Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


How-To

Case Study: How Impact Personnel Went From Outdated to Mobile Friendly



Impact Personnel new website

When we approached Impact Personnel in Connecticut about redesigning their site for mobile it was in desperate need of a refresh. It had become static and outdated. So we set a plan in motion and got them back online in a few weeks with a site that fits any screen on any device.

Here’s how we did it.

The ChallengeImpact personnel

Turn ImpactPersonel.com into a modern website that represented the firm’s personality while optimizing all pages for mobile screens.

Marketing

Branding: The Way to Get the Best Talent to Take Notice



branding-free-stuartmiles

branding-free-stuartmilesThe race for talent continues unabated. There’s a trend that’s shaping up to be the key to attracting talented performers from your rivals – branding.

Here’s why:

Talent is passive: The high achievers are passive, that’s to say, they aren’t seeking alternative employment but if they spot an opportunity or are approached by a headhunter, they will consider their options. Their key priority is to remain ahead of their game with a company whose ambitions

Ask Barb

When Should I Check References?



Ask Barb

Dear Barb:

When do you think references should be checked? I don’t see the need to do them until I have a pending offer, but my manager is pressing us to conduct them much sooner. I would be interested in your take on this topic and plan to share your advice with my manager.

Howard S., Grand Rapids, MI

Dear Howard:

I think it’s wise to check references, the minute you know this is a

Industry News

BountyJobs’ Agency Upgrade Gives Niche Firms New Tools



Bounty Jobs refresh

Bounty Jobs refreshAlmost a decade after its launch, BountyJobs has became a leading broker of executive search job orders, handling nearly $60 million worth of fees last year and earning recruiters an average of $22,113 for every placement.

Yet, even after signing up some 50,000 recruiters, BountyJobs still evokes strong feelings within the industry. The biggest objections today are pretty much the same as they were back in 2006: the BountyJobs marketplace turns job searches into a commodity business cheapening fees and minimizing the importance of the agency-client relationship.

However, fee percentages haven’t been much affected, hovering just above 20%, according to BountyJobs data. And the requirement that agencies work only within the marketplace with client developed there hasn’t been much of a deterrent. In fact, so popular has the site become with agencies that BountyJobs is limiting the number and niche of newcomers.

Jeff's On Call!

You Can’t ‘Steal’ An Employee Who Doesn’t Want to Go



ask-jeff3

Hello Jeff -

I enjoy reading your columns. I experienced an incident on which I’d value your opinion.

I submitted a candidate (blind profile) to the recruiting manager of an AmLaw100 firm. A few hours later, I get a phone call from her. She asks  me, “Are you working for us or against us? I know that you sent an email to one of our associates recently (trying to entice them away).”

Now I feel that she won’t consider my candidate, mostly out of spite. Here are the facts:

Business, For Managers

Four Ways to Quickly Lose A Client



Courting-David Castillo Dominici-free

Courting-David Castillo Dominici-freeIf there’s anything that’s close to certain about our industry, it’s the fact that clients aren’t easy to get. Like that pretty girl you’d like to date except that she’s always surrounded by guys vying for her attention, clients, especially good ones (and we all know who the good ones are, don’t we?), don’t have to take the first bumbling, average-looking suitor who comes along offering some flowers, a Netflix movie on her Dad’s couch, and maybe a take-out dinner from Subway (Dutch, of course).

No, they can hold out for oh so much more – and they do. They hold their ‘Bachelorette’-like contest until they get what they feel is the best of the best – the best rates, the best reputation, the best service, and the best employee pool. Finally, one lucky agency lands the client of their dreams and they walk off, hand in hand, into the sunset of eternal happiness together… right?

Not always.

Yes, it would stand to reason that, once a staffing agency has jumped through all the hoops it takes to finally land a solid client, they would do whatever it takes to keep that client. Fortunately for all the other agencies/suitors out there, that isn’t always the case.

Industry News

Recruiting APAC Workers Expected to be Harder This Year



Recruitment activity level MRIC 2015 report

Recruitment activity level MRIC 2015 reportProfessionals in greater China and Singapore are being aggressively recruited, but fewer are willing to make a change as optimism about the economic and financial outlook wanes.

The 2015 edition of MRIC’s Talent Report: Greater China & Singapore  says there’s a regional trend toward more stability in the labor market as mid- and senior-level managers and professionals turn more cautious about changing jobs or relocating. (The MRIC report, in partnership with market research firm Ipsos, is based on more than 4,500 surveys.)

Ask Barb, The Business of Recruiting

You Can’t Motivate the Unwilling



Ask Barb

Dear Barb:

How can I motivate my sales team to produce more? I know they could all do much better, but they seem to be satisfied with average production. They look to me for motivation which I find very frustrating. Shouldn’t they motivate themselves?

Sharon M., St. Louis, MO

Dear Sharon:

You can’t motivate another person especially if they choose not to be motivated. What you can do is identify what is most important to the individuals you employ. If your sales team understands the WIIFM (What’s In It For Me), they will motivate themselves. People do things for their own reasons, not yours.

Uncategorized

Employers Relying More On Agencies to Fill Their Toughest Jobs



recruiter illustration

Wanted agency hiring demandTo fill their toughest healthcare and tech jobs, the nation’s employers are increasingly turning to staffing firms for help.

Research firm WANTED Technologies says employers are most likely to hire a search firm to find registered nurses, application software developers, and web developers. Based on Wanted’s analysis of online job postings, demand for RNs increased by 25% in a year. For web developers, demand rose 42% and for software developers it increased a whopping 73%.

Industry News

Time to Fill Now Up to 26 Days and Rising



Dice vacancy chart 2011-3.2015

With the economy adding jobs at the fastest clip since the depression began eight years, it’s taking longer and longer to fill vacancies. In January, the national average was almost 26 working days, an increase of 3.5 days in the 12 months from the previous January.

The Dice-DFH Mean Vacancy Duration Measure, a sophisticated measure of how long it’s taking employers to fill jobs, came in at 25.7 working days. That’s just off from the 15 year high of 26.5 days recorded for last August.

“U.S. labor markets continue to tighten, albeit at a modest pace,” said Dr. Steven Davis, William H. Abbott Professor of International Business and Economics at the University of Chicago Booth School of Business, and co-creator of the vacancy measure. “Evidence of labor market tightening is seen in rising vacancy durations and declining unemployment rates.”