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    We re-connected best friends

    July 26th, 2011

    Here’s a satisfying recruiting story:

    We were engaged to conduct a search with a new client. A very challenging search. An established agency in Northern VA was creating a new division, and the required background and skill set were very unique. It looked like it would be near-impossible to identify qualified candidates, but then again, our clients don’t award us the easy searches!

    So we did what we do best…recruit deep into our network. We spoke to our connections, who alerted their connections, who reached out to their connections. And that is how we identified our star candidate. His best friend, whom he had worked with earlier in his career, referred him. She said, “you should speak to this ex-colleague of mine…a guy I’ve known FOREVER and is the best person I know, no kidding.” He had lived in Northern VA earlier in his career, but was residing in Tennessee. Had been there for years. I can’t say that I was optimistic about his recent experience or his openness to relocate…but it was worth a call. As it turned out, his experience was on-target, and he was enthusiastic about returning “home” to Northern VA.

    Once we made our client aware of him, they knew we had presented a winner. They quickly moved him through the interview process, and he was hired 6 weeks later.

    Our client is thrilled with his work. Our candidate is happy to be back home, doing work he loves. And his best friend…well I just heard from her today. She has been in touch with him 3 times a week, and they just reconnected with another of their favorite former co-workers and had a wonderful reunion. She said, “It was fabulous. All because you called me for a reference. I just love the way life works out.”

    Me, too!

    4 Google+ Features that Recruiters will LOVE

    July 25th, 2011

    Nice piece by Katie Meeker about recruiting utilizing Google+. Click here.

    Social Media Background Check

    July 22nd, 2011

    From a piece in the July 20th issue of the New York Times:

    Companies have long used criminal background checks, credit reports and even searches on Google and LinkedIn to probe the previous lives of prospective employees. Now, some companies are requiring job candidates to also pass a social media background check.

    A year-old start-up, Social Intelligence, scrapes the Internet for everything prospective employees may have said or done online in the past seven years.

    Then it assembles a dossier with examples of professional honors and charitable work, along with negative information that meets specific criteria: online evidence of racist remarks; references to drugs; sexually explicit photos, text messages or videos; flagrant displays of weapons or bombs and clearly identifiable violent activity.

    “We are not detectives,” said Max Drucker, chief executive of the company, which is based in Santa Barbara, Calif. “All we assemble is what is publicly available on the Internet today.”

    Less than a third of the data surfaced by Mr. Drucker’s firm comes from such major social platforms as Facebook, Twitter and MySpace. He said much of the negative information about job candidates comes from deep Web searches that find comments on blogs and posts on smaller social sites, like Tumblr, the blogging site, as well as Yahoo user groups, e-commerce sites, bulletin boards and even Craigslist

    To read the piece in its entirety, click here.

    Are you familiar with BranchOut as a professional networking site?

    July 21st, 2011 is the official website of BranchOut, an emerging application on Facebook which allows users to connect with other Facebook users for professional networking & career growth. The concept is to use this tool to branch out from their present networks and open new avenues for career opportunities by simply connecting with the most number of effective people within their friends’ networks.

    Founded in July 2010 by CEO Rick Marini, BranchOut has gained tremendous popularity in a very short span of time. BranchOut has over 500,000 active users and this number is growing constantly. I have received quite a number of new connections in recent weeks.

    That said, I have not benefited in any way from my involvement with BranchOut. I have posted a half dozen job openings through it, and have not received a single response.

    Is anyone finding BranchOut to be a useful networking tool?

    Lead Generation Sites Wreak Havoc for Local Establishments

    July 12th, 2011

    Interesting piece in the Sunday NY Times…

    More than 90% of the locksmiths listed as “local” to Seattle are not actually located in Seattle. They are phone banks, typically set up in far-off places, often in other countries. Call them and they’ll dispatch a locksmith. Some are legitimate, but others may all too often do shoddy work and/or charge two or three times the estimate.

    This problem is not unique to Seattle. Lead gen sites dominate Google results for locksmiths in many cities nationwide, and in more than a few towns. And it’s not just locksmiths. Other service industries, like roofing and carpeting, have a similar problem. If Google is the new Yellow Pages, then lead gen sites have perfected the same game that companies in the predigital age played when they started their names with combinations like AAA1 to land atop printed listings.

    It makes for a lot of competition for the “little guy”.

    Article here.

    Search Marketer salaries drop 20%?

    July 5th, 2011

    According to a piece in today’s Digital Insider, the 2011 SEMPO Salary Survey reports that the average salary of today’s search marketer stands at $75,542, a 20% decline from 2009.

    Chris Boggs, president of SEMPO and director of search and media thought leadership at digital agency Rosetta, said the drop in search marketers’ average salary may be explained by the rise in search marketers with less than six years’ experience.

    Boggs said that the search marketing employment landscape is more open to entry-level employees than in recent years.

    To read the article in its entirety, click here.