“There is no eHarmony of job search” plus 1 more

Posted: 18 Feb 2011 11:11 AM PST

RoundPegg promises to be the "eHarmony of jobs." So do a handful of other Job boards - Realmatch, Trovix, Climber, jobFox, ItzBig.

Is that possible? RoundPegg thinks so. So must Access Venture Partners and Croghan Investments, which today announced $1.27 million in funding for the eHarmony of job-search sites.

But I don't.

Surprisingly, it is proving easier to apply science to affairs of the heart than affairs of the workplace. Though far from proven, eHarmony has been successful winning over believers in it's 29-dimensions of compatibility. Using eHarmony's secret-sauce algorithm, dating members who answer the 29-dimensions test honestly have decent shot of being matched with someone who will share common traits, likes, dislikes, etc. They're likely to "date well together" and, perhaps, "marry well together."

The problem is that in the job-search business, no one has developed a compatibility test or algorithm that matches employees and employers likely to "work well together." At least not as successfully as eHarmony.

RoundPegg thinks they've done it, according to the report in TechCrunch.

The site aims to match employers and potential employees based on personality and culture matches as well as skills and experience. Founder Tim Wolters says that currently the site has thousands of job seekers and hundreds of companies who are looking for employees that fit within their corporate culture.

RoundPegg is working under the idea that matching common traits, likes, dislikes, etc. should apply to the job search as well, something supported by the research on personality traits and workplace culture of Mark Mallinger, a professor of applied behavioral science at the Graziadio School of Business and Management's at Pepperdine University.

It is generally assumed that a successful relationship between an individual and an organization is based on a shared foundation of beliefs and behaviors. Similar beliefs and ways of working usually encourage communication and tend to support the working relationship, allowing synergies to emerge. In contrast, a high level of dissimilarity usually requires a high consumption of adaptive energy.

RoundPegg, and any site that claims to be the eHarmony of jobs, faces a difficult task if they want to base their matching system on personality and culture profiles. Because, unlike affairs of the heart, when it comes to affairs of the job, most of us lie.

Lie is a strong word. Misrepresent is probably more accurate. Both sides of the engagement — employees and employers — misrepresent culture and personality and most do so unintentionally or at least without malice.

How many employers describe themselves as "dynamic," "transparent," "open to new ideas." How many are those things?

How many would-be employees sell themselves using words like "self-starter," "energetic leader," "results focused." How many are those things?

Is it intentional? In part. What company would advertise itself as an "antiquated," "top-down," micromanaged" place to work.

More innocently, recruiters say most hiring managers don't know how to define the position, let alone the culture.

"Typically, [hiring managers] have a difficult time delineating this because they have a bucket list of what they want," [said Regina Angeles, owner of executive search firmTalent2050]… So she explains that a list of bullet points is not that useful and then educates them about how the req has to be more marketing-oriented to be truly effective.

Recently, Angeles completed a search for a new sales strategy position within a large advertising sales group. Some recruiters might have seen this as cut and dried, calling for nothing more than that bullet list. Angeles worked with the manager to define the strategic elements of the position, the interactions within the sales organization and the ongoing mandates the person would be in charge of. In other words, what initiatives would the person be expected to push through? The candidate was also expected to conduct competitive research.

Executive recruiters swear up and down that recruiting is an art, not a science — that there is no way to for any method other than a trained and honed hiring pro to judge and match the compatibility between employee and employer. It is difficult to train even a human to be a fellow recruiter, let alone a machine, argues Glen Cathey on his blog Boolean Blackbelt.

I believe that the 20% that is "art" is not actually tied to the recruiting life cycle or process itself. I believe the "art" comes from the person performing the recruiting role - in other words, the "human factor" in the equation. As I've previously mentioned - you can't teach someone to be passionate about recruiting, nor can you teach someone to have a solid work ethic, or to be tenacious and driven to produce great win-win recruiting outcomes. Each recruiter is unique, inevitably bringing their own set of intangibles to the application of recruiting best practices.

In my experience, even judgment and "feel" can be taught to a certain extent - but it won't come from a single training class. It can be accomplished under the guidance of recruiting manager, coach, or mentor (however you define the role) who works with you on a daily basis and provides you with feedback and suggestions for any scenario you encounter.

Unless they're using a lie detector test or a Myer's-Briggs on BOTH sides of the compatibility questionaire, RoundPegg won't be the eHarmony of the job search, nor will anyone else. Heck, there are plenty of reasons to doubt that eHarmony isn't the eHarmony of dating.

