Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Ask Barb, Motivation

Need More Balance? Discuss it With the Boss



Ask Barb

Dear Barb:

I’ve been a big biller for most of my career. I just returned from maternity leave and I find I don’t want to put in the effort or hours it takes to become a top producer. I tried to explain this to my manager, but he is convinced I’m just sleep-deprived and will return to being his #1 producer this year. It’s not going to happen, my priorities have changed and my husband earns great money, so I don’t need to earn what I’ve earned in the past.

I don’t want to quit, but I’d rather work for someone who is not pressuring me on a daily basis to produce numbers I feel are unreasonable considering I have a four-month-old daughter. My co-workers even feel my manager is out of line. I know you were a single mom and would really value your advice.

Judy C.
New York, NY
Industry News

Updated LI Terms: Content Is Yours and Don’t Spam



LinkedIn logo

LinkedIn logoFor most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.

The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later.

For recruiters who use LinkedIn mostly or exclusively for sourcing, the impact of the updated TOS is minimal. The most significant addition is one that limits the use of information in member profiles. It bans sharing or disclosing “information of others without their express consent.” That’s a restriction that doesn’t apply to Talent Solutions customers, but it does to others. A recruiter who captures information from a public profile could, technically, be found in violation of the TOS, however policing such a casual use is practically impossible. More likely, the provision is there to backstop the prohibition against the wholesale downloading or scraping of member information, as was the case with HiringSolved.

Staffing

The Cream of the Crop Is Choosing to Work Contract



Randstad contract manager graphic

Randstad contract manager graphicThere is a common misconception that contract workers are lower-level or not the “cream of the crop.” This misconception stems from the picture many people have in their minds of the clerical or blue collar temps of the past who mostly took temporary work when they couldn’t find a traditional job.

But today’s contractors can be found in nearly every industry and in positions up to and including the C-suite. Companies can truly find cream of the crop contract candidates, particularly in the technical, professional, and healthcare arenas. For many candidates, contract staffing is no longer a last resort or simply a path to direct employment, it is a chosen lifestyle.

Fees, Jeff's On Call!

Why Adam & Eve Won’t Get the Fee (and Neither Will You)



ask-jeff4

Hello Jeff,

As an avid follower of yours, I’m constantly learning the do’s and don’ts of executive search. Thank you for this vital information!

I can’t imagine this is the first question of this kind. But if anyone can help me, it’s you.

My client engaged me in an a VP contingency search for which I introduced a VP from a similar business. It took much convincing to ignite the interest of this candidate and my client was very pleased with the introduction. They interviewed my candidate and formed quite a quick bond — several meetings later, the VP candidate received a verbal offer. After much contemplation, the candidate felt she was not ready to leave her employer for a vertical move and she declined the position.

Here’s where it gets dicey: in lieu of accepting the job offer, my candidate offered up a referral — one of her subordinates who she felt was ready to advance into a VP role. So, in essence the VP candidate who I sent to my client, in turn directly referred a candidate to my client who they ultimately hired.

Business, Business Development

The Flexible Workforce: A Trend You Can Build On



Working women concept art

The head of human resources prefaces a workforce strategy presentation by saying her program idea will lead to more focused work performed by employees; raise employee job satisfaction and retention; boost company morale and loyalty; reduce employee stress and sick days; keep business going during major weather events – and save the organization money in the process. Is there really such a silver bullet?

In terms of company profitability and employee satisfaction, absolutely.

Flexible staffing, which gives employees more control over when, where and how long they work through options like flextime, compressed work weeks, telecommuting and job sharing, is all it’s cracked up to be. It is a crucial workforce strategy when it comes to retaining mid- to executive-level professionals.

As you have likely seen and heard, flexible work options are gaining traction and acceptance in many industries, at all levels and careers.

When we think of part-time work, which in the professional world can take on many meanings (job sharing, project-based or highly specialized work), we too often equate it with working a shift at a factory or fast-food restaurant. Because historically, that is what a part-time position was. But we have evolved past that – so very far past.

For Managers

A Recruiter Job Posting Like No Other



tim sackett project

Okay, I’m adding a recruiter to my team. At hru-tech.com we do mostly engineering and IT contract recruiting, some direct placement recruiting and some project RPO work for clients around the country.

I would put my team up against anyone. They’re that good, and most are home grown! That’s right, the majority of our staff came in entry level and we smacked off that new car smell as fast as bag of Taco Bell that’s been sitting in your back seat for three weeks in the summer.

I started looking around and getting the word out a couple days ago. You would think it would be easy. I don’t really ask for a lot, but I sure know it when I ‘hear’ it! Recruiting is a pretty good gig. It’s transferable. I’ve worked in five different states, four different industries, and my recruiting skills I can take with me anywhere. It’s the one thing I can guarantee you, if you come work for me. You’ll always be able to find a job and make money. Every economy needs good recruiters.

Industry News

Fed Says Demand for Staffing Services Increasing



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Reports from the Federal Reserve say shortages of skilled workers in a variety of  trades are showing up here and there across the U.S., putting pressure on employers including staffing firms to raise wages.

In the latest edition of the “Beige Book,” the Fed said employment was growing at about the same rate it has for the last few months, a rate it previously described as “modest.” Staffing services, however, were particularly singled out as a growth area.

Said the Fed in the report out Wednesday, “Staffing services increased in many Districts, including New York, Philadelphia, Cleveland, Richmond, Chicago, and Dallas. Philadelphia indicated that staffing requests increased for both temporary and permanent positions.”

Business, Technology

Old Technology Is Costing You Real Money In Lost Productivity



Cloud-Computing

There’s a word in the recruiting and staffing industry that nobody likes. No one wants to think about it, no one likes to talk about it, and no one really knows a good way to deal with it: downtime.

Agency downtime is one of the biggest money-wasters in an organization; it’s those few seconds or minutes lost between tasks — the time it takes your computer to boot when the system crashes, and the time spent running the same candidate search week after week. It might not sound like much, but seconds turn into minutes, which turn into hours that can quickly add up, especially across larger organizations where it’s a pervasive problem instead of being limited to just one area or division of the company.

Ask Barb, The Business of Recruiting

How Long Do I Wait For First Production?



Ask Barb

Dear Barb:

How long do you give a new recruiter, before you realize you may have made a bad hiring decision? My new recruiter has had no production going on five months, but he seems to be close to closing his first deal. I hate to lose the money I’ve invested so far in his compensation and training. How much longer should I ride this out?

Barry N.
Fort Lauderdale, FL
Industry News

Is Google Switch to W2 Security Guards the Start of a Trend?



Google logo

Only days after Google announced it would stop using outside security contractors in favor of hiring its own force, the move is already being described as the possible start of a trend.

The Wall Street Journal said what Google does “can be influential.” A Forbes report said “Should the move turn into a Silicon Valley trend, it could be the beginning of significantly improving the fortunes of thousands of people in the service industries.”

Pressure has been building for a few years to improve pay and benefits for the thousands of Silicon Valley contractors who provide security, prepare and serve meals, clean offices and handle other non-tech services.  Now, Google’s decision to hire some 200 security guards as employees, rather than continue contracting with a security staffing firm, is likely to encourage renewed efforts by unions in the pro-labor San Francisco Bay Area.