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Posts Tagged ‘Jessica Lee’

Sneaky Recruiter Tricks: Paying You To Take The Job

Would you take money from a recruiter to accept a job? Would you, as a recruiter, pay part of your fee to close a deal?

Apparently it’s happening. Jessica Lee, writing at Fistful of Talent, says she heard of this practice through a friend.

“I’m still kinda baffled by this and something about the scenario just doesn’t sit well with me,” she writes. There are a few reasons why this is strange:

In this third party recruiter’s mind – he’s doing the client and candidate both a favor. The candidate is right for the job. The client is a great fit for the candidate. It’s a match made in heaven and to please all parties – the client, the candidate – what’s $5K in the grand scheme of things? To deliver the ultimate client service possible, to get that candidate in the door and the offer package he really wants, why not give $5K to the candidate personally if that’s what’s needed to close the deal?
If really, truly I can’t squeeze another ounce out of my company’s budgets to add in that $5K needed to seal the deal, but you as a third party recruiter will close the gap, doesn’t this bode poorly for the candidate that a third party is literally stepping in to meet their expectations? Because really, that third party surely won’t be around come time for future bonuses or performance reviews… If salary expectations can’t be met from the get go, how will they be met later?

More troublingly, a recruiter that’s essentially bribing a candidate to take a job may be concerned with more than a good match. If you have to have money thrown at you, maybe it wasn’t such a good fit in the first place…then nobody wins except the recruiter who pocketed all but $5000 of his or her fee.

To be fair we’re not saying that any but a small minority of recruiters engage in this practice. But hearing that it happens at all is pretty eye-opening.

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You’re Number One, But Not Really: Why This Sucks For Everyone

waste of time, get it? flickr: der sich den wolf tanzt

Have you ever heard this before? “You’re our top candidate, but we want to look around and see who else is out there.” (Honestly, we might find that a little bit flattering—at first.)

Jessica Lee at Fistful of Talent is sick of this line. She says that when hiring managers say that to candidates, the hiring managers may think its in their best interests (so they can get a chance to look around and find that secret, untapped source of talent) but it really isn’t. Not to mention how it sucks, obviously, for jobseekers, who are told that they’re totally awesome but not awesome enough. And for the recruiters who spend more time digging up more candidates.

“If you and the hiring manager both know that you probably have ‘the one,’ why bring more candidates through just for the sake of interviewing more?” If the recruiter’s already gone through the work of weeding out all but the top two or three candidates, these backup candidates probably aren’t going to be all that much better. And in a non-recruiter situation, we add, anyone who didn’t apply for the job the first time it was posted probably didn’t want it that much (or wasn’t on the market at the time, sure, but that’s always an issue).

But if you waste this great, talented future employee’s time, she may slip away, frustrated with delays. Why risk it?

I just got an e-mail recently offering us a (freelance) gig I applied for more than six months ago. (Well, it was an offer to go into round 2 of interviews, which I’m sure I would have aced.) I’m positive I would have been great for this gig, but six months ago, I had room in my schedule for that sort of thing and now I’m totally busy. So, company that delayed six months for no reason(?), you miss out. Luckily in this case I didn’t need to wait six months to hear back, but no jobseeker in his right mind is going to sit around unemployed for half a year hoping to hear back from his top choice. So move it or lose it, guys.

#Socialrecruiting Summit Streaming Live…

The Social Recruiting Summit today in NYC will be streaming live starting just before 9:30 a.m. You can check it out at If you’re at all in the recruiting space or if you’re a jobseeker trying to figure out how the new breed of recruiters thinks, you’ll want to sit in on this conference.

On the agenda: remarks from Laurie Ruettimann, Fred Wilson, Jessica Lee, and much more.

The Social Recruiting Summit Hits NYC In 10 Days

The daylong Social Recruiting Summit from is Monday, November 16, so just ten days away.

At the summit you’ll hear from industry leaders on building social talent pipelines, debate the merits of Facebook fan pages and Twitter accounts, with time for networking before, after, and between the sessions.

