Comments on: Bloom. Dan Bloom.

By: JAC

JAC — Fri, 05 Mar 2010 16:42:58 +0000

Wow! I spend approx. 6 hours a day looking. Yes it is a full time job looking for a job. When I do go on interviews, I am amazed at how some of the operations are organized and I don’t want to work there. I am not desperate yet, but I worry that I won’t find a fit and will have to settle for a job that isn’t right for me. It is a shame that so many smart and qualified people are on the outside looking in and wondering how this all happened. Best of luck to everyone out there! I look forward to the day when the best man/woman really does win (the job)!!

By: Michael VanDervort

Michael VanDervort — Fri, 05 Mar 2010 14:38:28 +0000

Franny – thanks so much for profiling Dan. When I first encountered Dan in 2009, he told me had sent out over 600 resumes. I was aghast at that number, and amazed at his persistence and resilency. It is hard to hear this kind of stiry and not want to help the guy land something.

Dan – hang in there, buddy!

By: Daniel Bloom

Daniel Bloom — Fri, 05 Mar 2010 13:09:40 +0000

Moses I need an email address to send the resume Dan

By: Moses

Moses — Fri, 05 Mar 2010 06:32:03 +0000

Dan please send me a Resume,

I concur with you on the mentality of HR practitioner habouring a tendency of “Elimination of Talented Candidates and Incorporating dead woods in their employees structure.

By: Angie

Angie — Thu, 04 Mar 2010 20:15:30 +0000

Dan,
The round peg into a square hole was right on. I’ve watched during the course of about two years a company destroying itself by hiring practices that favor duplicating an insane, abusive CFO, rather than hiring the staff it needs to maximize its performance. One bad apple has insisted on hiring people just like himself. I give the company a year or two and it will no longer exist. Too many company leaders think only of their own short term benefit and not the long term health of the company, and the boards of directors let them get by with it. Too bad that often talented, insightful employees are passed over for “buddies” at the expense of the company and its shareholders. When investing in a publicly traded company, investors should be cognizant of the management makeup and policies in order to make a truly informed decision.

By: TNoebel

TNoebel — Thu, 04 Mar 2010 20:07:24 +0000

Dan’s comment about recruiters looking to screen out instead of screen in is spot on. A large percentage of recruiters view their role as weeding people out of the process. The truly successful recruiters, corporate or third party, look for reasons why someone would be good for the role and the company. It’s easy to say no, and not terribly difficult to find reasons to support that conclusion.

It takes work, consultative skill, to uncover why someone brings value and solves the problems on the table.

I have always tried to coach the recruiters I work with to screen in, not out. It might be more work, and might take longer at times, but the outcome is well worth it.

By: Wayne

Wayne — Thu, 04 Mar 2010 20:00:50 +0000

I believe your comments are right on, skill sets are being overlooked by the hiring managers to satisfy a “pigeon hole” mentality.

By: Deb McClanahan

Deb McClanahan — Thu, 04 Mar 2010 19:51:02 +0000

Hi Dan,
Send me a resume to deb@broadbandhr.com
Register in the LinkedIn Group Job Angels and ask for what you need. And remember that the client is always right in the recruiter’s mind – inclusivity or exclusivity in the search process is determined by the recruiter based on what will serve the paying client best. Recruiters usually learn these things the hard way – by campaigning for a candidate they like only to have the client company hire someone based on other criteria.