Former Cardinals kicker Phil Dawson retires Top Stories The 5: Takeaways from the Coyotes’ introduction of Alex Meruelo Using that formula, the Arizona Cardinals are one of eight teams that could be forced to participate in 2014. The others are the Buffalo Bills, Chicago Bears, Jacksonville Jaguars, New York Giants, Oakland Raiders, Pittsburgh Steelers and St. Louis Rams. The possibility of the Cardinals being forced to participate is an interesting one, considering head coach Bruce Arians’ comments on the show. “It’s a total distraction, and I think it’s an embarrassment to players,” Arians said in an interview on SiriusXM NFL Radio last October. “I think when players are released, some of the things that are said between coaches and players are too personal, and nobody else’s business.”Only six franchises have been featured in eight seasons of the show, with the Cincinnati Bengals (2009 and 2013) and the Dallas Cowboys (2002 and 2008) participating twice each. Comments Share Derrick Hall satisfied with D-backs’ buying and selling Grace expects Greinke trade to have emotional impact Hard Knocks, HBO’s wildly popular documentary-style show which gives viewers an inside look at an NFL training camp, has had trouble finding teams to participate in the past.That led to changes from the league office last October to come up with a pool of eligible teams to choose from should no franchise step up and volunteer to be featured. Of course, there are stipulations. Teams with new coaches, teams that have made the playoffs two years running and teams that have appeared on the show in the last decade are exempt.
When first reaching out to a prospective candidate on Linkedin, a recruiter should follow certain guidelines. If you’re sending an invitation, rather than an inmail message, avoid the standard template provided by Linkedin. This is boring, impersonal and will get you nowhere! It’s important to keep your original communication concise, compelling, and inviting. What do I mean by this?As succinctly as possible, introduce yourself and explain there’s a hiring need at this organization for a . If the opportunity is at your company, then say so, since this should be transparent. However, if you’re recruiting for a client (as do most search firms) or a portfolio company (as I do in corporate venture capital), then sometimes it’s better to only mention the type of company and where they’re located. There are two reasons for this. Sometimes the search is confidential and the company name should only be revealed among those genuinely interested in pursuing the opportunity. Other times, by leaving out the company name, you create a sense of curiosity in the prospective candidate. By human nature, when information is omitted, we want to find out more, which engages the candidate further and develops in them a greater interest for the role.Brevity is key in your first communication. You don’t want to inundate the prospective candidate with information. If they’re not interested, they’ll despise you for it. If they’re somewhat interested, they’ll probably be turned off with your “spam”. By keeping it short and sweet, not only is it less pushy and more presentable overall, but most importantly, you also prompt the prospect to ask questions and get more involved in the process. Besides, at least in an invitation, Linkedin limits you to 300 characters anyway, so you’re forced to KISS.Once you’ve introduced yourself and explained the hiring need, ask the prospective candidate if they’re interested in either networking or learning more about the role. This low-pressure approach yields tremendous results. By giving them the option to network, you’re not demanding a yes/no answer for whether they want to be considered. Instead, you’re simply saying “let’s connect, so we can establish a relationship either now or down the road”. You’re also putting the ball in their court, letting them decide if they’d like to learn more about the position, refer someone from their own network, keep in touch, or do nothing at all. I’ve found that in venture capital and start-ups, few people opt to do nothing.If the candidate is interested – great! If not, be patient as they may provide you with a referral and/or send you a resume anyway in hopes of being considered in the future when the timing is better. Obviously as a recruiter, you’d like to have as many qualified candidates as possible from which to choose. As we’re aware, when someone accepts your Linkedin invite, unless they’ve changed their settings, you have full access to view their connections. Be ethical and avoid biting the hand that feeds. This candidate has already trusted you by allowing you to join their network. The last thing you need to do is diminish his/her chances of getting the job by recruiting someone from their very own network.So I digress! Here’s an example of what an effective first message might look like:Hi Felix,I’m a recruiter for OpenView Venture Partners. One of our portfolio companies that specializes in data storage needs a Marketing Analyst to join their team. I came across your profile and I wanted to see if you’d be interested in networking or learning more about the opportunity. I look forward to connecting with you.Thanks! Victor There are several resources out on the web that can enrich one’s education in Linkedin recruitment and best practices beyond the crucial first message. Stay tuned for some follow-up blog postings!Take the Next Step: Download the Free eBookHelp your company overcome one of the greatest challenges to growing a successful business: acquiring top talent.Download this free eBook and learn how to:Assemble and manage a successful, high-output talent teamExecute the six phases of an effective recruiting processLeverage the best recruiting tools and technology in the industryEstablish the key metrics you need to measure to regularly improve your talent factoryAddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis