Friday, October 14, 2005

The Art of Shakespeare Recruiting

Many thanks for the kind words on my 2nd Digability ebook. (You know who you are - wink.) Per the suggestion of a "fan" I am posting notification of my ebook here as well.

Its incredible but true, recruiters often overlook the most obvious (and more excellent) candidates in search of neatly formatted resumes. Don't let that happen to you! Why focus solely on "possibilities" when you can recruit emerging leaders and industry experts?

One of the best-kept secrets among internet sourcers is revealed with "The Art of Shakespeare Recruiting." This simple, yet powerful technique will teach you:

  • How to find leading authorities through authors, online publishers and aspiring writers.

  • How to leverage published authors for additional referrals

  • How to source even more candidate leads from online publishers

  • How to use a list of rare finds and lesser-known resources to help you excel in this technique

And more...

Download your ebook now!

Are you skeptical?

Consider this quote from a recent article..

“Companies are finding it more difficult to recruit the professionals they need. They are engaged in a war for talent.” SOURCE: The Star

If the candidates you are presenting do not excite your client and you find yourself growing frustrated, do something different! Give them the best of the best and save yourself time and aggravation.

Download your ebook now!

"The Art Of Shakespeare Recruiting" is available as an ebook only. Get your e-book for $19.95. Each purchase is processed by Clickbank on a secure server.


The Searchengine Taste Test

You ever see those commercials where two drinks are compared by a consumer? I'm thinking of those Folgers coffee commercials when the narrator says, "These people don't know it yet but we replaced the gourmet coffee normally served here with Folgers brand coffee. Will they notice a difference? Let's take a look."

You know what happens next? Of course you do, the customers can't tell the difference. (Some even comment on how great the taste is.) Once it is revealed the true identity of the branded coffee, some say (more or less) I am going to drink Folgers from now on.

This got me to thinking, "What if we could do this with search engines?"

Most folks know about MSN, Google and Yahoo for searching the internet. However, how many know about the hundreds (maybe even thousands) of other search engines out there all vying for a shot at the title #1 Searchengine? (Or at least those aspiring to get in the searchengine ballpark?)

From time to time I will conduct my own taste tests on lesser-known search engines. My analysis will be from a recruiter's perspective and focus on the amount and quality of resumes and leads found. It will also include a coolness factor that says, even if I don't like the results I gotta give props to a feature or function it offers. Such was the case with an interesting product (referenced on Researchbuzz) called "DUMBFIND."

What I like about Dumbfind is the way they set up their searches for relevance. How? There are 2 parameters for searching, the ever-popular keyword search and also topic search. Check out these examples:

The following 3 searches help illustrate the difference between Dumbfind and other search engines:

'opera' on Google

'opera' and 'music' on Google

keyword 'opera' with topic 'music' on Dumbfind

Dumbfind is in Beta, so its unfair to expect perfection. Be that as it may, I experimented with many variations for diverse requirements and had better results when I ignored the Topic function entirely and performed searches along these lines.

java C++ unix resume.html

engineer semiconductor resume.html

hospitality resume.html

What I found consistently was that the better results came when I used one or two keywords with the term "resume.html." Also of interest, at this writing there were no special syntax commands I could cite. The "and" command is automatic and quotes (for example, "keyword phrase") are allowed as well.

As far as using Dumbfind for resume sourcing, it could be a lot better. Yet, it did produce a few results that I did not see in the big three. (Yahoo, MSN, Google)


  • Dumbfind, add a list of Topics (like "music") on your website that I can search against.
  • Add Resumes, Career or HR Topics to your listing

Digability rating: Honorable Mention

[If you like what I give away, you will love what I charge for. Check out Digability: The Recruiter's Guide To The Internet.]

Wednesday, October 12, 2005


A buddy of mine asked me today if I was familiar with Pagebites. Here is a reprint of an interview posted on my Jobseekers Revenge blog back in August. Enjoy...

I had the good fortune of interviewing Ralph Harik, CEO and Founder of PageBites, Inc. In my opinion, this is a company that recruiters and job seekers will want to keep a close eye on. Expect more from these trailblazers in the near future.

Q: What was the inspiration behind PageBites?

We wanted to create a product that would improve the lives of our siblings, our relatives and our friends. After considering many ideas, we decided that matching people to jobs is a difficult and challenging problem that needs to be addressed.

Q: How long has it been in existence?

We have been thinking about semi-structured search for some time now, but we have been working on this specific project for only a few months.

Q: What is your vision for PageBites?

PageBites offers both resume and job search. We are a destination for both employers and job seekers.

For employers, PageBites offers a single website to search for qualified candidates. Employers can also contact us to have their job openings included in our job index.

For job seekers, PageBites offers high exposure for their resumes (we do not charge employers any fees to use our site). PageBites also offers job seekers the ability to search for job openings that are aggregated from a variety of job boards.

PageBites is a vertical search company. Our goal is to build products that will improve people's lives. At the moment we are concentrating on job and resume search because it is a problem that is important to many people.

Q: PageBites seems to be funded by advertising so far. Will it always be free?

Searching for resumes and for jobs on PageBites will always be free. Posting your resume will also always be free.

The current business model, where employers must pay to search for resumes, is broken. There is no reason why employers should be paying hundreds of dollars to access a database of people who are looking for work. Smaller companies might not have the resources to pay these expensive fees. Free access to qualified candidates should be available to all employers.

Q: What is the advantage of using PageBites as a recruiter?

Unlike many other career sites, our service is free. We do not charge recruiters any money to search for resumes, and we do not require users to login before searching the site.

In addition, PageBites enables recruiters to easily find the candidates that best match the requirements of a job opening. A recruiter can restrict the resume search results to a particular location. Recruiters can also restrict search results to a specific skill or a particular degree. For example, you can search for people who attended Stanford and know C++ by typing "skills:C++ education:Stanford".