On the agenda: talks with Jessica Lee, recruiter for communications firm APCO Worldwide (and editor of Fistful of Talent), venture capitalist Fred Wilson, and social media strategists at all kinds of companies—Sodexho, Microsoft, and others.

The last summit—this summer in Mountain View, CA—sold out, so reserve your spot today if you’re a recruiter trying to wrap your head around this stuff.

OMG! Social Media Recruiting Really Works!

Jessica Lee brings us a social media recruiting success story this Monday morning @ Fistful of Talent. It happened just last month.

September 17th, 9:13am. I put out a tweet using my personal account and it’s pretty harmless. I say I’m going to be looking for some entry level folks interested in health policy/healthcare comms. That’s all I wrote. I didn’t include a link to a job posting. I just made the statement.

flickr: Spencer E Holtaway; no derivatives.

September 17th, 1:08pm. I receive an email via Facebook from someone interested in the health policy role. It turns out that her friend follows me on Twitter, saw my tweet and told her about it.

They go to this blog which is linked to my Twitter profile. They find a link to my Facebook account which is linked to on the blog. And then I received the email. And then I asked for her resume.

A few interviews later and she has the job. Turns out the friend who saw the initial Tweet found Jessica when a competing recruiter namedropped her as someone in the industry to follow.

“Community matters. Networks matter. Relationships really matter. And—there was no cost to this hire except for the investment of time and effort I’ve made to be a good, contributing member of the social media community. That’s it.”

The lesson here for recruiters? It really works. It doesn’t cost much.

The lesson for jobseekers? If you see something that sounds interesting, jump on it. Note the time elapsed between Lee posting “I am going to start looking for someone for this position” and the jobseeker getting her resume in. Less than four hours. Don’t wait. Go.

HR Suddenly ‘Gets’ The Blogosphere

Workforce magazine’s September issue features an enormous story on HR blogging that feels…like it should have been written in 2005.

Blogging is great! It educates! It breaks news! Oh god, but gossip and scandal and controversy and conflicts of interest—opinions are being passed off as fact and commenters are flinging anonymous accusations and it’s SO HORRIBLE OUT THERE OH GOD.

Come on, guys.

There are quite a few good HR blogs out there. We’ve linked to them, read them, and cited them in the past. But the rest of the industry appears a bit, er, behind.

Relatedly, Steve Boese, guestblogging at Fistful of Talent, writes today on the tech-savvy (or lack of it) of HR students: most think of “technology” as “a problem for IT to fix” not “a tool to use in my job.” (No, blogging is not the be all and end all of technology, but it’s one aspect of such.)

He wrote:

In the emerging social media space, HR leaders and HR Professors who blog, tweet, or otherwise are heavily engaged are seen as (still) almost revolutionary. I recently co-presented on innovation in the classroom to a large faculty group and only two out of about eighty professors in the audience admitted to using Twitter. But still, even being a Twitter person doesn’t make you a ‘tech’ person, although it does at least show an awareness and curiosity of this phenomenon.

If you can handle Twitter and a blog, maybe you’ll try some CSS next. And then maybe you’ll look into making Excel more efficient. And then maybe you can test out that new talent management system.

Tech savvy isn’t just a set of skills, we think—it’s a mindset. And the mindset that treats blogging as a new, exciting, revolutionary scary minefield is the same mindset that isn’t willing to try new things or poke stuff to see if it breaks. Is that what we need?

Is HR Too Easy To ‘Fall Into’?

Does it matter if human resources is usually not the “sexiest” career? Do companies suffer when b-school dropouts end up in HR instead?

This isn’t to hate on HR; after all, the profession gets enough hate from outside its ranks. But it is an interesting conundrum. HR, unlike, say, accounting or brain surgery, is something you can “fall into” quite easily: you take an entry-level admin job, a few years later, you’re asked to take care of payroll, and next thing you know you’re poring over benefits and 401(k) statements.

Jessica Lee
, Employment Manager for APCO Worldwide, a PR firm in D.C., wonders if this should change. “What if we continued working towards improving the profession and the caliber of our own talent… and really worked toward making it a career of choice, and we ourselves were a bit more choosy about who we let in?”