On the way to work the other day, the Wallflowers song “Fifth Avenue Heartache” came on the radio.
I started wondering what happened to them, and then remember that Jakob Dylan, the lead singer, was the son of the Bob Dylan. And oddly, thinking of Bob Dylan made me remember the 1998 Soy Bomb incident.
During his 1998 Grammy performance, artist Michael Portnoy rushed on stage shirtless with the words “SOY BOMB” painted on his chest. When asked about it, he explained:
“Soy… represents dense nutritional life. Bomb is, obviously, an explosive destructive force. So, soy bomb is what I think art should be: dense, transformational, explosive life.
We need more crazy artists in the workforce. More people willing to run on stage with the words soy bomb written on themselves (figuratively, of course). People willing to shake things up and challenge the status quo.
By Chris Ferdinandi on February 21, 2011 - 3 Comments
Did you know the first resume was written by Leonardo DaVinci? Until the 1950′s, resumes weren’t required to get a job. Until the 1970′s, they were handwritten.
Maybe it’s time we got rid of resumes again….
Resumes Become an Institution
1930 - Resumes were just formalities. Most wrote them on scraps of paper over lunch with employers.
1940 - Resumes are like Facebook profiles. They include weight, age, height, marital status and religion.
1950 - Resumes are no longer just formalities, they are now expected.
By Chris Ferdinandi on February 14, 2011 - 1 Comment
I’ve been a big fan of job-based tests as part of the selection process.
Want to hire a marketing director? Give them a fake product or client, some constraints, and lock them in a room for an hour to see how they work. I think it’s a better way to gauge someone’s actual experience than how well they interview.
But there’s a giant, gaping hole in this idea.
You automatically screen out people who haven’t done something before, but could learn quickly and be amazing at it. People who are passionate and eager and brilliant, but just need a little training and guidance.
Any ideas on how to successfully balance passion and experience?
By Chris Ferdinandi on December 12, 2010 - 11 Comments
Recently I’ve seen a lot of “grim reality” posts about recruiting.
They’re always filled with things like, “Recruiters don’t like to hire old people. If you took time off for your kids, you’re less likely to get hired. If you’re unemployed right now, we’re not as interested.”
Look, if that’s you, do everyone a favor: Get the hell out of recruiting.
I’ve had a lot of discussions about this on Twitter and in the comments sections of blog posts. One disturbing trend I’m noticing is that lots of recruiters defend themselves by saying, “But it’s what the client wants…”
I don’t care if you’re a contract recruiter or an internal recruiter – you’re a consultant. And as a consultant, it’s your job to advise your client when they’re doing something stupid.
If they don’t want to hire someone because they’re old, or unemployed right now, or have a weak handshake, it’s your job to tell them they’re being idiots.
Look, I get that you need to pay the bills and send the kids to college, but so does the highly-qualifed but unemployed mother who’s resume you just tossed in the trash because “it’s what your client wanted.”
Whether you realize it or not, you already actively build your company’s brand every single day.
You do so every time you talk to a candidate about what it’s like to work there, every time you talk to an employee or coworker about the culture and each time you talk to a friend or family member about your day.
Every time you talk about your organization’s culture, you build your company brand.
Today, I want to talk to you about how you can use social media to spread your employer brand to a much larger audience.
By Chris Ferdinandi on October 4, 2010 - 5 Comments
I’m on the Board in my condo complex, and we’re looking for a new management company. We’ve interviewed a few people.
One guy we talked to had all of the right answers. He responded promptly, and had his message down pat. He aced the interview.
Another guy we met with fumbled over answers to our questions (or in some cases, couldn’t answer them at all). He seemed overly laid-back, and uncomfortable being interviewed. He was clearly knowledgeable, but not really a great interviewer.
Who would you choose?
Here’s the thing: Guy number two manages a few properties that are almost identical to ours. They’re in great condition (physically and financially).
If you’re a recruiter, constantly remind yourself that the best interviewers aren’t always the best doers (and vice-versa).
