Posts Tagged recruiting

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2014 Edition

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2014 Edition

2014 phone screen

From RecruitingDaily.com – Articles Written By Kelly Blokdijk

How to Become the HR / Recruiting Holiday Hero

http://recruitingdaily.com/wonderful-post-year/

Simple Secrets to Make Your Hiring Process Suck Less

http://recruitingdaily.com/simple-secrets-make-hiring-process-suck-less/

HR and Recruiting Professionals: Time to Pull Your Head Out

http://recruitingdaily.com/pull-your-hr-head-out/

#SHRM14 Report – Evolution of Work and the Worker

http://recruitingdaily.com/shrm14-report-evolution-people-management-worker/

Hiring Habits: Holacracy at Zappos

http://recruitingdaily.com/hiring-habits-holocracy/

Picture This: Top Career Motivators for the Best of Us and the Rest of Us

http://recruitingdaily.com/picture-top-career-motivators-best-us-rest-us/

 

From RecruitingBlogs.com – Articles Written By Kelly Blokdijk

The Ticket Scalper Version of Direct Talent Sourcing

http://www.recruitingblogs.com/profiles/blogs/the-ticket-scalper-version-of-direct-talent-sourcing

Conundrum of Candidates’ Conjecture

http://www.recruitingblogs.com/profiles/blogs/conundrum-of-candidates-conjecture

Recruiter Poll Regarding Active Applicant Interactions

http://www.recruitingblogs.com/profiles/blogs/recruiter-poll-regarding-active-applicant-interactions

Are You Bored With RBC?

http://www.recruitingblogs.com/profiles/blogs/are-you-bored-with-rbc

Ditch the Double Standard

http://www.recruitingblogs.com/profiles/blogs/ditch-the-double-standard

What Does it Mean to Be Employable?

http://www.recruitingblogs.com/profiles/blogs/what-does-it-mean-to-be-employable

Does Anything Good Ever Come From Skipping Phone Screens?

http://www.recruitingblogs.com/profiles/blogs/does-anything-good-ever-come-from-skipping-phone-screens

Who Should We Blame for Poverty, Debt, Obesity and Robots?

http://www.recruitingblogs.com/profiles/blogs/who-should-we-blame-for-poverty-debt-obesity-robots

Recruiting: Just a Series of Conversations

http://www.recruitingblogs.com/profiles/blogs/recruiting-just-a-series-of-conversations

Talent Shortage or Trust Shortage

http://www.recruitingblogs.com/profiles/blogs/talent-shortage-or-trust-shortage

Job Postings Are Not the Enemy

http://www.recruitingblogs.com/profiles/blogs/job-postings-are-not-the-enemy

Grunts & Groans Sound Gross

http://www.recruitingblogs.com/profiles/blogs/grunts-groans-sound-gross

Step Inside The Outhouse That Is LinkedIn

http://www.recruitingblogs.com/profiles/blogs/step-inside-the-outhouse-that-is-linkedin

Call for Mr. Hole, First Name: Jack

http://www.recruitingblogs.com/profiles/blogs/call-for-mr-hole-first-name-jack

Wall of Shame

http://www.recruitingblogs.com/profiles/blogs/add-this-guy-to-the-recruiter-wall-of-shame

Recruiting Stuff That Made Me Shake My Head This Week

http://www.recruitingblogs.com/profiles/blogs/recruiting-stuff-that-made-me-smh-this-week

 

From Human Capital Institute (HCI) – Succession Planning Webinar & Podcast Featuring Kelly Blokdijk

Podcast – Succession Planning

http://www.hci.org/lib/hcipodcast-succession-planning-and-you-where-start

Webinar – Succession Planning

http://www.hci.org/lib/how-do-you-get-there-here-roadmap-succession-planning

 

From Bulls Eye Recruiting – Articles Written By Kelly Blokdijk

Proactive Career Management

http://bullseyerecruiting.net/proactive-career-management/

Mind Your Own Business and Career

http://bullseyerecruiting.net/mind-your-own-business-and-career/

What Makes a Tough Job Search Even Tougher?

http://bullseyerecruiting.net/what-makes-a-tough-job-search-even-tougher/

A Yellow Guitar to Rock Out Your Talent Strategy

http://bullseyerecruiting.net/a-yellow-guitar-to-rock-out-your-talent-strategy/

 

