NPRTwitterChat2
Job Search

Job Search Advice: #NPRTwitterChat II Recap

This is a recap of the second #NPRTwitterChat, a collaboration between the HR teams of NPR and Twitter. #NPRTwitterChat is a quarterly chat that brings together experienced professionals at the intersections of HR, recruiting, and social media to provide job search advice and share jobs.

In this edition of the chat, we covered the following topics:

    • Q1: What Social Media advice do you have for recent grads or students/interns?
    • Q2: The job requires experience, but I don’t have any. How do I get it?
    • Q3: What are some tools, tips, and tech that can help in your job search?
    • Q4: I’m a perfect fit for the job why didn’t I get it?
    • Q5: How can I build relationships with recruiters and/or employees in companies I’m interested in?
    • BONUS: Hiring? Take the last 10 minutes to share your jobs with chat attendees.

We had over 50 participants sharing their experience, tips, and recommendations. You can find the Storify recap link below:

#NPRTwitterChat II Recap – 5/30/13

We’ll be back for the third installment of #NPRTwitterChat in late Summer. In the meantime, you can keep up with our friends at Twitter on @JoinTheFlock, and NPR at @NPRjobs.

Be sure to check out the Storify for many other participants who regularly share career and job search insights like Laurie Ruettimann (@lruettimann), Jessica Merrell (@Blogging4Jobs), Matt Charney (@mattcharney), Justin Mass (@jmass), Steve Levy (@levyrecruits), and others.

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Recruiting

The War On The ‘War For Talent’

War For Talent

I have to get something off my chest. The term ‘war for talent’ is bullshit. It’s a tired idiom that’s been used and abused in recruiting vernacular for over a decade. It’s time for it to be retired.

Have you Googled the term?

202MM results. I’m not kidding. The term even has it’s own wikipedia page. It’s been attributed to Steve Hankin from McKinsey who coined the phrase in 1997. That was during the heydey of the first dot com boom. I suppose it was clever at the time, and I’m sure it earned him a few high fives from his fellow consultants.

I remember recruiting in 1998, working with clients like eToys who would hire and relocate technical talent based on a phone screen. It was a highly competitive market and you had to move fast if you wanted to compete – but it wasn’t a war. The tech hiring market is almost as competitive now. It’s still not a war.

The ‘War For Talent’ is everywhere

Books, conferences, across the pond, in healthcare, being taken on by CEOs, even searching for beasts?! Just when you think the white flags are out and it might be getting better, ‘McKinsey Predicts The War For Talent Will Go Nuts By 2020′. NUTS! We’re all screwed.

The good news is that some of my colleagues get it, and are doing their part to stop the madness. See Lance Haun’s, “Lay Down Your Arms: There Is No War For Talent“.

Rather than vent about the problem, let’s find a solution

Let’s put our collective brains together and come up with something new and snappy for our recruiting, HR, and marketing friends to use. I’ll get it started…

    • Hiring, Get Some!
    • The Highly Competitive Market For Acquiring Skilled Labor
    • Take Your Company To Hire Ground
    • My Hire Is Higher Than Your Hire
    • Yo Quiero Talent
    • Your Development Team Is Quite Extraordinary, We Will Take Them Now
    • Or you can get defensive: This Is Not The Talent You’ve Been Looking For

Have a substitute for ‘War For Talent’? Leave a comment and share them.

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Recruiting

Are You (Candidate) Experienced?

candidate experience1

There has been a lot of buzz in the recruiting space this year about candidate experience. This is a good thing. Every interaction an employer has with a prospect, good or bad, can send ripples into the marketplace and shape perceptions about that organization.

In many companies, candidate experience is a low priority on their talent strategy list. These organizations are missing the mark – earning reputations as employers who are lazy at best, arrogant and disrespectful at worse.  Continue reading