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Get some Perspective and Abundance!

Here is an excerpt from Eckhart Tolle's book, "A New Earth -- Awakening to Your Life's Purpose." This really helped me today.

"Who you think you are is also intimately connected with how you see yourself treated by others. Many people complain that others do not treat them well enough. "I don't get any respect, attention, recognition, acknowledgment," they say. "I'm being taken for granted." When people are kind, they suspect hidden motives. "Others want to manipulate me, take advantage of me. Nobody loves me."

Who they think they are is this: "I am a needy 'little me' whose needs are not being met." This basic misperception of who they are creates dysfunction in all their relationships. They believe they have nothing to give and that they world or other people are withholding from them what they need. Their entire reality is based on an illusory sense of who they are. It sabotages situations, mars all relationships. If the thought of lack-- whether it be money, recognition, or love-- has become part of who you think you are, you will always experience lack. Rather than acknowledge the good that is already in your life is, all you see is lack. Acknowledging the good that is already in your life is the foundation for all abundance. The fact is: Whatever you think the world is withholding from you, you are withholding from the world. You are withholding it because deep down you think you are small and that you have nothing to give.

Try this for a couple of weeks and see how it changes your reality: Whatever you think people are withholding from you-- praise, appreciation, assistance, loving care, and so on-- give it to them. You don't have it? Just act as if you had it, and it will come. Then, soon after you start giving, you will start receiving. You cannot receive what you don't give. Outflow determines inflow. Whatever you think the world is withholding from you, you already have, but unless you allow it to flow out, you won't even know that you have it. This includes abundance. The law that outflow determines inflow is expressed by Jesus in this powerful message: "Give and it will be given to you. Good measure, pressed down, shaken together, running over, will be put in your lap."

The source of all abundance is not outside you. It is part of who you are. However, start by acknowledging and recognizing abundance without. See the fullness of life all around you. The warmth of the sun on your skin, the display of magnificent flowers outside a florist's shop, biting into a succulent fruit, or getting soaked in an abundance of water falling from the sky. The fullness of life is there at every step. The acknowledgment of that abundance that is all around you awakens the dormant abundance within. Then let it flow out. When you smile at a stranger, there is already a minute outflow of energy. You become a giver. Ask yourself often: "What can I give here; how can I be of service to this person, this situation?" You don't need to own anything to feel abundant, although if you feel abundant consistently, things will almost certainly come to you. Abundance comes only to those who already have it. It sounds almost unfair, but of course it isn't. It is a universal law. Both abundance and scarcity are inner states that manifest as your reality. Jesus puts it like this: "For to the one who has, more will be give, and from the one who has not, even what he has will be taken away.""


Currently ISO – A Job Listing

These are our ongoing job searches at Columbus Group. If you see one you may be interested in, please email Gloria at with your resume. Be sure to visit often for updated jobs.


Quality Manager ($85 - $95k) Birmingham, AL area

Must have experience in -- Automotive, Interior Trim, QAD, Excell

Must have the ability to work twelve hour days comfortably, and be willing to share their plant turnaround experience.


Materials Manager ($85 - $95k) Lansing, MI

Must have experience in -- Automotive, Interior Trim, QAD, Excell

Must have the ability to work twelve hour days comfortably, and be willing to share their plant turnaround experience.


Human Resources Manager ($85 - $95k) Birmingham, AL area

Must have experience in – Automotive, QAD, Excell

Preferred Criteria – Four year Degree, Union experience


Automation/Robotics Engineering Manager ($100 - $120k) Detroit, MI area

Must have experience in – Injection Molding

Must be a “hands on” Engineer with management experience.

Must have the ability to work twelve hour days comfortably, and be willing to share their plant turnaround experience.


