Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Business

For Managers

Get Rid of These 10 Undercover Time-Wasting Over-Workers



Placements and the law logo

Recruiters are always wondering how we’re able to respond so quickly on a national basis. Believe it or not, we work regular hours. I learned the techniques when I was managing a recruiting office.

You can too, if you:

  • Understand where your non-productive time is spent and;
  • Overhaul your procedures.

All the time-management seminars, workshops, books, calendars, timers, alarms, buzzers and electronic voices in the world won’t help you. They’re just pea-shooters in the war against time. Your problem isn’t on the battlefield, it’s in the war room — right there in your office.

Here are the 10 biggest undercover over-workers:

Business Development, Industry News

Jobs Follow Angel Investments



Venture capital investments

Venture capital investmentsSearch firms looking for growth markets might take a look at where angel investors are betting their money. In the first half of the year, over half the new investments went to three sectors: software, healthcare and retail.

Two of those three are among the most competitive when it comes to hiring. Especially for tech startups, the competition for talent is not just against other like-sized firms, but against giants like Apple and Microsoft and Google.

In a post more than two years ago discussing how to recruit for startups, Robert Woo said, “If a stellar developer even comes within the vicinity of the office, he/she will be snatched up faster than an intern can be stuffed in the server room to make space.”

According to the Center for Venture Research at the University of New Hampshire, software got the largest share of investments with 37% of total angel investments in the first half of this year. Healthcare services/medical devices and equipment and retail each got 10% of the total investment dollars. Biotech was close behind with 9% of the total. IT services and Industrial/Energy got 7% each to round out the Center’s list of the top 6 largest sectors. Smaller percentages went to a variety of other startups and young firms in other sectors.
For Managers, How-To, The Business of Recruiting

Here’s How to Plan Your ‘Grand Vision’ For 2015



Target Plan

Year-end is a great time. We get to reflect over what we have accomplished and what we have yet to do. We get to celebrate what we did right and we get to write off our failures as part of the past. And we get to redirect our efforts in a new campaign. It’s a cleansing of sort and if done properly will provide energy and direction going into the New Year.

When I look at year end planning, I believe it begins with the overall Vision Statement. This Vision Statement should describe the “grand, overall” destination of where you want to be. I learned from the great Mike Gionta, that a good Vision Statement is a one-page statement that tells a story as if it had already happened. Basically, write a one page statement as if you were 5, 10, 20 years in the future describing what your life has accomplished. Revisit this statement annually and modify it as you deem appropriate.

With the Vision Statement in place there are certain “Big Bucket” plans that will need to be addressed. They all must work together to support the Vision Statement and the execution of these plans will allow your Vision to become reality. The Big Bucket items that I believe fit our industry are:

Ask Barb, For Managers

Forget Control. Think Rapport



Ask Barb

Dear Barb:

I’ve owned my business for over 25 years and have always been successful at developing client and candidate control. That has not been the case recently. Our candidates and clients are changing their minds more than ever before. It’s become impossible to control their actions.

Sylia D.
San Jose, CA

Dear Sylia:

I have never believed that we can control clients or candidates. What is effective is your ability to develop rapport based on trust. Technology and the availability of information and networking has made it easier for our candidates to find other opportunities and our clients to identify other resources.

Business, Jeff's On Call!

What You Need to Know About Selling Your Placement Business Through A Broker



Placements and the law logo

Some days it seems that everyone in the placement business is looking for ways to leave it. When you’re one of them, you’ll need to know about that mysterious person called a “business broker.” He or she can really help.

Here are the eight questions we’re most asked about business brokers, and the answers we give:

1. What is a business broker?

The obvious answer is that it’s someone who introduces a prospective buyer of a business to a seller, and arranges a sale of the business for a fee. However, the real answers are:

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?

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
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:

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.