Gone are the days of paper résumés, employment classifieds, and ultraconservative black suits. LinkedIn, Facebook, Twitter, and YouTube have ushered in a new era of social networking and digital self-promotion. As competition increases, job seekers are using social media and less traditional stunts to set themselves apart, demonstrate innovative thinking, and gain industry pros’ attention.
The modern hiring process is complex. While the staffing guys seem to “own” the process, it really hinges on multiple relationships and unpredictable circumstances. The hiring issue encompasses everyone involved in the modern hiring conversation: the hiring managers, vendor managers, candidates AND staffing companies. Is this system creating a self-fulfilling prophecy, making an already difficult task impossible? When did staffing stop being about putting good people to work?
Excellent candidates are typically well known and highly sought-after. This in turn creates a situation where the candidate may be double submitted.
After months of grueling early mornings and all-nighters, we unveiled PR’UF to the masses at the 2010 Code Camp, held here in Jacksonville on August 28th. The event boasted an impressive roster of keynote speakers: Henry Lee, Andrew Connell, Adam Jorgensen, Brian Knight, Bayer White – all local technologists highly regarded within the Microsoft community. From developers to administers, the event had a strong, multi-discipline showing. We had every right to be nervous. And we were. We held our breaths, waited for impact…
People who know what they are doing -- people who “get it”, or have real talent in their area of expertise -- can instantly and accurately rate the ability of peers in a way others can’t; it’s like a sixth sense. Great designers immediately know when they see good design, because they have refined taste in design. Great programmers know when they see good code, because they have developed taste in code.