KCRecruiting

KC Recruiters, Learn How To Use Facebook To Make $$$

I'm doing a webinar on how to use Facebook to make money.  May 21st, I'll be hosting a live webinar on Facebook recruiting through hireability. The session is called,

Facebook Recruiting:  A Live Demonstration of Hiring Inside Facebook by Jim Durbin, the Social Media Headhunter.

The explosion of Facebook as a social networking tool is challenge and a mystery to recruiters.  Unlike LinkedIn Plaxo, Facebook users aren't looking to be contacted in a search for jobs.  They certainly don't want to be headhunted, until they're ready.  Jim Durbin, a social media expert takes a look at Facebook from the eyes of an experienced staffing professional, and provides live, actionable training on how to use Facebook to increase placements.

In a session that combines sourcing, contacting, and referral generation, Mr. Durbin shows recruiters how to navigate the tricky waters of social networking.

The event is a paid webinar - the cost is $89, and it will be 1:30 p.m. EST/10:30 a.m. PST, and will cover sourcing, filtering, connecting, reference checking, and referrals in Facebook.  Most training sessions are full of theory - this webinar will be a walkthrough of screens and search terms on an actual job search.

There'll be Cross-promotion at socialmediaheadhunter and my other recruiting blogs Charlotte, Seattle, and Stl Recruiting, as well as the social networks  and social media circles.  If you announce the event on your blog, be sure to send me an e-mail, and I'll link to you from this PR5 blog.

My New Applicant Tracking System: Sendouts.com

I'm getting set up on a new applicant tracking system for my recruiting business.  For those, curious, SocialMediaHeadhunter.com launched last month as the first social media recruiter in the business.

I'm focusing on recruiting bloggers, community managers, social media experts, SEO and SEM consultants, and web analytics people.

The site is the first eight search results for social media headhunter on Google, so it's a good start, and it gets more traffic than this blog, so I must be doing something right.

I'll be using Sendouts.com as the ATS, which means that candidates will be able to go to the sign and upload their resume directly into my database, making it easy to add them as I search.  Another key factor is the use of Sendouts University for brushing up on negotiation and interviewing skills.  And it's time to get that subscription to the Fordyce Letter(the must have for any third party recruiter).

Chameleon IS Looking For Program Recruiter

My friend and fellow blogger, Mike Tiffany, is looking to hire a recruiter to help staff some large government contracts.

We're adding another recruiter to our staff at Chameleon Integrated Systems.  This recruiter will be dedicated to filling positions on three of our programs in the Washington DC and Kansas City areas.

Attention to detail.  Able to follow strict governmental procedures and processes. Independent minded, not requiring daily management.  Must keep up with paperwork and on-line systems. MUST BE ABLE TO PIPELINE RECRUIT.

  Prefer someone working out of our St Louis office but could work from home in KC or Washington DC.

In real simple terms - he needs a real recruiter who can self-manage.  Mike is a great guy to work with - as a boss, it doesn't get much better.  He's even a blogger.  To contact,  send an e-mail to mtiffany@chamleonis.com

Advice For Job Seekers

The best blog out there for job-seekers is Chris Russell's Secrets of the Job Hunt.  I reviewed his book several years ago, and it remains the best book on the basics of the job search.

Chris's blog (one of many) is targeted to candidates, unlike most of what the rest of the recruiting world covers. I advise you check it out.  It's now a social network, much more than a blog.

If you're interested in building a Kansas City based network for candidates, KCRecruiting.com is the perfect site for you.  More on this at SocialMediaHeadhunter.com.

What's Next For Recruiting Web Seminars

I have three webinars coming up in the next month.  The first will be February 19th at 12:00 CST for the Human Capital Institute. The topic I'll be covering is Talent Scouting and Social Networking: The New Employee Referral program.  To register for the 60 minute webinar, click on that link.   

The second event is the Recruiting Tour De Force,  March 6th and 7th, where I'll be presenting with Shally Steckerl and Margaret Graziano  We had a successsful event in San Antonio at the NAPS conference, and we're revisiting the event on the topic of What's Next For Recruiting.  Shally, Margaret and I cover the hot trends in recruiting from the standpoint of practioners.

No dull theory here.  We'll teach you how to make money and hire more people.  The cost of the event is $89.97, and you can sign up at either of the links below, or by sending me an RSVP to jdurbin@durbinmedia.com.

Shally has the event linked for the 6th here, and the 7th here. Margaret writes about it today on her KeenHire blog.

To help us out, link the post or make an annoucement on your own page.  I'll be happy to link back to anyone who advertises the events and sends me a note. 

List of Kansas City Recruiters

I've built a list of Kansas City Recruiters, and will start e-mailing them to ask if they want interviews, to get them on the first page of Google.  If you place recruiters in Kansas City, it would be in your best interest to contact me.

I just need help sending out the interviews, and posting them here.

That's quite a deal.

Job Posting For Physical Therapist, Kansas City

Rehabcare is looking for a physical therapist in Kansas City.  If this is you, leave a comment with your e-mail address or send me a confidential note, and I'll get you directly in touch with a corporate Rehabcare recruiter.

