Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession

Articles tagged 'candidates'

Industry News

Recruiter Survey: Candidates Are Driving the Job Market

Who's driving the market MRI 2014

Who's driving the market MRI 2014It’s a job seekers’ market, but hiring managers haven’t yet fully adjusted to the change, with 40% of them taking almost a month to make an offer, only to find out in many cases that their candidate is turning them down.

Better than 8 in 10 of the MRINetwork recruiters participating in the semi-annual MRINetwork Recruiter Sentiment Study said today’s employment market is candidate-driven, a 25 point jump from the 2012 study. That means the professional, executive and managerial candidates who are the majority of those recruited by MRI franchise offices can be  more demanding when it comes to the nature of the work they want, the companies they’re willing to work for, and the compensation and benefits they’ll accept.


8 Tips To Help Candidates Work Best With Recruiters


Note: Do your candidates really know how a search consultant works and what they can do for them that they can’t do themselves? Knowing what we do, and how to best work with a headhunter makes better candidates and can lead to quicker and easier placements, not to mention less time explaining things to novice (and even more experienced, but still naive) candidates.

In this article, Jorg Stegemann explains how candidates can best work with a recruiter. Link to this article and point your candidates to it to save yourself time and headaches.

Want to know the best ways to use a headhunter? Do you know why you should use one? A good recruiter has what you have not: inside information and knowledge of jobs that will never be advertised.

Here are eight tips on how to choose a headhunter who will help you take your next career step:


The Power of Positive Candidate Coaching

My Fair Lady

My Fair LadyPerhaps on the classic movie channel you have seen the film, My Fair Lady. If you don’t recall the movie, check it out. It’s based on the play Pygmalian, by George Bernard Shaw. In the play, as well as the film, a professor takes on the challenge of transforming a girl of low social stature into a fine, articulate woman who could pass for royalty.

This tale has led to a popular theory, the Pygmalian Effect. Simplistically, this is the idea that individuals tend to rise to expectations. Why is it relevant to you? As a recruiter, encouraging candidates to rise to the occasion would be valuable to you, the candidate, and your client. We can’t work magic; however, the power of positive suggestions can do wonders when preparing a client for an interview. Fundamental advice and coaching are equally important.

Here are a few tips to start the transformation:


How To Write A Winning Contractor Resume


ResumeTo stand out from the crowd, a résumé for a contract labor position must sell the candidate’s specialized skills and experience. Additionally, the contracting company must feel confident that the candidate can adapt to the contract work style. The candidate must demonstrate her ability to be self–directed, adaptable, and flexible. She may be ideal for the contract gig, but unless the résumé is tailored for that gig, she will appear to be a mismatch.

An awesome contractor résumé should include a targeted profile, a skills inventory, and a career history loaded with achievements relevant to the contract job. Let’s take a look at each aspect of the contract résumé.

Ask Barb

Step-by-Step to “Closing to the No On Money”

Ask Barb

Dear Barb:

In the past 30 days I’ve had three offers turned down and they all came down to money. I heard you teach a process that I think you called, “Close To The No Money” at a NAPS conference years ago and can’t remember how to do it. Can you enlighten me again? I have another deal going south right now and this is costing me a fortune!

Marcie D.

St. Louis, MO

How-To, Staffing

5 Ways to Overcome the ‘Perfect Candidate’ Syndrome


org chart for sourcingDoes it seem like your clients are dragging their feet when it comes to hiring? It’s not your imagination. According to The New York Times, it is taking companies an average of 23 business days to fill vacancies compared with just 15 days in 2009, and the duration of the interview process at major companies like Starbucks, General Mills, and Southwest Airlines has nearly doubled since 2010.

Many employers blame it on a lack of skilled labor. While that may be true in some sectors, it appears that the real problem is that many companies don’t really want to hire in this uncertain economy, so if they have to hire, they will only settle for the “perfect candidate.”

Jeff's On Call!

The Payback Attack to Employee Payback Agreements


Jeff –

I’m really benefiting from your writing and thanks for taking time out of your busy schedule to answer my question.

I’m working with a candidate who accepted a position with a company that I didn’t submit him for. About a month later, this network engineer told me that the job was terrible and he is only doing network cleanup and documentation. Then he tells me that the agency that placed him made him sign a contract that stated that if he left the job before the three month guarantee period that he would need to pay the agency the lost fee.

This was a new one for me in my 18 year career – I’ve never heard this. Is it enforceable?


David Cohen
Agency owner in NJ
How-To, Interviews

Here’s How to Screen Prospective Leaders for Risky Behaviors

leaders org chart - free

leaders org chart - freeThe 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:


Don’t Let the Client Bulldoze You Into Making the Offer

Under pressure - free

Under pressure - freeYou’ve worked hard and spent weeks assessing the client’s needs and interviewing potential candidates. Finally the perfect match has been found and the client is anxious to have your candidate come onboard. As recruiters it is our moment of shining glory. The stars have aligned and we stand at the apex of everything we are about and work for. Then the client puts the entire process into a tailspin by doing the unthinkable— insisting that they make the job offer to the applicant.

STOP! Do not let this happen. Nothing could be worse for the client, the candidate or for you!

Fees, Jeff's On Call!

How-To Avoid Falloffs While Getting Pegged as a Pro

Placements and the law logo

(L)ong-term prospects at a company are often determined during the initial phase of a job. Contrary to popular thinking, the first six months on a job are much more than a period of acclimation and adjustment. During this erroneously-labeled getting-acquainted period, a new employee is “pegged” sub-consciously in the minds of the decision-makers in the company. . . It may be superficial as well as unfair, but informal pegging occurs in all companies. . . Ironically, it is the subconscious and non-logical nature of pegging that makes it so easy to manipulate for your purposes.

These words are from a brilliant book, The Right Moves: Succeeding in a Man’s World Without a Harvard MBA by Charlene Mitchell and Thomas Burdick. This PTL uses their suggestions (and mine from both sides of the hiring desk) to show you how to fight falloffs.