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DO NOT READ THIS BOOK UNLESS YOU WANT TO BECOME A WORLD-CLASS HEADHUNTER
If you want to make significant improvements in your recruitment results and become a member of the top, world headhunters, follow this unorthodox LinkedIn recruitment guide. So-called 'social recruitment' is an inevitable trend in today's recruitment business, and LinkedIn is simply the main part of it.
This book reveals many shortcuts and tricks everybody was afraid to unleash, including:
- How to uncover any full LinkedIn profile view without upgrading to premium
- How to override the limit of LinkedIn invitations
- How to search through LinkedIn groups you cannot join
- How to use search engines to scan LinkedIn for candidates
- How to automate candidate sourcing
- How to track the steps of your competition on LinkedIn
No matter if you are a recruiter, headhunter, HR personnel, entrepreneur or startupreneur, this book will help you to:
- Dramatically increase the efficiency of your recruitment activities
- Skyrocket the volume of reachable candidates
- Significantly cut costs of hiring new employees
"People as Merchandise, with its no-nonsense pragmatic approach, is an indispensable tool for today's recruitment professionals and entrepreneurs."
-- Barbara Corcoran, founder of The Corcoran Group, author, and investor on ABC's "Shark Tank"
"Josef's book excels where others fail. I highly recommend it to any HR and staffing professional."
-- Horst Gallo, Director HR at IBM
"People as Merchadise is not another vague guide, rather a piece of art among recruitment manuals. Definitely a no-brainer for all recruiters."
-- Jeanne E. Branthover, Managing Director at Boyden and the World's Most Influential Headhunter by BusinessWeek
Learn more at:
www.PeopleAsMerchandise.com
- Sales Rank: #1025386 in Books
- Published on: 2013-05-13
- Original language: English
- Number of items: 1
- Dimensions: 9.00" h x .78" w x 6.00" l, 1.01 pounds
- Binding: Paperback
- 342 pages
About the Author
Josef Kadlec belongs among the first LinkedIn recruiters in Europe. His career path is logical but unexpected. He studied Software Engineering at the Faculty of Nuclear Sciences and Physical Engineering in Prague, and also earned his masters degree in Information Management. Right after his university studies he started to work for an international IT corporation as a software engineer.
That was also the moment of realization, his ‘aha moment’. Why was such a corporation not able to hire to full capacity even though they had contracts with tens of staffing agencies? Why was he able to find those people and recruit them in a similar way, like he was hired by a regular personnel agency? He thought that he was capable, so he accepted the challenge and founded his own personnel agency, Jobs Consulting.
His analytical approach was completely different to all of the other personnel agencies, and was a great success. What’s more, the competitive recruitment agencies adopted his progressive procedures to support their own success. His years of experience with direct recruitment have promoted him to the role of a leading world expert on LinkedIn recruitment.
His current life avenue is helping other recruiters and companies take advantage of LinkedIn and other social marketing tools. For this purpose, he established a LinkedIn® recruitment academy, LINREA.com (now belongs to the Recruitment Academy established by the recruitment agency GoodCall which was founded by Josef after publishing his book). It is important to mention that he has never worked for the LinkedIn Corporation and he is not affiliated with them in any manner. Josef is also an investor and advisor at Datacruit.com.
Feel free to reach Josef via his LinkedIn profile:
www.linkedin.com/in/josefkadlec
Most helpful customer reviews
6 of 7 people found the following review helpful.
This is not a book written by another would-be ‘LinkedIn Guru’ trying to establish a speaking career.
By David Perry
During my last 25 years a managing partner of my executive search firm Perry-Martel International Inc., hardly a week has gone by when a new ‘thing’ designed to eliminate recruiter’s fees hasn’t been launched. People in the know gleefully proclaimed that job boards would stomp out the recruiters once and for all. Like most prophets, thankfully they were wrong.
The recruitment industry today is closing in on $500 billion annually in revenue while job boards fight for relevance. How can that be? The simple answer: recruiting is a people business, always has been and always will be. But the industry has changed – for the better in my mind - and it will continue to evolve albeit at a faster pace. Will you keep up?
In the fall of 2008 The Wall Street Journal nicknamed me the “Rogue Recruiter”. We all had a good laugh at the office, but the label fit and not solely because of the unconventional approach I took to hunting down the best people for my clients or my unapologetic take-no-prisoners attitude. It fit because my book, Guerrilla Marketing for Job Hunters had ripped the lid off of job search secrets and recruiting tactics that were previously known by just a handful of America’s wealthiest recruiters.
Many people will also be angry when they finish this book. You shouldn’t be one of them --- but I’ll get to that.
When I wrote Guerrilla Marketing for Job Hunters: 400 Unconventional Tips, tricks and Tactics for landing Your Dream Job, it was for the express purpose of teaching the unemployed how to find their own job and not rely on recruiters. At the time I singled out a little known social networking site called LinkedIn. I remember thinking to myself, “Here’s the Monster Killer”. As the 113,709th member I saw its potential early, singling out LinkedIn in the book as my social networking platform of choice for recruiters AND job hunters.
Today LinkedIn is an 800 Pound Gorilla: job boards an afterthought.
Today hardly a week has gone by that a new book on LinkedIn hasn’t crossed my desk with a request for an endorsement. I defer. While these books may all be written with the best of intentions, many of lack any practical ideas, strategies or techniques proven to help recruiters uncover top talent. It’s with that bias I agreed to read, People as Merchandise: Crack the Code to LinkedIn Recruitment. By page 19 I was hooked, highlighting complete pages and writing notes.