Posting: 

We are offering a staff level opportunity for a Physical Therapist in North Kansas City, Missouri at North Kansas City Hospital on our inpatient and subacute rehab programs.

As a licensed Physical Therapist, you will:
Provide the highest quality of rehabilitation services including
assessment, treatment planning, and therapeutic interventions in
an interdisciplinary environment

Conduct patient and family education
Contribute to program development, quality improvement and productivity enhancement activities
Direct Physical Therapist Assistant and/or Rehabilitation
Technician staff

We offer a full range of benefits depending on your status, which may include

Competitive compensation
Health benefits - medical, dental, vision, & prescription
drug plan
401K with company match
Paid time off
Professional education assistance
Long and short term disability
Life insurance

Qualifications for this Physical Therapist position:

Current license or eligibility as a Physical Therapist
Experience with adult or geriatric population is preferred

RehabCare provides rehabilitation services in more than 1,250 locations throughout the United States. We manage services within inpatient, outpatient, skilled nursing, and home health settings. Learn more about us at www.rehabcare.com

And if you're a student for occupational therapy, physical therapy, or speech therapy, check out the campus relations site for Rehabcare.  Ask about tuition reimbursement!

Is It The Shoes or The Suit?

Preparation for an interview can be rough enough even if you're not a fashionista.  Business Dress Codes are diverse, ranging from business casual to, well, is anyone but lawyers and bankers wearing suits anymore?

One tip to remember is to ask what you are supposed to wear.  Recruiters usually prefer their candidates wear suits to an interview, even if the office is dressed down, because we know that a candidate in a suit is on their best behavior.

If you're not wearing a suit, you ought to consider at least springing for the nice shoes.  Our dress code for recruiting used to be, if you're not in a suit, at least wear "shiny shoes."  Shiny shoes was our code word for dress shoes with a solid sole.

I've thought about it for years, and finally realized it wasn't the clothes that made the difference, it was the shoes.  It is my contention that the kind of shoes we wear has a direct effect on the manner in which we compose ourselves in an interview, or in business in general.

Try this experiment:

Put on a suit, and instead of the wingtips, wear sneakers.

Now try on a pair of slacks and a polo short, but wear hard-soled shoes with a shine.

How does each make you feel.  Wearing the polo shirt and dress shoes, don't  you just feel like you're at work, or at least dressed up?  The suit and sneakers may make you look silly, so take off the shoes and go barefoot.  Aren't you missing something?

The difference is more obvious like this, but the truth is a good pair of shoes, laced up and shiny, puts you in a "business" frame of mind, while a pair of loafers, slip-ons, or,  really anything else encourages you to act casual.  I don't know the rules for women - but for a man, the right pair of shoes makes a difference in the way we carry ourselves. 

Learning To Blog As A Community

One of the demonstrations I use in training bloggers is an example of how important shared community is in creating excitement.

You start in a room, and ask one person to clap. The person claps a little, sheepishly looking around at their colleagues.  You ask a second person to clap, and to do it with gusto.  That person claps a lot louder, faster, and you tell them they did a good job, but that it sounded a little hollow.  You ask for volunteers, and let anyone else try.

You pause a beat, and then ask the first two people to clap together. They do so.   You encourage a third person to join in, and then you encourage all three to show a lot of energy.  The sound increases, and ultimately, someone adds a whoop or a shout into the mix, and the sound transforms from a few people clapping to a celebration.

Then you stop, and you begin clapping yourself, lightly, and without rhythm, and you say, "This is the essence of blogging."  Alone, your voice is hollow.  Combined with others, your voice is part of an explosion of excitement and energy.

Blogging Is Not About You
The first and most important rule of blogging is understanding that your blog is not about you - it's about the community.  It's about your readers.  It's about your industry. It's about anything other than your marketing pitch.

When communities grow, they grow because the shared conversatiin is greater than the individual conversation. An indidividual has a limit on what they know, a point where their expertise ceases to be worth listening to.  A group of people obviously has a much higher limit to when they cease to be effective, and using a blog, no one voice can drown out another.

Combine the level of expertise in a community with the excitement generated by numerous voices, and you have the advantages of community.

So how do we accomplish this?

KC Job Market: Partying like it is 1999

WIth all due respect to TAFOCKAP (The Artist Formerly Or Currently Known As Prince). It feels like 1999 again.

Particularly in the IT Market.

Candidates are moving fast, getting picky and are getting shown the money.  There is lots of movement in the Kansas City IT market and we/our clients are starting to feel the pinches.

Certainly there has some been some interesting news of late. Novastar is about to close their doors, we are hearing about some additional layoffs in the telecom world and some recent mergers in the financial services industries have forced some people to look.  One would think this would flood the market with talent.

Au contraire mon frere...most people within these operations have a heads up that changes are coming and have bailed out already.  Some local organizations are on aggressive growth plans, adding talent for BIG projects and looking to hire as many IT people as they can get their hands on to support organic growth, sucking up the talent as soon as it hits the street.

In addition, my funding and venture capital buddies are telling me there are a lot of startups that are looking to add people here and there in the coming year.

We have had to get more aggressive with our clients, consulting them on the realistic compensation demands of good IT talent.

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