If you search the app stores, you’ll find hundreds of them for finding jobs, but very few for finding candidates. I recently embarked on a search of iTunes to look for apps specifically created for recruiters. I excluded things like time and attendance apps of which there seems to be plenty, and concentrated on ones related to sourcing and candidate identification.
Jeff I really enjoy your column and I am learning a great deal about the in?s and out?s of the recruiting world. You are an invaluable asset for me!
Here is my situation: a recruiter sent a candidate’s resume to my client back in December. My client did not move on her (this was 2 1/2-3 months ago). She subsequently took another job. I called her not knowing that she had already been presented to my client . She is willing to talk about leaving the job she has only been at for a couple of months, and my client is now interested in talking to her. She did not interview with my client back when the other recruiter presented her, and she would not be talking with my client but for my efforts in tracking her down and convincing her to leave her current job.
Q: Does the fact that she took this other job in the interim negate the first recruiter’s claim?
Q: Is the fact that I dug her out of the existing company and represented her and set up the first interview make me the recruiter who deserves the fee? Before you answer, know that I am sure the other recruiter surely has a one year claim on her in his contract.
As a vice president running a growing manufacturing company, it’s not uncommon to have two or three staffing agencies stop by my office on a daily basis and perhaps one or two annoy the heck out of me by trying to slip in the back door with a cold call or lame generic email. I think our current record in one day is somewhere between six and eight.
Fortunately, I have a wonderfully patient receptionist to smile and take their information, occasionally blocking and tackling for me when I walk through the lobby and one of them is trying to throw cookies, brownies, or, worse, one of their company notepads at me.
After 22+ years in manufacturing, working with dozens of staffing agencies and hiring thousands of temps, I’ve outgrown the cookies wrapped up in a cute smile approach.
You probably don’t realize it, but you’re directly liable for equalizing the pay of a candidate hired by a client. It’s like having someone on your payroll for months (or years) without knowing it and without benefiting from it. You owe “back pay” — all the way back to the start date. You can even owe it if the job was vacant and a former employee of the opposite sex earned more.
The federal Equal Pay Act (29 USC 206(d)) is enforced by the Equal Employment Opportunity Commission. It directly prohibits a recruiter and employer from discriminating within any “establishment” (workplace) between:
After collecting in excess of $8 million over the last 6 years, I’m happy to say I have only had to go to court once in a collection proceeding. We won with a jury trial that lasted over four days.
When I was a bank president I went through many collection activities. In fact, at one point I had to go through the collection of a $5 million indirect car loan portfolio. This was due to a rogue lender, which resulted in hundreds of repossessed vehicles. Collections are a necessary evil in all industries. Here are some ideas that I have applied to the search business.
With growing confidence in the future of the economy, more American manufacturers plan on hiring in the next year than at any time in the last five. The 58% of industrial employers who say they expect to add workers is also the second highest percentage of the last 10 years.
The only thing standing in the way of some of the nation’s largest manufacturers from hiring the workers is finding those with the skills they need. Among the usual worries about taxes, government regulation, and foreign competition, one-in-five industrial manufacturers see the lack of qualified workers as a barrier to their growth.
What they need most, the manufacturers said in a survey by the accounting and business consulting giant PwC, are middle managers (said 70%) and skilled labor (67%). This need, and the expansion plans, will mean growth for search firms both in the manufacturing sector and those who recruit for specific occupations.
One of the best ways to insure that you can disarm the potential damaging effects of a placed candidate accepting a counteroffer is to form an alliance with your client. This alliance helps deal with the three major emotions experienced by most candidates before, during, and after their decision:
- Fear of change.
- Uncertainty about the future.
- Doubt regarding their decision.
Recently, I discussed a counteroffer prevention strategy. As stated in that article, together with your candidate, you must develop a clear picture of their true reasons for changing positions.
I worked a desk. So I know the temptation to go above, around or through a human resourcer. I was one of those too, so I know the ways they deal with a recruiter who does.
Almost no effort is required to sabotage a contingency-fee placement when you’re in an HR office. Job requisitions, fee schedules and hiring sources must be approved by someone. Checking references, determining starting salaries and extending offers must be done by someone. These and over 20 other hiring functions (from pre-employment physicals to relocation) invariably end up with the “gatekeepers” that you disregard, resent, and insult. This makes sabotaging a contingency-fee placement so simple that it can be accomplished without doing anything!
This report is devoted to making placements. If that means going above, around or through a personnel manager, so be it.
Just be sure you know how to do it right. Here’s how.
Editor’s note: My colleague, Jeremy Roberts, editor of SourceCon.com, recently discussed how to find business email addresses. A shortened version of his article is presented here.
I am sharing a list of resources and techniques that will help you find business email addresses.
There are numerous definitions for the term “back channels” if you were to look this up on the internet. A back channel can be as simple as students or conference attendees using IRC or instant chat to discuss a lecture among themselves. The lecture or talk is the “front channel” (formal presentation) while the chatter being the back channel.
A back channel can also be attendees of a webinar or conference posting comments to each other as the speaker is presenting.
Taking a publicly posted commentary on Facebook, and continuing the dialogue on instant messaging (Facebook messaging) can be another back channel. I’d venture to guess there’s more dialogue going on via private messaging than there is in the visible status update sections as behind-the-scenes people are willing to divulge their opinions more openly and discuss topics of a sensitive nature.
As a result the conversations are often livelier and more informative in the back channels than they are in the formal mode. The military and federal government state departments use back channels for obtaining tips from informants.