I found a good sample of Joel Spolsky’s thoughts on hiring good programmers:
This is seriously good content, and some really awesome reading.
Oh, and concerning Hitting the High Notes…
Remember, there are exactly as many notes as are required. No more, no less.
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The sample size can’t be representative of all orgs, but Smartblog on Workforce polled their readers and found 72% of them do not recruit using social media tools.
Also, 43% of respondents couldn’t care less, thank you.
72% of companies polled do not use social media to recruit
What innovative ways is your company recruiting? (or… not?)
IMG from CollegeRecruiter.com
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Google announced on their blog recently that they’ve not only reduced the number of contractors they’re employing but they’re now reducing the number of recruiters on staff by about 100:
Also, they are displacing up to 70 engineering employees by closing offices in Austin, Texas; Trondheim, Norway; and Lulea, Sweden, Alan Eustace, SVP engineering & research said.
In a Wall Street Journal story commenting on the changes at Google, Jessica Vascellaro reports:
He said that the company didn’t have plans to announce any further cuts at this time. In recent months, Google has taken measures such as reducing the hours of its food service and giving employees cellphones instead of year-end cash bonuses.
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A recent survey concerning the effect of high fuel costs on jobseekers and recruiting revealed some interesting information:
“Almost a third of respondents said that fuel costs have affected their recruiting efforts, as job applicants are less willing to make lengthy commutes. What’s more, eleven percent of candidates are seeking higher salaries, purportedly due to high gas prices. And, in the same survey, 34 percent of employees reported that their commutes or work arrangements have been affected by higher fuel costs.”
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A few days ago, I wrote about how hard it is for good, employed job seekers to search for new work while retaining anonymity.
But what if a candidate is not really “looking”, but also wouldn’t pass up the right opportunity if it, well, fell in their lap…?
Sometimes the difference between someone “happily employed” and “happily employed… but listening” isn’t very much. As an employer, how can you be attuned to those subtle shifts in perception of both your company as an employer, and their outlook as a candidate?
As far as I can tell, there is no way for someone to easily, passively and privately tell a company, “yeah, if you had something great for me, I would be interested.”
Is there?
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A few days ago, I was part of an interesting conversation. I had a lunch meeting with three managers of a department for one of my clients. One (male) had just completed several first-round interviews with candidates I had provided. Another manager (female) asked him a very simple, but awkward question:
How many girls did you hire?
Of course, I chimed in quickly that our candidates are selected solely on skill-match, qualifications, education and relevant experience and NOT on their gender… which is the truth.
However, a few days later that comment is ringing in my head.
Its not that I have never recruited a woman to fill a job… we do it a lot… but there is no denying it that, if I was to take a look at the gender of my candidates, most of them are male. Of course, I don’t TRACK that sort of thing in my office.
Also, my company is likely one of the most fair/balance organizations I’ve ever worked for in terms of men/women employees…
About a month ago, Gizmodo published a story reporting that Girl Geeks are “On the Rise”
the male-dominated era of technology and gadgets may be coming to an end. Some activities, such as using a DVR to record a TV show, or streaming movies or games, are more popular amongst women than men.
But, when it comes to filling technical jobs with a balanced number of male/female candidates, where ARE the girl geeks?
I have a few theories:
Please comment, below… especially if you are a girl-geek and you have some insight for me? I would especially like to know if, as a woman, you feel the existing job-search “system” out there is unfair to you, and why…
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I think I just wrote the best blog post of my life… and it wasn’t even on MY BLOG. It was on Jason’s… down in the comments. It’s how to get yourself noticed by a hiring manager when you have too many skills, or you’re overqualified, or you are a round-peg in a square-hole.
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Got a phone?
Get registered for an incredible Personal Branding teleconference happening Thursday (two days from when I am writing this) and includes an incredible lineup of speakers from all over the world.
This conference is FREE, but you must register, and then get on the phone during the section you want to learn.
From the website:
To mark the 10th Anniversary of personal branding, on November 8th we are providing 24 free teleseminars with experts in the field of personal branding. Anyone in the world with a telephone will be able to participate in this live event.
This event has content streams for career success, entrepreneurial success and talent management. So, whether you are a corporate professional, an entrepreneur, or a HR manager challenged with the need to attract and retain great people, you will take away actionable knowledge from attending.
Check out the Speakers and Panelists which includes Utah entrepreneur and job-seeker advocate Jason Alba.
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I noticed in my Connect email this morning that Guy Kawasaki will be speaking in Utah (brief autobiography) on November 1st, 2007 (
). He will be speaking on business, and it’s expected that he reveal everything unknown in the known universe… or, at lease a few cool things about How to Innovate and Change the World, for sure.
From the Connect Press Release:
Best-selling author and business visionary Guy Kawasaki will speak to Utah executives on November 1 at an event presented by Doba and co-sponsored by Connect magazine and the Utah Technology Council (UTC) at the Health Science Center at Salt Lake Community College’s Jordan Campus, 3491 West, 9000 South. Guy Kawasaki serves on the Advisory Board of Doba, the leader in online product sourcing solutions for small to medium-size retailers, and, in that capacity, has agreed to make a presentation in Utah. In this session from 3:00-5:00 p.m., Kawasaki will discuss “How to Innovate and Change the World.”
Kawasaki’s speech, “How to Innovate and Change the World,” is based, in part, on his best-selling book Rules for Revolutionaries and is aimed at inspiring and informing individuals who work at innovative companies. During his presentation, Kawasaki will lay out the strategic steps necessary to create new products and services and will answer questions from the audience afterward. To register, visit http://www.doba.com/guy.
Guy Kawasaki is widely regarded in Silicon Valley and beyond as a leading business start-up thought leader. He is the managing director of Garage Technology Ventures; the author of eight books, including The Art of the Start and Rules for Revolutionaries; a columnist for Entrepreneur Magazine; and the co-founder of Truemors.com.
“Bringing Guy Kawasaki to Salt Lake City is a real win for the many thriving businesses and start-ups that call Utah home,” says Doba co-founder and CEO, Jeremy Hanks. “Working with Guy as a member of our Advisory Board has been an enlightening experience. His experience and insights are helping our company advance on so many fronts that we felt it would be a disservice to all of us if we didn’t ask Guy to address the entire business community in Utah.”
Notes:
Books and Stuff:
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How to Use LinkedIN
September 14th, 2007Review pending… as soon as I consume and digest all of Jason’s delectable networking knowledge.
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Posted in Firing, Getting Hired, Hiring, Jobsearch, Know The Ropes, New Job Transition, Personal, Personal Development
Tags: Awareness Book Reviews Books Business Commentary Economic Outlook Job Opportunities Job-search Tools & Tricks Marketing Networking Promotions Recruiting Recruitng 2.0 Social-Networking Sourcing The Changing Job-Market