Posted on October 21, 2010
Filed Under Interviews | Comments Off on Sharing Wisdom: Lorne Epstein CEO of InsideJobs, Part 2
Read Part 1 of our 2 piece feature, Meet My friend Lorne Epstein, CEO of InsideJobs & Community Giver
• Linkedin: http://bit.ly/9Ci0rk
• Facebook: http://bit.ly/cbFhiG
• Twitter: @InSide_Job
• YouTube Channel
• Website: http://www.MyInSideJobs.com
• Community Volunteering: I give free lectures to college students and professionals on how to interview. My talks are based on my book “You’re Hired! Interview skills to get the job.” I was a co-founder of RecruitDC with other local HR professionals.
• Personal Causes: I support people in having jobs they love and careers that are satisfying. I have raised over $50,000 for AIDS related charities.
• Office: 240-876-0276
• Email: Lorne@MyInSideJobs.com
Lorne Epstein is also the author of You’re Hired! Interview skills to get the job and speaks across the country at colleges and universities on job seeking tips and interview skills. We touch bases again to get deeper insight to Lorne’s perspectives regarding the staffing industry.
SixDegreesfromDave: Lorne, tell us more about the latest developments at your company, “inside Jobs”
Lorne: Employers are benefiting from the InSide Job Facebook application, and can use it to post jobs, search for qualified candidates, and leverage their work force as ambassadors to attract the best talent to their organization. We created InSide Job to give people the ability to connect with and help fellow Facebook users with their careers and jobs.” “By leveraging Facebook, the fastest growing social networking site, people can find organizations and organizations can find people – and that’s key to having a rewarding career.
For example, if I had an interview in two weeks with IBM in Washington DC for an accounting position I would search InSide Job for: “IBM”, “Washington, DC”, and Accountant. Next I can contact the users who appear in my search results and ask them; “What is it like to work at IBM?” or “What’s it like to interview at IBM.” I can use that information to do a better job in the interview or pass on the interview altogether.
InSide Job provides significant advantages over other online networking sites that charge a fee to contact other users and have only a fraction of the users that Facebook does. LinkedIn, for example, has 1/5 of the users and charges $10 per email sent to out-of-network contacts. There is no fee to contact other InSide Job users like LinkedIn and there is no introduction firewall like LinkedIn. InSide Job users can only contact other Facebook users who have added InSide Job to their list of applications.
Six Degrees: What do you view as the source of the “Most Hires” (In terms of Quantity #) among companies you interact with.
Lorne: I can speak for the majority of my past employers that that was Monster.com. Though some people think of Monster as tired and a poor source, I have made exceptional hires from it since 1996.
Six Degrees: What recruitment software tools have you used in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Lorne: I have a variety of tools to use. I prefer Monster, LinkedIn, Craigslist, Google, CareerBuilder, and specialty sites for specific talent groups. My favorite way to source is to find people on LinkedIn, then find them else where using Google and get as much information as I can. Then I will call their current company and ask for them, letting them know I found them on LinkedIn.
Six Degrees: What tools did you first encounter early in your recruitment career?
Lorne: The first technology I used was an internal, flat file database that was 15 years if not older. It had tens of thousands of candidates with their skill sets and contact information. I would make sixty to a hundred calls a day off of searches I did from the database. It was tedious and boring but I made a few placements a month and back then I was get 25 to 30 percent fees, which made it all worthwhile.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people’s assumptions about our vocation differ from reality?
Lorne: I hate the word headhunter and never thought I was one. I had refused my friend Mike’s offer to become a recruiter a few times as I thought it was a stupid job that would not use a good deal of my talents. I was correct as over the years I have found my creative and other skills have gone dormant. I have found that recruiting is primarily making the phone ring at someone else’s desk if its’ not ringing at mine.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t – and how that was a learning experience?
Lorne: I have made a ton of mistakes and I think the biggest one I have repeated, not by choice, is when we are looking to hire someone better than the organization can handle. When they want someone for too little money, not enough authority to go along with the responsibility, people who were great at their last job because the company was great, and all the crazy ideas CEO’s and hiring managers get in their heads about who is going to fit. That happens and will continue to happen with me as the CEO of InSide Job, I am sure it will happen even more.
Six Degrees: How do you personally expect to facilitate change within our industry
Lorne: I see one of the biggest problems is the way we use Facebook to hire. I have been working on a solution for a couple of years now and we think version 2 of InSide Job has made it an easy and fast process.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Lorne: Staffing is the hardest thing to do right. It is so people touch intensive and requires an alchemy of mixing the right combination of people and skills to get right. And once you do products, services, and changes to the world become very possible.
Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, — what inspires you as you continue in your career?
Lorne: While I still recruit from time to time, I am most passionate about building InSide Job into a vibrant and dynamic professional network. The success and inspiration that offers my team and I are tremendous. We believe that our work can make a small part of the world better.
Six Degrees: What one thing do you ideally hope to accomplish in 2010-11?
Lorne: My teams goal for this year is to have one million people using InSide Job per month.
Six Degrees: Anything you want to plug?
Lorne: Yes! I want to invite readers to go to Facebook and add InSide Job to their Facebook profile at http://apps.facebook.com/insidejob. I want them to add their work history and post all of their job openings.
Six Degrees: How Are You Going To Change The Recruitment Industry?
Lorne: With InSide Job I am going to level the playing field for both candidates and recruiters by affording both a free and inexpensive way to connect via Facebook. Candidates will be able to find each other in ways that were unimaginable before. Recruiters will marvel at a search tool that is free and includes over 500 million users around the world.