CharlotteRecruiting

GMAC is tweeting our Jobs!

 GMACjobs  (tweeter name)

GMACjobs  GMAC is looking for Mgr Media Relations in Fort Washington, PA tommy.anthony@gmacfs.com 1 minute agofrom web 

(GMACjobs is looking for a paralegal in Charlotte with Banking Experience).

http://www.linkedin.com/in/tommyanthony

ARE YOU TWEETING YOUR JOBS??

Are you searching for your Jobs on Tweeter?

It is free!!! 

 

Big job boards activity slugish!!!

The Monster.com U.S. Employment Index dropped three points in July as online-recruitment activity remained sluggish.

Still, the year-over-year decrease was the index’s smallest in four months, signaling a possible improvement in underlying employer demand for workers at the start of the third quarter, according New York-based Monster Worldwide Inc. (NYSE: MWW). source (Charlottebusiness journal)

I believe companies are being creative using Linkedin and twitter and blogs along with corporate websites to advertise and pull traffic to the jobs open.  Example Indeed.com can pull postings so candidate can view a jobs without going to the major job boards along with Linked in!!

In today's market with marketing budgets cut companies may not be using the BIG job board as much!

http://www.linkedin.com/in/tommyanthony

 

Links To Amaze Your Friends

Blue Sky Resumes finds a company giving out some very exciting Christmas bonuses. 

Cloud Recruiting talks about mobile recruiting, a topic that should be getting a lot more attention.  Since I got my iPhone, I gave into the dark side and started texting candidates.  Best idea I ever had.  They can answer texts when they are in the office, at a time when they can't answer the phone.

Speaking of mobile recruiting, I discuss several mobile strategies in my new training CD on Web 2.0 Tools for Recruiters. There's a section on how to use your mobile devices to connect with candidates. 

Fistful of Talent has the Yearly Power Blog Rankings up.  My SocialMediaHeadhunter.com made the top 25.

And I'm still looking for a Charlotte based recruiter who wants to use this blog to make $100,000 next year.  You write, I'll send you instructions on how to do it - we all go home happy.  Email me.  

"Attraction" and Recruiting

On a recent FistfulOfTalent post, Maren Hogan discussed the idea of how to be an "attractive" recruiter. She was not talking about physical attraction, but more about how you can attract candidates to your company or what you have to offer as a recruiter. She really nailed the point when she said

"Attaction is not only about making people look, but having some depth once they do take a peek.  Don't be the Amy Winehouse of your space. Look inward and figure out whether you have something to offer once someone looks."

When I was thinking about this quote, this analogy popped in my mind. It's like if you yell "Think fast!" and act like you are going to throw a ball to a friend, but you really don't have a ball. They looked, but in the end there was nothing worth looking at. It's an interesting idea.

Talent Usually Groups Together

In a recent post on FistfulOfTalent, Michael Homula offers his insights on the concept that "winners follow winners and losers follow losers". He even managed to link the idea to Forrest Gump and motherly wisdom. Michael puts it best when he says:

"I don't know about you, but I am not in the business to hire ALL candidates.  I want to hire high-performing employees.  I say have relationships with true talent and create great candidate experiences with them. Hang out with the talented people around the talent pool. Essentially, hang out with the cool kids."

If you have an attractive position open, there is a very good chance that a lot of talented candidates will flock to it. Pick the best from the best. There is no sense in wasting time on unqualified candidates or maybes.

Staffing Firm Search Engine Optimization

I'm working on a new project strictly for staffing firms.  Through this blog, and it's sister sites, I've managed to gain first page ranking on Google, MSN, and Yahoo for key terms in the local staffing market.

Search terms like "charlotte recruiter" and "charlotte staffing firm" lead to this site, and in this market and others, I can get the first position for a company by interviewing their recruiters, their salespeople, and rank on the first page for the keywords like "java jobs," "SAP Consultants," and "Project Managers."

I'm not an SEO consultant, but I am effective, and so I'm launching a program solely for staffing firms. The purpose of this blog, and all of my local recruiting blogs, is to help local staffing firms make more placements using social media.  To make that happen, I'm going to offer an SEO performance plan so that you can rank on the first page of Google for your chosen terms.

It's pretty simple.  You tell me which terms you want to rank for.  It should include the names of your recruiters, your key words, and your company.  You get three phrases (up to five when we include names), and if I can get you on the first page of Google, it's $300 per month.  If you're the first or second entry, it's $500.  Run the program as long as you wish, and you only pay for results.

As I said, this is only open to local staffing firms and branches of firms in Charlotte (for this site), other sites will work on their cities.  If you're interested, contact me at socialmediaheadhunter at a gmaildotcom address.

What Do I Say About Salary?

One of the toughest questions you'll get in an interview is how much your previous salary was.  The question is the most-dodged, if only because the candidate is afraid of being passed over for being too expensive, but also afraid of not maximizing the amount of money they make.

It's a terrible question, and yet, if it's asked, you have to answer it.  I know that advice books tell you that you can duck the question, but the truth is if you duck the question, the recruiter/hiring manager will either repeat it or think you're playing games.

So what do you do?  You don't put yourself in a position where the question is appropriate.  The Executive Update covers this question when it comes to online applications.  They reference AsktheHeadhunter, which was the first recruiting site I ever read.

Nick’s advice, and it’s good advice, is to avoid the application process altogether. Why get caught up in a cattle call and try to make someone else’s application process highlight your unique talents? Instead, do your homework, find out who the hiring manager is, and make your case directly to an authority who has a vested interest and can appreciate what you bring to the job. If you are really willing to work to find the right contact and distinguish yourself from the competition, then you deserve that job

These ridiculous entry pages on career sites that demand you tell them your salary were not written with the candidate in mind.  They were written to drag information out of you when you're the weakest, and they play on your fears. If you don't answer or answer too high, you won't get called in.  Here's a little secret. You're probably not getting called anyway.  Those career sites are black holes, and you should avoid them like the plague. Never send in a resume without speaking with a live person.

Giving Credit Where Credit Is Due

One of the fallacies of the blogosphere is the idea that early adoption is an insurmountable obstacle to getting on the A-list.  Older bloggers will tell you that once someone is on top, all they have to do is keep writing, and power laws and preferential attachment will keep those bloggers at the top.

It's all based on the idea that the rich get richer. It's also dead wrong.

Early adoption is important in blogging.  The earlier you start, the bigger advantage you have over your rivals.  And yet, two people specifically have proven that curiousity, talent, and drive matter more than the day you bought your domain name.

I'm speaking, of course of Jason Alba of Jibber Jobber and Dave Mendoza of Six Degrees From Dave.  Jason and Dave are both excellent bloggers.  I don't just mean they write well - they're bloggers - fully integrated into their communities and always looking out for ways to help other people.

That unselfishness has payed off handsomely for both.

Looking at Technorati results (and anecdotally, through Google Searches as well), I think a strong case can be made that Dave and Jason are in the top 10 of employment blogs nationwide in influence and SEO.  Six Degrees From Dave has 853 links to it and an authority of 93.  Jibber Jobber has an astounding 2,681 links and an authority of 240. 

It's not a perfect match, but if I were going strictly on statistics, I'd have to say these two have come out of nowhere to dominate SERP (search engine results pages).

Kudos to both of you.  I wish I had twenty employees like each of you.

1st Page Of Google Search

Charlotte Recruiting is on the first page for the following terms:

job placement firms in charlotte, nc
marketing recruiter firms in charlotte, nc
charlotte staffing and recruiting businesses
charlotte recruiters
charlotte it recruiters

We're the number one result for Charlotte Recruiter.

If you'd like to replicate these results, consider hiring us to start you recruiting blog, or better yet, consider talking to us about buying an established domain, like CharlotteRecruiting.com

Know More Media And Good Recruits

I used to read Good Recruits back when it was just Rob Merrill.   I really liked his input into recruiting, and it was clear that he was a strong blogger with an interesting backstory.

As I was going through my recruiting list (over 700 blogs on recruiting, employment, and HR), I saw the url and realized I hadn't visited in a while.

Good Recruits is now part of Know More Media, actually it's been that way for a while.  Rob has had several authors join him, including Easton Ellsworth, who was the driving force behind the Fortune 500 blog Wiki.

A good read.  You should go visit the two of them.