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ERE on Brazen
A place on Brazen Careerist for members of ERE and others who may be interested in the recruiting, staffing, sourcing, human resources and talent industries.
Network Leader: Lance Haun
Maura V. Pingor
Why I like it here @ Citi? on 3/31st Citi will turnoff the lights for the 5th year in support of Earth Hour!
8 weeks ago from Citi, Ask Penelope Trunk!, Company Culture, Brazen Careerist's Top 50 Gen-Y Companies and ERE on Brazen3 more
Rebecca Thorman
Just read an article about a woman who told a little white lie in salary negotiation. When she was offered a new job, she said she made $5,000 more at her old job than she actually did. The offered to match her salary, but she said, "I'd like to be making more," and so they came back and said they'd give her $5,000 more, so her new job is $10K more than her old one. $10K is an avg salary jump, but I love this tactic. Do you think it's okay though to say such a lie?
101 weeks ago from Salary - Negotiating & More, Human Resources, ERE on Brazen, I am Gen Y and Ask Penelope Trunk!3 more
Rebecca Thorman and Patrick Pho recommended this
Joseph Tolentino:
I've just read this article: MoreI've just read this article: http://www.iwillteachyoutoberich.com/blog/reveal-salary-history-negotiat...
I guess there are varied opinions regarding this matter but in order not to get in trouble this article advised to simply say that you are not comfortable discussing your financial history. That is why you are "negotiating", you want what is financially sound to what you are taking in especially if it is something different from your current job.
100 weeks ago
I guess there are varied opinions regarding this matter but in order not to get in trouble this article advised to simply say that you are not comfortable discussing your financial history. That is why you are "negotiating", you want what is financially sound to what you are taking in especially if it is something different from your current job.
100 weeks ago
Ryan Paugh
I was just catching up with some of my favorite bloggers and stopped by Lance Haun's blog to read this guest post by Benjamin McCall >> http://bit.ly/cYuhyl
Should all HR Professionals have an MBA? It seems like it couldn't hurt and would also help you understand what's happening on the Business Development side of the company you work for. Or is going back to school for an MBA just a waste of time for HR folk?
102 weeks ago from Human Resources, ERE on Brazen, Recruiters Unite!, Corporate Talent Acquisition and Talent Revolution3 more
Janet Vas:
It would depend of the HR model being utilized and the industry. HR also has many areas of expertise where an MBA has no specific training. I ...MoreIt would depend of the HR model being utilized and the industry. HR also has many areas of expertise where an MBA has no specific training. I would caution against a perscriptive statement indicating an MBA is helpful to all HR professionals and speciality areas.
101 weeks ago
101 weeks ago
Tony Deblauwe:
One thing for sure - an advanced degree means more than a SHRM certificate. No offense to SHRM but in context, more credibility with the degree.
101 weeks ago
101 weeks ago
Ryan Paugh
Okay, I'm sold that all of you HR and Recruiting professionals are buying into Social Recruiting (you are, right?). What I'm wondering now is how much flack you are getting from the Marketing/PR departments who are used to having complete authority over your company's messaging? How are you guys dealing with this? Do you work in tandem with your company's marketing people or do you run your own show? Share your war stories if you have war stories to share ...
103 weeks ago from Recruiters Unite!, Corporate Talent Acquisition, ERE on Brazen, Talent Revolution and Human Resources3 more
Tony Deblauwe:
We do it in partnership as much as possible. We take their guidelines and non-negotiables and craft an approach that way.
101 weeks ago
101 weeks ago
Sara Gallagher:
When you're dealing with a mid-sized (180 employees) privately owned company, this is a little easier. Even though we're much larger now than we ...MoreWhen you're dealing with a mid-sized (180 employees) privately owned company, this is a little easier. Even though we're much larger now than we were five years ago, our marketing is still done through the CEO's office. We have a Director of Marketing, but her office is right next to the CEO and so there is constant communication between marketing and the business office/HR/etc. about our company messaging. One of the responsibilities I have is to serve as a liaison between the CEO's office/Marketing and the rest of the company. I ensure that everyone has the freedom to use social media to their best advantage, while following a few general guidelines about our brand and how we want to present that brand to others.