Senior Process Injection Molding Engineer ($80 - $85k) Western Tennessee

Must have experience in—RJG – Scientific Molding (Master Level 1 or 2)

Preferred Criteria—Engel and/or Husky Injection Molding Presses, Automotive


Buyer Planner ($50 - $55k) Monroe, MI

Must have experience in – Automotive, 2+ years as a Buyer/Planner

Preferred Criteria – Plastic injection molding, QAD


Inventory Analyst ($45 - $50k) Romulus, MI

Must have experience in – Automotive, 2+ years in Inventory

Preferred Criteria – Plastic injection molding, QAD


Customer Service Representatives (x2/x1) ($50 - $55k) Holland, MI/McCalla, AL

Must have experience in – Automotive, 2+ years in Customer Service

Preferred Criteria – Plastic injection molding, QAD


Regional Supply Chain Manager ($85 - $95k) Michigan

-          To become Materials Manager at Plant level within 1 year

Must have experience in -- Automotive, Interior Trim, QAD, Excell

Must have the ability to work twelve hour days comfortably, and be willing to share their plant turnaround experience.



Why should you use an executive recruiter to help you find a job when you can do it yourself? Food for thought…

Posted by Yvette McHugh on January 17, 2012 at 6:30pm


In these modern times of online advertising, digital media and social networking there are many new ways of finding the job of your dreams. You can make dozens of online applications for roles that tick your boxes and eventually you’ll get a call back and an interview – simple really.

So what value does an executive recruitment consultant bring to the process?

Firstly, we know our clients. We know the culture of the company and we know what personal qualities they are looking for in their employees. Going for an interview is not simply about meeting the skills requirement for the job; it’s also about “Will this person fit in to the team?” “What contribution will they make to our company outside of their daily role?” What qualities and information the interviewers are really looking for is not handed out by the person arranging the interviews so without some guidance on what attributes to really play up (and which to tone down) you’re taking a bit of a gamble with your application.

Secondly, we know you. All good Executive Recruitment Consultants will take the time to meet with you, learn about your job history, learn about your likes and dislikes at work, your motivators, career aspirations and what company and culture fit will be right for you.

We usually know if you’re going to be what our client is looking for. And we can also spot the potential in someone who has 80-90% of the skills and qualities our clients want and we know how to coach and help you turn that into 100%. Often, we have the relationships with our clients to be able to persuade them to see you despite the fact that you don’t meet all of their criteria.

A good Executive Recruitment Consultant will take the time to prepare you for the interview. No matter how old you are, how experienced you may be, how many meetings you have presented to or deals you might have closed, you will always benefit from some interview technique preparation. The style that works for you in the boardroom probably won’t work for the HR Manager who is doing the first stage interview for your dream job. However, with our help and pointers you can confidently approach the interview in a manner that will get you through successfully.

I’ve lost count of the amount of times a candidate tells me that they applied for a job directly - sometimes they even went for one or two interviews - and then they never hear from the company again. And this is with some of the largest, blue chip clients in Australia. This is where we are worth our weight in gold; we have strong relationships with our clients. We know the right people to speak to. And ultimately, we take the pressure of you. So instead of calling the client over and over again with no joy, you can sit back and wait for us to call you with the feedback or decision you need.

And another advantage is that although you might not be right for a particular role in a company, we will know if you are right for another role when it becomes available. This is an area often overlooked by the HR department as they have so many roles and so many applications to sort through each day not to mention non-recruitment related duties. As specialists in executive recruitment, we do this 100% of our time – it’s what we are good at and how we make a living.

So next time you talk to a recruiter about a role and you then think you might apply to the company directly, maybe you’ll reconsider and trust an expert to help you instead.


7 Simple Tips To Deal With Negative People

The following post is from an excellent and highly ranked blog that is filled with suggestions on successful, simple living.


Have you ever dealt with negative people before? If you have, you will know that the experience can be quite a downer.

I used to have an ex-colleague who was very negative. In our conversations, she would complain endlessly about her co-workers, her work and her life. She was also very cynical about people in general, often doubting their intentions. Talking to her wasn’t a pleasant experience at all.

The first time we had a meeting, I felt very drained. Even though we talked for only 20-30 minutes, I didn’t have the mood or energy to do anything after our conversation. It felt as if someone had sucked the life out of me, and it wasn’t until 2-3 hours later that the effect wore off.

