Forgot your password? No problem. Just follow the steps and answer the questions:
A temporary password will be emailed to you along with an incredibly long link. However, you will not receive the email until 1 hour has elapsed for each attempted login.
Once you have logged in with the temporary password you will need to answer the security questions below to ensure your identity and account protection.
1. What is the name of your first dog?
2. What is the name of your mother’s maiden name
3. Who is the first person you had sex with?
4. Where did you do it?
5. Are they a ‘friend’ on Facebook?
When your account is available again you will be asked to provide a new password.
Your password must be 12 characters long but no longer than longer than 22 and it must have 3 capital letters. It must contain at least one symbol such as !.# but it can’t contain @ or ? or / or \. It must contain at least two numerals. It must spell something in Farsi and contain a politically sensitive message.
Remember, passwords must be changed every 30 days and we will remind you to change it 3 weeks before the due date.
Thank you valued customer. We hope you have wasted precious hours trying to login.
The App store would be the Suck-ness Monster if it weren’t for the games. Everyone that has an iPhone will at some point download and play a game.
According to Business Insider, of the 2 billion apps downloaded on Apple’s app store, 65% are games. We are talking over a bill-yun games that have been downloaded.
Unlike Apple’s app store, every company career website is a big ball of suckness. It’s true. Company career web pages are bah-bah-boring. It’s time to level up. Offer up downloadable games on your career website.
All the hype around employment branding and attracting top talent, this is a no-brainer. It’s so simple. An applicant applies on-line, and afterwards he/she can play some games or have it emailed as a link for a download to their iPhone, or Google Phone.
Yeah, like, you can have your dog or puppy tweet his daily activity. Seriously. Don’t believe it? Check out Puppy Tweets. It’s to be officially launched at next month’s Toy Fair in New York.
How it works is simple. It’s a device that is a small sound and motion sensor worn on a dog’s collar and translates their barks or activities into Twitter posts. It communicates with a receiver that connects to your PC and only posts ‘pre-recorded’ tweets based on what the dog is doing.
This is great when your Puppy is getting in the garbage can. Read more here.
Good recruiting intuition takes time to build up. But once you develop your recruiting sixth sense you will know the job hoppers, the excuse makers, the troublemakers and the bullspitters (yeah, I said spitters, trying to keep it pg-13 folks).
Remarkably, some Recruiters can simply read a resume and know instantly if the candidate is full of it. Some Recruiters need to have a phone screen and then make a determination. The rest of us need to meet face to face and then know why the candidate job hopped, were “let go”, and to gauge their work commitment.
Trust me. You have the Recruiting sixth sense. It’s inside of you, waiting to be developed. The key is to listen and know when and how to use probing questions.
Patience young grasshopper. In due time your recruiting intuition will come.
In the meantime, here is an interesting little news clip from the Telegraph. It is a top ten list of those most likely to call in sick.
Recruiters need certain things to survive like food, water, commissions and resumes. Take a look at Shareflow, you might not be able to survive without it. This is a great tool for Recruiters that need to work on staffing projects.
Shareflow has been around before Google Wave and it uses technology in a way that allows the users to create and share documents on the web. Instead of using messy emails that get lost in your inbox, Recruiters can use Shareflow to create events, add links, videos and chat about it all in real time.
While your inbox is collecting tons of emails, I foresee Recruiters moving towards tools like Shareflow or Googlewave to keep organized and meet dead lines.
How would you like to be a McVolunteer at 2012 Olympic games? You won’t get paid and you won’t get any free Olympic tickets, but you will get food vouchers. Mmmm Burgers! McDonalds needs to recruit 70,000 volunteers and train them using their customer service training programs. I would really like to see how they are going to do this. Recruiting 70,000 volunteers is going to take a lot of Recruiters.
If you are a Recruiter who uses Twitter then you have a lot to be excited these days. Companies are turning towards Social Media to help cut costs. TwitJobSearch, a Twitter-based real-time job search engine, has partnered with TweetDeck to launch JobDeck.