101 weeks ago
101 weeks ago
TOP IDEA:
Amy Ng
I am intrigued by the increased level of parental involvement in Gen-Y job hunting and career development and management. I would love to better understand this new dynamic in the workforce. Gen-Y: Has your parent ever joined you for a job interview with a prospective employer or contacted your employer to discuss your performance or career development opportunities on your behalf? Employers: Have you been contacted by parents to discuss their child’s employment or future with your company?
103 weeks ago from Citi, GenYJourney: Tips, Insights, Experiences For Young Professionals, I am Gen Y, ERE on Brazen and Human Resources3 more
Ryan Paugh recommended this
Cooper:
I don't think some parents realize how detrimental some of these practices really are. That, or their need to control their children and their ...MoreI don't think some parents realize how detrimental some of these practices really are. That, or their need to control their children and their children's life is out of control.
Does anyone teach their children well and let them go?.
I have done local alumni admission interviews, and it always gives me pause when a potential student, not much younger than I am, a student who wants to attend a huge university in one of the largest cities in the world, comes in to interview with a parent, and the parent expects to remain in the room during the interview.
99 weeks ago
Does anyone teach their children well and let them go?.
I have done local alumni admission interviews, and it always gives me pause when a potential student, not much younger than I am, a student who wants to attend a huge university in one of the largest cities in the world, comes in to interview with a parent, and the parent expects to remain in the room during the interview.
99 weeks ago
Ty Unglebower:
My mother has advised me, when she can. Just like she would with any event or situation I would share with her to discuss. And if she heard about ...MoreMy mother has advised me, when she can. Just like she would with any event or situation I would share with her to discuss. And if she heard about a job lead in her travels, she would write it down and tell me about it. But she never took any kind of specific initiative without my direct knowledge. (Such as calling a manager, or some such madness.)
But I know people in my family who would do that. I have often thought that I have many weaknesses, but none of them entail my mother going to a job interview with or for me. But more importantly, she would not presume to do so on her own.
99 weeks ago
But I know people in my family who would do that. I have often thought that I have many weaknesses, but none of them entail my mother going to a job interview with or for me. But more importantly, she would not presume to do so on her own.
99 weeks ago
Ryan Paugh
Are profiles the new resume? Check out this post that I found this morning on ERE: http://bit.ly/c16fQz
Do you agree with the author? In 20 years, could online profiles completely extinguish the need for a traditional resume? Could it maybe happen sooner?
104 weeks ago from ERE on Brazen, Recruiters Unite!, Human Resources, Resume Feedback and Corporate Talent Acquisition3 more
Tony Deblauwe:
More so we see the brief profile before seeing the full resume. Saves time, provides a better snapshot, and leads to go or no-go actions.
101 weeks ago
101 weeks ago
Danver Chandler:
*I'm late to respond to this post, but I will say that by not only submitting my resume and cover letter I purposefully created a professional ...More*I'm late to respond to this post, but I will say that by not only submitting my resume and cover letter I purposefully created a professional profile because I knew I would need to set myself apart in this economy and demonstrate key aspects of what I do. Needless to say, I have an interview and the individual found my website/profile enjoyable. If profiles do become such, people will have to work to create new ways to set themselves apart. Here's mine: mschandler.tk (for teaching).
101 weeks ago
101 weeks ago
Ryan Paugh
Are hiring managers going too far with reference checks? I just read an article on MSNBC that blew me away (http://bit.ly/qwHU0). It's no surprise that they're referencing Facebook and LinkedIn pages, but calling unauthorized references seems nuts! What do you guys think? Are there any ethical considerations that should be made when doing a reference check?
104 weeks ago from ERE on Brazen, Human Resources, Recruiters Unite!, Talent Revolution and Corporate Talent Acquisition3 more
Lindsey Anderson:
I think if you've listed a place of business on your resume but didn't list someone from that place as a reference, it's still fair game for the ...MoreI think if you've listed a place of business on your resume but didn't list someone from that place as a reference, it's still fair game for the prospective employer to call them. And as far as the internet goes, make sure you're careful with your use of FB and other social networking sites - you don't want that picture of some drunk guy motorboating you to come back to haunt you so don't put it on facebook!
