Who should you follow!! Updated
So this is an update to my original post about who to follow in the staffing world. So in reality you should not strive to be a follower but a leader. That said this post is about who out in the industry should you follow. Mind you this is the UPDATED list and there will be more updates coming. By follow I mean on twitter, connected to on Linkedin, RSS feeds etc. People or companies that will provide you valuable information about staffing and recruiting. This list is not all encompassing, but hits allot of the biggies. Now as I am sure I do not have to tell you of course you should follow me J Dean Da Costa- (The “Search Authority”) Linkedin- http://www.linkedin.com/in/deandacosta Deandacosta (twitter) -http://twitter.com/Deandacosta Facebook - http://www.facebook.com/deandc43 And many more So enough with the shameless plug J on to the other ones to follow Shally Steckerl – one of the best and most knowledgeable sourcing experts around. LinkedIn- www.linkedin.com/in/shally Facebook- www.facebook.com/shally.steckerl Twitter- http://twitter.com/shally And many more Randy Schrum- A major player in Social Media Website- www.randyschrum.com Linkedin- www.linkedin.com/in/randyschrum Facebook- www.facebook.com/linkwithrandy Twitter- http://twitter.com/RandySchrum Marvin Smith- a pioneer in the staffing world (talent Community) Linkedin- www.linkedin.com/in/marvsmith RSS feed- http://twitter.com/statuses/user_timeline/22414394.rss And more Jim Stroud- The “searchologist”, enough said LinedIn- http://www.linkedin.com/in/jimstroud Facebook- http://www.facebook.com/thejimstroudshow And many more AmyBeth Hale- The “Research Goddess”, again enough said. Linkedin- http://www.linkedin.com/in/researchgoddess Her Website- “http://www.researchgoddess.com/” And many more Gerry Crispin- CareerXroads knows his stuff LinkedIn- http://www.linkedin.com/in/gerrycrispin Twitter- http://twitter.com/ gerrycrispin And many more Glenn Gutmacher- One of the best sourcers around LinkedIn- www.linkedin.com/in/gutmach Twitter- http://twitter.com/gutmach John Sumser – HRE Editor LinkedIn- http://www.linkedin.com/in/johnsumser Twitter- http://twitter.com/JohnSumser Kay Kelison - The “Recruiter on the Go” LinkedIn- http://www.linkedin.com/in/kaykel Twitter- https://twitter.com/#!/Jaxx_Magee Blog - http://kaykel.posterous.com/ Glen Cathey – “Boolean Black Belt” Linkedin- http://www.linkedin.com/in/glencathey Twitter - https://twitter.com/#!/GlenCathey Blog - http://www.booleanblackbelt.com/ And many more Of course there are more, but these should be at the top of your list. Now groups you should follow. AIRs- I think we all know about this one. SHRM- another one we all know. Sourcing 7- a great group you can find on Linkedin NWRA (Northwest Recruiters Association)- if not this one the local one to your geo. Recruitingblogs- a great resource for info and connections HCI (Human Capital Institute)- all about talent and more NAPS (National Association of Personnel Services)-More staffing ERE- A top talent and staffing site Recruiting Tools- A place to gain info on tools and more.
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SOM- Staffing Organization Maturity!!
SOM- Staffing Organization Maturity, is simply put the maturity of a company or organization as it relates to HR and Staffing. This correlates to the process, procedures, systems, standing and programs used for Staffing and HR. Example some companies are not ready for social media, some companies are not ready for remote workers, etc. Some still think of HR as a necessary evil rather than a true corporate partner. The more mature a company is with its thinking about HR and staffing the better it will be able to adapt to the changing HR and staffing environment and remain successful. The phrase “adapt or Die” comes in big here. Now some of this will be a bye product of the corporate culture, some will be a bye product of technology within the company, and some will be a bye product of the skills of the people involved. But in the end a truly mature company will be able to handle it. The main thing is that the maturity level of the company as it relates to HR and staffing will determine their success now and in the future. The more mature a company is, the more adaptable they will be and as I said above, you either “adapt or die”. So often when calling a potential candidate, most recruiters go into their sales pitch about a position they are looking to fill, if the person they are talking to seems interested, they might talk more about the position. If the candidate does not seems interested they quickly end the call to move onto the next. In most cases it is almost like they are reading a script and really do not care anything about the person they are talking to beyond if they fit the position they are currently working on or not. The problem is for every one candidate this works on, there are 4 it does not. Instead of making your call about a position, make it about a career. Talk to them about what they want, what they are looking for, in other words talk to them about their career, hopes, desires and aspirations. At some point they will want to know if you have a position for them, and by then you will know. Either way you will have accomplished 3 things; 1 determining if they fit the position you are looking at them for, 2 determining if they fit any position you now have or may have in the foreseeable future, and lastly made a connection that will lead to much more than one single candidate. You will have earned a trust and respect that will lead to many many potential candidates. You will have learned that being a staffing professional is more than being a recruiter, its more than the here and now, it thinking in the now and the future, it is taking an interest in the people you are talking to, and what want. It is about making true long lasting, mutually beneficial connections. The call is not a cold call, or a warm, call but a career call, a call that can and should help everyone, now and in the future.
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