Do you recruit and source in Asia? If so, you’re in luck. The Social Talent team has created a video which explains the top resources to help you find the right candidates in Asia.
When I first started in the business back in 1994, I was fortunate to hear Peter Leffkowitz speak at a recruiting seminar in Los Angeles. One of the sections of his training that particularly stood out to me was his approach to time management and planning. He described the two main ways that recruiters tend to work a desk:
Reactively working a desk: This is the method that 80% of recruiters use to work a desk. This method can best be described as S-T-R-E-S-S. This is the land of soaring peaks followed by deep, dark valleys. It entails little planning, sporadic execution and lots of reacting.
Reacting to incoming email, incoming calls, interruptions, client demands etc. It involves chasing deals, working from adrenaline and a production-oriented focus. Essentially it’s a neurotic way to work a desk and often leads to burnout.
Proactively working a desk: This is the method that 20% of recruiters use to work a desk. There is a subtle but powerful difference in focus. Instead of simply focusing on production, proactive recruiters concentrate on building the activity that generates production. This involves planning and then executing from a proactive stance.
The numbers of fallen leaders in sports, business, entertainment, and politics grows each day. Why do so many influential leaders engage in risky behavior that sends them plummeting from positions of power?
Consider the cases of NYC mayoral hopeful Anthony Weiner, Yankees star Alex Rodriguez, and hedge fund manager Steven Cohen. Some candidates barely make it out the gate (Herman Cain) before they become “disqualified.”
As employment professionals, we may ask: “How can we develop a more failsafe way to weed out leaders who may have risky, impulsive, addictive, and possibly immoral lifestyles? Do we have a role in directing them toward the help they need?”
Here are three guidelines that will help:
Hiring a good sourcer is difficult. Identifying potential new sourcers who do not have experience in recruiting, but have the skills to do the job, is even more difficult. If you’re trying to build a team of sourcers, consider targeting these professional backgrounds:
Skiptracers – Skiptracers are experts at finding people. They usually work for debt collectors or bail bonds companies who are trying to track down individuals who owe money. Per Wikipedia, skiptracing,
Why is it that we can be so successful in finding top performers for our clients’ organizations, yet so inept at finding them for our own?
The answer to this question lies not in the finding. Rather, it lies in the ability to evaluate. Fact be known, the majority of staffing firms are well equipped to be effective with the process of finding (recruiting). After all, this is primarily a sales function and most industry specific training focuses on the development of sales skills. Still, as important as this may be, you must develop a completely different set of skills in order to be truly effective at evaluation.
Research by social psychologists at Harvard and Columbia universities has revealed startling facts about how simple shifts in posture can have profound effects on how well you present yourself in client meetings, fee negotiations and marketing presentations.
Research had already shown that the mind can influence the body. For example, it’s common knowledge that if you’re feeling depressed, there’s a high likelihood that your immune system will be depleted. But what researchers Amy Cuddy, Dana Carney and Andy Yap wanted to find out was could the opposite also be true; could the body influence the mind?
They discovered an easy exercise that anyone can do that can change not only others’ perceptions of them, but the way they feel about themselves by spending two minutes “power posing” before a stressful situation. I’ll explain how the “power pose” works in a minute. First I want to explain the experiment itself.
There’s more to sourcing than matching a candidate to whatever job order you happen to be working at the moment, and no one knows that better than Conni LaDouceur.
Founder and Chief Sourcing Strategist of ExecuQuest Corp., LaDouceur has consulted for some of the best known brands in the world, identifying candidates and gathering business intelligence others overlook. One of the most respected authorities on sourcing strategies for talent acquisition and competitive intelligence gathering, she has trained thousands of recruiters and sourcers, emphasizing direct telephone sourcing to supplement Internet and database searching.
When my friends at The Fordyce Letter suggested that I write an article about specific issues facing women business owners in the recruiting industry, my first thought was, “Okay — I’m a woman. Glad they noticed.” It’s also true that I have owned a successful recruiting firm for almost 20 years. Then I tried for a month to sit down and commit something to paper that fit the bill.
The difficulty for me is that I don’t think in those terms. I was raised in a fairly average middle-class family and we all worked. We were taught the value of establishing a good work ethic and that you could go as high as the next guy if you applied yourself, worked hard and worked smart. Understand, these values were not presented as some sugary “girls can do anything boys can do” philosophy. Gender was literally never factored in. All I ever heard was hard work equals success — period. So when first entering the workforce, it never really occurred to me that being a woman could somehow be a hindrance to achieving my goals.