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"We Would Love You to Apply"…. Now Killing Talent Acquisition at an Industry Battleship Near You…

By  (hrcapitalist.com)

I was having a conversation with a high potential candidate last week, and she proceeded to tell me about a recent connection with a recruiter.  This candidate is bored, and « gettable » for the right company that can help her interrupt the career pattern she’s in.

She’s reached the expiration date of her shelf life in her current gig.  She either reinvents herself at her current company (made difficult by layers above her and a lot of specialization in her shop) or she moves on.   The expiration date sounds like it was 2 months ago.

The candidate’s not an active candidate yet, but she gets calls.  She recently returned a call from a big local company and had a nice conversation with a recruiter – a phone interview.

At the end of the call, which had gone well, the recruiter proceeded to say seven words that are like poison for a high potential candidate.

« We would love for you to apply »…

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How to Ask Why You Didn't Get The Job

By Suzanne Lucas (MoneyWatch-cbsnews.com)

Dear Evil HR Lady,
Is it considered poor taste to call an interviewer to ask why you weren’t selected for a job?
That depends entirely on how you do it.

Here’s an example of an « in poor taste » call:

Candidate: Could you tell me why you didn’t hire me? Because I’m awesome, and I can’t figure out why you guys were so stupid as to not hire me. I mean, do you like a mediocre work force? Because that can be the only reason why you didn’t hire me.

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5 Ways You Are Killing Your Business When Recruiting (Social Professionals)

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I’m sure not everyone is guilty of these hiring faux pas in the social media era, but I’ve seen it enough in the past 4 years of interviewing and pitching for social media positions and clients that I know many business owners are hurting their business in the process of recruiting. Whether you are hiring someone to work as your employee, an unpaid intern or you have a professional recruiter finding your new social media community manager or contract agency, the old fashioned rules of social etiquette apply, even more so when you’re hiring social media professionals who know more about digital marketing and socializing technology than you do. Continue reading →

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Gaining Commitment from Candidates: A 10-Point Checklist

by Nancy Parks

Does this sound familiar? You are having a great conversation with a “rock star” candidate who has applied for one of your positions. You share the details about the position and your candidate seems genuinely excited. You might even be getting lots of “buying signals.” You assume that you are both in “violent agreement” that this is the perfect position!

So you move your rock star forward — setting up an appointment with the hiring manager. Your candidate sounds excited, and you are looking forward to one more “fill” on your scorecard for the month. Life is good!

But not so fast.

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The Hiring Manager’s Guide to Working With Recruiters

by Howard Adamsky

Recruiting is a team effort. It’s most effective when the parties that make up the team move quickly and effectively through the process to get the job done. This is, of course, easier said than done, but let’s takes a quick moment to identify the three primary members of this illustrious team:

  1. The candidate
  2. The recruiter
  3. The hiring manager

If any of the above-mentioned parties fail to perform as expected, the process tends to suffer — and can break down completely under certain circumstances. This can lead to all types of problems and frustrations that relate to the successful acquisition of a new employee.

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