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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'candidatesourcing'

Industry News

Monster Launches New Advertising, Sourcing Services



New Monster logo

New Monster logoMonster’s new approach to recruiting goes commercial today with the launch of two new services and a self-service CRM incorporating the search power of its 6 Sense technology with a messaging and advertising capability.

The various pieces have been in testing and beta use for weeks, but were first announced on May 14th when Monster unveiled a sweeping overhaul of the pay to post recruitment advertising model it pioneered two decades ago. That strategy not only includes new tools and approaches to candidate sourcing, but wholly new approach to job posting, adopting the aggregation model of Indeed and SimplyHired.

Jeff's On Call!

Recruiters, Recliners, Roboters and Realities



Placements and the law logo

Editor’s note: Jeff uses the German word for robot – roboter — to mean the human operator of the robot. Roboters, though, may have a short job life. The sophistication of recruiting robots is growing fast. An Australian university, working with NEC, has developed a mechanical robot named Sophie, that conducts interviews, assesses candidates on both what they say and how they say it, and makes comparisons. More details are here.

Things have really changed. More in the past year than in the 50 before. A new generation of Internet search engines is here. They go far beyond matching resumes to jobs.

They appear to be “recruiting robots” because they actively crawl. They seek, find, and stalk candidates. This is done by globally trolling all online sources (including social networks) for personal and professional information. Anything written by or about someone over the Internet at any time makes that someone a potential candidate. It is a sophisticated matching from keywords the roboter inputs.

How-To, Sourcing

Site Search Tips & Tricks to Find Candidates in LinkedIn Groups



LinkedIn Groups logo

LinkedIn Groups logoAs recruiters and sourcers, we’ve sat in front of our computers, eating our snacks, answering client phone calls and more importantly, searching for and developing new techniques and strategies to keep up with the always changing and elusive LinkedIn.

As a recruiter, I have spent many hours trying to come up with innovative ways to find leads on LinkedIn to keep my hiring managers happy, all while eating my favorite pretzel M&M’s. (I like to think that multitasking is one of recruiters’ strengths.) Each time I feel as though I’ve found the LinkedIn promised land, I am abruptly reminded that this is only a small oasis. Tools such as Sell Hack and Lippl were widely used, but within a few months, they were gone.

To lend a hand on the LinkedIn recruiting journey, I want to share a few tips about using LinkedIn groups search that will help… until the next wave of change washes over us!

Industry News

Does LinkedIn’s Bullhorn Integration Mean Staffing Is In Its Sights?



Bullhorn LI integration

bullhorn_logo_0If you needed more evidence of LinkedIn’s influence (or should that be dominance?) in sourcing professionals, Bullhorn has it. The vendor, the largest technology provider to staffing and search LinkedIn_logoagencies, this morning unveiled its new integration with  the business networking service.

Now, subscribers to Bullhorn’s Corporate and Enterprise ATS/CRM will be able to access LinkedIn directly. Without leaving their Bullhorn dashboards, recruiters will be able to search LinkedIn, review profiles and see which potential candidates are already in their agency database. In time, the integration will permit InMail and bulk linking.

As integrations go, this one is fairly basic. Blame LinkedIn’s protectionism for that. The company has rigidly enforced its terms of service, which, among other no-nos prohibits bulk downloading of candidate profiles for local storage. (Individual profiles can be downloaded as PDFs.)

The Business of Recruiting, Viewpoint

Time for Recruiting to ‘Go Local’



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Over the last few years, there has been a push to “buy local.” Buying local allows for each community to have a stake in the financial well being of its infrastructure. This trend is a 180-degree turn from the “global” society we have become. We are realizing that we have to go back to a local mentality in order to build a stronger economy.

Buying local cuts down on energy costs, helps small businesses survive against the bigger conglomerates, and gives the consumer a stake in improving his or her own community. Otherwise explained, we are going “old school” by buying groceries the same way our grandparents did. I foresee companies taking a similar trend in their approach to recruiting and hiring talent.

