GRADUATE GOOGLE ATTACK REVERSE RESOURCING

For the shameless, self-promoting graduate out there there’s a way you can tap into your dream job’s CEO or internal HR person’s ego.

Enter Alec Brownstein who took out an Adwords campaign that worked.

I call it reverse-resourcing. Or plain clever job-hunting.

Buying your employer’s personal name through your favourite ad campaign is probably the easiest way to target your potential dream-job. After all everyone’s on Linkedin looking at the same boring pool of candidates who may or may not be promoting themselves effectively. Buying targeted ads on Linkedin or Facebook is a great way to set yourself apart from your competition.

Someone Googles a search term, like their name. You do it, so do I.

Since you’ve put a bid on that term (their name) your ad shows up. If the ad gets their attention, someone will click. You pay when they click. And that person is taken to a website.

After two months, Alec received calls from 80% of the clinets he targeted. A few months after that, he had job offers from two of his target companies.

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Fake It To Make It

This is the ICT Resourcer’s last of three entries in Recruitment consultant bashing. I promise my next instalment will be positive.

Why do recruiters fake job ads, exactly?

  1. It affords the collection of CVs which can then be mined for applicants in hindsight.
  2. It allows them the opportunity to promote to clients that they have 15000 suitable applicants for any role.
  3. It gives recruitment agencies spam-friendly contacts to see if they’re still available and get an updated version of their CV, later on.
  4. It means more on-hand CVs including some of the rarer skilled workers employers might request in any niche. Even if the resource is currently in a role, a sufficiently motivated employer might pay them a very handsome fee to headhunt a candidate.
  5. It means that when a substantial employer seeks supply of five hundred contact-centre staff by the end of the month they only have to lie slightly, instead of completely.

Here are some hot tips on the types of fake job ads to look out for, as recruiters try and build there ‘portfolios’ of heads:

  • Ruby On Rails developers
  • Sharepoint Developers

In the age of transparency it’s time for full-time recruiters to try and convince candidates that any specific advertised opportunity really exists for them, despite being compelled to cloak the name of the client employer.

The core issue remains that job-boards have absolutely no interest in making sure that opportunities really exist.

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JUST HOW MANY AGENCIES ARE IN THE UK?

Create Search For Staffing & Recruitment Companies in The United Kingdom

1. Log onto Linkedin.com with your Account
2. Go straight to the ‘Search Companies’ page using this address: http://www.linkedin.com/csearch/results

Location

3. Select ‘Headquarters Only’ on the left hand side
4. Type ‘United Kingdom’ in the box that is titled ‘Enter location name’. You must make sure you select United Kingdom.

Industry

5. Select ‘Staffing & Recruiting’ as the Industry. (You may have to type this into the field
named Enter Industry Name)
Relationship:
6. Select ‘All LinkedIn Members

Company Size

7. Select ‘All Companies’

Result?

Staffing and Recruiting (5073) – and those are just the ones on LinkedIn. The ICT Resourcer is aware of quite a few Recruiting and Staffing firms that are avoiding the Linkedin phenomenon altogether. Hard to believe but true.

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JOB SEEKERS BLOGS, BLUNDERS

Heather Huhman – pronounced “whoman?” couldn’t have said it any better.

Professional and Personal  Blogs Provide Great Insights

The moral of the story? If you’re a candidate in the market for a new job, or if you ever want to work again, be careful what you post on the internet; twitter, Facebook (I’m still waiting for Zuckerberg to call me), Linkedin, anywhere.

One would do well to really consider that anything posted on what techies call a ‘rented platform’ is not owned therefore not ‘deletable’ by the poster. Data is indexed forever not only on any rented platform, but also ‘snap-shotted’ forever by systems like The WayBack Machine  or by an ever-increasing number of web snapshot services popping up and disappearing on the internet.

Then there’s Google and a whole heap of other aggregators that will, at the touch of a button, deliver a concise and useful shortlist of social mentions for any particular recruiter, resourcer or simply curious entity. Take a look at Topsy.com and try it, you might be shocked at your own behaviour online! You’d also be shocked as to who might be interested in your online behaviour, generally.

Assume Privacy Does Not Exist

In countries like the USA, the privacy laws are substantially different to those in the United Kingdom or in Australia. In other words you can expect an Australian organisation to expunge, disclose or deliver any piece of information stored on a computer on request, wherever possible. In the US however, deleting your data from an old Facebook account is another story.

By the time I finish writing this post the current figure of 93% of organisations planning to use social media channels to recruit would have jumped to 94%. And this figure is likely to be significantly higher for the ICT sector, by virtue of the fact that those candidates have been ‘breadcrumbing’ the internet with comments on third party, or rented platforms for over a decade in most cases.

