Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


How-To

How-To, The Business of Recruiting

3 Questions to Ask Before You Begin A Search



Hiring

Recruiting is an interesting job, and can be very difficult if you’re flying blind. It’s incredibly important to know what’s going on inside the minds of both your candidate, and your hiring manager.

Here are three things every recruiter should find out when working with a hiring manager:

1. What is the hiring manager’s vision for this position?

There are generally two types of roles – roles that are expected to elevate, reach for the sky, and be strategic, big-picture thinkers; and roles that are expected to dive deep, buckle down, and get the details of execution done. Naturally, most roles require both of these elements to be successful, but some roles will focus more on one than the other. It’s important to identify what the hiring manager is looking for and expecting (whether you find out or not), and then recruit for top talent based on that understanding.

How-To

Verifying Employment Is Not Just A Good Idea



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bigstock-Employee-Reference-Check-Form-How often to job applicants lie in their resumes or job applications? While there’s no solid figure, every recruiter has discovered resume embellishments, fudging and outright fabrications.

The economy may be improving, but the job market is still tough and competitive, and many applicants are simply desperate to find employment or anxious to switch jobs. This desperation leads to fibbing on applications, resumes, and even in interviews, which is why you should never send out a candidate before conducting an employment history verification check. In fact, these checks are often easier to run than traditional pre-employment criminal history checks, but can sometimes tell you just as much about the person.

Business, How-To

Be Positive and Outsource the Busy Work



2 minute recruiting new

This regularly appearing column gives you quick, easy-to-implement ideas on various subjects. Today’s topics have to do with hiring virtual assistants and the power of questions.

Hire a Personal Assistant

I conducted an experiment recently to see how much it would cost to hire people for various tasks in my business via Elance versus what I was actually paying my staff of contractors.

How-To

5 Tips For Managing A Hiring Manager’s Candidate Dreams



praying hiring manager-123RF

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



InMail illustration

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



Placements and the law logo

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.