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Usually ships in 1 business days | | | Microsoft, McKinsey, and Goldman Sachs will get 100 Résumés for every one that Your Company Receives. SO WHAT ARE YOU GOING TO DO ABOUT IT?
The recruiting game has changed. It now takes more than simply attending a campus career fair, hosting an information session, and posting job descriptions to draw the best young talent to work for your organization. Companies often make simple mistakes that cost them recruits. They schedule information sessions on exam night.They are unclear about their most attractive features and often highlight the wrong ones.
Recruit or Die provides a powerful, inside look at the entry-level college recruiting game. You dont have to be the biggest and most well known company to scoop up the best and the brightest on campus. Small, young, or even nonprofit companies can also get top graduateswithout a Wall Street budgetif they learn the secrets of Americas top recruiters. Based on surveys and interviews of more than one thousand students, Recruit or Die provides dozens of anecdotes and case studies to show how successful recruiters work their magic and how unsuccessful recruiters blow it.
Straight from the front lines of elite recruiting, Recruit or Die shows how any company can conquer the campus. | | | |
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| | Product Details | | Author: | Chris Resto | | Hardcover: | 288 pages | | Publisher: | Portfolio Hardcover | | Publication Date: | August 02, 2007 | | Package Length: | 9.1 inches | | Package Width: | 5.9 inches | | Package Height: | 1.1 inches | | Package Weight: | 1.05 pounds | | Average Customer Rating: |  based on 15 reviews |
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Reality check of recruitment practices Nov 25, 2007
Well I have just got the book but feel so fascinated as each page moves. It has reinforced my understanding also. How companies waste their time and HR department undertake such a process that will put off any candidate seeking career opportunity. We all know that CVs hide more than they reveal. and the best of the talents do not apply for the jobs.
All that is required in what Chris Resto aptly advises is to reflect contagious energy , fresh perspective and abundance in aspiration.. The job seeker wants is a career accelerator and not a mere job.. The Recruiter wants is a profit accelerator. Unless that bandwidth does not happen, the very exercise shall be futile. Yes one does get a job but managing and growing in it is the real challenge.
Since I happen to run Professional Mentoring Programmes and Pre placement training, the first thing that I advise people is to put the CV into a shredder. Because the Recruiter needs them more than the job seekers.. So first read the Nick Corcidilos ASK THE HEADHUNTER ([...]) That is indeed a must read for avoiding the HR Dept traps. Jeffrey J Fox also advises the same in Don't send a CV.. But now Christ Resto in this new title Recruit or Die explains the dynamics of Job market and best practices.
Read all this if you want the " right job " and never be a CV pusher.
with best wishes
RK Dhanvada
rk@dhanvada.com
India
1 of 1 found the following review helpful:
If you need to recruit, you need to read Recruit or Die Nov 15, 2007
If your company recruits new hires by going to college campuses, you need to read Recruit or Die, no matter how good you think you are at recruiting. If you have a formal recruiting program or even if you just attend job fairs looking for good new employees, this will still be a valuable book for you.
The good advice begins in the Introduction, where the authors ask and answer the question: "Why Microsoft, McKinsey and Goldman Sachs?" They point out that all three of these favorite places for graduates to seek employment have a great brand. But other companies do, too.
What sets these three apart from the pack is what they do. The authors identify four things.
They won't settle for anyone other than exactly the recruits they want.
They work harder and smarter than their competitors to know their target audience: the recruits.
They sell themselves better than their competitors do.
They present a united front.
That's strategy. Tactically, the authors tell you that contact is king, that you should sell your people first and your company second and that courtesy and class go a long way.
The authors suggest that if you follow the kind of diligent process that the recruiting stars follow, you'll get great results. I think they're right.
Years ago, when police departments suddenly found themselves facing massive retirements with few recruits showing up at the door, I designed recruiting programs for police departments. Almost everything I learned that's positive is here plus a ton of details that I wish I'd known at the time. You can cut your recruiting learning curve by reading Recruit or Die and applying its lessons.
You'll learn to think, for example, about your company and the jobs you're offering from three perspectives. You'll ask yourself what the differences are between what you have, what recruits think you have, and what recruits want. That set of distinctions, alone, can help you sharpen your offerings and your process.
Again and again you're reminded to build on your strengths. You're reminded to meet the questions and needs of the people you want to recruit. That's all good, but there are some things I wish were different.
There's too much emphasis on "talent" as "people who've done well in school." Sometimes the young person who's dramatically improved performance late in school is a better choice for your company. One Fortune 200 company used that as part of its target recruit profile for years.
There's also way too much emphasis on big schools, big companies and the east and west coasts. Scan the schools whose students are quoted in the book and you're hard pressed to find any schools in the Midwest or in the South below Chapel Hill.
There are virtually no smaller company examples even though the lessons of the book are adaptable to small companies. And there are virtually no small schools represented either.
The fact is that the bulk of college graduates will be something other than first-tier brains and come from something other than first-tier schools. They will go to work at companies of all sizes, all over the country.
I wish the book reflected that reality better. But even if you're a small company recruiting at a small state school in a Midwestern state, there's a lot of good practical nuts-and-bolts advice in this book. You'll find a wealth of information on the operational details of attending job fairs, effective job postings, following up with recruits.
The bottom line is that if you need to recruit, you need to read Recruit or Die.
Great book on how to be successful in college recruiting! Oct 25, 2007
I have gone through the interview process three times at MIT, twice as a student and once while an employee at Microsoft. I have also interned at Thomson West, which is frequently mentioned throughout the book. From all of my experiences with these companies and others, the information presented in the book is extremely accurate, both from a process perspective and the attitudes of students.
For a company, I loved that the book focused on:
1. Knowing what you are selling - I have talked to many employers who did not have a clear idea of this, and it was a huge turnoff. The book provides a great list of questions to help you identify what you are selling to students.
2. Establishing personal relationships with your recruits - When looking at competing offers, in retrospect, I realized that I have always chosen the company where I had the greatest relationships with the recruiter, other alumni, etc. The book emphasizes building these relationships and provides great suggestions on how to build them.
3. Setting expectations appropriately - This is a prevailing theme throughout the book, and I couldn't agree with it more. The book lists everything from making sure you tell recruits when you will follow-up with them to how to properly set expecations about recruitment goals within your organization.
While the primary audience of the book is recruiters, as a current student, I also found the information in the book helpful in navigating the interview process the second time around. I used the contents to identify companies with great recruiting processes, ask more meaningful questions about the companies, and provide better feedback to companies on how they could improve. While juggling information from so many companies, it even helped remind me of what was important to me about the next company I work at: career growth, opportunities to solve challenging and meaningful problems, and the culture of the company. I can't wait to apply what I read in the book when I start recruiting for the next company I work for.
Whether you are a student, a new recruiter, or an experienced one, I would definitely recommend picking up Recruit or Die!
Also a great read for a recent college grad Oct 06, 2007
I graduated college a couple years ago and I think the viewpoints on college students and grads are dead on. That's probably because they're from tons of actual interviews with students and grads ha. The book is definitely well researched and I would be very attracted to any company who practices the things this book recommends.
Also, I found this book applicable to many aspects of recruiting in general. Many of the concepts work great for student organizations on campus, similar to non-profit orgs or small businesses that can't afford to pay large salaries. If you're the leader of a student org, I recommend reading this to improve your recruitment tactics. There are many parallels you can draw between a college org and a business when it comes to recruitment, like applying job fair tactics at your next tabling fair (or whatever your college calls it... a day or days when many/all clubs table and flyer).
Dead On Oct 01, 2007
I was very excited to read this book, and it didn't disappoint. I am a leading edge member of the millenial generation and I work for a college in career services, so this book is quite relevant to me. Resto and co. are very accurate in describing what college students want out of work and how they operate, as well they should be accurate-they also work with students. Their suggestions are pretty good as well-I will be very curious to see if any of the recruiters coming to our campus employ these suggestions!
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