Peter Weddle is a recruiter, HR consultant and business CEO turned author and commentator. Described by The Washington Post as "... a man filled with ingenious ideas," he has earned an international reputation, pioneering concepts in Human Resource leadership and employment. He has authored or edited over two dozen books and been a columnist for The Wall Street Journal, The National Business Employment Weekly, and CNN.com. Today, he writes two newsletters that are distributed worldwide and oversees WEDDLE's LLC, a print publisher specializing in the field of human resources. WEDDLE's annual Guides and Directory to job boards are recognized for their accuracy and helpfulness, leading the American Staffing Association to call Weddle the "Zagat of the online employment industry."
Interruption Marketing
Whether you're sourcing with a social media site or a job board, one fact remains true: whenever you connect with a passive prospect, you are interrupting them. They aren't looking for a job or for you, so your contact is, by definition, intruding into whatever it is they are doing.
Avoid Narcolepsy Online
As many of you know, I've long been concerned about the terrible quality of recruitment ads that appear on the Web. In fact, I've often described reading job postings as a cure for insomnia.
The Really Big Impact of a Small Number of Sentient Specifics
Recruitment ads posted on the Web generally fall into two content categories. There are the really brief notices that offer the job title, employer's name and maybe a couple of candidate qualifications that are deemed essential to satisfactory performance.
A TARP Strategy for Recruiters
In the past six months or so, we've all learned new acronyms and new definitions
for words we thought we already knew. We've heard countless news reports about
TARP or the troubled asset relief program for banks and other financial institutions.
The Scourge of Bureaucratic Correctness
There is today a scourge of bland communication oppressing the performance
of corporate and staffing firm recruiting teams. While social media have captured
their imagination, the vast majority of recruiters continue to rely on job
postings-placed on commercial job boards and in the Career area on their own
sites-to reach and reel in top talent.
Crowdcruiting
Budgets are tight. Recruiting staffs are smaller. And still, we recruiters must continue to accomplish two key goals for our organizations.
Beware Madison Avenue Group Think
The advertising mavens of Madison Avenue carefully track the habits and preferences of Gen Y. They watch how that group reacts to new consumer products and which brands it considers hot.
The Piven Principle—A Fish Story for Recruiters
Jeremy Piven is an actor. You may have seen him in Entourage or heard about his role in the Broadway play Speed the Plow. It's the later experience that got him into trouble.
The Entrepreneurism of Recruiting
Today's job market is driven by "irrational expectations." If the 2001 recession produced a job less recovery, this so-called Great Recession will leave behind a "less jobs" recovery.
The Upside of Down
Deep economic downturns often change human and organizational behaviors forever. A generation of Americans kept their extra money secreted under their mattresses after the Great Depression because they no longer trusted banks.
The 10 Attributes of Work Happy People
I recently picked up a book with the provocative title Work Sucks. Now I acknowledge that this phrase might be off-putting to some people, but it clearly accomplished its job.
You Are What They Remember
In product marketing they call it "brand equity," that is, building a strong, positive association with their product or service in the minds of their customers. As a recruiter, that same strategy is just as critical to your success.
The Best Recruiters Use All of Their Brains
Left-brain types tend to rely on their powers of logic and reason to excel in their fields. Others prefer to tap into their creative right-brain minds.
A Recruiter’s Stress Reduction Program
On-the-job stress is one of the most often cited reasons why people leave their jobs, and that is just as true for recruiters. This problem is compounded in tougher economic times when there are so many more people looking for employment.
WEDDLE’s Annual Source of Employment Survey
Because the WEDDLE's Source of Employment Survey collects data from individuals who are acutally in the workforce and actively searching new employment, it has certain advantages over conventional source of hire polls. The results provide a view of job search patterns over the last year, how those findings compare to the previous year, and what to expect in the year to come.
There is a Free Lunch
One of the best kept secrets in business is the of wealth of information represented by a company's job-seeker database. Peter Weddle discusses how to discover the marketing treasure trove that exists right under your HR Manager's nose.
Lights, Camera, Action
Video employee testimonials present companies with a powerful format for delivering a persuasive and memorable confirmation of an organization's employment brand. Learn how employers are using video testimonials in their viral marketing to sell the benefits of their companies to job-seekers.
The Smart Consumer’s Dilemma
The proliferation of industry-specific, online career portals offers recruiters an unprecedented range of tools for bringing employers and job-seekers together, but that much diversity presents a dilemma. With such robust choice, it's difficult to know which site or combination of sites will deliver on the capabilities they promise.
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