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.
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.
Kmart’s decision to open its doors at 6 a.m. on Thanksgiving Day sent shockwaves throughout the nation. Though bargain-seekers were thrilled, many are questioning the retail chain’s decision. In recent years, such “Thanksgiving creep” has inspired multiple protests from employees, with one petition calling it “inhumane and inconsiderate.”
And unfortunately, this problem doesn’t just exist in retail establishments around the holidays. Across all job types and industries, Americans are working more than ever.
According to a 2011 Workforce Management study, since the great recession, 55% of employees have seen their workload increase, and 27% say it’s doubled. The constant pressure to do more with less, coupled with the belief that being busy means we’re important, is creating an unsustainable pattern.
I’ve been placing office support for over 20 years. My margins and fees are lower than they were five years ago and I’ve seen my niche reduce over the past five years. Law firms used to have one legal secretary for every two attorneys, and now they support five or six attorneys. I feel like I should open a new niche, but all my contacts, database and expertise is in office support. Can you suggest a niche that will grow over the next 10 years?
New York, NY
I spoke at an employment conference that was attended by some of the top Fortune 500 companies from across the globe. Job growth was obviously a hot topic and most experts and economists were in agreement that 75% of job growth by the year 2015
I have a top producer in my office who has worked for me for over 10 years and she represents 37% of our revenue. She is causing major problems in my office. She comes in late, sets her own rules and has even brought other employees to tears. I can’t afford to lose her, but I dread coming in to my own office every day. I know I’m going to lose other employees if I don’t manage her, but I don’t know where to start. I would appreciate any advice you could provide.
I think most owners reading this have probably had a similar experience – myself
If you receive job orders outside of your specialty should you even bother taking them? How about going after them proactively?
The answer is a resounding “No.” Data that my company, Scout, analyzed from more than 333,000 candidate submissions over a 12 month period shows that 91% of all jobs filled by third party recruiters are filled by specialty recruiters.
Unless you’re in the lucky 9%, you should forget about orders outside your specialization. You’ll spend valuable time learning new industries and jargon, sourcing new talent, and probably presenting candidates that aren’t a great fit, potentially damaging client relationships.
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.
In any business, the key to rising above the competition is to differentiate yourself. Recruiting is no different. You have to show clients why your firm is the clear choice among a seemingly endless sea of recruiters.
One of the best ways to do that is to position yourself as a business partner who can solve all of your clients’ staffing needs. To do that, you must be able to offer contract staffing in addition to direct/perm hires.
This has never been more important than right now. Even though the recession has been over for almost four years, employers are still reluctant to commit to direct hires. There are a number of reasons for this, but they can be summed up with two words: Cost and Uncertainty.
All steps of the sales process are important; from identifying prospects to closing deals. However, most businesses spend lots of time refining and managing the latter stages (closing, etc.), but put limited thought into earlier stages (lead generation). Since lead generation fuels all other sales stages, a thoughtful approach to the function can have a huge impact on a company’s ability to sell.
Who is responsible for lead generation in your agency or firm?
Everyone that follows football knows that in addition to a star quarterback or high-priced offensive lineman, every team also has a punter. From high school to college to the NFL, every roster carries a punter on it.
There isn’t a football coach out there that WANTS to punt. Rarely will you see a team get excited to punt the ball away and give it to their opponent. The punter will sit on the sideline for the majority of the game. They rarely take any big hits and in some situations they are not called upon to play at all. Yet, when it’s 4th and long, here comes the punter off the bench. Because of this, they make all-star games or pro bowls, they make millions of dollars annually, and they get to live the life of a professional football player.