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Posts Tagged ‘Josh Letourneau’

TheLadders Paid Bloggers To Learn About TheLadders

TheLadders, the “only $100k jobs” job board, has not been having a good 2011.

First of all, nobody seems to like the board’s new commercials.

For another, the backlash against the board—claiming its business practices are fraudulent—has been getting louder.

So earlier this year, TheLadders invited bloggers and HR thought leaders to a “Position Accomplished” Summit in which the company would explain its stance on things.

According to Ask The Headhunter’s Nick Corcodilos, TheLadders picked up the tab.

TheLadders paid these folks “T&E” — travel and expenses — to attend the meeting in New York. Then it wined and dined them, and plied them with sugared-up stories about its business model, its phenomenal growth plans, and how it’s changing the world of job hunting and recruiting for the better.

Some of the bloggers, like Fistful of Talent’s Josh Letourneau, did not disclose in his writeup who had paid for his trip to NYC.

HR Consultant Mark Stelzner did disclose he’d gotten freebies and claims he tried to ask certain questions of TheLadders “at least ten times.”

The “hardball” questions included things like “You claim over 4M members – how many of them are paying?” and “How many people have found jobs as a result of their membership?” No answers.

Stelzner concluded: “These are not nefarious people bathing in greenbacks trying to figure out how to overtly screw the unsuspecting jobseeker. Instead, I sense an organization that’s truly struggling to understand why people are so angry with them and why they are being held to what they perceive to be a higher standard than their competitors. They are clearly passionate about what they’re doing and have a staff of over 400 cranking away on a daily basis.”

But none of the conference attendees mentioned what other HR bloggers have said, which is that many of the “exclusive” jobs on TheLadders can be found elsewhere for free and that not all the jobs are $100k jobs.

The vitriol continues.

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HR Doesn’t Even Like Credit Checks, So Why Are We Still Doing Them?

Two new posts on Fistful of Talent make the claim that most of the time, HR reps don’t want to see a prospective employee’s credit report.

Kris Dunn starts off by saying that credit reports are subjective, not to mention TMI. “One person ran up 3 credit cards to Macy’s and never paid them off, and one person owes Barnes and Noble 5K. Who’s worse? I have no idea…

I don’t want the info, because it’s HARD. Hard to know that about the people who work for you (hey! We’re getting ready to promote Bob Isn’t that great!), and hard to do anything with borderline bad info (‘Kris – I don’t want anyone working for me with any form of debt’).”

And recruiter Josh Letourneau writes that “FICO numbers don’t tell the whole story…there are a good number of Americans today who have challenged credit histories due to a layoff, divorce, identity theft, death of a spouse, medical catastrophe, etc.”

The government doesn’t even like pre-screening candidate credit checks; Congress is still considering a bill that would eliminate the practice, and Hawaii and Washington state have already passed bills that limit credit checks in employment screening. Bans or restrictions are also on the table in Michigan, Ohio, Connecticut, Missouri, New York and Texas, according to Workforce. In California, a restriction passed the legislature twice, only to be vetoed twice by Gov. Arnold Schwarzenegger.

So why do we have credit checks for potential employees? Employers are looking for the potential for theft or irresponsibility. “”Companies run credit checks to look for very high levels of debt or financial irresponsibility, which they see as a reflection on character,” Andria Ryan, partner at Fisher & Phillips in Atlanta, told Workforce. Yet research indicates that employee attitude is a better predictor of employee theft than credit scores. And most fraud is committed by veteran employees feeling “excessive organizational pressure to perform,” not new hires.

More than half (53 percent) of employers who perform screening say that the screening adversely affects hiring in just 4 percent of cases. Ten percent of employers say hiring’s affected 10-15 percent of the time.