From Medium – Articles Written By Kelly Blokdijk

Appetite for Disruption

https://medium.com/@talenttalks/appetite-for-disruption-86808d2c580b

From the Depths of Obscurity

https://medium.com/@talenttalks/from-the-depths-of-obscurity-12218514204c

The Messy Me

https://medium.com/@talenttalks/the-messy-me-e0eb750673c0

 

From LinkedIn – Articles Written By Kelly Blokdijk on LinkedIn

Employers Dirty Habit of Treating Job Applicants Like Dirt

https://www.linkedin.com/pulse/20140924235254-4569967-employers-dirty-habit-of-treating-job-applicants-like-dirt?trk=mp-reader-card

Why We Need a More Diverse View of Diversity

https://www.linkedin.com/pulse/20140911040327-4569967-why-we-need-a-more-diverse-view-of-diversity?trk=mp-reader-card

Could 3 Boring Tips Make Your Job Search Better?

https://www.linkedin.com/pulse/20140828011309-4569967-could-3-boring-tips-make-your-job-search-better?trk=mp-reader-card

Give Your Network a Hand When You Need Job Search Help

https://www.linkedin.com/pulse/20140806010150-4569967-give-your-network-a-hand-when-you-need-job-search-help?trk=mp-reader-card

Buzzwords Myths and Absurdities in the Job Market

https://www.linkedin.com/pulse/20140721231422-4569967-buzzwords-myths-and-absurdities-in-the-job-market?trk=mp-reader-card

Resume Reality for REAL

https://www.linkedin.com/pulse/20140531030645-4569967-resume-reality-for-real?trk=mp-reader-card

Are Job Hoppers Flakes and Failures?

https://www.linkedin.com/pulse/20140521043046-4569967-are-job-hoppers-flakes-failures?trk=mp-reader-card

Is Who Gets Hired the Best Person for the Job?

https://www.linkedin.com/pulse/20140513044446-4569967-is-who-gets-hired-the-best-person-for-the-job?trk=mp-reader-card

The #1 Reason for Resume Rejection

https://www.linkedin.com/pulse/20140510003311-4569967-the-1-reason-for-resume-rejection?trk=mp-reader-card

Double Trouble Hiring Standards

https://www.linkedin.com/pulse/20140425031917-4569967-double-trouble-hiring-standards?trk=mp-reader-card

Why Who’s Viewed Your Profile Doesn’t Matter

https://www.linkedin.com/pulse/20140423001750-4569967-10-reasons-why-who-s-viewed-your-profile-doesn-t-matter?trk=mp-reader-card

Imaginary Talent Shortage Caused by Real Trust Shortage

https://www.linkedin.com/pulse/20140417232731-4569967-imaginary-talent-shortage-caused-by-real-trust-shortage?trk=mp-reader-card

Ideas, Information and Influence

https://www.linkedin.com/pulse/20140407233830-4569967-ideas-information-and-influence?trk=mp-reader-card

 

From TalentTalks Talent Optimization Blog – Article Written By Kelly Blokdijk

Does Every Day Seem Like April Fool’s Day on LinkedIn?

https://talenttalks.wordpress.com/2014/04/01/13-ways-to-instantly-impress-linkedin-connections/

 

If you like these articles, you may also like some earlier work written by Kelly Blokdijk

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2013 Edition

https://talenttalks.wordpress.com/2014/01/01/talent-topic-compilation-2013-edition/

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2012 Edition

https://talenttalks.wordpress.com/2013/01/03/talent-topic-compilation-2012-edition/

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2011 Edition

https://talenttalks.wordpress.com/2011/12/31/talent-topic-compilation-2011-edition/

 

Subscribe to TalentTalks Talent Optimization Blog here: https://talenttalks.wordpress.com/

Connect with Kelly Blokdijk on LinkedIn here: http://www.linkedin.com/in/kellyblokdijkattalenttalks

Tweet with Kelly Blokdijk @TalentTalks on Twitter here: http://www.twitter/talenttalks

Like @TalentTalks Facebook page here: http://www.facebook.com/TalentTalks

Get Googly with Kelly Blokdijk on G+ GooglePlus here: https://plus.google.com/u/0/+KellyBlokdijkSPHR/

 

Note: some articles listed above may have appeared on more than one site and/or been modified from previously posted articles by Kelly Blokdijk

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13 Ways to Instantly Impress LinkedIn Connections

Remember when you first joined LinkedIn?

