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February 2007
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April 2007

Protect Your Reputation

We've all heard that Companies search Google before they give you the job offer, and if you read recruiting blogs, you know that candidates google recruiters shortly after meeting you - but what is to be done if someone is intentionally trying to cybersmear you?

If you have a blog - you have a voice to defend yourself, but if you're just an average joe or sally, you might consider having someone do the searching for you.

Enter, Reputation Defender, a company just profiled on Fox News, who promises to "search and destroy" false information about you on the internet.  It's a good idea, and for people who aren't very, very savvy, chances are Reputation Defender can do a better job eliminating the information than you could on your own.  After all, most people think that they can simply "sue."  It ain't so simple.

Some common sense things you can do before you sign up for the service.

1) Do a Google Search of your name, and one of your name with the industry you're in and the company you work for. Examples:  Jim Durbin, Jim Durbin Recruiter, Jim Durbin Durbin Media Group.  Perform the search on Google, but also MSN Live, Yahoo, and Ask.com (These are the four biggest).

2) If you have a website, set up a Technorati xml feed that tells you when someone is linking to your website.

3) Use Talkdigger.com to search for conversations about your name and website.

Reputation Management is a big deal.  Much of what we try to teach for Durbin Media Group is the importance of monitoring your online reputation.  As a candidate, or an employee, as someone dating or running for office, you need to know what is being said about you.  Or you could go for that whole ostrich/head/sand technique that worked so well for Republicans in 2006.


The Role of the Account Manager

The role of the staffing Account Manager in Third Party Contigency Recruiting is new business development and client relations.  Typically, Account Managers are brought on to call clients, take job orders, and manage the employment process for the hiring manager.

Account managers are paid in several ways, with the most common being a base plus commission package with some kind of expense report for the ever present "lunches."  The salary range of the staffing salesperson starts at $24,000 and goes up $60,000 (very few are paid more on the base).  For some companies, the commissions are "pooled" to create team work, but in most cases, account managers and recruites 'own" clients and candidates, and are paid for successfully making a placement.

The general, most common kind of commissions are based on a percentage of the net profit, which is defined as the full fee in direct placement, and the net profit in contract staffing.  Thus, if you make a direct placement for $20,000, the account manager gets either  10% of that  $20,000 or  20% of his "half" of that fee (with the other half going to the recruiter).  When the percentage is higher, there is always a catch (like 30% of the net profit, but no base salary).

Continue reading "The Role of the Account Manager" »


Mapping The Recruiting Community

One of the things I do for my interactive marketing business is community mapping.  The idea actually came from recruiting, as I always think of my community maps as sourcing websites as opposed to sourcing people.   A smart staffing company uses companies like Shally and Dave's JobMachine for their sourcing, and spends their time calling on those lists of leads.

My career has involved using lists of leads in every job - from sales calls to marketing calls to charity events to creating actual maps of business locations for my outside salespeople (any MapInfo users out there say woot!).  Funny enough - I've actually never mapped the recruiting blogosphere. Most of the information is there, as my RSS feeds and my personal reading has provided a lot of links, but as no one has paid to me create the maps for this community, I've never attempted a full one.

Call it the cobbler's kids syndrome - the only kids without shoes in town tend to have a cobbler as a father.

So what to do?  Well, I'm sure some of you out there are contemplating how to best market to the recruiting blogosphere (especially if you are new).  Yes, surfing the blogrolls for Recruiting.com, the Recruiting Fly, Sumser or the Recruiting Animal is a start - but there's more to it than simply having a list of url's.

What do you when you get them, and how do you communicate to bloggers?  That's what I left the staffing firm world to do.  So if you are looking to market to the emerging recruiting blogosphere (and beyond (to include HR, Interactive marketing, business, marketing, PR and your specific industry) you ought to think about giving me a call.  I do work on an exclusive basis, and information collected for one client is not sold to another.

Give me a call.  Prices below the fold.

Continue reading "Mapping The Recruiting Community" »


International Conference of Weblogs And Social Media

I really regret my decision to drop linear algebra my freshman year in college.  I tested into the class, but decided it would be easier to pop on over to Calc 2 (which I already knew), then try to pick up where I left off about midway through my senior year.

If I had, perhaps I would be at the ICWSM in Colorado, where today they are covering the topics of links, networks, hubs, clusters, "burstiness," and non-trivial cascade events in the application of blogs to social media.

I am so jealous.  If you are so inclined, the list of papers is available at the website in pdf form, the result of analysis of a dataset from Nieslen Buzz Metrics (that I wish I could get my hands on).  If you've been talking to me lately, you know I've been building datasets for analysis and link extraction to help my blog marketing efforts.  There's more to blogging than just content - and I figure if you teach companies how to build communities online, you should have a good understanding of the science behind community growth.

The list of papers.

The program.

And if you want to learn more, or have something that might help/interest/turn into a business partnership/needs doing by a recruiting marketer - well, drop me a line.


DoAskDoTell: Employee Blogging Policies

Do you have a dress code policy at your place of employment?  Do you have an acceptable Internet Use Policy?  Do you have a corporate blogging policy?

That last statement probably brought you up short, because most IT departments and corporate lawyers treat blogs like a bad case of the shingles - do nothing and hope that if you do get the itchies, the pharmacist will have something to clear it up with minimal pain and scratching.

But it doesn't work that way.

DoAskDoTell has a great description of corporate blogging policies

Charlene Li of Forrester really helps drive this issue.
Yahoo and McDonald's do a good job, also.

If you are a company that has employees, then you should have a blogging policy.  It does not matter if you don't like blogs, or don't ever plan on using them.  What do you plan to do if some of your employees are writing about the company right now?  You could fire them (we call it getting 'dooced'), but there is the problem of firing someone for an offense that 1) could be protected under the law, and 2) isn't listed anywhere in your employee handbook as being wrong.

