Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Marketing

A Job Seeker’s ‘Bill of Rights’



jobseeker bill of rights-Wunderland

jobseeker bill of rights-WunderlandSix year old Wunderland Group says too often job seekers don’t have a clear understanding of what a recruiter “can and should do for them.” To help them, the Chicago-based staffing firm created what it calls “The Job Seeker’s Bill of Rights.”

In a fashion worthy of the creative agencies for which it sources and places direct hires, and temp and contract workers, Wunderland designed an infographic detailing 11 rights. Among them are the rights to:

Industry News

LinkedIn Revenue Up. Rate Increase Coming



Job board rev q3 2014

Job board rev q3 2014The LinkedIn revenue juggernaut rolled on over the summer, growing by 45%, with recruitment accounting for the largest share of the $568 million the company brought in from July through the end of September.

Reporting its 3rd quarter financial results after the U.S. markets closed this afternoon, LinkedIn said it earned 52 cents a share after excluding stock-based compensation. The consensus of Wall Street analysts was the adjusted earnings would be 39 cents a share. LinkedIn also beat their $557.49 million revenue forecast.

Taking into account the cost of the shares it gives employees as part of their compensation, LinkedIn lost $4.3 million, almost a million more than it reported in the 3rd quarter 2013.

Business, The Business of Recruiting

The Value of a Retained Search Begins With the Job Description



Quality value

A while back, I read a post on ERE.net on writing a great job description. ERE’s site is geared toward corporate recruiters, many of whom are young and inexperienced, with little or no agency experience. The article made me think about the overall problem with job descriptions and how they’re typically handled in both the agency and corporate world.

In the agency world, the client provides the job description. But who actually writes it? Is it the hiring manager, HR, internal recruiter, or some combination of these three? Whose thoughts were used in writing the document? Is a guideline being followed? How do they even know that what they’re looking for is what they need to be looking for, or if the candidate they’re looking to hire will even have interest in working for them?

In the end, are agency recruiters really just order fillers or takers?

Sourcing

Americas Sourcers Not As Savvy As the Rest of the World



Sourcing response rates global survey

Sourcing response rates global surveyDespite inventing the job of sourcer, professionals in the U.S. are less technically skilled at it than their counterparts in the rest of the world.

They are more reliant on paid LinkedIn accounts and InMail introductions than are sourcers elsewhere, yet they are ahead in using Google+, Twitter, and especially Facebook, which is used by an average of 46% of American sourcers versus a global average of 37%.

And, regardless of region, sourcers who pick up the phone to reach candidates have a far better response rate than other contact methods.

At first glance, these findings from the Global Sourcing Survey produced by Alexander Mann and Social Talent would seem to suggest American

Ask Barb, For Managers

My Team Isn’t Producing. What Do I Do?



Ask Barb

Dear Barb:

I’m frustrated by the results this year. I know my sales team could produce more. How do you light a fire under people without having them walk out the door? They are never on the phone and seem to think sending emails and texting is just as effective. They also spend way too much time on social media sites, job boards, and searching our database rather than calling possible candidates to place.

I’m at my wits ends and really don’t know how to motivate my current team. There are times when I think I should fire everyone because I could make more money just producing by myself. How do you motivate your team?

Walter M.
Detroit, MI
Industry News

Staffing Index at Highest Point Since 2007



ASA Staffing Index 10.28.2014

ASA Staffing Index 10.28.2014Staffing activity has reached its highest point since the start of the Great Recession nearly seven years ago, and, if the trend continues, could set a new record before the end of the year.

The American Staffing Association’s Staffing Index now stands at 104.75, just shy of the record 105.28 set for the week ending December 9, 2007. The Index measures weekly changes in temporary and contract employment as reported by agencies invited to participate in the weekly survey.

Staffing industry employment increased 0.34% from the prior week, the ASA reported, and was 4.22% higher compared with the same week last year.

For Managers, Motivation

With A Performance Contract They Fire Themselves



Results-free

Results-freeFor managers, there is one thing worse than hiring the wrong person and that is to keep that individual employed with their agency long after the collective experience dictates they should be terminated. Yet, in almost every case, managers will admit they have difficulty with making termination decisions.

From my many years of experience in working with managers in hundreds of staffing firms on both a national and international basis, I have concluded that the primary reasons for this apparent lack of decisive action include one or more of the following:

Fees, Jeff's On Call!

Collecting When the Candidate Says “No Charge”



Jeff Allen COllection Tip

Editor’s note: Jeff Allen has heard every employer excuse you can imagine for not paying up — and dozens more that defy imagination. A few years ago he began documenting them in a weekly collections column. Because of the importance of collections, Fordyce will periodically reprise the most common situations he addressed. The complete collection is here.

What Client Says:

The candidate said you wouldn’t charge anything.

How Client Pays:

This is one of those naive “defenses” only a foolish fee-fighter would allege.

Technology

Is It Time to Ditch the Phone Interview?



Video interviewing

In the 1870s, we were first able to transmit speech electronically, thanks to Alexander Graham Bell and Elisha Gray. Before then, we relied on hand-delivered messages and in-person communication, much like companies do in the hiring process with in-person interviews.

Today, the phone is the most convenient way to reach someone from virtually anywhere, with more than 67% of mobile subscribers in the U.S. owning smartphones.

Your phone is probably sitting within reach right now. The phone has become so commonplace, especially since going mobile, that it’s rare to find someone without a phone nearby most of the time.

Motivation, Viewpoint

Corporate or Agency: Which Is the Right Career Choice For You



Choices

Choices“Agency recruiting gets in your blood and it’s tough to shake.”  I’d heard that phrase many times — and it’s true. I went from recruiting at a large agency, to a large corporate company, and now back again to the agency world, working for a specialized recruitment firm. From my experience in both corporate and agency recruiting, I’ve gained some helpful insight on the pros and cons of each, as well as the questions you’d want to ask yourself if you’re considering either. Let’s get started!

Agency Recruiting

Prior to transitioning to the corporate world, I had only known the agency side of recruiting. What did I like about it? I loved the fast-paced nature, as well as the ability to choose your clients and manage relationships. I liked the compensation upside and pay-for-performance culture. It was clear that you were making a positive, significant impact on people’s lives.