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Straight Talk for the Recruiting Profession


Articles tagged 'candidatesourcing'

Sourcing

10 More Reasons Why You Should Consider the ‘Overqualified’



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overqualified-150x120Editor’s note: This is the second of two posts offering 20 reasons why ‘overqualified’ candidates make good hires. This article first appeared as a single post on our sister site, ERE.net. Though aimed at corporate recruiters, it offers good advice and powerful ammunition for search consultants when discussing great, if ‘overqualified’ candidates with hiring managers and HR contacts. With the talent pool for top performers getting smaller every day, passing up qualified candidates because of too much experience or too impressive a previous title can mean the loss of the placement and the fee.

Yesterday, I listed 10 reasons hire the overqualified candidate. Today, I’ll list 10 more.

The 20 different reasons or benefits associated with hiring overqualified candidates fall into three categories: 1) recruiting/ business impacts; 2) reasons to be suspicious of qualifications; and 3) actions to mitigate potential problems. Yesterday’s 10 were all in the first category, which is where we pick up today.

Sourcing

10 Reasons to Ignore the Myth of the Overqualified Worker



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overqualified-150x120Editor’s note: This is the first of two posts offering 20 reasons why ‘overqualified’ candidates make good hires. This article first appeared as a single post on our sister site, ERE.net. Though aimed at corporate recruiters, it offers great advice and powerful ammunition for search consultants when discussing great, if ‘overqualified’ candidates with hiring managers and HR contacts. With the talent pool for top performers getting smaller every day, passing up qualified candidates because of too much experience or too impressive a previous title can mean the loss of the placement and the fee. Part two appears tomorrow.

Imagine being assigned a physician and then purposely rejecting them solely because they were overqualified for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.

There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tale in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit.

Industry News

Employers Taking More Time Than Ever to Fill Jobs



time to fill by industry

The time to fill open positions has reached a national average of just about 25 days, the lengthiest job vacancy period in the 13 years covered by the DICE–time to fill by industryDFH Vacancy Duration Measure.

The monthly report on time to fill and recruiting efforts says that on average it took 24.9 working days (Monday-Saturday) in June to post, source, and hire a new employee. That’s more than nine days longer than it took at the height of the recession in July 2009. Then, the average was 15.3 working days.

The lengthening time to fill is having a serious impact on search firms. Data from MRINetwork says growing numbers of candidates are taking alternative offers while clients make up their mind. As a consequence, 81%

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.