Ever wonder why companies take forever to make a hiring decision? You send in your resume, have an interview (or several), they tell you they like you, promise to get back to you in a few days… and a month later they still haven’t made a decision.
Travelodge seems to have come up with the solution: Quickie interviews, which, I shudder to guess, must result in quickie job offers, no?
Travelodge invites people to come to a “speed dating” event, where they talk to HR reps for a fast 3 minutes. Travelodge’s rationale is simple: People make decisions about whether they like someone in the first few minutes after meeting them. Talk fast, get hired.
Ruth Saunders, the Resourcing Manager at Travelodge (gimme a break — yet another goofy HR title?), says, “We will recruit over 1,000 new managers by 2020 and it is imperative that we continue to find new and innovative ways to recruit in order to find the right people and satisfy this unprecedented demand.” Scrub ’em up; get ’em ready.
Sorry if I implied Travelodge hires as quickly as it recruits, but the company has made no statement about how long it takes to decide whether you are one of the right people. I wonder if the company’s HR department will rent you a room by the hour while you wait…
INFORMATIONAL INTERVIEW, n., (1) a stupid job-hunting trick; (2) an embarrassing demonstration of ignorance by a job hunter; (3) a transparent waste of management time; (4) the preferred substitute for legitimate job-hunting assistance developed by career experts to distract their clients and justify their fees.
Heather Hamilton’s take on informational interviews provides a good perspective from employers on this job-hunting tactic. But the definition above is mine.
When you request an informational interview, tatoo LOSER on your forehead before you attend the meeting. That way the manager will know up front that you are not ready to talk business. You have not done your homework. If you’ve done your homework, you should have something to offer — not something to ask. Read more →
Having covered the information technology and electronics industries for a long time, I’m very sensitive to the H-1B visa controversy. This is the government program whereby foreign nationals can be hired by U.S. employers under a special visa.
H-1B exists because industry claims there’s a labor shortage in the world of technology. On April 1, the 2008 allotment of H-1B visas will likely be used up in a matter of hours. Bill Gates says more H-1B workers should be allowed to work in the U.S. because industry needs special skills that domestic workers can’t always deliver. Many tech folks believe this program siphons valuable jobs away from U.S. workers, and that companies use H-1B mainly to cut labor costs. H-1B opponents say U.S. companies should focus more on talent and less on skills. The controversy rages on. In the current InformationWeek, Rob Preston takes the most responsible view of H-1B that I’ve read to date. Read more →
It’s always interesting when someone comes up with a new approach to recruiting. Imagine getting paid to go on a job interview. Clever, eh? CIO magazine reports that a Recruiting Firm Pays Candidates for Job Interviews.
Help me work through the logic. Notchup.com suggests that the best people are busy at their jobs, and they probably don’t search for jobs or post their resumes online. Makes sense to me. So, Notchup will help employers attract these people. (The fundamental issue here is the distinction between attracting people, and going out and finding the ones you really want. Notchup doesn’t deal with that, but that’s for another column.) Notchup serves as a go-between, allowing companies to offer money to these desirable folks to come in for a job interview. So far, it’s interesting. Notchup lets hard-to-find candidates fill out a form about themselves and post information so the process can get started… And that’s where we hit the wall. Read more →
If you’re going to mail out hundreds of resumes to people you don’t know, or post your credentials on some web site, you might as well stand on a busy street corner and just hand out your resume to random passersby. You’re just as likely to find a job either way. That’s what I tell people who use conventional job hunting methods, and I figure I’m making my point. But there’s nothing I can think of that someone hasn’t already done…
Larry Dinsmore stands on corners with his resume plastered on his back. While I don’t know whether someone’s going to hire him right there on the street, he is doing something smart. Larry is meeting and talking to people, which beats staring at a computer screen and waiting for an employer to magically appear with an interview invitation. (This time-honored strategy was invented by personnel jockeys, aka “recruiters”, in big companies who sit on their butts waiting for the perfect candidate to magically appear on their pc screens. Nice work if you can get it.) Read more →
I used to do a blog for InfoWorld. When it ended, my last posting was up only very briefly, and I’ve been asked to reprise it here for those who missed it. It was a two-minute version of the Dutch uncle routine, for those who enjoy the Ask The Headhunter approach to job hunting, hiring, and success at work. Hope you enjoy it.
1. New jobs don’t grow on trees, or on job boards. Any job-search method that involves picking from what’s available will likely lead you to the wrong job, and you’ll be job hunting again soon. So, start with where you want to work, and what work you want to do every day. You must sit down and figure it out. Sure, this is obvious. But in almost 30 years of headhunting, I’ve met very few people who really get it — or do it. Read more →
I’ve written a lot about about the various rackets in the career industry that prey on desperate people looking for work, but I always use the term “racket” loosely. Last week I got a query from a news reporter that forced me to create a new category in this blog. We all need a (nervous) laugh:
I am a staff reporter with… a northern New Jersey newspaper. I want to ask you about a lawsuit to see if what is described within could be construed as normal “head hunter” protocol, as the defendant claims.
The lawsuit was filed by a father who claimed he paid $31,000 to a mob associate with “political connections.” The mobster guaranteed the man’s son a job in return for the money. The mob associate said he knew a sitting state legislator who would write a letter of recommendation to a local company in order for the father’s son to get a job. The job fell through and the father sued to get his money back.
Does that sound like legitimate work by a head hunter? Read more →