So if you’re a candidate you might just get resourced out of your next job because of a drunken tweet. Tragic. If you can’t remember your twitter password and can’t remember which email address you used – or even worse no longer have access to that email account – bad luck. Twitter won’t help you no matter who you are.

If you have any entertaining stories please do tell.

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Small Businesses: Do small companies (less than 50 employees) need hiring management software?

Yes, they do.
The reason is because there is simply no other to guarantee quality of your recruitment process without an Applicant Tracking System, no matter how small your business is.

The other reason is so that contacts are managed properly for future hires or growth. You can always refer to the responses you fielded for when you have a new opportunity, without re-advertising.

Using a scalable, low-cost ATS with preferably a web-facing front-end that gets indexed in search engines, and can be embedded in your own web properties is a good idea, and Recruiterbox is a good option, which I have played with.

Using such a platform will mean that a small business can fully extract all the value of complementary paid ad services as well, since messages and applications will never get lost.

Finally, the benefit of such an ATS is that you can share the candidate review/screening process with other internal (or external) manpower, since it is hosted and accessible in a way that is simply not possible by throwing around emails inside an Outlook or Hosted Exchange mailbox.

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Do Customer Surveys Cause ‘Feedback Fatigue’?

Is this the first time you’ve heard of feedback fatigue? I’ll make some comments about what I think the problem is with surveys – just in case you were thinking of sending out another one to all your fans on Linkedin, or to other victims.

Before I begin I’d like to say that I have repeatedly received requests to fill in forms for feedback from some contacts who have actually forgotten who I am. How very dare you. We all know the real reason you sent a survey out was because you couldn’t remember where or how you met your audience to save your own life. Is this you?

Excessive or poorly designed Customer Surveys breed feedback fatigue and therefore halfhearted, publicly accessible reviews which have the reverse effect on the PR efforts of marketers.

Feedback campaigns might even destroy businesses when conducted by third party platforms who are trusted to facilitate the whole sales process. Most “trusted” companies/web sites only “grew to exist” because of the content of their participants, and the offline activity of their combined customers.

A scenario could be when reviews from a hotel booking website are indexed on a search engine. It then becomes very hard for the brand to manage their reputation which is owned by a third party platform. Do we expect a punter to diligently review all the reviews to make a calculated decision on the quality? No we don’t, because that would defeat the purpose of the customer using a time-saving portal.

We can expect a survey out of our control to take place if our brand managers do not ultimately own their own feedback campaigns, potentially causing noise, fatigue or failure.

I have less chance of causing Feedback fatigue when I have a relevant, tailored feedback system which is part of my own customer service desk operation. For the record my feedback system doesn’t exist beyond my email box – at least for the moment.

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Sleep Patterns Of A Productive Person

The American Psychologists’ Association published in their journal called ‘Emotion’ that people who stay up late are not as happy as early risers.

More than 700 respondents, ranging from ages 17 to 79, were surveyed and asked about their emotional state, health, and preferred time of day.

Not surprising since all the framework people in the Western world subscribe to is built on a 9-5 (or 7-8 depending on where your work and volunteer!) skeleton of existence.

If you want to be less like Sean Parker who is a highly successful and mad insomniac and more like a tweeting Dolly Parton then here’s a list you might want to take heed of:

1.Compile your to-do list the at least the night before. It’s not because you’ll be chewing up work time that you need to do this the night before. It’s because you are more likely to absorb what you have written subconsciously while you sleep, and more importantly maybe, sleep better because you lie in the knowledge that you have everything organised for the next day. An old Greek proverb goes: “Wise man cooks before gets hungry”. You know what I mean.

2. Early risers more likely to sleep more.  Because most of us aren’t in fact lucky enough to have the cushion of a salubrious bank account like Mr Parker, it’s likely that we still have to get up and go to work if we do in fact go to bed late.

Lack of sleep does affect your ability to concentrate, in turn your productivity. In fact it makes you stupid. Especially if your in the pub guzzling beers until closing time.

Psychologists recommend 8 hours of rest per night, but they’ve got it wrong too. The ideal sleeping pattern is a broken  one, where it comprises of two or more sessions per 24hour period, aka siesta. However having too many siestas in will result in the meltdown of your economy like Spain and Greece.

3. You Snooze, You Lose. Setting a precedent of procrastination is dangerous, I should know. If your alarm rings at 6am, get up you lazy bastard. If you want to slide into the never ending pit of turning up to the office thinking of excuses for your own sloth, then by all means stay in bed for another 7 minutes, ok another 7 and so on and….

4. Leave a glass of water by your bed. Shock your organs into waking up by slamming them with half a litre of water when you wake up. It will help you wake up even more. Water is life. If you’re not going to exercise in the morning, this is the least you could do.

