How to Stay Relevant

How would you feel if your favorite athlete never committed to continuing to improve performance? What about a doctor that didn't keep up with the latest diagnostic advances? To be considered a professional you would expect the individual would be committed to self education and improvement.

As a recruiter, do you feel you have conquered everything there is to know about recruiting? Probably not. New recruiters are starving for ideas. How do you maintain competency and excellence in your profession.

Tonight I completely read through a book called 101 Strategies for Recruiting Success. Best book I've ever read. Was a fresh look into all aspects of recruiting. Get a copy of this book. It will put many ideas into your head on how to turn your good recruiting plan into a great recruiting plan.

Even though the book did not mention the changes to recruitment marketing (Due to 2006 printing no mention of the use of Social Networks), the advice was solid. Christopher Pritchard did a solid job with this piece and is to be commended on the advice he gives to keep 3rd party recruiter costs down and how to defend yourself against the raiding of head hunters.

Make plans to improve your performance by investing in your career and skills by reading and researching the latest trends.

Time Flies

I can't believe I've waiting two months to contribute to my blog. It hasn't been for lack of content. There has been a ton of information out on the web. Jobscience even sponsored the ERE Social Recruiting Summit at the Googleplex a couple of weeks ago.

From the Tweetup, the Summit, and the reception following I had the opportunity to meet and converse with some of the great recruiting and sourcing minds. Our challenge is how to promote social recruiting and sourcing throughout the job market.

Every day I talk to HR departments that tell me that they are not hiring or have more applicants than they need (even if they aren't qualified). We need to educate more than ever that relationship development and social connections will be the items that separate a successful organization from one that never started using their relationships as leverage for identifying top talent.

I'd like to personally thank Jenny DeVaugh, Shally Steckerl, Glen Cathey (aka BooleanBlackbelt), ERE and all of my new friencs for helping me stay connected and for giving me new tools and ideas to pass along.