Don Ramer, Founding Partner and CEO of Arbita, industry leader and road warrior has been a solid supporter of the Recruiting Roadshow from the beginning.

Anyone who has taken the trouble to get to know Don — and you should — will appreciate that he has a point of view which is telescoped through various interests, interests that bring recruiting closer for us to see in the context of life. If you have read Don’s blog, The Art of War for Talent — and you should — you will also appreciate that his strategic thinking and business savvy is shaped by his study of great military thinkers, among other things of course.

Napoleon said an army marches on its stomach. It is widely thought Napoleon meant warriors must eat well to soldier on. However, Don instructed me when we last met what Napoleon really meant was this: Campaigns are won and lost on the armies’ ability supply the frontlines with food, clothes and what-have-you. In other words, do not forget the logistics!

Don has again generously agreed to feed everyone who comes to the Dallas Recruiting Roadshow. In this way, his support for our event is obvious. Not quite so obvious though are all the things that Don does behind the scenes to ensure no one ever has to question how the rations actually got there.

More than an ally, Don is a friend. Thank you.

Posted by: Amitai Givertz

In the meantime a little tease for you…

[slideshare id=121711&doc=antisocial-networking3375&w=425]

You can contact Don directly…

Arbita
12 South 6th Street, Suite 730
Minneapolis, MN 55402-1508
(612) 278-0000
dramer(at)arbita.net

…or connect with him on LinkedIn, and bookmark his exemplary blog: The Art of War for Talent

Posted by: Amitai Givertz

I got an email from someone who was not only sitting in on Steven Rothberg’s keynote Best Practices for Using Facebook, MySpace and Other Social Networking Sites for Recruiting but she was also taking notes! The question was:

Steven was talking about the data coming from our ATS being 80% inaccurate when it comes to where candidates come from. Where does that statistic come from?

I believe the number was actually higher and that Steven was referring to a whitepaper titled ATS Sourcing Data – 83% Inaccurate, talking about traditional postings. In fact, John Sumser pointed the research out in his Electronic Recruiting News column in December last year:

Having spent hundreds of thousands of dollars on an Applicant Tracking System (ATS), HR Executives wrongly assume that the sourcing data has some resemblance to reality. Yet 5 out of 6 Candidates enter inaccurate data.

To the question about who can help with accurately tracking job posting responses Steven suggested a couple of options pointing to Don Ramer in the back of the room. Don’s company Arbita — one of Atlanta’s sponsors — provides a range of solutions worth checking out and publishes a good overview titled Global Jobs Cross-Posting Solutions.

Steven also addresses the issues and related topics in an excellent post, Consolidation in the Applicant Tracking System (ATS) Space.

Last, I posted a related item on RCI Recruitment Solutions’ Bells & Whistles blog called The Budget for Stupidity which has a few useful links.

If you have any questions or comments do share them please.

Throughout his lecture, Don will identify the different aspects of antisocial networking, such as slow responses to candidate needs, unclear communication, recruiter passivity, and the emphasis on recruitment technology at the expense of genuine recruiter-and candidate- connectivity. Don will illustrate an essential link between process and acquisition, encouraging the adaptation of recruitment methods to meet the individual needs of the jobseeker. He will outline the necessary steps toward improved workplace conditions and refined networking practices.

“Don Ramer is the recruiting industry’s role model for integrity and accountability,” says John Sumser, the Roadshow’s organizer and keynote speaker. “When he speaks about effectiveness in recruiting, it comes from over 25 years in various aspects of the business. His company, Arbita, is modeling and defining the future of the industry. I am really looking forward to Don’s talk at the Roadshow. One of our goals at the Roadshow is to introduce the next generation of recruiting leadership to each other. I know that this is a pet project of Don’s. We’re glad to have his support and participation.”

“It’s important that we understand the human needs of our candidates,” says Don Ramer. “Candidate retention and acquisition is highly dependent on genuine communication between jobseeker and recruiter. The process and methods of recruitment must not interfere with direct human interaction, and the way in which networking operates greatly influences the success or failure of an organization. I’m pleased to lead a discussion that will focus on a solutions-centric approach toward the establishment of truly inspired workplaces,” he concluded. 