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emooter.com Says “Monday Is Not So Bad”

The Finns have been very industrious this winter, working out how to measure your company’s mood in real-time.

emooter.com has even produced some valuable data on the unhappiest day of the week. You thought it was Monday, I thought it was tragic Tuesday – we’re both wrong. It’s Wednesday.

Your employees could potentially be divulging all your corporate secrets using their work email address, but don’t worry emooter is promising them immunity, data protection, secrecy – dunno exactly what they’ll be selling and to whom yet.

Probably be selling you back user-generated data they so diligently collected from your employees on company time.

The internet and the age of transparency is leaving the door wide open for the total destruction of the corporate hierarchy you’ve been profiting on for years.

The external conversations your employees are having aren’t only about your brand and the promotion of it anymore.

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My Recruitment Scoops On Scoop.it

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Applicant Tracking Systems

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A List Of ICT Recruitment Agencies in Dubai

Dubai IT recruitment agencies, specialising in IT jobs across a range of sectors and locations

There have been a lot of ripoffreports about Dubai Recruiters, so please let us know if any of the agencies we have indexed in this website are poor, or a scam.

Please feel free to email hello@ictresourcer.com if you would like to tell me an interesting recruitment story or if you have some words of wisdom.

Here’s a list of Agencies in Dubai, just in case you’re interested.

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How Do I Recruit An ICT Engineer?

Treat the people you are trying to connect with respectfully.

Don’t use “tricks” to get their attention.  Try to understand when their responses to you are not that positive,  it’s probably less about you and more about the fact that they’re currently inundated with boring emails from a twenty-something year-old consultant.

Have one of your top engineers reach out to them instead of your recruiter.

If you find a really promising candidate, have one of your top engineers reach out to them instead of your recruiter. I will happily meet up for an hour long coffee with a top engineer from a cool company, if they seem to have interesting work to tell me about, but I won’t spend more than 30 seconds with a recruiter.

Candidates Hate Your Boring Emails

Delivering custom emails involves crafting an email that makes it looks as though you spent more than 30 seconds checking out the person whom you’re contacting. One of the reasons services like Entelo exist is to make these custom emails easier. Quickly checking someone’s recent Tweets or Github projects gives you an opportunity to comment on something that 95% of messages won’t. That will help you stand above the noise.

Track Who You Prospect

Manage your outreach and interactions. Most companies, and almost all startups, don’t do this well. They’ll send an email to a candidate and have no record of who they’ve reached out to and when. Then, a few months later they’re looking to fill a position and they come across a very promising candidate and the immediate thought is “Did I email this person already?” Avoid this.

There are great tools available to manage these interactions and they’re often not your Applicant Tracking System (ATS). Some ATS platforms do a good job with handling interactions with people who haven’t applied yet but most don’t. Instead, you should plan to set up a separate, parallel system that you can use to track who you’ve reached out to and what, if any interaction you’ve had with a given candidate.

Seek And You Shall Find

Seek out engineers who are contributing to or running help websites and contributing tutorials, answering questions, helping others write better code, writing public documentation etc.  Go out to websites that offer help in programming and look for the most prolific contributors. Watching YouTube has suddenly become your new resourcing method.

Conferences

Get your technical people  to go to conferences and give presentations about the great technical work your company is doing.  Even if you work for an agency, you probably have an engineer. Ask the presenters to mention that the company is hiring, and to provide a URL to conference attendees for a special information page that tells people why they might want to switch jobs and come to your company. The content of this page should be developed in consultation with technical people in your organisation.

These are some professional, effective methods for reaching the top engineering talent without pounding their inboxes and voicemails with your sales message. Use them.

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How Long Will I Last As A Technical Recruiter?

There is a lot of turnover

Companies often set unreasonable goals as to how quickly engineers can be recruited. When those goals aren’t hit, frustrated recruiters often look for the exit or are pushed out by management. Recruiters are affected by the same dynamics as salespeople. If you can’t hit your numbers you aren’t going to last long.

Recruiters-on-contract

Consultants might be doing recruiting on a contract basis to build out a specific technical team.  Once those engineers, project managers and developers are in place there might not be as many openings for them to address.

Often in Tech Startups recruiters are contracted so that they don’t make a claim on equity.

Business can slow down

Often very little room for movement or development exists in smaller companies as a recruiter (you are often a team of less than 3). The work can get monotonous over time, and companies’ hiring needs change can change quickly.

When things get slow for a few months recruiters might choose to move on to work on something more exciting.

Retained has by far the lowest turnover due to guaranteed fees and much higher standards on hiring recruiters.

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