The same thing happened the next few times we talked. Because she was so pessimistic, her negative energy often spilled over after the conversation, leaving me with a bad taste in my mouth. For a period of time, I was quite bothered by her. I would avoid speaking to her if I could.

After a while, I figured I needed to work out an action plan to deal with negative people. After all, she was not going to be the only negative person I was going to encounter in my life. I thought: “For every 1 negative person I face now, there are probably thousands of them out there whom I’ll meet one day. If I learn how to deal with her effectively, I will be able to handle other negative people next time.”

With this in mind, I then brainstormed on the best approach to handle negative people.

Eventually, I developed several key steps to deal with negative people effectively. These steps have proven very helpful in making the best out of my relationships with them. While the people I face today are generally more positive, these steps come in handy when I’ve to deal with a negative person.
If there’s someone negative in your life at the moment, don’t let yourself be affected by him/her. You’re not alone in your problem – I face negative people as well and dealing with them is always a learning experience. While people can try to get you down, you’ve a choice in how you react to them.

Here, I’d like to share my 7 tips on how you can deal with negative people:

Tip #1: Don’t Engage in the Negativity

One thing I found is negative people tend to harp on the bad things and ignore the positive stuff. They also have a tendency to exaggerate issues they are facing, making their predicament seem a lot worse than it actually is.

The first time you converse with a negative individual, provide a listening ear and offer help if needed. Provide support – let him/her know he/she is not alone. However, be sure to draw a line somewhere. If the person keeps harping on the same problems even after the first few conversations, then it’s a sign to disengage.

For starters, try to switch topics. If he/she goes into a negative swirl, let him/her continue, but don’t engage in the negativity. Give a simple reply, such as “I see” or “Okay”. Whereas if he/she is being positive, reply in affirmation and enthusiasm. When you do it often enough, he/she will soon realize what’s going on, and will start to be more positive in his/her communication.

Tip #2: Hang Out In Groups

Speaking to a negative person can be extremely draining. When I spoke to my negative co-worker, I would be mentally drained for several hours, even though we talked for only 20-30 minutes. That was because I was on the receiving end of all her negativity.

To address this, have someone else around when conversing with the negative individual. In fact, the more people, the better. This way, the negative energy is divided between you and the other members, and you don’t have to bear the full brunt of the negative energy.

The plus point of having someone else around is that people bring out a different side to an individual. By having another party around, it may bring out a more positive side in the negative person. I experienced this before and it helped me to see the “negative” individual in a different, more positive light.

Tip #3: Objectify the Comments Made

Negative people can be quite critical at times. They tend to drop insensitive comments that are hurtful, especially if they are directed at you.

For example, I once had a friend who was quite tactless. She would drop jarring comments which were dismissive and critical. Initially I was bothered by her words, wondering why she had to be so critical every time she spoke. I also wondered if there was something wrong with me – that perhaps I wasn’t good enough. However, when I observed her interactions with our common friends, I realized she did this to them too. Her comments were not personal attacks – it was just her being the way she was.

Recognize that the negative person usually means no harm – he/she is just caught up in his/her negativity. Start by learning how to deal with critical comments. Objectify the comments made – Rather than take his/her words personally, recognize that he/she is just offering a point of view. Sieve out the underlying message and see if there is anything you can learn from what he/she said.

Tip #4: Go with Lighter Topics

Some negative people are triggered by certain topics. For example, one of my friends turns into a self-victimizer whenever we talk about work. No matter what what I say, he’ll keep complaining about everything in his job, which becomes quite a conversation dampener.

If the person is deeply entrenched in his/her negativity, the unhappiness may be too deeply rooted to address in a one-off conversation. Bring in a new topic to lighten the mood. Simple things like new movies, daily occurrences, common friends, hobbies, happy news, make for light conversation. Keep it to areas the person feels positive towards.

Tip #5: Be Mindful of the Time You Spend With Them

As Jim Rohn puts it – “You are the average of the 5 people you spend the most time with”. What this quote means is that who you spend your time with has an impact on the person you eventually become.
I find it to be very true. Think about the times you hang out with negative people – Do you feel more positive or negative after that? Same for positive people – How do you feel after spending some time with them?