Perhaps you initially received an invitation to connect from a business associate… Or, perhaps you heard about the professional networking site and joined on your own… Either way, you most likely noticed a series of changes within the past 11 years of LinkedIn’s existence.

There have been numerous tips shared about how to complete your profile, add a photo, share status updates, participate in groups and of course expand your network. Now that you’ve successfully done all of that, you are probably ready to take the next step and really impress all of your connections with your professionalism, understanding of unwritten etiquette expectations, not to mention your ability to identify and share relevant information with other site members.

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So here is a list of the most up-to-date recommendations to do just that:

1)     Post riddles and jokes

2)      Post puzzles

3)      Post word jumbles and math quizzes

4)      Post lion pictures or cartoons

5)      Post same the thought, blog link or ad in several groups simultaneously

6)      Post mindless slogans such as: “hire for character, train for skill”

7)      Post IQ tests accompanied by “only 10% get this right”

8)      Post endlessly repeated cliché inspirational quotes

9)      Post eye charts

10)   Post content that would be superfluous even on Facebook

11)   Post irrelevant, off-topic content or comments in groups or discussions

12)   Post images or other content for the purpose of gathering sympathy “likes”

13)   Post any approving comments and/or sharing any of the above to further perpetuate such activity

Impressive, right? 

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Talent Topic Compilation 2013 Edition

It’s that time again to bid farewell to another year. Before we race in to the new year, here’s a rear view look at 25 of the talent topics touched upon in 2013. Please feel free to provide feedback and share your favorites with those in your network who might benefit. Wishing everyone a happy, healthy and prosperous 2014!

2013

2013

Wishing all good luck in the new year – praying mantis — https://talenttalks.wordpress.com/2013/01/03/may-2013-bring-mantis-like-mindfulness/

 Some of the worst job search advice EVER — https://talenttalks.wordpress.com/2013/01/11/follow-this-advice-to-knock-yourself-out-of-consideration-for-a-job/

Hidden reality of hidden jobs — https://talenttalks.wordpress.com/2013/01/16/are-the-jobs-hiding-from-you/

Job searching can be a crappy process, don’t make it worse — https://talenttalks.wordpress.com/2013/01/18/how-to-instantly-put-your-job-search-in-the-crapper/

Not all diversity looks like demographic diversity – http://www.ere.net/2013/01/22/talent-diversity-isnt-just-about-demographic-data/

Greatest job seeker gripes (about recruiters) — http://www.recruitingblogs.com/profiles/blogs/follow-up-flubs-fiascoes-and-failures-that-frustrate-candidates

Learning how stuff works is YOUR job — http://www.recruitingblogs.com/profiles/blogs/does-this-thing-come-with-an-instruction-manual

Not all unlucky numbers are bad — https://talenttalks.wordpress.com/2013/03/14/pondering-significance-circumstance-3-13-13/

Can you train a monkey to do your job?

http://www.recruitingblogs.com/profiles/blogs/recap-of-this-week-s-rbc-lessons-don-t-monkey-around-with-lies

Maybe it’s April Fool’s Day everyday for job candidates — http://www.recruitingblogs.com/profiles/blogs/fooling-around-with-candidates-everyday

Who decided that 80% of jobs are not posted? — http://www.recruitingblogs.com/profiles/blogs/who-is-hiding-all-of-the-jobs

What happens when clueless people become recruiters? — http://www.recruitingblogs.com/profiles/blogs/sucky-slacker-sourcing-strategies

Companies say they want to hire for certain traits, yet end up selecting something else —  http://www.recruitingblogs.com/profiles/blogs/hypocrisy-in-hiring

Overly restrictive job requirements — http://www.recruitingblogs.com/profiles/blogs/is-there-any-responsibility-to-educate-or-enlighten-your-hiring

Recruiters that are crazy, lazy, or both — http://www.recruitingblogs.com/profiles/blogs/these-recruiters-must-be-crazy-to-be-so-lazy

Job search version of 20 questions — https://talenttalks.wordpress.com/2013/08/02/20-questions-for-your-job-search/

Age old issue of old age (and discrimination) — http://www.recruitingblogs.com/profiles/blogs/admit-it-the-big-o-stimulates-quite-a-reaction

