This week’s top recruiting stories:
Out With the New, In With the Old
The original way headhunting (sourcing) worked was purely through networking. No Linkedin or other internet powered search tools, not even a job board per say. It was one executive calling a search firm that was seriously connected to fill their critical need.
Are Your Offers Getting Rejected? Here’s What To Do To Before the Sendout
I just had my third offer rejected since the beginning of the year. I don’t know what I’m doing wrong. When I try to get feedback from the candidates they don’t respond, so I’m at a loss. I tried to pressure close my last deal and as a result it went south. I can’t afford for this to continue and I’m looking forward to your advice.
What A Brit Has to Say About American Recruiting Practices
A contentious statement I know but in 2011, as a British contingency recruiter opening up an office in New York City, I was amazed at how low a status the third party recruitment sector has in the US.
You’re Wasting Your Time With Reference Checks
You’ve probably all been there. You’ve found the perfect candidate to fill a vacancy or a new gig in your company. Their interview was great, their resumé impressive, their rapport with you and your team terrific. Seems a no-brainer, right? So you proceed to the next level in the way that everyone seems to—you ask for a list of references.
The anatomy of the perfect technical interview from a former Amazon VP
Neil Roseman is downright tired of hearing Silicon Valley companies say they “hire only the best and the brightest.” No matter how many times they say it, most still make decisions based on gut feel, basic credentials, GPAs, ivy league educations, flashy company names – even SAT scores. Roseman objects. As the former Technology VP for both Amazon and Zynga, he’s interviewed hundreds of people and believes every phase of the process needs to be meticulously designed to drill deep into skill sets, actual accomplishments, culture fit and leadership potential.
Fortune Favors the Prepared, and Hiring Managers Favor the Fortunate
When they’re hiring, companies are looking to find out what candidates have really done — not what they’ve participated in or watched, but what they’ve done. At least, that’s what Neil Roseman was looking for when he was Technology VP for Amazon and Zynga. “Even at the greatest companies,” he says in this illuminating piece from First Round Capital, “there’s a gap between those who get the most stuff done and those who don’t get much done…
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