Whenever I’ve an encounter with negative people, I’d often feel negative after that, like a bad aftertaste. Whereas with positive people, I’d feel extremely upbeat and exuberant. Clearly, there is a spill over effect that takes place even after the interaction! By spending more time with negative people, your thoughts and emotions will slowly become negative too. At first it might be temporary, but over time it’ll slowly become ingrained in you.

If you feel certain people in your life are negative, then be conscious of how much time you’re spending with them. I recommend to limit the duration where you can help it. For example, if they want to hang out with you but you don’t enjoy their company, learn to say no. If it’s a meeting or phone call, set a limit to how long you want it to be. Keep to the objective of the discussion, and don’t let it extend beyond that time.

Tip #6: Identify Areas You Can Make a Positive Change

Negative people are negative because they lack love, positivity and warmth. A lot of times, their negative behavior is a barrier they erect to protect themselves from the world.

One of the best ways you can help a negative individual is to usher positivity into his/her life. Think about what’s bothering the person at the moment, and think about how you can help him/her in your own way. It doesn’t have to be anything elaborate, and you definitely don’t have to go out of the way to help if you don’t want to. The key here is to be sincere in your desire to help, and to show him/her the upsides in life.
A while back, I had a friend who was unhappy with her job, due to the stagnating environment and culture mismatch. There was a job opportunity that arose in my (now former) workplace, so I introduced that opportunity to my friend. She eventually got the job, and she has been working there for over 3 years now, and doing very well.

Today, she’s a lot happier, forward-looking and proactive in life. She’s definitely a lot more positive than she was a few years ago. While I do not take any credit for what she has carved for herself in her career, I feel very happy knowing that I helped in a small way at the right time. Likewise, there’s always something you can do for others too – keep a look out and help where you can. Just a small act on your part may well make a huge difference in their lives.

Tip #7: Drop Them From Your Life

If all else fails, reduce contact with them or drop them from your life.

Rather than spend your time with negative people, focus on the positive people instead. In the past, I spent a lot of time with negative people, trying to help them with their issues. It drained up a lot of my energy and was often futile, which led me to rethink my methods. Ever since then, I worked on cultivating positivity by hanging out with positive friends and business partners. This has turned out to be a lot more rewarding and fruitful.

Remember that your life is yours to lead, and it’s up to you on how you want it to be. If there are negative people who make you feel bad about yourself, work on those issues with the 7 steps above. With the right actions, you can create a dramatic difference in what you get out of your relationships.

Celestine Chua writes at The Personal Excellence Blog on how to achieve our highest potential in life. Read her readers’ favorite 101 Inspiring Quotes of All Time and get her free ebooks here.


10 Predictions for Recruitment & Staffing in 2012

Posted by Johnny Campbell on January 4, 2012 at 5:19am @


Social Recruiting finally went mainstream in 2011 with corporate and agency recruiters embracing LinkedIn and internet sourcing as a required skill for the modern recruiter, shifting away from job-board advertising to digital headhunting. It was also a year of continued economic uncertainty ending with fear of a double dip recession in Europe and beyond. Despite this we will remember 2011 as the year that the recruitment industry took its head out of the arse of the global recession and decided to fight back! Our industry bounced back DESPITE global economic uncertainty and adapted to new tools and international markets that had been previously untapped. 2011 was still a poor year in the grand scheme of things but we made it the most successful in nearly 4 years, we didn't wait for the economy to bounce back and rush to our rescue; instead we innovated, became leaner and found new ways to grow.

So, as we face into what we hope will be another growth year for Recruitment, here are our Top 10 predictions for 2012:

1. LinkedIn will reach 300 million users by the end of 2012.

As of December 27th 2011, LinkedIn has over 146 million members, up from the 100m milestone that the company announced 9 months ago. With a growth rate of 50% in 9 months, we predict that growth will continue to gain pace throughout 2012 as most developed or developing markets hit membership levels equivalent to 30-40% of their working population. Ireland currently has 614,000 members (28% of the available workforce), up from 300,000 since this time last year. On a similar growth trajectory LinkedIn will double up globally in the next 12 months. Expect the 200 million mark to be hit sometime in June 2012 with membership growing at a rapid pace in Q3 and Q4 leading to an announcement about the 300 millionth profile sometime in December 2012.

2.  Facebook's decline in usage will continue throughout 2012 as Facebook Apathy takes a firm hold.

Facebook has had a roller-coaster year. The first half of 2011 saw Facebook's total number of users surge to over 800 million with the time on site and average number of page-views growing to dizzying heights. The second half of the year has seen most of those latter gains lost as the average amount of time that each user spends on Facebook has dropped off considerably, the largest such decline in the social network's history. According to stats from, the network's total internet user reach has barely grown in the last 3 months, hitting a miserable 1% growth rate after growing at the rate of 10% for each previous quarter in 2011. Average time on site has dropped from a whopping 34 minutes this time last year to only 24 minutes over the last few months. It is still the biggest social network in the world but we are sensing massive Facebook Apathy amongst its most loyal users as newer, shinier things have come along to distract us in 2011. Recruiters will undoubtedly continue to flock to Facebook during 2012, as they should, but 2012 may well be remembered as the year that Facebook went the way of MySpace. Use it while you can because it may be old news by the time we hit 2013!

3.  Video Assessment will go mainstream for Corporate Recruiters.

Video interviewing, video CVs and video assessment have been around for years. Many may have written the technology off as "unnecessary" for the modern HR or recruitment department but we predict that 2012 will change our perceptions of video technology in the recruitment mix. Faster internet speeds and an explosion in smart phone usage on fast, wireless networks has put a video camera in the pocket of nearly every potential jobseeker, demolishing many of the previous barriers to video usage in our industry. The "Great Recession" has also motivated corporates into operating at increased efficiency with a lower cost base. This drive towards "lean recruiting" and the ubiquitous availability of hardware and broadband will allow companies like Sonru and products like Google Hangouts to really make their mark in the adoption and implementation of video assessment in the corporate recruitment world. We stress the video "assessment" piece as we believe that interviewing remains a very dynamic activity that will necessitate live interviewers and interviewees. Video assessment can pre-screen applicants before the formal interview or can act as second stage screen following a CV phone screen. For agencies, the relationship is often more important than the assessment so we don't predict widespread adoption of video assessment amongst agency recruiters...yet. For corporate recruitment the job application process remains transactional, which suits video assessment whereas there is a much greater value in agencies interviewing and assessing face to face or via phone/ video dialogue.

4. Twitter will explode as a Recruitment Communication Tool

Twitter's power to both interrupt and inform us continued apace in 2011 with steady growth in the network's user base and time on site. TV networks now display the hashtags of their leading shows on-screen and decide on whether to renew new programmes based on Twitter chatter and mentions. In the world of recruitment, most corporate and agency recruiters have finally "got it" and started using Twitter during 2011. Or did they? In our experience, only 20-30% of recruiters are using Twitter but this is still a massive increase on the 5-10% that were using it at the beginning of the year (these particular stats come from the show of hands we ask for when we deliver our Black Belt in Internet Recruitment training, so whilst they aren't particularly scientific, we have still seen Twitter usage grow massively amongst the 600+ recruiters we have trained during 2011).  Most recruiters, however, are still only using Twitter as a broadcast channel, i.e. a way to post jobs in a defined stream. This can be quite good for SEO purposes but SEO isn't what recruitment is all about. Fundamentally recruitment is and has always been about relationships and conversations. We predict that 2012 will be  the year that the current "broadcasters" will switch their use of Twitter to "conversing", a style that we expect they will find more natural. A minority of social media savvy recruiters have been using Twitter to start conversations, engage with candidates and make hires for years, but the mainstream recruiter has not had this epiphany yet. I urge you to check out @techmegan's excellent blog post on how she made 3 hires in 6 weeks using Twitter as an example of the type of epiphany that is coming! Expect more like her in 2012.


5. Social Media Litigation will become the single largest headache for HR departments.

Most social media experts tell us that we need to be "true" or "honest" on social networks, ensuring that we share at least some of our personal side as we blog, tweet or post on social media sites on behalf of our employers. This is generally good advice but when building contacts is part of your job, aka sales or recruitment, the question of who owns those contacts is going to become an even hotter issue. As 2011 drew to a close we were informed of a recent case involving an American Blogger who is being sued by his employer over who owns his Twitter followers. This reminds us of the 2008 case in the UK involving a recruitment consultant working for Hays who was forced to hand back his LinkedIn contacts. Since that UK ruling there haven't been too many cases that have come to light but they were early days. We predict that the latest Twitter case discussed hereis going to lead to a flood of similar legal wrangles in 2012 involving not only contact/ follower ownership but also content posting, sharing of trade secrets, discrimination and privacy. If your HR department still doesn't have a digital communications policy for all employees, get it done now. We predict that HR bodies such as SHRM and CIPD will be expected to be the industry's experts and advisors in this area and will have to work hard throughout 2012 to ensure they are on top of this potential legal nightmare for our industry.


6. Mobile will dominate the total spend in recruitment websites/ career portals.

Have you launched a mobile recruitment app yet? Is your careers page or agency website optimised for mobile? My answer to this question used to be "when the mobile traffic to my site gets to a serious enough level, I'll fix it". 6 months ago this website received an average of 5.1% of its visitors from mobile devices (topped by iOS at 85% of all mobile visits); now we receive 8.5% of our visits from mobile devices (iOS devices still top the list but have fallen to 73% of all mobile visits).

We're about to make predictions for 2012 but what was the single biggest change in recruitment in 2011? 

@recruiterblog 4x relative lift in traffic via mobile OS to job boards (from 2-8%) or LinkedIn's IPO + movement xChannels?

Bill Fischer, the genius founder of TheSocialCV tweeted me during #truDublin last month to inform me that there has been a 400% lift in the traffic via mobile operating systems to job boards during 2011, rising from 2-8%. This pretty much correlates with what I am seeing on our site. Check out your own, it's probably the same four-fold increase. 2012 is the year to get serious about mobile if you have not yet done so. LinkedIn launched the "Apply with LinkedIn" button in July of this year, removing any excuse you had about not needing to have a mobile optimised site to accept CV applications. Job seekers now have the ability to send a customised CV (well, a customised LinkedIn profile anyway) to an employer with just a couple of clicks on a mobile device; have you added this functionality to your site yet?  Google Adwords suggests that there were 83,100,000 searches for the term "jobs" from desktops or laptops in the US last month. The same analytics tool suggests that there were 11,100,000 searches for the same term on mobile devices during the same period. That represents nearly 12% of all job searches on Google in the US. Did you even know that SEO is completely different for Google on a mobile device? It starts with having a mobile optimised site and we predict that nearly 30% of visits to job sites and around the same % of Google job searches will come from mobile devices by the end of 2012. The whole debate over whether to launch a mobile app or just optimise your careers site is unlikely to be settled anytime soon so if you have the budget, do both. Apps are huge and likely to become more important than mobile optimised sites as long as you can think of a good reason why users would want to download your recruitment app. If you're the largest employer in the world, people will likely download an app to search your vacancies but if you're an SME or a relatively small agency, dont expect jobseekers to download 30 different apps to view your jobs and everyone elses. Think about user benefits and what they need before you think about your own needs. Oh, and also expect gaming and mobile to converge in the recruitment space during 2012.

7. LinkedIn will move aggressively into the HR software space.

Let's face it, LinkedIn's paying customers are nearly all recruiters. I am sure there are many non-recruiters who throw $20 a month at them but the serious customers are corporate recruiting departments; LinkedIn barely offer any products not aimed at recruiters. Let me state something, I am a huge admirer of LinkedIn, they have built a product that has literally transformed the recruitment landscape. It's not pretty nor particularly social but with nearly 150 million members, it works. LinkedIn hire smart people and I know that they have been working on some pretty cool products throughout 2011, few of which have yet to see the light of day. I predict that we will see the company launch their first batch of HR specific products during 2012. These products won't service the recruitment function but will instead aide the HR function by providing them with access to unparalleled analytics about workforce behaviour, compensation and benefits, the availability of key skills, job mobility and labour mobility. Corporates traditionally spend a lot more on HR software than on Recruitment software so you can be sure that LinkedIn won't miss this trick. On the recruitment front, expect them to further restrict the access available on a free account, perhaps removing current employer data from members who aren't connected to you and removing some of the advanced search functionality. They're also more likely to block or remove more recruiters who "abuse" the system by spamming their members with unsolicited InMails and Messages about available jobs. Have a look back at our 4th prediction above if you are concerned about your InMails becoming less effective.

8. Free or Freemium will become the new ATS pricing model.

The price of applicant tracking software aka recruitment management software has crashed in the last few years. This has largely been driven by the introduction of SaaS as the dominant hosting platform amongst the main players (Bullhorn, Bond, Taleo, Job Science, etc) but differentiation has become less about price these days as average per-user licenses have hit the $1k mark and is now more about quality of implementation, support and socially integrated features. Pioneers such as Jerome Ternynck and his product, SmartRecruiters are already out there offering a free platform to employers who in turn only pay for added services such as job-posting and social integration. Even then, the SmartRecruiters model is to bulk-buy these credits from third parties and use their buying power to offer them to their customers at a lower rate than they could obtain directly. It's a win-win and a very smart business model! We expect to see some of the main players take the lead in 2012 offering their products for free on a basic install with paid versions or options including social search and social parsing, job board and social media posting, video assessment, Apply with LinkedIn and Apply with Facebook (prediction 8.5!), etc. You will pay for a professional install or migration and 24:7 support, where the true cost lies. Once you make the software free it is easy to quantify the benefits of each product and also to see where the real value lies, i.e. in installation and support. The only question is, which of the major players will go first?

9. Third-party Recruitment Platforms will emerge as the New Job Boards

Job Boards are broken; they have been so for some time but they are not dead, they just haven't been fixed yet. From a job-seekers point of view, the act of searching for a job in one place and then being able to apply for it in that same place is simple and for years it worked really well. But the combination of the Great Recession and changing attitudes to Web Communciation, aka Social Media have meant that this 15 year old system needs a re-haul. At the same time, there have been several companies trying to "crack" Facebook for job seekers, noticeably BranchOut and BeKnown ('s property) but we're still not sure that job seekers are comfortable mixing their personal lives with their professional lives. This concern is why LinkedIn works so well, it's a CV database masquerading as a Professional Networking site, and our employers are also in on the deception. But professional networking is never going to be confined to just one site, i.e. LinkedIn, hence the appearance in recent years of several newrecruiting platforms, noticeably BraveNewTalent and Tribepad, that allow employers and professionals to network together and discuss jobs, careers and opportunities in a place that is social yet removed from their Facebook or Twitter friends. For all the effort that success on Facebook can cost, an employer can set up a branded Talent Network on BraveNewTalent for free in a matter of minutes. There are already thousands of job seekers and employers using the platform, some for free and some on the premium version and the guys at BNT tell us that they have ambitious plans for a new release in the coming weeks and months. We predict that products like BraveNewTalent will emerge as the modern job board, a common place to go to see all job listings, learn about a whole range of employers and most importantly, network with these employers socially. As these "networks" grow, employers will also be able to search for talent and invite them to join their communities (CV database, anyone?). Will CareerBuilder, Monster, et al finally see the light and move in this direction or will they just buy up someone like BNT or Tribepad and piggy back into Recruitment 3.0? Only time will tell...

