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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'candidates'

Interviews

Candidate Case Study: Is Kelly the Candidate Worth Your Time?



Feedback - Stuart Miles - free

Things move fast in recruiting. You speak to dozens of candidates daily, giving both positive and constructive feedback.

Today, we are studying the case of a candidate named Kelly G.

Kelly earned an MBA from Duke and worked in mid-management marketing positions at Coca-Cola and Delta Airlines over the past four years. She looks great on paper, but does not get past the first interview. Hiring managers go from excited before the interview to cold as ice afterward. Feedback typically is along the lines of: “Just not a good fit,” and “We found another candidate that was a better fit.” In other words, she blew the interviews.

Staffing

Are You Ready to Become A Staffing Firm of Choice?



Candidate selection-free

Contract staffing is on a roll and does not appear to be slowing down anytime soon.

In December, it hit an all-time high with almost 3 million jobs. Some experts predict that 40-50% of the workforce will be contract by 2020. This is great news for recruiters who offer contract staffing, but there is a caveat — competition for top contract talent is getting fiercer. Candidates will be looking closely at how recruiting firms can help them meet both their career and personal goals. How can you establish your firm as the firm of choice for top contract candidates?

Traits of Top Contract Candidates

First, let’s see what makes up a top contract candidate. Of course, you are going to look for many of the same things you would look for in a direct hire. Do they have the required skills set and experience? Do they have a good track record of getting results? But beyond these factors, there are a number of traits that often correlate to great contract candidates:

Candidates

Get Ready For the New Year’s New Candidates



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Job candidates in line - freedigitalIt is readily approaching; the busiest time in staffing and recruiting. The beginning of the year marks a fresh batch of talent, newly ready to hit the market.

This increased inventory of candidates can produce positives and negatives for corporate and agency recruiters alike. Just because there is more of something, does not necessarily make it a good thing. Plenty of grind candidates will make their way through the resume submittal process just the same as quality candidates.

Follow these guidelines to ensure your time is spent with only the best talent.

Industry News

Candidates Getting Quicker to Reject Offers



MRI survey candidate driven 12.2014

MRI survey candidate driven 12.2014The candidate-driven market is here to stay and the pace at which candidates are rejecting offers is quickening.

MRINetwork’s most recent Recruiter Sentiment Study says 83% of the 333 responding recruiters describe the current employment market as candidate-driven. In three years, the percentage of recruiters who say candidates are in the driver’s seat has risen 29 points.

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.

Jeff's On Call!, Legal

Why Having the Candidate Pay the Fee Can Become A Federal Case



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Hello Jeff,

Every Monday morning, the first thing I do is look for your column. You’ve been my legal guide for so long, and I really appreciate the help.

Is there anything I should know about taking money from a candidate?

A hiring manager wants to make an offer to my candidate, but the COO doesn’t want to pay the placement fee. The position has been open for 9 months, and my candidate is the right person for the job.

At the behest of the director of HR, I sent this candidate to use as an inducement for the COO to hire him. I have a signed agreement with the client to pay the placement fee if it hires anyone I refer.

It’s the candidate’s dream job at a dream compensation. Now HE wants to pay the fee.

On one hand it doesn’t feel right, on the other hand I have the power to make the candidate whole.

This seems so simple, but I just wanted to run it by you.

What do you think?

Thanks in advance, and thanks for helping me get this far!

Dean Mannello
The Sherwood Group

It’s Not That Simple

Hi Dean,

JOC inquiries like yours help all recruiters to know the law. That’s our

Marketing

A Job Seeker’s ‘Bill of Rights’



jobseeker bill of rights-Wunderland

jobseeker bill of rights-WunderlandSix year old Wunderland Group says too often job seekers don’t have a clear understanding of what a recruiter “can and should do for them.” To help them, the Chicago-based staffing firm created what it calls “The Job Seeker’s Bill of Rights.”

In a fashion worthy of the creative agencies for which it sources and places direct hires, and temp and contract workers, Wunderland designed an infographic detailing 11 rights. Among them are the rights to:

Uncategorized

8 Tips For Working With a Headhunter



recruiter illustration

Eight ways to strike gold through a recruiter:

1. Do a little research – most highly successful, 3rd party recruiters specialize in an industry niche or a particular set of roles that they fill. Some, go further, and only work in a specific geography. Before making any contact determine if you are a good fit or not.

2. Present a resume along with yourself – Like you, we’re all busy.  If you’re a serious candidate hoping to find attractive interviews, let the executive recruiter know by expressing an interest in seeking a new/alternative employment opportunity and attach your updated resume.

Fees, Industry News

Here’s How To Get Fees You Didn’t Expect



Jeff Allen mug

Fee Catcher home pageIt’s not that the Internet could ever replace you.

It’s that the Internet is like this huge, unattended, 24-hour candy superstore – fully stocked with candy-dates. Sweet-toothed “clients” skate through the aisles, tasting the free samples. Then, they just help themselves to the ones they like best. Sugar-highed, they skate right out the back door.  Ergo, “back-door hires.”

Your name’s on the wrapper from A to Z: an Abba-Zaba resume. No problem. Just rip it off and “rip it off.”

You might never know that candidate who didn’t make it months ago, now has, and before your fee-year’s expired.

Candidates

Want to Recruit Me? Here’s What It Takes For Me to Respond



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bigstock-Job-Employee-Man-Candidate-Sea-8608360I recently met a “very placeable candidate” (some call them most placeable candidate) and gained intriguing insider knowledge that will show you how important trust is between a candidate and a recruiter.

To give you an overview, a VPC has great technical, communication, and leadership skills, with a personality that fits well with any company. Recruiters love meeting VPCs, but we also know they are called and emailed by many recruiters – constantly.

The VPC I connected with said she receives 50-100 calls andemails each week from local IT recruiters. I had to ask, “What do you with all those calls and emails?”