104 weeks ago
104 weeks ago
Bryan Baldwin:
I don't think most hiring managers go far ENOUGH on reference checks. I also agree with Steven on off-list checks being industry standard. Where ...MoreI don't think most hiring managers go far ENOUGH on reference checks. I also agree with Steven on off-list checks being industry standard. Where organizations short-cut is they don't give the person the opportunity to explain a bad reference. But when you're dealing with 75 resumes for one position... I think the bottom line is people need to manage their social networks.
104 weeks ago
104 weeks ago
Ryan Paugh
How are you using Twitter as a recruiter? Are you engaging or broadcasting? I believe that engagement and conversation with job seekers is crucial. Unfortunately many organizations are pushing their employees to simply disseminate the information. What do you think is the right way to use Twitter for recruiting, and are you ready to take a stand? (Inspired by Susan Strayer's session at the #SocialRecruiting summit: http://bit.ly/bR5sS6)
104 weeks ago from Recruiters Unite!, Human Resources, Talent Revolution, ERE on Brazen and Corporate Talent Acquisition3 more
Ryan Healy and Andrew Arn recommended this
Ryan Paugh:
@Andy: Hear, hear! There are a lot of crap jobs out there and part of what makes Twitter so great is it gives job seekers the opportunity to ...More@Andy: Hear, hear! There are a lot of crap jobs out there and part of what makes Twitter so great is it gives job seekers the opportunity to create a trusted relationship with recruiters. This is true for other types of Social Media as well. Show value beyond your job postings and more passive candidates will come to you when it's time for them to find a new job.
104 weeks ago
104 weeks ago
Jim Parker:
Ryan this is a great question! Twitter adoption and its use depends on the company. Some use it to send updates and others use it to have ...MoreRyan this is a great question! Twitter adoption and its use depends on the company. Some use it to send updates and others use it to have conversations with followers. Following potential employers or thought leaders in the industry help candidates learn of current issues which could make interviewing go smoothly.
104 weeks ago
104 weeks ago
Ryan Paugh
Just got back from the Social Recruiting Summit in Minneapolis. My favorite session was led by Andy Drish (a fellow Brazen Careerist). He talked about how technology is advancing faster than any policy or regulation. This creates a paradox for many recruiters. Do you take advantage of the latest and greatest technologies available, or wait for approval? How are you handling this in your organizations?
105 weeks ago from Recruiters Unite!, Human Resources, ERE on Brazen, Corporate Talent Acquisition and Talent Revolution3 more
Todd Nilson:
Our organization adopted social media tools for recruiting early on, but we were fortunate being a smaller technology company whose leadership ...MoreOur organization adopted social media tools for recruiting early on, but we were fortunate being a smaller technology company whose leadership recognized the potential. The sooner larger enterprises wake up to the fact that they are hobbling their Recruiters from networking on an even playing field, the better.
105 weeks ago
105 weeks ago
Tony Deblauwe:
Most of the recruiters we work with are contractors. Between our tools (enterprise ATS, media, etc) and theirs, the bridge of technologies happen.
101 weeks ago
101 weeks ago
Lance Haun
How well do you know your recruiting process? Dr. Sullivan had an interesting post this week about identifying failure points in recruiting (http://www.ere.net/2010/05/10/the-steps-of-the-recruiting-process-%E2%80...) and I am wondering how many of you keep a close track on your process? I know I certainly did not initially and spent a lot of wasted time fleshing out our process later.
105 weeks ago from ERE on Brazen, Corporate Talent Acquisition, Recruiters Unite! and Human Resources2 more
Ryan Healy recommended this
Josh Allan Dykstra:
I certainly don't mean to imply that we shouldn't create processes or steps; I just think most of our systems are completely out-of-control ...MoreI certainly don't mean to imply that we shouldn't create processes or steps; I just think most of our systems are completely out-of-control complex. I'm encouraging leaders to take a hard look at the structures we tend to blindly follow (not that anyone here is doing that, but it's happening in many places) and instead try to peel back a layer. To look "under the hood" and ask: are our systems actually getting us the results we want?
105 weeks ago
105 weeks ago
Tony Deblauwe:
Over process and having the tools run the system. That is the #1 failure over knowing your talent, having a workforce plan, and communicating a ...MoreOver process and having the tools run the system. That is the #1 failure over knowing your talent, having a workforce plan, and communicating a solid brand and work environment people want to work for.
101 weeks ago
101 weeks ago
