I was fortunate enough to run into a pal of mine – Chad Sowash of DirectEmployers. After catching up over ole times, we began discussing the recruiting world in general and veterans in particular. I thought some of his points were worth sharing, so I captured them on video. Hope you like.
“(Google CEO says) …every young person one day will be entitled automatically to change his or her name on reaching adulthood in order to disown youthful hijinks stored on their friends’ social media sites.”
“(Google CEO says) …I actually think most people don’t want Google to answer their questions. They want Google to tell them what they should be doing next.”
“Perhaps parents should start giving their children short-term names then, which they’ll be less attached to. Save your favorite name for adulthood, kids, because you’ll need to change it. Google says so.”
Okay, when I read the article and especially those snippets, I thought the obvious correlation – The Incredible Hulk.
Just in case my assertion is not so obvious to you, allow me to delve a bit further. Let’s say that I work for a big corporation that deals in nuclear energy as an alternative to oil. (Hey, going green is all the rage these days, right?) I think back to my college days and I remember one of my classmates being a whiz in alternative energy, especially Gamma rays. So I do a quick search on his name – “David Bruce Banner” and what do I see?
Hmm.. I come across data that looks like it could be my old pal David, but I also get a lot of references about an urban myth called – The Hulk.” Hm… maybe I should do an image search?
Wow! I see more and more evidence that Bruce David Banner and this Hulk creature are one in the same. Hmm… Maybe I shouldn’t be thinking of hiring this guy after all? He was cool and all in college, but now he seems to have an anger issue. Nah… I will pass.
So, imagine that you are David Banner trying to get a job. With all the info online about what happens whenever somebody gets on your nerves, chances are your job search will be much longer than it needs to be.
If I were David Banner and I really needed a job (moreso for a new wardrobe than anything else), what could I do to get my data out of Google?
OPTION A: I could walk up to Google and ask them to remove all of my information from their database that ties me to my Hulk personna. Should they refuse, I could say,”Don’t make me angry. You wouldn’t like it if I were angry.”
OPTION B: If Google were to say that they did not beleive in censorship, do your worse. I would change into a red Hulk and shout thngs like “Crush Puny Humans for not removing my data!” but only say it in Chinese. Odds are, I would make some headway, but in all likelihood only a compromise of some sort would be had.
OPTION D: Do what superheroes have been doing since superheroes were invented, establish a secret identity. When you post your resume online, use your real name. However, if you decide to dance drunk with a lampshade on your head (it happens) puh-leeze use a code name. What?! You don’t think that people still dance drunk with lampshades on their head? Check out the video below, non-believer.
Oh yeah, if you were a Recruiter, wouldn’t these guys be on the top of your list? But I digress…
Use your “codename” for your Facebook profile but not on your Linkedin profile. Your codename should be well-known by pals and party-goers, but not too prospective employees. Get it? Here are a few codenames to consider (just in case you are having writer’s block).
La Femme Nikita
Why did I suggest those? They are vague enough to the general public so as to seem unique, but popular enough online so that if a Recruiter did discover your codename, they would have to sift through tons of irrelevant data and (most likely) give up on trying to unlock your secret life as a lampshade dancer. Make sense?
Of all the options presented, I would go with option C and remove anything damaging (as much as I could), then going forward I would tell all of my pals to connect to my new Facebook page (under my new alias) so I can talk freely.
So, who would win in a fight between Google and The Incredible Hulk (or rather, Google vs David Banner)? It all depends on how well David Banner covered his tracks. (Smile)
– Jim Stroud
P.S. Get extra cool points if you can figure out my “codename” and what I do in my secret life. (wink-wink)
I’ve got video resumes on the brain this week, so why stop now?
Hmm… How many people are using YouTube to post their video resumes? And is it even worth it? Let me take a quick and totally unscientific poll, just to see what I can see.
At this writing, not as many as I thought, 5300+ video resumes. I would like to know how that compares with last year about this time, but no benchmark stats. Oh well…
As I glance over the first page of results (my random sampling), the shortest video is 00:54 seconds and the longest one is 09:16.
The shortest video received 322 views in 8 months, but the traffic is still trending up as a result of lots of referrals from YouTube searching and being associated with a video demo of a Sample CV. Hmm… this video resume is averaging about 40 views a month.
The longest video received 4,131 views since May 10, 2007; which is about 98 views a month.
Its interesting to see where the traffic is coming from for each video as well. Hmm… Some things to ponder…
Using the words “video resume” will increase the chances of your video resume being found. (Go figure)
Look and see if there are video resumes on YouTube that are similar to your background and industry. If so, take note of the keywords they use to describe their video. Why? If someone sees their resume, its a good chance that they will discover yours as a “related video.”
Hmm… Sorry for wondering aimlessly here, but I want to see what else I can find. Look for more YouTube observations in the next post.