10. We will share an increasing amount of content and learning via video.

In November 2011, US internet users watched 21.1 hrs of video on the internet, an increase of 35% on the previous year and 22% alone over the last 6 months. It is hard to deny that we are all watching an increasing amount of video over the internet. Facebook marketeers and SEO experts will tell you that video is more powerful as a method of social engagement than text and will massively increase the chance of your website/ career site being found online. Also, a recent case study from Unbounce suggests that video will double your chances of converting a web viewer from your landing page. Recruiters create social content to drive engagement on social sites that will hopefully lead to relevant applications from job-seekers on their websites therefore we should be paying an increasing amount of time to video as a way of massively improving the return from our efforts. As web viewers (read: potential candidates) become more accustomed to watching video on the internet, they will come to expect more video content from potential employers, recruiters and job-sites. Watching a well-made, clever or informative video for 60 seconds is a heck of a lot more engaging then reading text on a web page!  We predict that video will play an increasingly important role in employer branding, recruitment advertising and website navigation (i.e. informing job seekers how they can and should apply for your jobs). From an industry standpoint we also believe that recruiters are going to become more at ease with interactive e-learning in line with the wider population. Massachusetts Institute of Technology (MIT) recently announced that it will be making available online all of the content from its numerous courses for free to anyone in the world who wishes to access it. MIT launched a new platform called MITx that will make online learning tools freely available as an open source platform that other educators can use. This is a clear sign that e-learning is going mainstream. We already learn so much from YouTube videos but you should expect to learn more in 2012 from socially integrated, rich and interactive e-learning platforms similar to MITx. Using more video in the recruitment mix and learning from video as a recruiter are going to be two clear trends in 2012. We at Social Talent have big plans around the latter so be sure to watch this space over the next 6 months!

11. 30% of our predictions won't come true.

OK, so this is an eleventh prediction but of the previous 10, we know that we won't get it all 100% correct so we are predicting that we will get 3 predictions wrong, but hopefully no more than that. We don't expect many (nor most) of you to agree with these predictions but please tell us which you do agree with and which you think we are WAY wrong with! Come on, you know you want to.....


Qualification is in the Eye of the Beholder

Interestingly enough, acing your interview has more to do than with your job qualifications and communications skills alone! It's not really all that surprising when one considers the successes of all the "beautiful people" at the top. I have on more than one occasion, as a recruiter, experienced sending out an extremely qualified candidate only to have them bomb them interview on appearance alone -- whether that may be due to presentation or purely physical characteristics. Upon discovering this phenomena, I Googled my way around studies and articles explaining it. Here is an article I found that provided a bit of insight for me --

-- A new study published in Annals of the New York Academy of Sciences finds that the attractiveness of interviewees can significantly bias outcome in hiring practices, showing a clear distinction between the attractive and average looking interviewees in terms of high and low status job packages offered.

“When someone is viewed as attractive, they are often assumed to have a number of positive social traits and greater intelligence,” say Carl Senior and Michael J.R. Butler, authors of the study. “This is known as the ‘halo effect’ and it has previously been shown to affect the outcome of job interviews.” The study explored the influence of the halo effect in a mock job negotiation scenario where male and female interviewers were shown pictures of attractive or average looking male and female job applicants.

Female interviewers were found to allocate attractive looking male interviewees more high statusjob packages than the average looking men. Female interviewers also gave more high status jobpackages to attractive men than to attractive women. Average looking men also received more low status job packages than average looking women. Male interviewers did not differ in the number of high or low status job packages that were given to attractive looking interviewees of either sex, though the male interviewers gave out more low status job packages overall, irrespective of the sex of the interviewee.

However, the male interviewers were not entirely without bias. The electrodermal response (EDR), a psycho-physiological response measured when emotions are used to make a preferential decision, of the interviewers was measured. When emotions are used to make a preferential decision, it is thought that the anticipatory EDR level increases. There was a highly significant increase in the anticipatory EDR when the male interviewers assigned the low statusjob packages to the attractive female candidates. The fact that this difference only occurred when assigning low status job packages ensures that the effect could not have been driven by interpersonal attraction, but rather by emotion. Female interviewers did not exhibit any significant EDR differences, suggesting their bias occurs on a cognitive level.

This study is the first application of EDR to examine the influential role of beauty, status and sex during job negotiations. “From a business point-of-view, there is a need for leaders/managers to be aware of their assumptions in decision-making processes, be they strategic or operational, and that they may be prone to emotion and bias,” say the authors. --




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The PRIZM is a profile that takes a snapshot of your paradigm at this current moment in time. This is a very in depth snapshot of YOU and your perceptions. Please take the time to take this and give me some feedback! This is DEFINITELY worth your time!!

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