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Recent Posts

How to spot the best recruiters for your business

Posted by Guest Contributor

April 24, 2014 @ 10:00 AM

Having a great recruitment professional on your side can help to shape your company. Here’s how to spot the best ones. 

By Janine Davis

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Having a great recruiter in your corner can make hiring simple. Everyone should have at least one go-to recruiter that becomes their career partner in crime. Someone who has known you for years, tracks your career and business, provides advice just to be a nice person, and knows your personality and quirks when it’s your turn to hire. I’m not talking about the used car salesman type that only remembers you when they need you. I’m talking about a professional that is your sounding board, keeps you in mind and calls you when something of interest comes in, and knows your career motivations and passions. 

Fetch came up with this “List of Qualities that make Successful Recruiters” as part of our internal hiring process. Here I’m sharing a slightly modified version of it, since I’m often asked how someone can assess a good recruiter (whether you are a client or a candidate). There are nuances depending on which side of the hiring equation you are on, but the basics apply regardless. Be on the lookout for these qualities. The ones that are soft in nature are obviously harder to gauge (The Soft Stuff), but there are also three solid tangible barometers (The Hard Stuff) you can use.

Topics: Recruiting & Sourcing

Responsive web design: The one question for businesses to consider

Posted by Guest Contributor

March 26, 2014 @ 08:49 AM

JobMobile NYC panelist shares his organization's transition to a mobile-responsive website.

By Jay Woodruff

Affinity_Resource_GroupHere’s the only question you need to answer in deciding whether to move to a responsive-designed website:

Do you want to stay in business?

About two-thirds of Facebook users now gain access via mobile devices, and for sites like Pandora and Instagram, the number is approaching 100 percent. As more and more people migrate to mobile as their primary access to digital information, you can't afford to not put your best face forward on portable devices.

At Affinity Resource Group, our recruiting practice focuses on digital technologists, so for us the move was a no-brainer. And still we dragged our feet. Our website is important, but it is not our primary revenue driver, so during those first couple of years we were focused on establishing relationships, attracting clients, and making placements. 

Topics: Recruiting & Sourcing, Social & Mobile Trends

The convergence of social media and mobile recruitment

Posted by Guest Contributor

February 21, 2014 @ 01:26 PM

Why you need to modernize your entire recruitment process to be competitive in today's candidate-driven market.

By Scott Bass

Social_Media_Skippy_Smartphone

Technology is continually changing the way recruiters and HR professionals interact with candidates every day. Social networks like LinkedIn, Facebook and Twitter have become a rich source of passive candidates; top professionals that are typically employed.

But is it enough to simply be present on social media?

If the goal is to hire exceptional talent, there has to be more - and all signs point to mobile recruitment as the latest tool in connecting with top candidates. [TWEET]

Topics: TheLadders Events, Social & Mobile Trends

HubSpot thinks your “careers” site is broken

Posted by Guest Contributor

January 21, 2014 @ 09:00 AM

If it ain’t broke, why fix it?

By David Fernandez

HubSpot_LogoSo there we were, the HubSpot recruiting team, sitting around a large conference room table. We were prepped with ideas for solving a problem that to most people didn’t seem like a problem at all.

Let me explain.

recruiter gets an approved headcount. He meets with hiring managers, asks some important questions, then creates the job description. Finally, he publishes it on the company website. Shortly after he blankets the web with said job description. Done. He waits, with fingers crossed. The thing is that this works for generating tens, and in our case, hundreds of resumes but it doesn’t solve for fit. See? We were just marketing our jobs and not US, not our culture. We didn’t just want new employees who could do their jobs extremely well, we also wanted new employees who wanted to be a part of our culture. But how could they learn about our culture without experiencing it firsthand?

Topics: Social & Mobile Trends

Bridging the candidate skills gap with a compromise: Part II

Posted by Guest Contributor

December 09, 2013 @ 10:00 AM

Learn how Adcap developed its apprenticeship programs to address the candidate skills gap.

By Brad Wilkins

Adcap_NetApp_Update1In my last post, I discussed Adcap’s belief in bridging the candidate ‘skills gap’ with a compromise. With an abundance of intelligent and capable recent graduates, returning veterans and individuals seeking industry transitions, we knew we could find a successful compromise.  Instead of complaining about the lack of an already-qualified talent pool, we would create one.  This is how we got the idea to institute our apprentice program.