Q: What are the advantages to a job seeker for using PageBites?

PageBites aggregates job listings from a number of boards. Job seekers can, with one search, find a greater number of job openings.

We also allow job seekers to post their resume on PageBites. Each user is given a directory on PageBites with 10 MB of space to post resumes, cover letters, portfolios, etc.

Posting is made easy through the use of a rich text editor. This provides users with a familiar interface to input their resumes. The rich text editor also offers users the freedom to design and format their resumes without needing to know any HTML. In addition, users that already have a resume online are able to submit the URL of their online resume to PageBites.

Q: Is your website still in beta? When can users expect a big promotional push?

PageBites is still in Beta. We will be releasing more useful features in the coming months. We are continuously improving the site and we are always testing out new ideas.

Q: What have you not told me about PageBites?

We are really interested in receiving feedback from users. We would love to hear from both recruiters and job seekers.


[If you like what I give away, you will love what I charge for. Check out Digability: The Recruiter's Guide To The Internet.]

Monday, October 10, 2005

Recruiting With Fonzie

Okay, I'll admit it, once upon a time I wanted to be Arthur Fonzerelli. And I bet somewhere inside every male recruiter is that same innate desire. Consider this, what was "The Fonze" most known for? Yes, it was being "cool." And what did he do with his cool?

Attract women.

Lots of women.

And once he had them, he was able to whisper sweet nothings in their receptive ears. Very cool-a-mundo...

Now in a previous life, I worked in a searchfirm sourcing tech and exec talent for start-ups. (Some called it "The Dot-Com Era;" I remember it more as "The Age of Acquarius.") Part of my gig was to "dial-for-dollars" where I would call into a company and recruit key personnel or drum up business. I must admit however, working the phone was not my most favorite thing. I preferred shmoozing in person and surfing the web for intel and I was very good at that, but somehow I knew something was missing from my recruiting strategy. It was not until I was flipping the channels one late night that I found the solution in slick hair, leather jacket and a slight tap no jukebox could refuse. Nickelodeon was playing a marathon of the vintage Happy Days comedy series and each episode focused on Fonzie.

I noticed something about Fonzie. He never chased after women. They always came to him and once they arrived (Ayyy...) it was an opportunity to spend time with Mr. Cool himself. Maybe it was because I was half-asleep or maybe it was the cold pizza and chicken I just ate, but Fonzie shouted something through the television.

"Ay-yo Jim!" Fonzie said.

"Hey Fonzie, Ayyy!!!"I replied with my thumbs up.

"Don't do that."


"You know what Jim?" Fonzie said as he pushed back his hair with a thin comb. "You should recruit like I do."

"Ummm... okay. How do I do that?"

"Don't chase after talent, but get the talent to chase after you."

"Ummm... okay. How do I do that?"

Well, he told me and after I repeated it back to him for clarity, he replied with "Exact-a-mundo."

"Thanks Fonzie," I said. "I will."

And then he faded back into the screen, a faint "Ayyy!" echoed in the room. Or maybe it was te reurn on tv. Either way, I had a new strategy to play out back then and now one to share with you as well.


1. Look through your rolodex, resume database or network of contacts and find three experts in the same field. It does not matter what industry they serve, just as long as it is a field you recruit for. Ask them to participate in a forum discussion. Explain that by presenting their expertise, they are both promoting themselves and increasing their perceived market value. In this way, you may be able to secure their assistance for free.

2. Set up a conference call with your three experts and plan on discussing a controversial topic related to the industry they serve. Plan on managing the forum by playing the friendly host that keeps the chatter alive.

3. Promote your conference call to people in your database, rolodex and network. (Ask them to spread the word to their peers.) Send notice to Association leaders who operate in the industry being discussed. Explain to all concerned that they will be listening to experts pontificate ad nauseum and that they will be able to forward questions in advance to the conference.

4. Create a webform that collects contact information and some relevant data such as: Employer, Job Title, Industry Interests, Etc.

5. Have the call for say... umm... an hour (Not too long, not too short, just right.) and maybe 15 minutes more for Q &A. Oh! Be sure to record the conference call as well.

6. Follow-up after the call with an email and/or phone call. Let them know that there is a link available for downloading the conference call in its entirety. Keep the link active for a short time, maybe 3 days or so. Afterwards, announce its availability on your website but grant access only to those who fill out a form. Of course, you will follow-up on each one.

So how is this recruiting like Fonzie?

By creating relevant content that people want to hear, you are attractiing talent to you. Of course, once you have them, you have a receptive audience that you can whisper sweet nothings too. For example, "What do you think of the call? We are planning new calls in the future, what topics would interest you the most? By the way, I happen to be recruiting for people who operate in this space. Can you refer someone to me?"

"Sounds intriguing Jim," you say, "and a bit expensive."

"Not at all," I reply. "Let's do the numbers."

Expense #1: Conference Call set-up Cost: Free **With Free Conference you can manage a call for up to 100 people for 3 hours for free.

Expense #2: Recording the Conference Call. Cost: $38.94 with Teletool 2000 **Simply connect this tool to your phone and computer and record away. Easy installation.

Expense #3: Web form for collecting data. Cost: $19.95 (monthly); 1st 30 days are free with List Builder

TOTAL: Approximately $60.00

So if the price is right, what's stopping you from trying this idea out? As far as recruiting and/or business development goes, this strategy could very well be the route to some "Happy Days" of your own.

P.S. If you really like this type of thing, do yourself a favor and pick up Seth Godin's Permission Marketing. You'll be glad you did! ###
[If you like what I give away, you will love what I charge for. Check out Digability: The Recruiter's Guide To The Internet.]