Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


How-To

How-To

5 Tips For Managing A Hiring Manager’s Candidate Dreams



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praying hiring manager-123RFI’d like to live on Lake Washington: 5 bedroom house, 3 bathrooms, a pool, chef’s kitchen, and sport court. The purchase price must be less than $200,000 and it can’t be a fixer upper.

Anyone from the surrounding Seattle area knows you can’t live on Lake Washington for $200,000 without an extreme fixer upper.

So what happens next? Do I search for the “perfect” house only to be let down time and again when my offers are rejected? As silly as this may seem to savvy home buyers, this is a strategy used in recruiting and it can hamstring hiring managers.

How-To

Now Is a Good Time to Remind Your Candidates About Updating Their Resume



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ResumeThis is a perfect time of year to reach out to your candidates and remind them to update their resumes. It is an excuse for you to connect and keep your name fresh in the minds of your candidates in an effort to learn about upcoming job vacancies at the companies in which those people work. It’s also smart to prompt your candidates to keep their resumes current so both of you are always on your toes.

Since most candidates need a little help when updating the resume, here’s a little tip sheet you can share.

How-To, Interviews

Why You Should Ask Questions Like A 2-Year Old



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tough-interview-questionsInterviewing candidates centers on a conversation — a give and take. Your ability to question well supports the organization, competence, and rapport building skills that you bring to that conversation. There are some specific ways to sharpen that ability.

To get an overview of the process, consider this mnemonic device, which reinforces the critical elements of good questioning

2 + 6 over F x 4 = Good Questioning

The parts mean this:

  • Question with the curiosity of a two-year-old
  • Use the six interrogatives: Who, What, When, Where, Why, and How
  • Lay that on top of follow-up
  • Make sure to cover all four of the discovery areas: people, places, things, and events in time

This may appear simplistic, but after countless hours of analyzing

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:

How-To, Sourcing

How To Write An InMail Subject Line That Gets Results



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If you’re not getting the response you want from your InMails, the problem could be as simple as your subject line.

With LinkedIn again tightening up the consequences for InMails that go ignored, improving your response rate is not only good for your sourcing, but good for your wallet. You don’t want to get burned by LinkedIn for getting negative feedback on InMails, and you certainly don’t want to repel potential candidates by reaching out to them in ways they don’t appreciate.

With this in mind, I’d like to share some methods that have worked for me.

How-To

It’s Not A Job Order Until You Get These 7 Commitments



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The Seven Commitments are important in gauging how “hot” a job order is. You need to verify the commitments in every conversation, using various different approaches. If you don’t have all the commitments, it does not mean you should not work the job order, it means you should figure out how to get the client commitment.

1. Hiring manager contact

Only the hiring manager has an emotional investment and feels a sense of urgency to get results. Second-hand information makes it impossible for you to impact the decision-maker and quality is compromised by inaccurate information. Providing a quality service and your ability to close depend on hiring manager contact.

How-To, Jeff's On Call!

7 Ways to Get Hiring Managers to Say Yes



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Require the client to listen to a presentation.

“Oh Jeff, you sound so forceful!”

I really am about this. I’ll show you how to make that hirer listen!

Let’s start with the basics: It costs a hiring authority time, effort, and eventually, money, to hire a candidate. Initially, you compete with the inner thoughts and feelings occupying his or her attention. Then she has to relate your presentation to some prior experience to picture the candidate. As if that’s not enough, she also has to be patient. You’re slowly painting a picture, one brushstroke at a time. But it’s received hundreds of times faster.

There’s much that can be done to get the client to listen more attentively to a presentation. Placement is an art, not a science. Since you’re in charge of each brushstroke you paint, you control strokes and select the colors. This PTL is designed to show you the seven techniques.

How-To

Counter the Brushoff With These Four Powerful Follow-Up Questions



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I was walking past my desk when the phone rang.

“Hi, I’m Jamie,” said the caller. “I can help improve your website.”

“Sorry, but I’m on my way to the airport,” I said. “Can you call me back next month?”

“Sure,” said Jamie, and he hung up.

A missed opportunity, I thought. And a pretty familiar scenario.

How-To

Email Ruling You? Here’s How to Fight Back



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Email illustration - freeAll the technology in the world will not help you if you cannot manage your time or tasks. Recruiting is a complex sale, but the process is not rocket science. More than anything it requires organization and focus. Keeping the process as simple as possible means you’ll produce more, better and faster.

Without question, the top culprit for stealing your time is email. Even in this age of tweets and texts, in the business world, email is still king and it’s easy to find statistics that show the average American office worker wastes as much as 40% of their day lost in email. So you have to ask yourself: Is email running your life or your company?

Learning to rein in and control the email beast is crucial for our employees and for us. Don’t assume recruiters and support staff automatically know how to efficiently organize their email or their time. While nobody wants to feel micro-managed, at least put some suggested policies in place to teach your people the value and advantages to well-managed email and time organization. Below are some ideas I have discovered and implemented over the years.

How-To

4 Tips to More Effective Job Ads



infojobs toilet paper dispenser ad

infojobs toilet paper dispenser adThe writing process for a job advertisement should be the same as that of any other advertisement: Begin with identifying your customer.

Thinking of your role as a product will enable you to structure your job advertisement in a manner that best appeals to the target customer of that product, tailoring your language and the format to suit them.

Your job advertisement should meet four basic criteria: