Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession

Ask Barb

How a Follow-Up Call Earned $30,000

Ask Barb
Note: Jeff Allen wrote about a new service called Fee Catcher that will track your sendouts and notify you if and when they are hired by your client. Read his article “Here’s How To Get Fees You Didn’t Expect” to learn more.

Dear Barb:

I heard you speak not long ago and loved your straightforward approach to our business. I’ve already made my money back by using your sendout hot sheet, and calling clients where we had sent our candidates.

Last week we surfaced two placements made behind our back, which totaled over $30,000 in fees. We contacted the hiring authorities, and in both instances verified information and sent an invoice. I could not remember the time frame for the second contact you suggested. Your wrap up session at CSP was the best session of the conference and showed me exactly what to do when I returned to my office.

Jim,  Southern California.


6 Issues That WIll Impact Staffing in 2015

Workers cheering - freedigital

Contract staffing had quite a year. The “temporary help services sector” added jobs and broke records month after month in 2014. This growth continues even now that direct hiring has finally bounced back from the recession.

So what does 2015 hold for contract staffing? Happily, we are expecting even more growth. Here are the anticipated contract staffing trends for 2015:

1. Continued adoption of blended workforce models 

One of the biggest trends we have observed is the transition from a traditional, direct hire workforce to a blended workforce model that incorporates both direct hires and contractors.

Industry News, Staffing

Forecast: Staffing Jobs to Grow By 135k This Quarter

Palmer 2015

Palmer 2015Industry consultant G.Palmer & Associates has a bold, and aggressive  forecast for the staffing industry: temp help in this first quarter will surge by 10.5%.

“Our forecast for the 2015 first quarter follows recent trends demonstrating growth and indicating another increase in demand for temporary workers, marking the 20th consecutive quarter of year-over-year increases,” said Greg Palmer, founder and managing director of of the staffing industry consultancy.

The predicted year-over-year growth is a big percentage, even for as fast a growing jobs sector as staffing. But it’s not the first big forecast the Newport Beach, Calif. firm has made. In 2010 Palmer predicted demand for temp workers would increase 20.9% in the last quarter of the year. The prediction was off, but only some. Temp growth that quarter grew 19.2%.

Jeff's On Call!

Have More JOs Than You Can Fill? Hire A Freelancer. Here’s How

Placements and the law logo

Let’s face it. You can’t accept every search. You can’t search and supervise at the same time either. And you certainly can’t afford to have search specialists on your payroll, hoping the right job order comes along. Placement doesn’t work like that.

The result is that you take more JO’s than you can bill — “backup JO’s” just in case you find someone. But you don’t. Some other recruiter does.

Enter the freelancer — a “consultant’s consultant” who does “brokered” searches on a project (one-time) basis.

Freelancers are low-overhead, low-profile recruiters who usually work out of their homes. They don’t market their services to employers, and don’t solicit job orders. Instead, they depend on visible brokers like you to refer search business. This allows them the flexibility to recruit on their own schedule. In fact, many are employed management and technical types who moonlight after hours.


Get Ready to Rock the Boat With Me

Rob McIntosh

Dear Colleagues,

Allow me to introduce myself. My name is Rob McIntosh, and I am the new Chief Analyst with ERE Media (which includes ERE.net, SourceCon, TLNT, and The Fordyce Letter).

I have been a sourcing and recruiting leader for more than 18 years (covering 30+ countries), most recently as head of talent acquisition with McKesson.

Some of you might be scratching your head wondering, “Why would a guy trade corporate life with the likes of McKesson, Avanade, Deloitte, and Microsoft to join ERE Media as its Chief Analyst?” Quite simply, I wanted

How-To, The Business of Recruiting

3 Questions to Ask Before You Begin A Search


Recruiting is an interesting job, and can be very difficult if you’re flying blind. It’s incredibly important to know what’s going on inside the minds of both your candidate, and your hiring manager.

Here are three things every recruiter should find out when working with a hiring manager:

1. What is the hiring manager’s vision for this position?

There are generally two types of roles – roles that are expected to elevate, reach for the sky, and be strategic, big-picture thinkers; and roles that are expected to dive deep, buckle down, and get the details of execution done. Naturally, most roles require both of these elements to be successful, but some roles will focus more on one than the other. It’s important to identify what the hiring manager is looking for and expecting (whether you find out or not), and then recruit for top talent based on that understanding.


Verifying Employment Is Not Just A Good Idea


bigstock-Employee-Reference-Check-Form-How often to job applicants lie in their resumes or job applications? While there’s no solid figure, every recruiter has discovered resume embellishments, fudging and outright fabrications.

The economy may be improving, but the job market is still tough and competitive, and many applicants are simply desperate to find employment or anxious to switch jobs. This desperation leads to fibbing on applications, resumes, and even in interviews, which is why you should never send out a candidate before conducting an employment history verification check. In fact, these checks are often easier to run than traditional pre-employment criminal history checks, but can sometimes tell you just as much about the person.

Ask Barb

The Magic Question That Can Prevent a Falloff or Turndown

Ask Barb

Dear Barb:

We have deals blowing up more now than ever before. Our IT candidates know they are in demand and constantly change their minds, disappear, and turn down offers. Our clients don’t want to hear our excuses when we explain we have no control over what our candidates ultimately decide to do or not to do. How do we make our clients realize they need to be more realistic with their expectations, and also have to realize we’re dealing with people who often change their mind? We’re not miracle workers, we’re recruiters.

Stephen Z., Dallas, TX

Dear Stephen:

You can’t make your clients lower their expectations. They will never be


Recruiting In Japan: Ask Your Client These 6 Questions

Japan - Vichaya Kiatying-Angsulee - Free

The changing face of recruitment is a global issue, yet international recruitment is presented with the added challenge of cultural nuances and labor regulations that are country-specific.

When a client seeks to enter a new market, in the case of this article, in Japan, the role of a top recruiter is not only to provide recruiting-related candidate information and evaluation, but also advice about the market to determine the feasibility of a future business.

When you consider recruitment in Japan, new market entrants, regardless of industry sector, can benefit greatly by asking them the following six questions to determine if they are taking the right approach to the Japanese market.

Jeff's On Call!

Avoid the Fight and Get Your Fee When You Reorder Your Sendout Process


Hi Jeff,

You are such a great help to us in figuring out what to do! Thank you for sharing your wisdom and experience.

I just placed a candidate with a large software company. I sent my standard placement agreement (25% fee) to HR but they did not sign it.

The HR person told me that we would get something processed if the candidate proceeded into the interview process.

The candidate then proceeded all the way through the process (in spite of HR stalling the paperwork), and just accepted the company’s offer of a base salary of $160k (plus another $40k in bonuses). At our standard fee of 25% of first year salary, it would be $50k.