Joseph Kadlec gets it!
One of the reasons I’m so impressed by what Josef has written is that his focus never veers off course. Every page, every idea, every example is written with a singular purpose: educate recruiters on how to use LinkedIn to drive their business forward. Not only does he cover the waterfront in terms of the critical issues that need addressing, he presents it in clear, logical steps that you can apply immediately and can put money in your pocket today, all the while helping you build a prosperous business.
This is not a book written by another would-be ‘LinkedIn Guru’ trying to establish a speaking career. Nor is Josef someone who’s been observing the action on the frontlines, from the safety of the sidelines. No, Josef’s an unrepentant head-hunter. He grew up on the means streets of contingency recruiting where you eat what you kill - where you learn to hunt aggressively - and where “personal production” is the key to your success. This is an environment where people are too often treated like merchandise to be bought, sold and traded to the highest bidder.
The wisdom gained from his time as a contingency recruiter has enabled him to break out on his own, rise above the noisy marketplace below, and establish a trusted adviser role with both clients and prospective candidates at a time when LinkedIn has disintermediated the recruiter’s role as middleman, enabling employers and candidates to meet directly.
In the old days [5 years ago] recruiting was akin to a two dimensional board game. It allowed a recruiter a leisured amount of time to send out requests for resumes, which could then be judged along a price/performance axis. It allowed for a precise, two dimensional axis and a recruiting process so structured and simple that judgments could be handled by a corporate human resource departments’ less skilled staff.
Now the world moves in three dimensions, at a speed more resembling a video game. It’s zap or get zapped, in real time. In such a fast paces dogfight you need to define you missions very carefully: no wasted energy, no blurred vision. Today employers will only pay a fee for ‘passive candidates’. Today it’s even more important to find the best people. Ironically, the candidates you’re looking for are not looking for you. They already have a job - almost certainly a good one. So how do you find someone who doesn’t raise a hand and say “Here I am?”
Employment agencies which use advertising to recruit candidates typically yield the “Best of the Unemployed”, the “Best of the Unhappy “and the “Best of the Unqualified”. Truth is the winners and achievers you want are busy winning and not surfing the job boards or registering with employment agencies. They may have a LinkedIn profile but if they do it’ll be light on specifics.
Everyone has heard the recruiting call that starts “… who do you know..” This is the hallmark of an inexperienced recruiter, hoping you’ll say “why that person you described is Me” The over-used ploy today nets the response, “I don’t know anyone…” and a prompt hang-up. This conventional and unimaginative approach ends quickly and doesn’t garner the recruiter and opportunity to present the career opportunity, peak their interest, or qualify their background. Prospects hang up quickly because the caller is deemed to be light.
Candidates today are more sophisticated than ever and expect recruiters to be professional and knowledgeable. So many people are now aggressively managing their own careers, that if they are going to talk to a recruiter they want someone who can talk with them, about their industry and their challenges. As a recruiter you need instant credibility spontaneous bonding and respect – in less than 30 seconds – on your first phone call. Winners know winners but they’re not going to waste time telling you something obvious.
Traditional recruiters are human resource amateurs, and that is why the placement industry has such high turnover. These unprepared people get shot down in flames by yet another prospect before they even get a chance to tell the story of the opportunity.
How you attract and land the star candidate you want requires rethinking your approach. How do you meet the needs of the human being you’re dealing with and the performance expectations of your client, while still putting food on the table every day?
I’m not going to spoil the ending… suffice to say, People as Merchandise provides the strategies and tactics needed to create relationships that transcend the current transaction mentality in the industry. You will be viewed as resourceful and relevant to the people you serve, be they clients or candidates, and you’ll do it by leveraging LinkedIn and you’ll NEVER have to pay to upgrade your account.
Many people will be upset after People as Merchandise: Crack the Code to LinkedIn Recruitment is published. You won’t be one of them. You will be the ‘career adviser’ candidate’s trust and the headhunter who always delivers the right people quickly.
In the immortal words of Mr. Spock, “live long and prosper”.
David Perry
Co-author, Guerrilla Marketing for Job Hunters 3.0
Managing Partner
Perry-Martel International Inc.
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1 of 1 people found the following review helpful.
Buy this before you spend ANY money on premium accounts!
By Knightbaby
It is full of great info for any type of recruiter. I would even recommend it to anyone who wants to pimp their LinkedIn account and get an insight into how to be found while job searching.
This book is most helpful for people without a corporate LinkedIn Recruiter account, but still a great read either way.
0 of 0 people found the following review helpful.
This book has changed my recruiting life!
By Michael A. Walters
I have been working in HR for 14+ years. While I absolutely love the interviewing and selection process, I have never fully realized the satisfaction that can come from recruiting. Over the past six months I have started using LinkedIn to source new candidates for my company. Unfortunately, I couldn't find any good resources on how to do this well until I came across this book. It is written in a way that everyone can take something away from it. I actually find it hard to sit down and read it for any significant length of time because every time I come across something new, I immediately go to LinkedIn in to give it a try.
The author, Josef Kadlec, is absolutely a subject matter expert when in comes to recruiting with LinkedIn. I cannot recommend this book strongly enough to anyone that is using or plans to use this tool for sourcing and recruiting new candidates.
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