JobDeck application indexes recruitment related tweets from across the Twittersphere, much like TwitJobSearch.
Recruiters can follow a few simple steps to ensure their tweets are indexed by the service, helping connect them with potential candidates more effectively. JobDeck will help job seekers identify opportunities more successfully, while extending visibility and reach for recruiters using social media to advertise vacancies.
For now JobDeck is for free. For those that are pioneers in the social media recruiting, then this is something you will need to be a part of.
Craigslists job postings are popular because they don’t price gouge recruiters, unlike newspapers did years ago. A job posting on Craigslist in certain cities it’s about $25. For smaller cities, job postings are free.
When I first got into recruiting, it was expensive to place a job ad in the local paper. Along come the job boards and job classifieds faded away.
Nowadays I read the online newspaper, Atlanta Journal Constitution. But, I was surprised to learn they charge $429 for online job posts. I don’t know one recruiter that advertises a job there.
It took newspapers forever to get online and they are light years away from embracing social media technology. When newspapers go all digital, the best way to make a profit is the Craigslist approach.
Newspapers can flourish if they charged a reasonable job posting price like $25. I will continue to go there to check the weather and sports but not to a job any time soon.
As an IT Recruiter, I’ve dealt with thousands of nerds. I’ve sourced them. I placed them. I pestered them. I kicked them. They punched me back. I’ve befriended them. Heck, I have even become one of them.
One thing I can say about every nerd I have ever recruited, they all despised recruiters. I say despised because a lot of nerds were dependent on us last year. Many were tossed out of a job. So, the nerd nation CALLED on the recruiters for help.
And then we did the unspeakable, the unforgivable, we told them we would call them back when the market picked back up.
Instead of building relationships, we worked on our own Linkedin profiles. Instead of helping them, we built Facebook fan pages. We blogged about networking and spewed our opinions on resumes, careers, and coaching – blah-freaking-blah-blah.
Now, business has picked up. Companies are hiring again. And wouldn’t know it, recruiters are once again calling the IT nerds.
All the IT nerds are taking down their online resumes one by one. They are unfollowing us on Twitter. They aren’t reading our blogs anymore and they don’t care about our stupid Facebook fan page.
It’s their turn to tell us. “Hey, I’ll follow up with you tomorrow.”
Or, how about this line: “I don’t know of anyone right now, but I’ll keep your number handy in case I run across anything.”
What were you playing in the early 80’s? Back then kids played Atari video games. There was checkers, monopoly, and for those that preferred outdoor playgrounds, it was the behemoth metal monkey bars.
There was also Dungeons and Dragons (D & D). It was a board game.
So the inner geek in me was totally excited when I came across the Dungeons and Dragons beach ball. Go ahead and get it. Be the geek you always dreamed of but couldn’t. Lay the coin down and take it to the beach. Pretend you’re the Beach Master over all sea creatures.
Why complicate things. Simpler is almost always better. Some say video resumes are too much of a headache and just freaky to watch. Jobseekers have been emailing resumes for years. They are passed around and read under a few seconds. But here are three reasons to get excited about video resumes.
Run a search on Light Peak. This is a data port and cable standard being introduced by Intel. Light Peak can move data along a beam of light at 10GB per second. That is very fast compared to the 100mbs most people have today. With Light candidates can incorporate video into their social media profiles, blogs and online resumes.
Also, I’m excited about 4G Networks for the wireless community. With 4G technology, candidates can easily integrate video into a mobile app for something like Careerbuilder. And, candidates will have access to more robust online video content from job boards like Monster.com
And finally there is HTML 5. It is a new web standard loaded with cool stuff that eliminates the need for Flash plug-ins to watch a video. HTML 5 allows videos to be easily embedded without having to download files and juggle media player formats.
It’s true that a video resume can do more harm than good. But with this emerging video technology, job seekers can easily send targeted video resumes. And Recruiters can deploy creative videos to promote their jobs.
