Comments on: hr advice: skip fruit baskets in 2009

By: Jared Sidwell

Jared Sidwell — Wed, 10 Dec 2008 05:01:35 +0000

I hate to see fruit baskets excluded as a good way to get in good with a HR Department. Over the years that have opened more doors than any of these new social networking mediums such as Facebook, Twitter, or MySpace. Now I am probably old fashion, I admit that. But don’t forget that everyone loves to receive fruit gift baskets, delighting all your recipient’s senses, from appearance and aroma to sound and taste. Nothing makes as dramatic a statement of how much you are interested in doing business with a company then sending a fruit gift basket overflowing with large, unblemished, ripe fruit, complimented with award winning wines, gourmet cheeses, and irresistible chocolate covered dried fruits and nuts. Matter of fact, if you want to find the highest quality gourmet fruit baskets at the best prices, visit http://www.fruitbasketreview.com. You will find valid and valuable discount coupon codes on Fruit Basket Review as well.

By: J William Tincup

J William Tincup — Fri, 05 Dec 2008 23:27:40 +0000

great post and thanks for humility. fruit baskets are for people that don’t know what people really want – starbucks cards… jwt

By: HRM Today - Blog Archive » I Simply Have Got To Know

HRM Today - Blog Archive » I Simply Have Got To Know — Fri, 05 Dec 2008 16:26:39 +0000

[...] Ruettimann, Punk Rock HR, has a wonderful, straight to the point post at Cheezehead.com about social networking. ”Times are changing and HR professionals need to learn what it [...]

By: Mason Wong

Mason Wong — Fri, 05 Dec 2008 05:27:46 +0000

I’ve never eaten at P.F. Chang’s, even though there’s one less than a mile from my office. I think it has to do with the saturation of Chinese restaurants in the San Francisco Bay Area and the many years P.F. Chang held off from opening a location here. I’d be open to being treated to a meal there for my first time. =)

I’m a strong supporter of all the article describes (other than the tendency to paint all HR folks with the same dull brush), but I also believe a hard working, relentless, focused sourcer/recruiter with no fear of picking up the phone and dialing anyone, will always outperform any recruiter of average intensity even with all the best online tools and Internet search methods in use.

By: Laurie Ruettimann

Laurie Ruettimann — Thu, 04 Dec 2008 23:48:23 +0000

Wait, I meant that you shouldn’t take other HR professionals to PF Chang’s. You can totally take ME there because I love the spicy chicken.

By: James Morrissey

James Morrissey — Thu, 04 Dec 2008 21:51:49 +0000

Other than the idea that I just REALLY like PF Changs and Moose Munch an awful lot, I agree with you. The fact is this: present a workplace that demonstrates a familiarity with that which technology provides – one that actually speaks the language of the candidates you wish to source – and the rate of return will be a multiplier.

You cannot hope to attract the most savvy candidates using passive methods. Recruitment is a relationship; this is how relationships are built.

By: John

John — Thu, 04 Dec 2008 21:50:44 +0000

Great article Laurie, Straight talk about the subject of social networking in recruiting is something desperately needed. Being educators about social networking is far more valuable activity than just selling it!

By: Nancy King

Nancy King — Thu, 04 Dec 2008 21:05:03 +0000

The firm I was with in my early days of Executive Recruiting (1999) had a dial up connection. My boss would yell from his office “who is on the internet?” I was, using google to source and recruit. He thought it was a waste of time and should be used for email.

By the time I left in 2006, he saw the beauty of google searches, linkedin and dumped all of the hard cover directories subscription I was originally chastised for not using.

Yep, evolve or die!

By: Kari Quaas

Kari Quaas — Thu, 04 Dec 2008 20:48:50 +0000

I agree with Laurie being a former HR person myself. Helping HR folks to see the value of social networking, on-line applications and better ways of promoting their organizations and job opportunities, will benefit everyone. Looking back, I wish that while I was doing my HR gig, and fighting the fires, that I would have been more connected to those similarly situated, knowing that I wasn’t alone and having more external examples to point to for persuading the management team to lead the curve instead of constantly being behind it. I expect that someday HR will come around, but the execution will be a whole lot faster if we help educate them.