Friday, September 13

New Domain Name and Status of Blogging from Here Out

Hello again!

As you all could tell, I haven't posted for sometime.  I will continue this occasional posting process due to 1, I'm very busy in the recruiting world, and 2, the lack of support and sharing from others.

BUT, for those looking to network, feel free to contact me.  I'm still very active as a full time recruiter and names sourcer.  I'm always willing to discuss or network with sincere people.  You may reach me through this blog, or through my LinkedIn profile at http://www.linkedin.com/in/justinsivey

I was prompted to make this change when I realized I am very busy this year, but also due to the (sadly) fraternal nature of our business where support is only given to the "kings" and "queens" of our focus.  Plus, I was giving away A LOT of free information (you'll see it all here in the blog), but was getting nothing back.  In short, no one was sharing back.  Giving free calls to those who just take is not my focus now.  But I'm still happy to create 2 way relationships!

Also, I will keep all my my prior writings open for now until I decide if I will move them to my new blog I'm developing.  And, I will attempt to create more, but for now they will be sporadic. 

Thanks and good luck!

Tuesday, August 28

Sneak Peek Into Posting I’ll be Doing on Resume Writing Mistakes


This is really aimed more toward the “other side” (job seekers or job changers), but it’s a sneak peek into a posting I’ll be doing for a new site I’ll be creating for the “other side.”  This relates to those WTH moments we have when reading resumes.  Some of these resume writing mistakes are just too good to pass up and I hope to get that site up soon. 

You do not need to list that you were the president of the Skateboard Club when you are looking for an engineering job.  I can KIND OF see you doing it prior to graduation, but if you’ve been out now for a few years and kept a steady (and promising) job, then why put that on your resume?  It makes you look young, dumb, and clueless, and that you’re still very much a college skate kid.  I can see through this as a simple mistake, but many will not.  If they DO call you, they’ll be expecting the voice of Spicoli to answer the phone wearing a Bones Brigade shirt and hat. 

Dude!  Why in the world would you list that you were a bar back during college when you’ve already put in 3 VERY HARD years in a plant as an engineer??!!  Maybe it’s because you cannot get over your college days and long for those crazy nights, but this will leave SOME recruiters/hr people questioning just what type of job you want now!!  In other words, “is this guy saying he’d also look at bar back positions?”   In addition, they may miss your resume entirely as some programs (algorithms) may mistakenly place the bar back time as your current title.  If this happens, you’ll also be getting calls from bars.  Hey, maybe that’s what you want after 3 hard years of engineering!


Finally up. I was about to name names at the domain registrar with their DNS issues! Wack!

Finally up. I was about to name names at the domain registrar with their DNS issues! Wack!

Friday, May 18

Approaching the “Passive” Vs. “Active” Candidate “Debate” in Recruiting as an A OR B Option is Simply Childish


Perhaps it’s just part of the fabric of the psyche of living in a two party system to do so, but approaching the “passive” vs. “active” “debate” as an A OR B option is simply childish. 

It’s reminiscent of an exercise that was very common as a warm up in college philosophy courses.  Quite simply, can you define what a game is? 

In the same respect, do you really believe that all “passive: (P) candidates have ALL of a group of traits, and that all “active” (A) candidates also share a full group of traits?  Even more so, is it seemingly impossible for P to share some traits with A?  Of course not!  

I’m going to end this with this: I recently talked to (and placed) an active candidate that was actually pretty passive.  Oh, and always remember this – beauty is in the eye of the beholder.  Yes, I saw an active candidate the other day that was actually quite attractive (from a recruiting sense)! 

Wednesday, February 1

SourceCon Article Speaks the Truth: "Show Your Sourcer the Love (and by Love, I mean Money!)"

Great article in SourceCon.  The title says it all:  Show Your Sourcer the Love (and by Love, I mean Money!)

As I stated in response to it: Yep!  Most of us can put the majority of recruiters to shame should we decide to do so! So, in other words, you better pay up!

Wednesday, January 18

A Non-Veiled Attempt at Getting a "Finder's Fee": Well, At Least He Tried!