About Atlanta Recruiting Roadshow

Developed and organized by John sumser, one of the leading publishers and speakers on the recruitment industry, the Atlanta Recruiting Roadshow is an event that targets local recruiting practitioners who may not have access to the industry’s network infrastructure or large national conferences. The Recruiting Roadshow emphasizes the inherent differences in the labor market and the necessity of adjusting recruitment procedures to fit the needs of smaller local settings. The event promotes the concept of adapting recruitment methods to meet differing levels of demand.

About John Sumser

Within the realm of online recruiting, John Sumser takes the lead as an established and experienced analyst. For over 12 years, Sumser has been submitting highly influential articles to the Electronic Recruiting News that have shaped the course and outlook of the industry. He is also the founder and president of Interbiznet.com, the preeminent source of analysis for online recruitment. In April of 2007, Sumser was appointed as the Executive Editor for Recruiting.com, replacing founder/editor Jason Davis. Throughout his career, he has applied his invaluable expertise to five distinct categories of the industry: workforce demographics, job hunter user experience, recruiting as a conversation, recruiting trends, and recruiting industry strategy. Sumser has authored the Recruiter’s Internet Survival Guide and the Electronic Recruiting Indices. He lectures regularly on the industry speaking circuit.

About Arbita

Our mission is to deliver the business and systems environments required for the free and efficient flow of opportunity and talent beyond borders. Arbita manages over 100,000 job postings per day for its corporate clients and supports an ecosystem of media participants that include destinations in North America, Latin America, Europe, Africa, Asia, Australia, New Zealand, and the Middle East.

Since 1993 Arbita has pioneered internet job advertising distribution while providing strategic guidance to its clients on web recruitment media selection. Based in Minneapolis, USA and located at www.arbita.net, Arbita provides world class internet recruiting solutions to hundreds of customers including General Dynamics, eBay, Pfizer, and Cox Communications. Arbita’s OnePost system is used in the U.S. by many government contractors to meet OFCCP and EEOC posting and reporting requirements. Arbita’s corporate affiliations include the HR-XML Consortium, the International Association for Human Resource Information Management, and the International Association of Employment Web sites or IAEWS

Media Contact:
Colleen Gildea
Interbiznet
(415) 377-2255
Colleen@interbiznet.com
www.interbiznet.com     
Media Contact:
Kristin Parr
Arbita
+1 (612) 278-0000
Email Press
www.arbita.net

And very few people have the needed appreciation for life on both sides of the recruiting fence to lead a track on a tricky subject that many recruiters and organizations routinely reject as bad behavior but which is invariably institutionalized in their recruiting process and practice.

Yep. It’s antisocial networking and its endemic, crippling performance and demoralizing potential hires. It is one of the root causes of high turnover and wage inflation.

For recruiters on the frontlines antisocial networking — most often in the form of slow response to canddiate needs [email, voicemail, status follow-up and so on], unclear communication, antipathy and so on — means compromising personal potential and professional standards.

Antisocial newtorking prolongs fill-times and increases cost-per-hire. It also limits the number of candidate referrals and network development. It perpetuates a negative perception of the organization and our recruiting profession in general. All round, it hurts.

Get this: Many employers spend small – and sometimes huge – fortunes on their employer branding, recruiting systems and selection processes. At each step – from job postings and website design to applicant tracking, candidate screening, assessment and selection — creating a positive candidate experience should be one of the constants.

When asked “Why is creating a good candidate experience is important?” the majority will answer with something that falls in one of the branding, engagement and/or retention buckets. And in most cases they’re 95% right.

Unfortunately, the missing 5% is the sinker that can take your organization from being a employer of choice powerhouse to a frustrated loser in the competition for good applicants, paying a premium for mediocre hires.

The missing 5% is that part of the candidate experience that recognizes that we are working with people who have human needs, real needs that must be met if we are to create truly inspired workplaces. Its that missing link that bridges the divide between process, protocol and pleasing.

Don will help you uncover the less obvious kinks in your social networking – system-wide breakdowns which can dishearten and discourage your best recruits — and lead a discussion on ways to fix the problem, measure the return.

Reconciling a candidate-as-commodity intake process that predates today’s “buyers market” not only positions you for better results as a recruiter but can empower you as human being too.

But don’t be fooled. This isn’t recruiting-warm-and-fuzzy. This is what you need to know if you are to continue recruiting for the workforce of the future, building a service-orientated function that attracts top-notch people to your organization.

Posted by: Amitai Givertz