The key to making quantum leaps in one’s production is found in the psychological arena. –Dr. Aaron Hemlsley
In his ERE article The End of Sourcing Is Near … the Remaining Recruiting Challenge Is Selling, John Sullivan suggests that due to the LinkedIn factor, the biggest challenge facing recruiting today is the need to sell, and the fact that many recruiters dread doing so. That’s because they just might have to make cold calls.It’s Called Cold for a Reason
When I get ready to make a cold call, I do this whole psyche up thing.
I imagine myself as tall, strong, and fearless; ready to crush the competition. I get out of my chair and walk around. I look and feel the part. I am a recruiting professional and I am prepared for action.
I pull the trigger (aka dial my phone). It goes straight to voice mail. I leave a message that is precisely 30 seconds in length; I know that because I timed myself reading my prepared script before making the call. I hang up.
I made a cold call to the VP of Sales.
Whew, that wasn’t hard at all.
A few minutes later I dial into my voice mail to check out the recording I just made to myself..
Oh crap. I sound like a pissed-off drill sergeant begging for food stamps. I would delete this joker’s message within the first three seconds if I were the recipient.Why So Many Avoid Cold Calling (more…)
It’s hard to miss the troubling news about the “government shutdown” and the “debt default crisis,” but what has not received a lot of press attention is that these negative events have unwittingly created a powerful recruiting opportunity for hiring away top government workers. (more…)
More than planning for the implementation of the Affordable Care Act, and even more than cutting hiring and onboarding costs, including that perennial cost-cutting favorite, temp staffing, 73 percent of HR professionals put streamlining HR processes at the top of the list.
The Healthcare HR Initiatives Survey, however, suggests a disconnect of some sort between recruiters and other healthcare HR staff. At the most senior level, 80 percent of HR VPs and other executives said preparing for healthcare reform is a top HR initiative to reduce costs. By comparison, only 27 percent of the recruiters participating in the 450-respondent survey said that. (more…)
As a client I try to provide my agency partners transparent and honest feedback regarding their candidates. Agencies hate hearing that a candidate was not a “cultural fit” or the team just didn’t “see it.” So I try not to be that type of client. This open feedback, though, needs to be filtered when delivering the negative news to the candidate. Just because I said something to the recruiter doesn’t mean it should be said to the candidate. The candidate invested time and energy to come visit with my team so I want to be respectful of their effort. However, some candidates don’t have the maturity to accept the feedback in the spirit of professional improvement in which is intended.
Recently, I shared with a recruiter that his candidate just didn’t seem engaged with the interview (which he wasn’t). The candidate couldn’t focus on discussion and at times seemed like he was annoyed with some of my questions. The interview didn’t go well and I provided detailed feedback to the recruiter. My parting comment to the recruiter was that “I’m not sure the candidate even wanted the position.” This was an accurate summary of our interaction with his candidate. Additionally I asked the recruiter to cushion the feedback, which was pointed (and won’t be shared here). Instead the recruiter chose to deliver the message almost verbatim. The resulting follow up email to me and our leadership team was less than well received.
The lessons learned from this situation are threefold: (more…)
What if you built a diversity website, marketed it, but no one showed up? This was the dilemma facing the Dallas Morning News. In an effort to reach the growing Hispanic market in Dallas, the News built and heavily promoted the targeted website “Al Dia.” Despite several months of promotion, traffic to the site was minimal, according to Russell Smeed, Dallas News sales manager. They were puzzled as to why this was happening, so they did additional market research into the Hispanic audience they were trying to target. (more…)
Here are a few tidbits about companies, many of them startups, in the HR and recruiting field, from college recruiting to sales recruiting, from sourcing to onboarding. Read on. (more…)
When the feds went dark last week, the E-Verify system went offline. Although the feds have waived the rule that employment verification inquiries have to be submitted within three days of hire, some employers have put hiring on hold rather than risk running afoul of immigration rules.
It’s natural to do everything you can to convert a potential candidate you’re interested in. However, mistakes made during recruiting process and in the onboarding stage can lead that person to leave early.
Recently, a friend of mine left his job after 18 months. He had spent four months looking for a job and deciding that one was the right fit. He even relocated to a new state to take it. He was as excited about it as can be. So what happened? (more…)
Rob Dromgoole had a search worthy of a SourceCon Challenge.
One of the teams at Pacific Northwest National Laboratory where Dromgoole’s director of recruiting needed a nuclear engineer, experienced with fuels, who was a U.S. citizen with a security clearance and spoke fluent Japanese. Be nice if he was a physicist, better still if he knew something about the Fukushima nuclear power plant.
The req came in not long after a tsunami incapacitated the Fukushima plant, causing a meltdown. The Nuclear Regulatory Commission was a lab partner and together they were developing plans on how to respond to the disaster and, not coincidentally, what to do here in the U.S. should something similar occur. (more…)
I’ve been espousing the need for predictive metrics in HR for over 20 years, so I am pleased that more talent leaders are now beginning to realize their value. Unfortunately, most of what is written on the subject tends to be very general and instead what is really needed are some how-tos and some implementation tips.
In my first article on the subject, I covered the benefits of predictive metrics and the need to add actionable components, so that predictive metrics drive action and actually improve people-management decisions. In this article I will outline those actionable components and highlight the specific areas where you might need predictive metrics. (more…)
Employer branding has been heating up. According to last year’s LinkedIn report on U.S. 2012 recruiting trends, recruiting leaders are fearful their competitors are investing more heavily in employer branding than they are. No surprise. Employer branding done well brings in qualified candidates who are pre-sold with your organization’s mission, vision, and work rewards, making a recruiter’s job much easier. For larger organizations, having a well-articulated employer brand architecture ensures consistency or messaging- where everyone, from employees to recruiters, is singing in one voice.
