On Mon, Aug 06, 2007 at 01:10:37PM -0600, Robert Merrill wrote: > On 8/6/07, Ryan Simpkins <[EMAIL PROTECTED]> wrote:
> > - What are recruiters good for? Besides target practice? > > - Why are recruiters HATED? (Open source-style feedback loop). > > - Careering. > > - How to be irreplaceable (protect yourself against layoffs). > > @All: I am looking forward to this presentation. I hope to start a > conversation about these topics. > - What do you want to know? > - What aggravates you about job-searching and/or recruiters in general? I would say that what follows also applies to personnel departments, except that they are usually so totally clueless that I don't bother with them. Most recruiters show their technical illiteracy by not accepting resumes in a resume XML DTD. I think OASIS standardised one several years ago. Does anyone accept it? Recruiters who * don't return phone calls or emails. * don't follow up, with candidates or clients. * don't give me a reasonable time frame. For example, when the recruiter submits the resume, he should be able to tell me how long before he expects a response. Then I can note that, and check back with the recruiter to see if there has been a response. * don't remove filled job orders from their ads or web sites. This is called "false advertising" and is explicitly illegal in California. * don't share the job order with me. * have web sites with no contact information. * expect you to enter your entire resume on their web site (usually with a crappy intake form) before they'll even talk to you. * treat candidates and/or clients like commodity items. * want resumes and other documents in Microsoft Turd format(s). * don't ask persmission before submitting a resume to each and every client company. Recruiters and candidates have to work together. They are selling a product, the candidate. The recruiter knows the clients, often a hiring manager (thereby bypassing the personnel department, who are usually clueless). The candidate shuld help the recruiter to prepare sales tools, like resumes customized to the client. A lot of both candidates and recruiters don't get that. > - What are your thoughts/concerns in this market/economy > - What do you wish hiring managers and recruiters would "get" that > they just don't get. Courtesy. Telecommuting. > - How do YOU like to be approached about job opportunities? Email. But first read my resume and pre-screen me. That saves both of us time. -- Charles Curley /"\ ASCII Ribbon Campaign Looking for fine software \ / Respect for open standards and/or writing? X No HTML/RTF in email http://www.charlescurley.com / \ No M$ Word docs in email Key fingerprint = CE5C 6645 A45A 64E4 94C0 809C FFF6 4C48 4ECD DFDB
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