Shedding light on the stigma of job hopping — http://wthomsonjr.com/guest-blog–kelly-blokdijk/maybe-you-should-withhold-that-job-hopper-judgment/

#1 reason for resume rejection — https://talenttalks.wordpress.com/2013/08/07/20-questions-for-your-job-search-2/

Opposite of good employer branding — http://www.recruitingblogs.com/profiles/blogs/how-to-cement-your-reputation-as-a-dorkola-recruiter

No need to settle for terrible HR — http://www.tlnt.com/2013/09/04/why-do-we-settle-for-low-information-human-resources/

Is it necessary information or an interview question? — http://www.recruitingblogs.com/profiles/blogs/are-you-sure-you-need-the-answer-to-that-question

We all know what they say about assumptions — http://www.recruitingblogs.com/profiles/blogs/stop-showing-candidates-your-a-s-s-umptions

Everyone believes they know how to pick the best person for the job

http://www.recruitingblogs.com/profiles/blogs/the-best-person-for-the-job

Caring enough to cook up creative content — http://www.recruitingblogs.com/profiles/blogs/refried-beans-and-recruiting-blogs

 Talent Topic Compilation Edition 2013 Articles by Kelly Blokdijk http://linkedin.com/in/kellyblokdijkattalenttalks

Kelly Blokdijk on Twitter @TalentTalks

Publication sources include:

TalentTalks Talent Optimization Blog https://talenttalks.wordpress.com/

Recruiting Blogs Dot Com http://recruitingblogs.com

TLNT Dot Com http://tlnt.com

Electronic Recruiting Exchange – ERE Dot Net http://www.ere.net

Bulls Eye Recruiting via http://wthomsonjr.com/

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Pondering Significance & Circumstance 3-13-13

Most people in my personal and professional life are familiar with my HR background and how I’ve had a varied and diverse set of experiences both before and while working in that occupation. Another aspect many are aware of is how I’ve leveraged my traditional work in the “employment arena” to engage in some independent/freelance projects along the way.

A few of the primary activities I’ve been known for have been resume writing, job search coaching and career management consulting. Initially, I never set out to pursue that path, but over time it sort of took on a life of its own. Generally I viewed that as another branch of my own professional development with an added beneficial side-effect of using my knowledge to help others in their careers.

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When my HR management position was eliminated March 13, 2009 (Friday the 13th), I took advantage of the opportunity to assess MY overall career situation. Doing that myself was a form of practicing what I preached.

At the moment of my layoff I was literally one course away from completing my masters degree – one of my proudest accomplishments. As many of my classmates would attest, it was a grueling process to pursue an advanced degree while consistently balancing the demands of a 50-60 hour work week. Combining that level of burnout with the prospect of the emotional exhaustion that typically accompanies a job search in a decent economy WAS my dilemma. By then we were in the midst of the HELLACIOUS “great” recession – essentially the worst job market so far in my working life – I felt the time was right to explore “now what?”

Therefore, I reflected and contemplated whether I could transform KMB Resume Writing & Career Services, my part-time independent practice that I fit in when possible concurrently with corporate HR / talent management roles into a viable standalone “day job.” My analysis included coming up with the following list of the type of assistance I had been providing during the prior 12+ years.

– Accelerated job search progress for professionals across a wide-range of industries via high-quality presentation and consistent reinforcement of qualifications through “positive first impression” career marketing materials and corresponding messaging.

– Organically established 100% referral-based clientele through word-of-mouth, relationship-building and reputation for low-pressure, inquisitive and consultative style, paired with distinct value-added support based on recruiting industry insight and employer / hiring decision makers’ perspective.

– Customized and authored creatively designed and compellingly written resumes, bios and online profiles to position and prepare business professionals for their next opportunity.

– Delivered individualized job search strategy, defined action plans and developed tailored approach based on each professional’s specific circumstances and target positions.

– Coached and guided individuals through job market research, personal competency assessment, interview preparation, offer negotiation and LinkedIn lessons.

– Helped professionals differentiate themselves from the competition through identification, definition and focusing of their unique value proposition.

– Conducted interview practice and feedback sessions to fine tune presentation on paper, online and in person.

– Advised senior executives on nuances of conducting discreet, confidential job searches and navigating complexities related to search firms, leveraging professional networking contacts and related correspondence.

– Facilitated outplacement style group workshops and one-on-one counseling for displaced workers, career advancement seekers and those pursuing individual professional development.