When we first discussed the concept of an apprenticeship position with the management team, they were a bit confused by the language.

Is this an internship?they asked. No, this was a full W-2 salaried position with benefits. 

“Then how is this different from an entry-level position?” they wanted to know. 

Topics: Recruiting & Sourcing

Relationships: The missing element in modern recruiting

Posted by Guest Contributor

November 07, 2013 @ 10:00 AM

JobMobile Boston panelist talks about how 'paying it forward' can really pay off in the recruiting business.  

By Steve Kasmouski

handshakeFor recruiters, HR professionals and hiring managers, finding top talent requires more than just posting ads, making phone calls and sending emails. In today's world of information overload and technology abundance, in-demand professionals are doing everything they can to avoid constant solicitation from recruiters. And who can blame them? Regardless of your profession, it is likely that you have had a bad experience with a narrow-minded recruiter who claims to have the ticket to your dream job without knowing the first thing about you. These conversations lack what is most important: the candidate-recruiter relationship.

Topics: TheLadders Events, Recruiting & Sourcing

Bridging the candidate skills gap with a compromise: Part I

Posted by Guest Contributor

November 05, 2013 @ 10:00 AM

Could the Founding Fathers hold the talent acquisition solution?

By Brad Wilkins

Mind_the_GapThe Opportunity Nation Coalition published a study last week indicating “Almost 6 million [people aged 16 to 24] are neither in school nor working.”  Additionally, veterans are coming home from serving our country with great teamwork skills and discipline, but are unable to provide for their families.  Yet HR departments across the country bemoan the lack of qualified candidates for the 3.7 million job openings unable to be filled. This is because of what HR collectively calls the “skills gap,” which we have been trying to bridge for over a decade. 

Let’s start calling it what it really is:  The “compromise gap”

The compromise gap is when both parties stop blaming each other for the gap, and recognize that they must meet in the middle.  Employers need to invest in substantial training and career planning, and the unemployed need to adjust their expectations.  As long as HR continues to call it a “skills gap,” implying the onus is on the candidate to bring all the qualifications to the table, we will continue to have this issue.

Topics: Recruiting & Sourcing, HR & Benefits

Four truths about mobile recruiting

Posted by Guest Contributor

July 09, 2013 @ 05:10 PM

Mobile recruiting is an opportunity to rethink how we connect with and engage job seekers. 

By Ed Newman

Mobile_Phone

After more than 25 years in the HR field, I have seen my share of technology shifts and breakthroughs that have influenced the face of Recruiting.  Every time it happens the hype machine kicks into gear and we come up with fancy names and labels.  In the early ‘90s when applicant tracking systems were coming of age, we called it Electronic Recruiting.  About 5 years later when the web exploded, we called it Internet Recruiting. By 2007 with the advent of LinkedIn and Facebook, it was Social Recruiting. And now with the rapid adoption of smartphones and tablets, we have all jumped on the Mobile Recruiting bandwagon.

Topics: Recruiting & Sourcing, Social & Mobile Trends

Rolling the team development boulder up the hill

Posted by Guest Contributor

June 14, 2013 @ 05:35 PM

JobMobile panelist discusses his approach to building a great team at a start-up.

By Martin Kupferman

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The mythic king Sisyphus was not the prototype for a modern executive. He was cruel and deceitful, for which he paid a big price—condemned in the afterlife to roll a boulder up a big hill only to have it continually roll back on him. Sound like the challenge of building a great team in a startup? Perhaps, but it’s easier if you have a sense of the hill and how to approach it.

In organizational parlance, this means being clear about the type of people you’re looking for, the challenges you’ll face in attracting them and the infrastructure you’ll require.

Topics: Recruiting & Sourcing

Does your job description read like an obituary?

Posted by Guest Contributor

May 23, 2013 @ 05:25 PM

Are the people who write obituaries the same people who write job descriptions?

By Scott Leishmann

Resume Dude resized 600

It sometimes seems like it! Or perhaps job descriptions are the proverbial camel that was supposed to be a horse but was designed by a committee overseen by lawyers (full disclosure, I am an attorney). After deciphering a lengthy and confusing job description, you’ve probably heard the hiring manager say, “never mind, this is what I’m really looking for.”

Here are some tips on writing job descriptions that will attract the right candidates the first time around:

Topics: Recruiting & Sourcing