Lastly, recruiters blaze through online resumes. I know I do it. But, with video resumes, applicants have a couple of minutes to explain why they are qualified for the position. And once a Recruiter starts watching a video resume clip, they are more likely to view it to the very end than quickly click away like with online resumes.
I’m hedging my bet that video resumes will explode in the coming years. The number of major sites that support rich video content is growing by leaps and bounds. Recruiters will have more places to find candidates and being able to subscribe to a video resume feeds is a great option.
The only area that has been in the positive for Wall Street has been the areas where they traded tax payer money. So, a lot of critics are calling for zero bonus payout to the fat cats on Wall Street?
Do you agree with this?
CNBC and critics FOR the pay out of bonuses argue for this:
Yet the actual metrics in the Journal story raise a key question: What’s all the screaming about? Wall Street’s total compensation simply isn’t out of control. And the pay critics, in their pious, get-tough crackdown, are only ensuring a new round of outrage when some of these banks recover.
First, some key numbers (rounded up) from The Journal’s study:
* Wall Street revenue grew 47 percent, to $450 billion, in 2009 vs 2008.
* Total compensation will rise only 18 percent in ’09 vs ’08.
* In 2008, 40 percent of revenue went to comp. In 2009: only 32 percent.
* Average total comp in 2009: $150,000, up less than $3,000 in two years.
For all my Hockey loving Recruiters, this is something for you. It is the season for Hockey and if you eat at your desk, then just push this around to grab up all the crumbs. You can pretend the crumbs are like teeth and blood of your the visiting team.
Remember “Once in a Lifetime” from the Talking Heads?
“You may find yourself behind the wheel of a large automobile. You may find yourself in a beautiful house with a beautiful wife. And, you may ask yourself: How did I get here!”
What you should be asking yourself, “Why didn’t I do some scenario planning?”
Scenario planning is a very flexible long term plan based on plausible scenarios. It’s sound like a fancy method for predicting the future.
Let’s say you want to future proof your career in the coming years. You’ll need to identify forces likely to bear on the problem, organize them into future possibilities, envision paths that would lead to those futures, and devise a strategy for surviving them all. (Wired definition)
So, on a side note, the future is full of uncertainties. The last 10 years has been bumpy. Hard working people are getting the laid off, and some right before retirement.
Share holder value is way more important than the employee. As a result people don’t give a frog’s fat ass about being loyal employees. What they do care about is their future
This generation of self employed is doing scenario planning. It may seem trendy, but it’s been around for over 20 years. Your company does it. And, you should to.
A lot of people lost their jobs, their homes and even their families this past year.
With the housing market, healthcare, unemployment, and the rising cost of living jobseekers won’t get fooled again. They are plotting a course to navigate through turbulent times and adapting to the environment so they can survive.
“And you may ask yourself, where is that large automobile? And you may tell yourself this is not my beautiful house. And you may tell yourself this is not my beautiful wife!”
Same as it ever was. Same as it ever was. Same as it ever was….
Guess what? You’re to blame for the weak hires over the last year. It’s so your fault! You have been here all year and with a zero candidate pipeline. Z-E-R-O!
Where is the recruiting strategy you promised? Why didn’t we hire any “Rock Star” candidates that were laid off? What happened to the process, the database, and the improved time to fill? Bro, where is the Beef?
Okay, stop. Rewind to January 2009.
Half the recruiting team was let go and the work load nearly doubled. You didn’t have time to build a candidate pipeline. You didn’t have time on refining the recruiting process. Or, even attract these so called passive “rock star” candidates out in the streets. Basically, you struggled to meet the somewhat unrealistic expectations.
Press play for today January 2010.
The dust has settled and companies are slowly adding to their teams again. It’s time to rebuild the recruiting pipeline and work on employment branding. It’s time to start changing the mindsets of hiring managers and selling the candidate on accepting the job.