There is one question that gets asked repeatedly, in every employer branding workshop that we hold. “But where does our employer brand fit with our corporate brand?” (more…)
The next generation of job seekers is looking beyond job boards and now engages with potential employers on social media sites. This informative, interactive part of the presentation will show you why social networks should become a major part of your talent search, and how you can progress from a “SoMe Starter” to a “SoMe Superstar.” See how top companies across a wide range of industries have implemented social strategies in their recruiting and determine which of their techniques will work for you. Participants will also get a primer on best practices for engaging job candidates in public conversations that maintain a strong brand. In the end, you’ll have the requisite knowledge to form your own talent strategy that can be implemented in today’s social media world.
• Discover the Essential Profiles that every organization needs to attract top talent.
• Learn how major companies are successfully using social media to engage job applicants.
• Determine the best way to create and manage your employer brand to appeal to a new generation of online workers.
• Understand what to say with your social profiles, and how to say it.
• Find out how to set goals, post content that’s both relevant and real, and effectively convey your mission, your values, and your culture.
I just had my 1,000th conversation about Twitter at a recruiting (#recruiting) conference (#conference) and it went the way of 990 of them. Just like this:
“We’ve been doing social media (#social media, #networking, #social) for a long time (#time). We have a Facebook page. We’re on LinkedIn. We have a blog and we post all our jobs on Twitter.”
Twitter (#lovetotweet) has taken its place as one of the triple crowns of recruiting (#recruiting, #triplecrown,#racing): Facebook, LinkedIn, Twitter.
No wonder Twitter is ready to IPO (#TwitterIPO).
Pushing all your jobs out on a Twitter feed is not social media (#spoilsport, #tiltingatwindmills, #whocares, #toomuchworktodoanythingelse). But pushing out all your jobs to your Facebook page (#Facebook, #page, #pushing, #pushyknowitall) isn’t much better.
Twitter is a broadcast medium (#broadcast, #TV, #medium, #spiritworld) that gets treated as if there was only one channel (#channel, #toomuchworktodoanythingelse). And those hashtags (#hashtags). Have you ever searched a hashtag (#hashtag, #search, #ever)? Nearly useless (#useless, #whocares).
And now, it’s not just me (#me). (more…)
As a fresh crop of recent college graduates hits the job market, big hiring enterprises are out to harvest the cream of the crop. Summa cum laud graduates from top-tier schools with focus, ambition, and confidence are ripe for the picking. After all, many of these dynamos possess the traits we look for in future leaders. But, be warned! A bodacious resume is not a true measure of future success. (more…)
Until the shutdown is resolved, ADP’s numbers will stand as the only measure of U.S. jobs growth. Typically, ADP releases its job count estimate a day or two in advance of the official report from the U.S. Department of Labor. That report, which includes a count of government jobs, also details the national unemployment rate and provides drill-down data on the size of the national labor force, as well as an industry-by-industry look at job growth. (more…)
HireVue’s $25 million investment announced this morning comes from the legendary VC firm, Sequoia Capital, and earlier investors in the video interview firm. But in a larger sense, the credit goes to broadband Internet, without which, candidates would still be traveling to in-person interviews and companies would be spending tens of thousands and more on recruiting travel.
It wasn’t that long ago that a company with a strong, but remote prospect, had two choices: Fly the candidate in; or, arrange for a video interview at a business center. Today, thanks to the ready availability of high-speed Internet service in most urban, and many rural areas, employers are saving real money and time.
Perhaps even more importantly, video interviewing expanded the field of potential candidates beyond the geographical limits imposed by budgets or candidate unavailability. Candidates who might have once had to forgo an opportunity because of work or family situations can now interview from their living room. (more…)
Many business leaders take a gut instinct approach to selecting talent. This means they know in their gut what they want their candidates to look like, but don’t take the time to fully develop a profile of the ideal person into a measurable description. Even if the ideal candidate is described in a job posting or a job description, it is often vague and lacks clear direction. In a recent exercise with a group of business owners and executives, we explored some of the qualities they looked for in candidates. I made two distinct observations and came to one conclusion. (more…)
The list comes courtesy of Mercer and the World Economic Forum, based in Switzerland — a country ranked No. 1. The U.S. is 16th.
The criteria includes such things as businesses’ ability to attract and retain talent; the physical and mental well being of the population; education levels; the legal system; and the ease of doing business.
The document first ranks countries, and then profiles each nation one by one.
Everyone I know feels harassed by email which has invaded their waking and sleeping hours. –Margaret Heffernan
The ease of finding profiles on LinkedIn has made connecting with new candidates the Mount Everest of recruiting. In-demand candidates find themselves inundated with InMails from recruiters, causing many to create junk email addresses just for InMails. In other words, most are never read. Reaching out via email is tough too but can be way more effective, if done right.
When using email as your first point of contact, the onus is on you to make sure every recruiting email you send, whether to one or one hundred recipients, is well edited, straightforward, honest, polite, and relevant to the recipient; before you hit send.Top 10 Things to Avoid (more…)
It has been a year since we checked in with Microsoft, and talked about its work in improving its mobile phone application so that applicants would have an easier time applying.
“It really was a mechanism for showcasing content,” says Microsoft’s Heather Tinguely, “but for all practical purposes it stopped short of apply.”
In other words, unless you wanted to start researching carpal-tunnel doctors, you needed to go to your desktop to finish up your application.
No longer. (more…)