After reading the short news item, I just cringe at the thought of how he went, ouch. For all us men out there BE CAREFUL!
I originally saw this early in the week and dismissed it as just dumb, kind of like an April Fool Joke. Not being a recruiter I did not know that this was once a serious activity.
However this morning while I ate my cheese on toast, drank my coffee I saw Johanna Rothman’s comments at HR Blog.
This scares the he be ge be’s (I think that is how you spell it) out of me that somewhere on this planet people think that the way I write is a predictor of how I will perform in my job! Let me think. I would write maybe 5% of my time at work, and I would be honest in admitting that my writing is very bad, and is getting worse because I guess I do not practice enough.
It is interesting to watch a public fight, it is even more interesting when it is between two well known companies.
From Boing Boing: HP sends Sun’s President a nastygram for blogging
I got up this morning to pay some bills, however I noticed an email this morning from Jason from the Semiconductor Jobs blog. So now I am writing a blog entry, as my wife would say I have just followed a “shiny object”, she thinks all guys do it.
It is very nice to get emails, this in its self is a strange statement, as my work email account is overloaded with spam although I do not see most of it as I am using ChoiceMail.
I spent a bit of time at Jason’s site and have to say it is an interesting experiment (his term not mine) which I hope is working. In short this is a job blog, a collective place for recruiters and candidates in the Semiconductor industry to communicate. Personally a great example of a social network within the big wide world we call the Internet.
Anyway back to the title of my post. Jason posed a question in September about a client who took referral’s from a candidate but did not want to give the recruiter credit for the referrals. This is a very short summary so you should read the full text at his site.
I initially was going to post a comment but thought no, it needs a full post. The question Jason posies is both ethical and moral but might also be legal depending on the recruiter’s contracts. In Australia I have been talking to many different client organisations who put recruiters in the same class as used car sales people and personal injury lawyers, not the best compliment. Infact this week I was being chased by a sales person who wanted some advertising, he called 3 times one morning and the client I was at still thought recruitment agents were worse! Now before I get done over by the recruiters out there this is a perception and as we all know perception is reality in the eyes of the holder.
There seems to be a general move away from using recruiters. I see this comes from two trends first the continued growth in job boards and secondly the low ROI received from recruitment agencies. Figures I was reading recently (of course I cannot find them now) show more jobs are now on jobs boards than in the paper. (Open to being corrected if this is wrong.) The ROI question I believe stems from low quality candidates being sent to clients vs what a client could get if they sourced directly. At the People in Business conference this week there were many comments about the movement away from supplier agreements with recruiters, is this a true trend in the market I do not know.
Given this I can clearly see what a client might want to circumvent the recruiter if they did not feel they were getting value out of the relationship. However it would be sad if the client was just using recruiters to get candidates (knowing they will not match the job but might be in the industry) through the door so they can then get referrals to then not pay for the sourcing process.
I hope this all makes sense, in reading the post it seems like a rant.
Ok, there are many ways to determine the skills and fit of a candidate some good and some bad. Adam Barr refers to a very old post from Joel Spolsky on some bad recruiting tricks. Both are very interesting to read, even though Adam slams Joel, Joel does provide some interesting perspectives on things.
On a side note it is interesting to see that Adam wrote his item this month, while Joel in March 2000. I wonder if the timing of the pieces has anything to do with the approaches? Joel’s was before the DotCom bust? Probably not, but an interesting thought.
Corporate blogging believes the lack of blogging is about knowledge not fear as per Scoble. This is probably true, however before we get everyone out there to blog we must have clear acceptable usage policies from within organisations.
Otherwise more and more workers will get fired.
Ok, after 9pm is not a good time to blog.
Found an interesting item on stapler testing of all things, ok maybe that is an overstatement. However Mike Kelly provides a really interesting listing of tests he created for a stapler. You might ask why did he do this, well Johanna Rothman “made him do it”. These two posts provide great content for today.
Firstly, from an interviewing perspective, how a simple test can be used across several job areas within a single company and as such would provide some interesting benchmarks on how potential recruits handled the activity.
Secondly, Mike’s posts shows just how complex testing can be, I wish most HR applications were tested as completely as Mike is testing the stapler ;-).
Here are a couple of photos from the exhibition, they are not very good sorry.
Update:- Sorry for the double post, just learning about Flickr.