Recruiting.com

I'm hosting a webinar on using Facebook to recruit candidates. It will be a live walkthrough of a real job search, and covers, sourcing, interviewing, and referral generation. -

Use curb-appeal and staging to sell your candidates in their resumes.

Professional development is a life-long experience for IT professionals and their careers are the source of future opportunities. While involved with an organization, some entry level IT grads are in need of mentors whom can teach them the ropes, prepare them for a career in IT, and become allies within your organization. Mentor programs benefit new IT grads and current professionals with extensive leadership experience. Click the title to read more of the article.

Jesse Stay, an in-demand IT guy, rants about getting an impersonal e-mail from a recruiter (I got the same one). Is it time to get more personal, and try and develop relationships with individuals?

From a behavioral standpoint, playing a video game, which all kids grow up on today, the amount of feedback averages 60 times a minute. You take the same kid who's had years of that type of instant fe

One of the great privileges for me in blogging is to present a “Guest of Honor” to the recruiting community. I regularly get approached by people from my network about possible positions and unfortunately they are not in an industry segment that I may be focused in. I have decided to use my blog to introduce these great people from my network that may be looking for employment opportunities to the recruiting community at large. In making this available to all I realize that many different skills will be represented. I hope some of you may be able to help.

Top 10 humorous mistakes that job seekers make on interviews...

Here’s one example of the phony advice being offered to new graduates and other first time job seekers: “pursue ‘informational interviews’ as a way to expose yourself to an organization.” Supposedly, employers are willing to accommodate a fact-finding interview, an “informational interview,” even if they do not have an open position. Click the title to read more of the article.

What many of us don't acknowledge is that we have to change the way we think and how we coach. There are 80 million baby boomers. The first ones get their first social security check this year. The next 10 years will see a mass exodus of boomers become retirees -- or at least part-time workers.

Bad CIOs are a blight on the IT profession and the companies that employ them. They waste money, demoralize their IT staffs, and frankly, imperil shareholder value. The astute recruiter can identify them early on in the hiring process using the tips and red flags outlined in this story.

Occasionally I come across a candidate that has a hard time accepting that we decided not to hire them.

This fictitious candidate handled rejection differently then most candidates. No matter how many times I read this letter it cracks me up!

If you have not heard yet, a great new search engine has launched and is being considered a must have for all recruiters from around the world.

Spock.com is a people search engine that allows you to look up people by email address, name, location, company, and even keyword (i.e. looking for an accountant who likes hiking, you will find them on Spock!).

If you're looking for a cheap and easy way to send out e-mails to candidates, Situational Marketing has a self-service store for e-mail marketing campaigns.

We are in the business of recruiting, not the big screen. If you’ve recently found yourself saying or assuming things that you shouldn’t be saying or assuming then this is a must read!

Penelope Trunk is advising her readers that if you don't have the qualifications required for a job, you should still "just apply."

As a recruiter who has waded through mountains of submissions from unqualified candidates, I don't know that I'd support this particular nugget of wisdom.

One of the really nice things about running a job board is that you get to learn what candidates and employers each feel about the same issue. Case in point is internships. Employers typically explain that they want to hire for their internships college students who are well qualified, perhaps have some related experience, and are likely to make great permanent employees upon graduation.

Are you ready for a SERIOUS 90’s throwback? Are you sure? Okay, here goes. Do you remember that fantastic, not-so-talented Euro-pop duo called La Bouche? They sang all of those phenomenal tunes that

We've all heard the stories about how social networking sites such as MySpace and Facebook can be dangerous to job seekers when those people post on-line what most people would deem to be embarrassing photos or stories about themselves. After all, what employer is going to trust the judgment of a candidate who posts a MySpace page about herself and uses it to brag about how she likes to get drunk and have sex with strangers?

Not too long ago, I was playing matchmaker (not professionally). I set up a girlfriend of mine with a male friend I’d known for a few years. It was hot-and-heavy for a couple months and they really seemed to be clicking.

Cast your vote now...

Interesting (and seemingly bitter) blog article at Hodes Q Trac about Gen Y / Millennial workers. The author, Jasmine Flowers, takes issue with stereotypes of this generation as being flip flop wearin

I know a lot of employers are reluctant to work with headhunters and executive recruiters because they can't justify the fees, particularly when it's for a service they believe they can do themselves. To quote the indomitable Dwight Schrute, Assistant Regional Manager at Dunder Mifflin paper company on NBC's The Office: "Why would I tip someone for a job I'm capable of doing myself? I can deliver food. I can drive a taxi. I can, and do, cut my own hair. I did however, tip my urologist, because I am unable to pulverize my own kidney stones."