James Mayes

Posts Tagged ‘jobseeker’

Open shout… what’s the challenge?

In Personal, Personal Development, Recruitment, Social Media, Social Recruiting, Start-ups on January 16, 2013 at 11:00 pm

While I’ve continued to write occasional posts recently, I’ve been somewhat preoccupied with other events. Likewise, I’ve been rather quieter on the professional front.

I’ve been working on some projects in the meantime, but I’m now opening up for something fresh. What, you might ask, could that be? Frankly… it’s up to you!

My history is predominantly recruitment and talent focussed, but always with a strong technology element. I’ve strong knowledge of the social media, marketing and social recruiting space, I’ve run many training sessions, run sales teams and presentations, worked as an RPO client manager and as an external technology consultant. I’ve been involved in event organisation, speaking and sponsorship. I’ve taken on product management and product marketing projects.

ChallengeIn short then, this represents an open shout: I’m in the market for a challenge. Come talk to me if you think I can help you with yours!

Blog: Change, my favourite opportunity

In Human Resources, Personal, Personal Development, Recruitment, Social Media, Social Recruiting, Start-ups on April 12, 2012 at 10:44 am

As a few people are already aware, it seems sensible to put this one out and clear. Times are changing and I’m moving to pastures new.  I’ve had a great time with BraveNewTalent and had the pleasure of working with some awesome people.  Lucian’s vision remains inspiring and when it delivers, it truly will address a global issue. I wish him and the team all the best!

Some say the most important part when considering future career moves is to be focussed. I’m less sure.  For me, the joy of change is the openness of opportunity, the option to change direction.

Maybe this is why my professional experience is so diverse – hands-on recruiter, sales guy, client manager, solutions design, product development.  I have a love of tech, but not to the extent that I want to write code. I take joy in trying to accurately define the problem to be addressed so the chosen route really is a solution, not just a fix.

So, what next? Well, I’ve started companies before and have a few ideas on new tools to build and services to offer. I’m not stopping there though.

This isn’t just a news-flash, it’s a request. No, I’m not asking for massive retweets of a “find my next job” post. Instead, I’d particularly appreciate two things – whether you know me well, or from a distance.

  1. If you’ve read my blog over the last few years, you have a feel for what I like to be involved in.  If you think there’s an avenue I should explore, I’d LOVE that alternate opinion. Sometimes a fresh pair of eyes can spot the best answer, simply by being one step removed. You might be that fresh pair of eyes.
  2. This isn’t a “blast & broadcast” post – don’t spam your followers with my needs. Instead, just let me know if you think there’s someone with whom a coffee conversation would be rewarding – that’s where the best things happen!
Signing off – leaving you with the musical genius of Bowie, and a plethora of contact options for me!

A candidate with no phone number or email address?

In LinkedIn, Recruitment, Social Media, Twitter on July 6, 2010 at 11:42 am

I saw a tweet last week complaining that a candidate hadn’t placed the traditional methods of contact on his resumé (telephone number, email address).  I think the case concerned, I believe it to be a valid complaint. However, it lead me to think more about the kind of roles we recruit for today – and more specifically, the way we recruit.

For many of the creative or online roles, we actively seek more than a CV.  Sometimes it’s as mundane as checking out a candidate on LinkedIn (does the resumé match, do they have recommendations from genuine professional associates?), but often it’s more detailed. Do you have a blog? Can you direct me to a portfolio of previous web projects? Show me a site where you designed the user experience?

With this in mind, perhaps this is one area where candidates can, for a change, drive the recruitment process. A very short resume that catches your attention, then driving the recruiter to engage not by defined process, but via the candidate’s preferred medium. It’ll drive out lazy recruiters, allowing the candidate to deal only with professionals. It’d work to the advantage of skilled sourcers too, better able to find such individuals.

What’s in it for the client?  You’d know from the start that this candidate wasn’t just applying to every job on the site, just to support a salary negotiation. This candidate has taken a good look at themselves, evaluated how best to demonstrate their abilities, then invested some time in making sure the path to their door looks suitably impressive.

For the last word on candidate creativity and taking contact through new channels…. I’m going to hand over to Alec Brownstein. If you don’t know his name, but you like game-changing plays, this one’s a corker.

Comments are always welcome here….

Tweeting for work – The good, the bad & the ugly!

In Recruitment, Social Media, Twitter on May 18, 2010 at 3:54 pm

So as you may know, we had our second child recently. It’s kept me away from the blogosphere and I’ve been trying to find the time to get back in there. I caught up with a few of my regular favourites over the last couple of evenings, and earlier today, stumbled across a piece from @imjustagoyle.

She wrote here about use of grammar & language when people are tweeting in search of employment. I thought I’d take it on a step from there and look at actual content. I’ll admit I didn’t spend much time on this, but boy did I find some corkers! Twitter names removed for obvious reasons.

First, the people you’ll never hire:

“Just got an email about a new job opportunity w/ the FBI that would put me closer to home & friends. Getting it is a long shot but I’ll try.” – Just a hunch, but I’m guessing the FBI would rather hire people who could demonstrate discretion. Even if it’s not a hiring criteria for the role in question, does the candidate KNOW that at this stage?

“Phone interview for a job I don’t even want! I’d rather be out in the sun!” – Any need to comment? Really?

“I already know I’m going to regret it, but I’m taking on a job I don’t want, for a person I don’t like, because the money is good.” – Please, if you absolutely must do something for the wrong reasons, don’t broadcast the fact – unless you want your first day induction to be really uncomfortable when they start talking about company values and cultural fit.

“Hm got woken up a few min ago by a call to see if I was interested in interviewing for a coaching job. Already have one but said yes anyway” – again, do you really think you should be representing yourself in this way?

“I’m applying for every other job on monster right now.” – Way to go. The ‘spray and pray’ approach is still alive and well.

“Damn I’m late already… I clearly can’t have a job that depends on me being timely” – nothing to add here!

Second, some positive examples that shone through:

“Job interview 1 of 2 this week is complete. Went well, awesome company, hope I get it!” – I hope you put your Twitter ID on your CV –great way of showing your commitment post-interview.

“Day 2 of temp job! Yesterday was great, plus I met my new teammates of my new venture, more on that later! Hope you all have a great day” – If you want them to offer you the post permanently, this certainly won’t hurt.

And finally, someone who is undoubtedly comfortable in his/her current role. This tweet has no real relevance to this post… it just seemed a good way to round off!

“You know you have a cool job when spend your morning cleaning up pig blood and you stare at preserved frogs on your desk.”

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