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The Job Search - It takes a CEO Mindset

Posted: 11 Feb 2011 02:41 PM PST

02.11.2011– Sales executive Mike Nunnally commenced his job search a couple of months ago with the traditional approach of going to the job boards, applying, and waiting for the phone to ring. Like millions of other job seekers this mundane approach certainly provides a sense of accomplishment to a certain degree, many soon start to realize that it's like playing the lottery; the job search today for most, has become the luck of the draw and an act of futility, frustration, anger and at times, depression.

As a highly successful and accomplished sales executive, Mike soon realized that he needed to utilize his talents in sales, along with his entrepreneurial mindset, and apply them to his job search! After all, the job search is all about branding, selling and marketing one of the most important commodities: YOU! "Job seeking is YOU SELLING," Mike says, "and when I started my search, I was not really organized or prepared to put together a professional job search campaign - I was just looking for a job." Mike knew that he had the sales and marketing expertise to transition into the "CEO mindset," but found himself challenged with all of the technologies and social media platforms to be most effective. He was then introduced to Emprove's Career Search Strategies 2.0 program (CSS 2.0).

Mike states, "I decided to attend a free CSS 2.0 webinar – and after 3 hours – I wanted MORE. I drank the Kool-Aid and never looked back. I have attended this program two times since then and I learn more and more each time. It is not a webinar – it is an exciteinar – it is a learninar – it is a funinar. After seeing these tools, I created a personal brand and resume that are simply show stoppers. I also took the advice of the program and now have a web site that is completely unique and intrigues any potential company looking for the perfect fit. I now have recruiters and hiring executives calling me out of the blue, by utilizing all of the great networking scripts and marketing delivery methods to promote by brand and website! These guys at Emprove really know their stuff, in fact they have assisted close to 1,000 people land jobs since they launched this program 10 months ago. I was skeptical at first, but then I joined their LinkedIn group where I saw discussions and comments from professionals just like me who were truly landing jobs!"

Mike also adds, "The group on LinkedIn, Career Search Strategies 2.0 is not a group at all – it is a FAMILY – it is a graduate school – it is an experience - it is whatever you make it. And their philosophy of "Work Hard | Work Smart | Play Later" is ingrained in every facet of the program. Within the amazing Resource Library that is available to the members of the "group" is a huge toolbox that provides a step by step process complete with templates, links, and video snippets to completely re-package anyone's job search. Dieter Hertling, the group's administrator and leader of the program, is constantly stating the obvious "use the tools and you can't lose" - and folks it works! This library literally explodes with excitement as you look at the amazing differences in the traditional approach to a job search versus the CSS approach. You become energized with a tool box that sets you apart from virtually all other job candidates. Dieter has the ability to immediately captivate you, the enthusiasm never lets up, you are motivated, you become empowered, and you are challenged. The Q/A sessions that are conducted on a weekly basis are equally exciting – I have not missed one since I discovered them. Dieter is completely unselfish with his time!! He is always available to assist with whatever question or issue or guidance we need. The services that are available are AWESOME. Dieter is a complete perfectionist and his team of experts produce the most creative suite of products that you know your competition for "that job" simply does not have."

ABOUT EMPROVE PERFORMANCE GROUP, LLC

To learn more about Emprove's Career Search Strategies 2.0 program, please go to www.emprovegroup.com.

ABOUT MIKE NUNNALLY

Mike Nunnally is a high-energy, strategic sales and account management executive with demonstrated accomplishments in the development and management of Fortune 500 clients in the financial services vertical. With critical cross-functional expertise and application of solution sales cycle processes and client relationship management techniques Mike is a solid candidate to assist any progressive firm in achieving solid growth/profitability objectives, along with adding new revenue streams. Mike is a consistent high-performer possessing a unique combination of market development, cross-selling and account retention skills with key, national accounts. He has superb internal and external client focus with the ability to remedy challenges individually and collaboratively. As an expert in communication, negotiation and organizational skills with the capacity to work in fast-paced and changing environments, Mike Nunnally is an investment in performance, profitability and shareholder value. You can learn more about Mike's career history and accomplishments at www.mikenunnally.com.

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Friday, February 18, 2011

“There is no eHarmony of job search” plus 1 more

“There is no eHarmony of job search” plus 1 more

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