I attended a monster.com webinar today regarding sourcing from, interestingly enough, the job seeker’s perspective. I wanted to share an important finding from their survey.

The number 1 job seeker complaint about finding new jobs (in sourcing terms) was vague job descriptions. I shudder as I write this because I envision companies writing even longer sales ads. The key word was vague, not short.

The 3 negative outcomes job seekers perceive from a vague ad:

1. Bait and switch – once into the process, the candidate learns that he or she is really being considered for a lesser position
2. Misrepresentation – the ad doesn’t truly describe what the actual job entails
3. Mismatch – skills defined in the ad do not match up with the level of the title of the ad

This post describes a sales position that literally called out a typing requirement for the salesperson in terms of words per minute. I think that ad qualifies for point number 3 above.

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I found this site – RecruiTV – from the ERE.net newsletter. The company that runs this site is called Wetjello (I have no idea why, but it is memorable). From their website:

Wetjello provides powerful online video recruitment solutions including recruitment campaign video development, video production and integrated web video solutions.

Were helping create a new online recruitment medium with powerful, edgy and impactful video campaigns for companies around the world.

Their claim to fame is that they feature video resumes. I have been drawn in to watching a few of the sales resumes (is that the proper word for these). I have to admit, some parts of the videos are quite distracting. One gentleman was twiddling his thumbs which was, well, annoying. This observation indicates simpletons like myself can be easily distracted by the inane as opposed to focusing on the substance of the resume.

Give me a good phone screen any day over this media. But I suspect the video resume will grow in popularity over the next few years.

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CareerBuilder.com’s latest newsletter features Managing Outside Your Generation which discusses the differences in managing Gen X employees vs. Gen Y employees. The article is a good, hands-on read for any manager. To cut to the summary statement of the article:

Generation X requires more training, whether on-the-job or through continued education, and feedback on a regular basis. Generation Y also requires a higher amount of feedback than what you may be used to, but they also desire greater flexibility and the freedom to run with a project once it is assigned to them.

Good advice and insight. Then there is this specific suggestion:

If you are not doing so already, consider offering continuing education reimbursement to your Generation X employees. Offering opportunities for advanced learning and career related training satisfies this generation’s desire for personal development.

You know, there is no greater generalization than characterizing a generation. Effective management comes down to the one-to-one interaction on a daily basis. I would suggest that you must know the employee’s rewards and motivations to reach any individual regardless of their generation.

Case in point (emphasis mine):

The key to managing and retaining Generation Y revolves around the type of relationship you have with your Gen-Y employees. Because of the amount of feedback this generation craves, and the level of responsibility they need to take on, it is critical to adjust your management style accordingly.

Absolutely true. As we work with sales managers, we provide a communication cheat sheet to help them understand the preferred communication style and motivational decision making process of their salespeople. Take the time to read the article – it is well worth it. But please understand that the individual interactions are the key to effective management.

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Inc.com offers As Valentine’s Day Approaches, Office Romance on the Rise – an appropriate story the day before Valentine’s. Check out the lede:

The number of workers caught canoodling at work has skyrocketed over the past year, according to new research.

That deserves mention simply for using the verb “canoodling.” When is the last time you read that in a business article? Yeah, I know, maybe last year at this time. Anyway, the stats:

Four out of 10 U.S. workers admit to being involved with another colleague at some point, according to a new survey by Spherion, a Fort Lauderdale, Fla.-based employment firm, and Harris Interactive.
…
Twenty-five percent of workplace relationships eventually lead to marriage, according to the Spherion study.

I mention that last stat since I am in that 25% group. I met my wife at work and we did get married while working at the same company. She worked in marketing and I worked in sales – a match made in heaven.

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