Over the last few years, I’ve seen companies go on quests to use “big data” to automate hiring as much as possible in order to make the process a cost effective and simple transaction.  The hope is that if you use technology and other tools in the selection process, then hiring should be as easy as pushing a button. Take as much of the human interaction out of the equation as possible, and you should have a straightforward transaction sans differences of opinions that should result in a perfect hire.

How-To, Sourcing

Sourcing and Recruiting in Asia? Try These Resources



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Editor’s Note: Originally developed and posted the sourcing audience on our sister SourceCon.com, it contains so much useful information for search companies who recruit in Asia-Pacific that we wanted to share it with the Fodyce audience.

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.

Staffing

The Office Temps You Tell to “Break a Leg”



Addison temp Andy Planck portrays Trevor Graydon, performing  in Thoroughly Modern Millie.
Addison temp Andy Planck portrays Trevor Graydon, performing  in Thoroughly Modern Millie.

Addison temp Andy Planck portrays Trevor Graydon, performing in Thoroughly Modern Millie.

If you’re looking for office temps you can place in any environment and know they’ll fit in, who won’t quit on you the instant they get offered a full time job, and who want the flexibility you’re offering, hold a casting call.

Chicago’s Addison Group, discovered a few years ago that performers make great office workers, and today, the staffing firm has over 100 theatrical workers in its database. As much as 35% of Addison’s contract admin placements are actors, actresses, directors, writers, and others who work behind the scenes.

What they have in common, and what makes them so desirable, says Ed Kavanagh, president of Addison’s administrative division, is their ability to fit into so many different environments.

“Typically, actors are very comfortable in different roles,” Kavanagh says. Many have improv experience, which requires them to respond to situations and people with no prior planning. “Actors, actresses really do a good job reading people and they fit in very well. They are very adaptable.”

Temping also fits their lifestyle. It gives them the flexibility to make it to tryouts and casting calls, while still having a source of income. Should they land a role, they can they can cut back on their temp work.

Industry News

Are We Nearing A World Without Passives?



Job seeker motivations linkedin 2014

Talent trends overGetting the cold shoulder from your LinkedIn prospects? Maybe it’s just bad luck that you’re sourcing for high demand candidates who may be in that rarefied category called “super passive.”

Most of the workers of the world who visit LinkedIn are open to a new job and, in the U.S. 43% of them are open to talking to recruiters. Even the ranks of the super passives are in decline, dropping 25% globally (from 20% to 15%) since a survey in 2012.

In the largest survey the business networking site has undertaken, more than 18,000 LinkedIn visitors shared their attitudes about job prospecting and career satisfaction. Several hundred from each of 26 countries participated, in many cases expressing very similar feelings about how actively they are looking for a new job and what it is that would prompt them to make a switch. (The full report is available

Business Development

How to Tell When You Need a Sales Specialist Recruiter



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salesperson wantedRecruiting successful sales people is one of the biggest challenges facing employers today.

As the economy continues to improve, sales professionals are more in demand than ever. So working with a specialist sales recruiter is one of the most effective ways of competing for the top talent.

But don’t take our word for it. Here are six signs that you may benefit from working with a specialist agency for your next sales vacancy:

Viewpoint

Contingent Conundrum: Building Relationships or Slinging Spaghetti?



Hard to get dollar illus - free

Hard to get dollar illus - freeWe’ve lost the human side of recruiting to the tools and repetitive tasks of recruiting.

I could go into a long diatribe, but a short one will do. I’ve said over and over in many different ways that recruiting, by and large, is a broken system. True recruiting is a complex process that takes years to refine and there is no panacea that makes it easier. Tech startups are popping up regularly with new gimmicks to make recruiting easier. They are trying to build a better mousetrap and companies are the “suckers” that buy into it. It’s these tools that I believe are preventing recruiters from learning how to actually recruit, a process that many of us “old timers” learned years ago.

Paid By Employers To Fill Jobs?

Not necessarily. If you are a retained recruiter you’re paid to fill jobs. If you are a contingent recruiter, you’re not paid to fill jobs. You’re working for FREE, until you make a placement. Most companies work with several recruiters on each job opening to mitigate their risk, and improve the chances of finding the right person. This is why the majority of contingent search folks sling spaghetti against the wall to see what sticks.