The first thing I ask any corporate prospect is whether or not they have a blog policy in place.  The 2nd thing I ask them is whether or not any current employees are blogging (and I never, never tell them the answer to the 2nd question).

If you're looking to learn more about corporate blogging, download my white paper on called Corporate Primer on Blogging from Durbin Media.


What Can Be Done For Recruiting.com?

Jason Goldberg is asking the question of users of the Recruiting.com community what they would like to see happen with the site - what value we take from it and what changes we would like to see.

The comments he got, both at Recruiting.com and his main blog, weren't exactly what he was looking for, as people (myself included), told him what we would do if we ran Recruiting.com.

But we don't - Jason and Jason (Davis) do.  And if I wanted to see changes, I would call up one of the two of them and make suggestions, much as most of the people who have a stake in Recruiting.com's success or the success of the recruiting sphere would.  It is a tight knit community in that sense, so I wonder if asking questions online about ourselves can really serve a purpose?

Goldberg says he wants comments from users about Recruiting.com, not Jobster.  But Jobster, for all intents and purposes, is now Recruiting.com.  It's a Digg-type Community that helps send traffic to your site when you submit your stories.  I've used it to generate traffic to this site and to my other local recruiting sites.

I don't understand fully the ranking system, and neither do most readers, so people use it for what they want - some for the RSS, some for the links back, and some to generate controversy.  Some may not like that, but we should all face up to the fact that Recruiting.com is not what it was.  That can be good or bad, depending on your viewpoint - different voices are now heard, and the tone is different, but better or worse - whose to say?

Recruiting.com worked because in the beginning, it was new and fresh and the mix of voices was just right for an emerging niche blogosphere.  Those conditions have changed, which means in my opinion, you couldn't create another Recruiting.com.   For the one we have, well, it needs nurturing.  It needs money, and attention, and promotion if you want to grow it.  There are plenty of people who have never heard of online employment, much less Recruiting.com.

If you really want to improve it for the users, spend time on it.  Promote it.  Build up the numbers of people who are aware of the community.  That's why everyone was excited when Jobster bought the site.   Bring attention to the site, and people will once again see a value in it that encourages non-payed participation.  Give us a reason to spend more time at Recruiting.com than our own sites.

And if you're going to ask questions on the internet, don't get snippy with those who leave comments.  A mentor of mine once taught me a valuable lesson.  When speaking in public, never get angry with people who disagree with you. They often are the only people listening.   


Trisha Minor Moves To Comsys

Trisha Minor, a recruiter we interviewed when she was at The Newberry Group, has accepted a position with Comsys as a technical recruiter.  We wish her the best of luck, and if you know Trisha, you can contact her at her new address which is her firstnamelastname at Comsys.com

And if you are a recruiter looking for work, looking to get your name out onto the web, or looking to promote your company because you do something unique for St Louis candidates, feel free to send me an e-mail.

Interviews are free, and considering that most candidates go home and google your name, don't you want a nice post to pop up on the search results?


Best Of The Recruiting Blogs

Jim Stroud has leaped into the video arena with a series of recruiter-training videos.  I can't say enough about the creativity of Jim Stroud, and this is yet another sign of how he truly is on the cutting edge.

Speaking of the cutting edge, Recruiting Animal, aka the Canadian Headhunter, is learning to podcast the recruiting world's version of the McLaughlin Group.  I haven't had a chance to call in, but I'm sure to make it a priority soon.


St Louis Podcasting King: Interview with Bill Streeter of LOFISTL

I had the excellent opportunity to interview Bill Streeter, the brains behind LOFISTL, a podcast on St Louis culture and music.  The rest of you can stop trying - Bill is the best interview I've done, and he has success written all over him.  He truly gets where this Internet thing is going.  Thanks to Jeremiah Owyang, who pointed Bill out to me in my own backyard.

Interview with Bill Streeter of LoFiStl

1)  Can you give me a) LoFiStl in 10 words or less, and b) A 30-second Elevator pitch?

A)  It's a show about underground culture in the Midwest.

B)  It's a bi-weekly show about lo-fi music and culture in the Midwest, featuring local and touring acts and cultural oddities and human-interest stories that often get overlooked by the mainstream press. You can subscibe to the podcast in iTunes, on my own video blog (vlog), Youtube, MySpace, Podtech.net and where ever fine video is shared.

2)  How long have you been around?  Where are you located?

I've been around since the late 60's, I live in beautiful South City St. Louis MO USA. Lo-Fi Saint Louis has been around since February 2005 and exists on the Internets, and in my head.

3)  So are you an advertising website, a music agent, or just a lover of music and culture with some web chops?  Can you make or break bands with your podcasts?

Definitely a lover of music and culture. I love to find cool stuff that not many people know about and tell people about it. I'm also a recovering wanna-be filmmaker. I studied film at Columbia College in Chicago in the early 90's, I did really well there, but I had to dropout due to financial reasons. I became a graphic designer. I realized a long time ago that the Internet would someday be the primary distribution mechanism for video content so, in a way, I've been waiting to do something like this for a long time.

It depends on what you mean by make or break. First of all let me just say I'm not interested in breaking anyone really. I only cover things I really like and I think are worth sharing, so I'm not out to break at all. Making… well, that's another matter. I certainly don't have the power to catapult a band into superstardom, but I do have the ability to make influential people aware of acts they might not have been aware of before. For instance I know that some people in the local press follow what I do, because I've heard from them, and I've seen several stories I've covered eventually make it in to the local press.

Continue reading "St Louis Podcasting King: Interview with Bill Streeter of LOFISTL" »