A whopping 65 percent of conservatives disapprove of Congress.

A majority of Americans say they want Democrats rather than Republicans to control Congress (51 percent to 34 percent). That's the largest gap recorded by AP-Ipsos since Bush took office. Even 31 percent of conservatives want Republicans out of power.

The souring of the nation's mood has accelerated the past three months, with the percentage of people describing the nation on the wrong track rising 12 points to a new high of 73 percent. Six of 10 conservatives say America is headed in the wrong direction.

"It's going to take some events of significance to turn this around," GOP pollster Whit Ayres said. "I don't think at this point you can talk your way back from those sorts of ratings."

He said the party needs concrete progress in Iraq and action in Congress on immigration, lobbying reform and tax cuts.

The Democratic strategy is to nationalize the elections around a throw-the-bums-out theme.

Read the whole thing here.

"What we have to do is earn the public approval of our right to govern again." ~ Democratic Party chairman Howard Dean.

Thursday, May 04, 2006

Today's the Day!

Equal Employment Opportunity Commission (EEOC) Participates in Landmark Webinar Debate on Recruitment Discrimination.

The debate this afternoon will be with senior members of the Equal Employment Opportunity Commission (EEOC) and the topic is focused on discrimination in the recruiting process. This live panel debate in San Francisco is scheduled from 11:00am to noon Pacific Time, and will be broadcast via Webinar. Event details can be found at www.accolo.com/debate

Gerry Crispin is of the opinion that the new OFCCP rules might be a good thing; maybe even a watershed event and eventually will be seen as the turning point for building standards in staffing protocols and Gerry further encourages anyone interested in contributing to a standards dialogue get involved with staffing.org. He also offers a white paper he wrote on the topic (THE INTERNET DEFINITION OF AN APPLICANT: HOW PRACTITIONERS CAN COMPLY WITH OFCCP’S NEW REGULATIONS) and is offering to email it to you if you email him via gerrycrispin at comcast.net.

Martin Snyder is saying the government has not yet “adequately and fully estimated the consequences of this rule” and that it could have a “chilling effect on the freewheeling milieu that forms the affiliation of employers and employees. This rule is already potentially nurturing new rigidities that could erode our competitive and cultural positions.”

Company executives, hiring managers, recruiters and human resource professionals from across the United States are invited to participate in this free Webinar of the live panel debate. This event is FREE. Contact Diane Hassett, Marketing and Public Relations dhassett at accolo.com at 415-785-7833 x220

Tuesday, May 02, 2006

House of Worship Recruiting

A recent article on CNET News, Is Jesus the next killer app? caught the Edge's roaming recruiting eye.

With major companies such as Sony, Panasonic, Avid and Hitachi helping churches spread the gospel as part of an effort to cash in on an exploding market known as "house of worship technology", if Edge were leading the recruiting efforts at these fine organizations you can bet a miracle that the 30,000 worshipers would be seeing divine job ads during the service.

Pass the plate and while you're at it, how about a resume and business card?