Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Business

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.

Business, Technology

Old Technology Is Costing You Real Money In Lost Productivity



Cloud-Computing

There’s a word in the recruiting and staffing industry that nobody likes. No one wants to think about it, no one likes to talk about it, and no one really knows a good way to deal with it: downtime.

Agency downtime is one of the biggest money-wasters in an organization; it’s those few seconds or minutes lost between tasks — the time it takes your computer to boot when the system crashes, and the time spent running the same candidate search week after week. It might not sound like much, but seconds turn into minutes, which turn into hours that can quickly add up, especially across larger organizations where it’s a pervasive problem instead of being limited to just one area or division of the company.

Ask Barb, For Managers

Managers Must Teach Fishing



Ask Barb

Dear Barb:

I’m managing a team of five recruiters, but I’m still responsible for my own production. Most of my day is spent answering questions, making matches and hand-holding my recruiters. I can’t stop helping them because without my help we would not hit goals.

My owner only cares that goals are reached, but I don’t know how much longer I can carry the office or work the hours I’m working. I like the override I’m getting paid, but I could actually make more money if I only focused on my production.

Should I walk away from being a manager?

Joe D.
Topeka, KS