If you are open to expanding your job search to other countries, I highly suggest that you take advantage of Google’s translation services; even if you are fluent in another language. Why? Well, if you are an employer in say… Mexico. You might post your jobs in English, but more often than not they will be posted in the dominant language of your country – Spanish. That being the case, logic dictates that there will be jobs posted in spanish that are not neccessarily posted in English. Make sense?
To search for jobs posted in Spanish (or any other language for that matter), go to Google Translate. (A screenshot of the homepage is below.)
Click the “Translated Search” link.
In the search slot, add “sales and marketing jobs,” as I did; if that is not your skillset, type in something else.
Once you have your keywords typed in, Google translates them into a different language. For the purposes of this demo, I chose the language – Spanish. (Of course)
Beneath the search box on the left side of the screen are the (1) translated search results in English. On the right side of the page, are (2) the original search results in Spanish.
Now that you have found jobs posted in Spanish, you can (of course) apply. Sound simple? It is. Does it work? Not entirely sure to be honest, but the logic seems sound. I have not had the unction to work overseas, so I have not had the chance to try this out. I would be interested to hear from others who have tried this technique. If you would, leave me a comment below? Thanks!
I suppose that can be said for a variety of disciplines, but I would wonder how closely those positions affect the bottom line the way recruiting does. A company is powered by its people and the gas of that engine is recruiting. Staffing professionals know this, C-level executives are aware of the fact and likewise savvy investors who bet on the jockey rather than the horse they ride on. However, across many organizations the staffing department is grudgingly regarded as a resource of necessity that is wholly unappreciated. To make an unfair comparison, recruiters are often thought of like Firemen; well appreciated in times of fire, but forgotten otherwise. Sure, there are organizations that give lip service to the value of recruiting, but consider these questions. How often does the CEO of your company wander the cubicles of the staffing department to personally congratulate the Recruiter’s contribution? When was the last time the staffing department was given kudos in a press release from upper management? When the stock goes up in your company, is staffing cited as a factor?
Recruiting overall suffers from bad publicity (or the lack of a significant amount of good publicity) reflected in the unspoken accolades from above and the occasional disdain from candidates. What do I mean? If a candidate is unemployed, unhappily employed or under-employed, then a call from a recruiter is a welcome God-send. Conversely, if the candidate is comfortable in their present role, such solicitations can be a nuisance. Furthermore, consider those recruiters who engage unqualified candidates and handle their candidates haphazardly. The end result is a negative impression of a certain company and a black eye on recruiting in general. It would seem that when recruiting (in any discipline) you have to contend not only with the requirements you are trying to fill, but also the biases of recruiting coming from all concerned. Fortunately, I have a strategy for turning this around.
Simply put, serving as a recruiter does not carry the prestige of being a doctor or lawyer; neither high school nor college students decide early on to become a recruiter. (How many graduate programs offer an intensive training in recruiting?) It has been my observation that people tend to “stumble” into recruiting and therein lies the issue. Returning to my initial statement, it is too easy to become a recruiter. While it takes a lot of effort to be a good recruiter and great experience to be seen as superlative, only a nominal effort is required to become an “official” recruiter. This is why I propose that the recruiting industry submit itself to a national standard that is regulated by an outside agency. Specifically, I would like to see the following:
That a license be required before one can recruit for any entity and that said license can be revoked if the licensee fails to maintain a minimum of continuing education credits.
That a national code of ethics is established and that an ethics review board be created as well. Said review board would operate to investigate major complaints and discrepancies jobseekers and organizations have lodged against a particular recruiter (and not necessarily a certain company.)
That an agency be created for the purpose of reviewing the practices, complaints and feedback of recruiters; after which, a ratings point will be given. Recruiters would then have the right to display their customer rating (akin to how restaurants display their health code ratings) and include these ratings within their sales collateral.
That a standard for resumes be established to include no more than four different formats. In this way, each recruiter and/or the company they represent may announce the style they prefer to receive from applicants.
That a reporting standard be established enabling job seekers to research the status of their candidacy in real-time.
That each recruiting entity post on their website a link to the national code of ethics they adhere to and information on how to lodge a complaint and/or testimonial.
Is this too much to ask for? Maybe not; perhaps recruiters will one day demand a new level of excellence and take it upon themselves to regulate themselves. When the economy returns and companies are scrambling to secure top talent, management will appreciate a recruiter’s efforts to adhere to new principles and see staffing in a new light. And then there is the ultimate triumph of people aspiring from highschool to join the recruiting industry. Realizing the influence, prestige and distinction that come with being a trained and licensed recruiter, the average career span of a recruiter would more than double.
Jim Stroud, Licensed Recruiter
Certified since 1997
Professional review rating of 98.5%.