I’m not a superstitious person, so I don’t think 13 is any luckier or unluckier than any other number. No matter what day it is, and no matter what obstacles show up, I feel fortunate and blessed to be surrounded by supportive people in my life. TalentTalks came about partially through unintentional preparation before 3-13-09, along with a heck of a lot of hard work over the four years leading up to 3-13-13.

Between my regular duties in HR and assorted side projects, I seem compelled to serve as an advisor to help individuals or organizations optimize their talent. Along with that I feel a responsibility to advocate on behalf of those not being seen, heard or noticed for their talent. The phrase “creating a voice for talent” is how I define that philosophy. Regardless of any future career developments that may occur, I will always value the incredibly unique learning opportunities I’ve experienced and the extraordinary encouragement I’ve encountered from those around me.

Article by Kelly Blokdijk – As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies and compelling, customized communication materials to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook and Twitter – fans and followers welcome!

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Are the jobs hiding from you?

People often tell me they’ve heard they need to avoid job boards and focus on the hidden job market instead. That comes up in conversation because they have no idea what that advice means or how to interpret it for their specific situation.

Frankly, that may be the best or worst way for them to conduct a job search and they may not realize how to tell the difference. The fact of the matter is there is not and has never been a one-size-fits-all job search approach. Nor is it wise to exclude or include possible resources based on someone else’s opinion without them or the job seeker understanding what is entailed in the bigger picture.

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Statistics vary about source of hire. Some may suggest that up to 80% of employers use job boards to fill jobs. Others may reflect that up to 80% of positions are filled through relationship based methods such as referrals, references and recommendations. Based on those seemingly conflicting or at least confusing concepts, how is a job seeker in the current market supposed to spend their time?

Let me simplify this the best way I can… The main reason job boards have become under-appreciated isn’t because there is a flaw in the job board platform itself. The issue is with the users of the job boards.

Way back when job boards became common place, the “apply now” button enabled practically anyone, anywhere, at any time, to apply for any job. That in turn created too much volume for any employer to manage. Since then, a dramatic downturn in the economy flooded the market with even more users of the job boards.

Concurrently, to manage this volume of applications, employers started integrating their external job board postings with their internal applicant tracking systems. These were to filter the data and sort out the unqualified applicants. The problem that occurred then was applicants tried to game the system by keyword loading and other “tricks” so they would still show up in searches no matter what.

Overall the quality of applicants diminished. Meanwhile compounding the user-error predicament, the hiring side failed to upgrade their process to deter unqualified people from applying or add methods to attract the right type of applicant. Even if someone was qualified, the likelihood of them being identified under all of the clutter was minimal. The response to apply ratio was dismal.

The next thing you know, the only people applying for jobs are the unqualified people. That discouraged employers from using job boards and took things “under-ground”, if you will. No one on either side was satisfied with the return on investment.

While job boards remain a solid point of reference for taking the pulse of hiring trends, the kinks still haven’t been completely worked out. That said, I encourage anyone looking for a job to integrate any and all relevant job boards into their search strategy. In a competitive market, it would be foolish to discount one of the primary tools employers use to advertise opportunities and to identify talent.

Regardless of how, when or where a person becomes aware of a possible opportunity, it is critical to remain in contact with an extended network of business connections that understand your value in the employment market. In the event someone you know learns of a confidential search, you want them to keep you top of mind. You need to be known for what you have to offer in advance, that way when internal discussions start happening, people automatically think of you.

Alternatively, if a position is already publicly communicated, you need to do some research and investigating to reveal who is involved with the sourcing, screening and selection process. While having direct contact with the ultimate decision maker is ideal, don’t discount others who may be less prestigious, yet still influential in getting you closer to the front of the line.

Regardless, you need to be prepared to position yourself effectively through your professional marketing strategies and materials online, on paper and in person. No matter what form your tangible presence takes (value proposition, business bio, resume, professional profile or networking correspondence), it must convey deep understanding of the business needs through a concise and targeted message. Your communications must immediately demonstrate an obvious match for the desired role to anyone who “finds” you.

Article by Kelly Blokdijk ~ As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies and compelling, customized communication materials to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook and Twitter – fans and followers welcome!

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Follow this advice to knock yourself out of consideration for a job

While a best-selling author with a history of 35 years in career management is clearly not an easy target for critique, I feel I must call out the obvious negative reaction this blog’s advice could bring if followed. From what I gather, the intent of this information is to aid experienced job applicants  in addressing presumed ageist perceptions or alleged age-bias in interviews.

However, it appears to be coming from a very misguided and perhaps out-of-touch with a real life recruiting and selection mentality of our modern, global, diversity-centered world of work. Have a look: http://blog.knockemdead.com/2013/01/age-discriminationhow-to-fight-age-bias.html

Of course any and all of us will readily acknowledge the unfortunate existence of biased and exclusionary hiring practices that still persist despite the dominance of a more evolved population in the workforce. Aside from isolated anecdotal incidents, most of can only speculate and guess about the extent to which discriminatory decision making is taking place on any scale.

I personally find focus on assumptive accusations of this happening to be overblown and exaggerated. The reason I say that is I believe (and have plenty of objective external evidence to support) that most companies strive to attract and retain top talent regardless of any demographic factors related to discrimination that get publicized by the media and perpetuated by the general public.

As I read through these recommendations, I recoiled in horror at how obnoxious a candidate would sound if they actually expressed the sentiments suggested here. The first thing that stands out is the setting for these recommendations is at the end of a face-to-face interview. Or, if you read to the end of the article, the author recommends interspersing these golden gems throughout the interview conversation.

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An initial problem I see with this is approach is: why after passing through a resume review, initial phone screen or other preliminary candidate evaluation and eventually making it to the in-person interview phase with a hiring manager, would the candidate assume the company or its representatives has any intention of discriminating against said candidate? Talk about having a chip on your shoulder!

The next problem that stands out is the unfortunate choice of vocabulary the candidate is advised to use to point out their age, seasoning, years of experience and other non job-related characteristics. If the goal is to emphasize one’s exceptional qualifications, relevant achievements and drive for successful job performance, why in the world is the author suggesting the candidate call attention to anything distracting or detracting from that message?

Under no circumstances can I imagine it being well-received for a candidate to announce: “I just turned ___ (years old).”  When I saw this it made me think of a toddler holding up the number of fingers equivalent to their age, not a business person I would want to hire – for ANY job!

A remark along the lines of: “That gives me ___ years experience in the profession and ___ years experience doing exactly what needs to be done in the job”  is more likely to come off as condescending and arrogant than confident and accomplished.

If you tell me you have ___ years experience tying your shoes does that make you more qualified than anyone that has 1, 2, 5, 20 fewer years doing the same? No. It just makes you sound pompous, clueless and set in your ways of doing whatever task for however long – most likely the same exact way for that entire duration of time without any examples of incentive to keep improving.

Moving along after a few additional reinforcements of the above, the candidate is told to say: “hire another thirty-something and you know that she will constantly be haggling for promotions and possibly your job, and will probably be gone in four years… even if I retired at 65 you’d still have me ___ times as long as someone younger.” The extreme wrongness of this entire concept shouldn’t need any further explanation or interpretation.  Holy inappropriate comment, Batman!

It continues full speed downhill from that atrocious abomination with: “Experience has given me the maturity and understanding to know that when I do my job well, I make my boss’s job easier. Most younger candidates don’t know this…” Curious, at what point does one arrive at this mature, experienced conclusive understanding? Sixteen, 23, 38, 57…?

Finally, let’s drag out a few more wisdom filled clichés, shall we?: “I will bring balance to the team, if all your customers/clients are in their twenties, most will be reassured by my maturity, plus I naturally resonate with older customers because of the experience and maturity I offer.” Apparently, maturity is the magic mojo for all customer needs! Who knew?

Whether I was interviewing this person as a recruiter, HR person, hiring manager or innocent bystander, I can assure you I would be anything but reassured or feeling resonated with after hearing any proclamations of this sort. Not only would person fail at impressing me as a candidate, they would succeed at insulting and offending every possible category of coworker or customer they may encounter.

For someone to take the tactic of positioning him/herself as superior to other candidates by reinforcing the age-based depictions they claim to be avoiding is pathetic and frankly could be construed as that person harboring their own discriminatory attitudes. Not a good strategy and not a way to influence a hiring decision in your favor.

Article by Kelly Blokdijk ~ As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies, compelling, customized communication materials to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook and Twitter – fans and followers welcome!