Before anything can happen, take the time to come up with a strategy. Evaluate the team and get overall assessment of the current state of recruiting. Then create the recruiting process and stick to it.
Sourcing is going to be critical this year. It’s going to be a race to build candidate pipeline, and it’s not going to happen over night. Recruiters are getting hired again. And, it’s going to feel like a land grab for candidates this year.
Forget that pathetic packet of coffee over in the break room and try some of my Recruiting Powder Protein. Just pour some of this into your water bottle every morning. Don’t be alarmed if some powder floats up enveloping you in a cloud of recruiting goodness. Take it in. Breath it out. Ahhhh.
Take a deep breath and flex your bicep muscles. Go ahead never mind those puny co-workers behind you. You know why? You just guzzled 18 times the amount of recruiting blogs the experts recommend.
You can feel the power. You have left all the other scrawny recruiters behind. You are now a power pumped super recruiter. Roam about the halls flexing those giant recruiting muscles.
If someone hands you a TPS reports, you’ll zap him with your laser beam eyes.
Someone needs you attend a career fair, you’ll freeze them with your icy breath.
Try reaching out to your hiring managers just using your telepathic powers. Did you hear that? You totally got all the feedback from that elusive hiring manager.
The Nerdy IT Manager tried to order a life sized iron cast of Han Solo. The purchasing department caught it. It was rejected. An uprising occurred. Corporate HR surge was sent in to quell the unrest. You were caught in the middle. Now the Nerdy IT manager hates HR; therefore he hates you, the Recruiter.
As you recruit, the manager shoots down all your candidates. He despises every candidate you send him. Everything you do just sucks.
New recruiting plan: Infiltrate the group and become a trusted partner. Doesn’t work. You’re an outsider. You don’t belong.
You try to buy your way with Donuts. Who cares, they get free donuts already from all the staffing agencies. “Just add it to the pile”, one snotty IT developer says.
You go with them to a Karaoke bar. You sing Cindi Lauper’s Time After Time with a Developer named Huang who can barely speak English. Good try. Entertaining, but nothing gained.
You’re almost over. Everything is a colossal failure until one day the Nerdy IT Manager calls you to schedule an interview with one of your candidates.
WTH! You are shocked, but elated at same time. You go through the notes on your candidate and there it is. Bam! The candidate is not only certified but also publicized some papers on Java Design Patterns.
IT Recruiting is all about finding candidates that are serious about what they do. Certifications make that statement for you. And, if they have been publicized, that’s money in the bank. Search on certifications, and specific websites always uncover the rising star that picky manager wants to interview.
Yeah, like, you can have your dog or puppy tweet his daily activity. Seriously. Don’t believe it? Check out Puppy Tweets. It’s to be officially launched at next month’s Toy Fair in New York.
Good recruiting intuition takes time to build up. But once you develop your recruiting sixth sense you will know the job hoppers, the excuse makers, the troublemakers and the bullspitters (yeah, I said spitters, trying to keep it pg-13 folks).
Recruiters need certain things to survive like food, water, commissions and resumes. Take a look at
If you are a Recruiter who uses Twitter then you have a lot to be excited these days. Companies are turning towards Social Media to help cut costs. 
This man is receiving a cold call from a Recruiter about a hot new opportunity that is guaranteed to make him more money than his current job.
As an IT Recruiter, I’ve dealt with thousands of nerds. I’ve sourced them. I placed them. I pestered them. I kicked them. They punched me back. I’ve befriended them. Heck, 
For all my Hockey loving Recruiters, this is something for you. It is the season for Hockey and if you eat at your desk, then just push this around to grab up all the crumbs. You can pretend the crumbs are like teeth and blood of your the visiting team.
getting the laid off, and some right before retirement.
The dust has settled and companies are slowly adding to their teams again. It’s time to rebuild the recruiting pipeline and work on employment branding. It’s time to start changing the mindsets of hiring managers and selling the candidate on accepting the job.
