Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Industry News

Search Association Has New Prez, New Look, Broader View



Trinette Cunningham NAPS
New NAPS logo

New NAPS logo

The National Association of Personnel Services, better known as NAPS, has a new address, a new look, and an overhauled website.

NAPS is still NAPS, but it’s sleek new logo sports a modern look with a “360″ in a swirl, and the tagline “Your recruiting community.” The updated website is more compact, using dropdown menus making it easier to navigate. More of the content, however, is password protected; membership in NAPS is required to access most of the  content in the new “Community” section.

The addition of the 360 is meant to represent the industry trend toward a broader range of service offerings than just search, with temp staffing by far the most common, though hardly the only, addition to search firms’ business lines.

How-To, Staffing

5 Ways to Overcome the ‘Perfect Candidate’ Syndrome



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org chart for sourcingDoes it seem like your clients are dragging their feet when it comes to hiring? It’s not your imagination. According to The New York Times, it is taking companies an average of 23 business days to fill vacancies compared with just 15 days in 2009, and the duration of the interview process at major companies like Starbucks, General Mills, and Southwest Airlines has nearly doubled since 2010.

Many employers blame it on a lack of skilled labor. While that may be true in some sectors, it appears that the real problem is that many companies don’t really want to hire in this uncertain economy, so if they have to hire, they will only settle for the “perfect candidate.”

Viewpoint

Developing A Multi-Generational Approach to Recruiting



generational difference cartoon

generational difference cartoonAs we move towards the 2020 workforce, companies face an interesting demographic dynamic in terms of talent acquisition — a workforce comprised of Millennials, Gen Xers, Baby Boomers and traditionalists.

While each of these groups has their own generational differences, the most notable are the expectations and approaches to work between Millennials, who will make up the majority of the workforce, and Baby Boomers. With the latest Bureau of Labor Statistics Occupational Outlook Handbook projecting total employment to increase by 15.6 million jobs by 2020, generational differences will become an additional component of diversity relations at the workplace.

Ask Barb

Manage by Numbers and You’ll Hit Them



Ask Barb

Dear Barb:

Our sales are inconsistent and even my managers have accepted the fact that we will have at least one flat month every quarter. That’s four flat months out of the year and obviously my expenses don’t decrease during those flat months. I’m out of answers on how to get more consistent production out of our team.

I know you speak at many conferences and do some in-house training and consulting with owners. Because of your exposure to companies all over the world in our profession, do you agree that flat months are just a reality of our business?

Donna F.
Houston, TX

Dear Donna:

I don’t believe that you should accept the fact that every year you are going to have four flat months. This proves the concept: If you think you can or if you think you can’t you’re right! The only way to guarantee consistent production is for everyone to hit their individual result standards on a daily basis.

Often, a flat month follows a record month because during the record month your sales team is focused on prepping, debriefing, closing, and celebrating. They stop doing the basics that guarantee consistent production (recruiting, marketing, presentations, etc.).

If you monitor sendout totals, you can accurately predict production. It is extremely important for you to manage by numbers because numbers don’t lie. When your team is having a great time, encourage them to stay on the telephone because they are on a high and will obtain great results.

Barbara J. Bruno, CPC, CTS

Business

Don’t Miss Out On Your Marketing Deductions



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IRSBefore you file that tax return today take a second look at the deductions for marketing and promotion. Did you take all the deductions you’re entitled to?

Surprisingly, 43% of small business owners are entering zeros on that line of their business return or on their Schedule C. What’s more remarkable is that 27% of owners aren’t even aware that the IRS allows them to write off legitimate marketing expenses.

Not taking those expenses is like volunteering to pay more taxes than you have to, which makes about as much sense as ignoring a job order from a valued client. You wouldn’t do that, so why would you skip something as valuable as writing off what you spent on things like business cards, your website (and the hosting fees), holiday gift cards to clients, advertising, and those slick brochures you had printed.

The Business of Recruiting, Viewpoint

Time for Recruiting to ‘Go Local’



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Over the last few years, there has been a push to “buy local.” Buying local allows for each community to have a stake in the financial well being of its infrastructure. This trend is a 180-degree turn from the “global” society we have become. We are realizing that we have to go back to a local mentality in order to build a stronger economy.

Buying local cuts down on energy costs, helps small businesses survive against the bigger conglomerates, and gives the consumer a stake in improving his or her own community. Otherwise explained, we are going “old school” by buying groceries the same way our grandparents did. I foresee companies taking a similar trend in their approach to recruiting and hiring talent.

Over the last few years, I’ve seen companies go on quests to use “big data” to automate hiring as much as possible in order to make the process a cost effective and simple transaction.  The hope is that if you use technology and other tools in the selection process, then hiring should be as easy as pushing a button. Take as much of the human interaction out of the equation as possible, and you should have a straightforward transaction sans differences of opinions that should result in a perfect hire.

Uncategorized

But For Using “But For,” You Would Have Collected Your Fee. So Don’t!



Placements and the law logo

The single biggest contingency fee collection defense is the so-called “but for” rule. Yet recruiters and their lawyers constantly use it as a legal rationale to get paid. When you start a fee collection with, “But for my referral . . .” it will likely end with, “. . . farewell five figure fee.”

Today, I’m going to explain why you should remove the words “but for” from any collection attempt.

Business, Viewpoint

It’s Not Easy Building the Perfect Recruitment Company, But Your Future Depends On It



Achievement cloud - free

Achievement cloud - freeA while ago, I wrote an article that was posted on ERE.net (“Why Recruiters Will Be at the Heart of Our Corporate Future”) trying to explain my concept of what of “good recruitment” was and why recruiters will therefore be at the very heart of our corporate future. I received a lot of great feedback on the post but also some negative comments about how employers and candidates felt after interacting with recruiters. There were also some strong feelings about the impending demise of our industry due to technology improvements and in house recruiting teams.

Consequently, I thought I could extend my opinion yet further to outline another opinion of the structure of “the perfect recruitment company” in today’s world and highlight how recruiters can learn and improve using technology, learn lessons from Silicon Valley and out-compete in house teams for high margin business.

There are five key common principals to the mind-set and success of Silicon Valley companies:

How-To, Sourcing

Sourcing and Recruiting in Asia? Try These Resources



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Editor’s Note: Originally developed and posted the sourcing audience on our sister SourceCon.com, it contains so much useful information for search companies who recruit in Asia-Pacific that we wanted to share it with the Fodyce audience.

Do you recruit and source in Asia? If so, you’re in luck. The Social Talent team has created a video which explains the top resources to help you find the right candidates in Asia.

Business, For Managers

Success Is In the Numbers. But Which Ones?



Dart board - free

Dart board - freeWe all have heard and most believe, “Knowing your numbers is critical in this business.” Also known as metrics, what are the most important metrics to follow? Tough question since all are important and all build upon each other. Without the desk-builder metrics of job order and candidate presentations there would be no sendouts, and without sendouts there would be no placements.

As a double bred numbers guy (CPA and banker) I have lived my life believing and analyzing numbers. After eight years as owner of an executive search firm — $8,570,487 in collections, 300,982 attempted calls, 33,523 SMP connects, 1,640 first time sendouts, 313 placements, and more falloffs than I want to remember — I am now more than ever convinced the numbers in our business never lie.