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Talent Topic Compilation 2012 Edition

Perhaps like me you struggle to keep up with the mass quantities of information that flows your way each day. Here, I’ve compiled many of the job search, career management, employment market, recruiting and networking articles I’ve posted throughout the year.

The header before the link gives a general idea of the content and the blurb below the link shows an excerpt from the article itself. Please do share feedback by commenting directly on the source site or via private message back to me.

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Career strength takes continuous conditioning

https://talenttalks.wordpress.com/2012/01/24/armed-with-career-strengthening-strategies/

 Professionals must stay vigilant in conditioning themselves for the future. Just like our muscles get soft from lack of use, our knowledge, skills and abilities can quickly become obsolete if we don’t take action to step up our learning regimen.

 

The difference between bad and badass brands

https://talenttalks.wordpress.com/2012/02/03/how-to-build-a-bad-brand/

True experts, geniuses or brilliant innovators don’t go around telling everyone that’s what they are, because they don’t need to. It just shows.

 

Is your message making people tune in or get turned off?

https://talenttalks.wordpress.com/2012/02/20/does-your-song-make-people-turn-up-the-volume-or-change-the-station-2/

People constantly ask me how they can be found, how they can stand out and how they can drive action in the midst of immense competition. There are plenty of techniques that can improve the chances of those things happening, but none of that matters if when found you stand out for the wrong reasons making people think you need to change your tune.

 

With friends like this, who needs enemies?

http://www.recruitingblogs.com/profiles/blogs/awkward-placement-approach

As you will notice, this was a generic message sent to my email but not addressed to me by name – probably because I was only one of the thousand or so recipients.

 

Special K for your career

http://www.recruitingblogs.com/profiles/blogs/karing-enough-about-your-kareer-prospects-should-konvince-you-to

Wow, here’s another doozy … hopefully an extremely isolated incident, but apparently some poor schmuck actually lost out on a job opportunity because another candidate had a higher Klout score.  

 

Face-to-face with jobs on Facebook

http://www.recruitingblogs.com/profiles/blogs/what-about-all-of-the-job-finding-on-facebook

We’ve all seen the various social media articles, career blogs and Generation Y experts that repeatedly promote Facebook as a source of hire, venue for job searching and place to interface with employers. 

 

Everyone’s blogging and you should too

http://www.recruitingblogs.com/profiles/blogs/everyone-on-the-planet-should-have-a-blog

Ironically, I don’t recall ever encountering anyone that said, “What the world needs is more blogs.” Frankly, based on the underwhelming quality of many blogs, the opposite is more likely to be expressed.

 

Why you shouldn’t spam a prospective employer

http://www.recruitingblogs.com/profiles/blogs/special-delivery-who-ordered-the-spam

Now just sit back and wait for the job offers to flood in…

 

Career lessons from the Brady Bunch

https://talenttalks.wordpress.com/2012/06/26/job-searching-with-jan-brady-syndrome/

Embrace and enjoy what makes YOU, you! 

 

Oh no, not another boring resume!

https://talenttalks.wordpress.com/2012/07/06/5-5-million-boring-resumes-is-yours-one-of-them/

Aside from the obvious deal-breakers such as dreadful grammar, typos, spelling mistakes, improper word usage, incorrect verb tense, random capitalization and inconsistent fonts and formatting, there are plenty of other ways that people fail to make a positive first impression.

 

How to make it easier for your network to help with your job search

https://talenttalks.wordpress.com/2012/08/01/does-your-resume-overwhelm-your-networking-connections-with-tmi/

Much of the content typically included on a traditional resume used to apply for jobs, could potentially distract a professional or personal networking contact from truly understanding the core job search elements that a job seeker needs to share.

 

Crazy and lazy recruiters

http://www.recruitingblogs.com/profiles/blogs/turds-on-my-freshly-washed-windshield-and-similar-annoyances

One of my contacts shared this vent with me. Thought it pretty much sums up some of the lazy, sloppy, clueless types that somehow found their way into the recruiting realm.

 

Thoughts about thought-leaders

https://talenttalks.wordpress.com/2012/12/21/purposely-pretentious-professionals/

As I’ve written many times before, I find it alarming that an abundance of outdated, ineffective and inaccurate information is being peddled to those in major need of real help with their employment or unemployment situations.

 

Article by Kelly Blokdijk ~ As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies, customized communication materials and compelling personal branding campaigns to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook and Twitter – fans and followers welcome!

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