It’s uncommon to actually have people ask to be paid a “finder's fee” (unprofessional) for “leads”, but it does happen.  However, when it does occur, it’s usually a little more veiled than this.  I’ll be curious to see if the person still provides the names after I tell him we do not pay for leads.  You'd think he'd just simply want to help others hear about some great career opportunities, but maybe not.  Excuse the spelling and punctuation.  I left it exactly as I received it:

Justion,

I can provide you 2 contacts who might be helpful to you.

If one of them get selected than what do i get?

Monday, January 16

Names Sourcing (Telephone and Internet) and Vetting: You’re Still a Sleuth AFTER the Find


Been spending more time lately telephone names sourcing.  Really reminds me just how important it is that a good name sourcer also be a very good (and intuitive) sleuth.  But I’m not only referring to sleuthing in regard to finding names; I’m also referring to sleuthing in regard to finding out the truth once a person is identified and you begin talking to them.

In this game, it’s not just about creative ways of finding names (Company Telephone Name Directories, Conference Attendee Lists, LinkedIn, Association Websites, etc.), it’s also about finding out the REAL story behind someone’s background and career motivation once you move them from passive to active.  When asked about motivation, it’s not unusual to get the PC answer: “I’m very career minded and just open to opportunities.” But is this the genuine and real reason or are they withholding the truth?

In addition, a candidate may say they’ll move, but will they REALLY take the leap when the offer comes forth? Did the spouse go along with the process to make the candidate happy but when reality hits will they be too scared to move away from family, friends, etc.?  This is one of the largest deal breakers after all.  

Because we often are the front line in the recruiting pipeline development process we need to make sure our vetting process is as thorough as possible. 

There are many tricks to help increase the level of vetting, but at times these tricks still don’t bring out the FULL truth.  So, be the sleuthing and intuitive person you are and ask the right probing questions (sometimes repeating them) and read between the lines.  You may have to once again use your intuition and your hunches to determine if what you’re hearing over the phone is really what the truth. Science?  No.  But, this stuff isn’t always A OR B. And guess what?  Even after all of this, you still may not be 100% correct in your assessment.  Fun stuff!

Wednesday, December 14

The Dilemma: 1 InMail Left and 2 Candidates to Message, but Which One? What Factors Weigh in Here? Roll the Dice on a Hunch? Lesson?


I’m posting this not as a tongue-in-cheek statement, but to act as a hybrid thinking exercise and as a lesson in regard to the nature of names sourcing and recruiting.

So you’re faced with a dilemma.  You have one InMail left (because you’vealready done a lot of messaging using the right InMail strategy) and you have two great potential candidates to message.  But which one?  Ahh, decisions.  Is there a clear path here?

What factors weigh in here?  Does location factor in?  Do you go on a hunch?  Real estate prices?  Do you assume one owns a house and one does not?  And, if one does own a house, can you assume that they can or cannot move due to the market in that area?    What about desirable areas to live?  Can you assume one will likely not move from sunny and nice vs. one who lives in a cold climate city?  Say one lives in San Diego and one in Duluth, MN.  Maybe you see that the guy in San Diego went to school up north and the job is in the far north.  Maybe he WANTS to move back north.  Of course, you cannot know this for sure.  Or, do you just assume that anyone in Duluth would love to get out of there, and, that no one in their right mind would want to move into or back to Duluth? Wouldn’t that be over assuming? After all, many people who live in the UP area of the U.S. love it! 

Etc.  You get it. 

If all thing are equal in terms of title, success, company type, degree, etc., then which one do you message? 

Lesson: Sometimes - even to the dismay of many who believe names sourcing is an A OR B Boolean act - it just comes down to weighing all factors and going on a hunch!  Well, I’ll soften the blow so as to not be struck down by the Boolean gods and call it an educated hunch.  So, I’ll keep some logic in it!  Those of you who have done your fair share of searches know what I’m talking about!  This is not always a straight forward game.  Did I burst some bubbles?   
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