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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'hiring'

Industry News

Temp, Fulltime Hiring Outlook Strong For Rest of Year



Average number of vacancy days dice

CB Mid-year hiring plans 2014Employers are expressing more optimism about the future and it’s showing in their hiring plans for the rest of this year.

CareerBuilder’s Midyear Job Forecast says more employers expect to add headcount in the next several months than said that last year. Employers told CareerBuilder they will add to the ranks of full and part-time workers, and 33% will increase their temp or contract staffing workers.

In addition, the temp staffing forecast from G. Palmer and Associates predicts a 7.6% increase in hiring in this current quarter.

Ask Barb, Business Development, The Business of Recruiting

Want a Big Biller? Hire A Hotel Caterer



Ask Barb

Dear Barb:

Is it me or is it getting harder to find people who will put in the hours to be good at this job? Out of the five people we hired last year, we only have two left, and they are average. They don’t seem to have the commitment or work ethic that my current employees have; they are out the door at 5:00 pm.

When I suggested they may have to conduct research or talk to candidates during evening hours, I met with resistance and was asked if I paid overtime for evening hours. You would think these people would be grateful for their job and put more effort in to achieving their goals. Is this something I need to tolerate or am I not hiring the right people?

Dave B.

Plantation, FL

Dear Dave:

Industry News

Temp Hiring Slowdown Depresses May Job Growth



ADP adds chart May 2014

ADP adds chart May 2014Slower hiring by staffing firms and others in the Professional/Business Services sector, and job losses at some mid-size companies, depressed  private sector growth to 179,000 jobs in May, far below the 215,000 estimate of economists.

This morning’s National Employment Report, issued by HR service firm and payroll processor ADP, also reduced April’s growth estimate from 220,000 to 215,000.

“After a strong post-winter rebound in April, job growth in May slowed somewhat,” said Carlos Rodriguez, president and chief executive officer of ADP. However, he noted, “The 179,000 jobs added figure is higher than May of last year and in line with the average over the past twelve months.”

For Managers, The Business of Recruiting

When You Set Standards and Manage to Them, Everyone Knows Where They Stand



hiring right 4

Note: This is the fourth article in a series on decreasing turnover and increasing profits. In the previous three articles Terry discussed turnover  (High Turnover Is NOT Just Part of the Business), who to hire (What It Takes to Attract and Hire Recruiting Winners), and setting expectations and training (Your Onboarding Should Not Be Like A Box of Chocolates). 

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Fast-Paced! Volatile! High Risk! High Return! Competitive! Sophisticated! Pressurized! Stressful! Demanding! Exhilarating!

These are some of the terms used by managers to describe our business. However, as with most adjectives, these terms are subjective and can mean different things to different people. That is where performance standards come into the picture.

For Managers, The Business of Recruiting

Your Onboarding Should Not Be Like A Box of Chocolates



Forrest Gump box of chocolates

hiring right 3In our previous two articles (Part one: “High Turnover Is NOT Just Part of the Business“; Part two: “What It Takes to Attract and Hire Recruiting Winners“) we discussed whom to hire and how to attract them to your organization.

In this article, we will focus on one of the most overlooked functions of the selection process, that of establishing realistic expectations for the employment relationship.

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If realistic expectations are not established between you and your new employee a state of mutual mystification will result whereby neither of you will have a clear understanding of what to expect from the other. To begin the employment relationship in a state of mutual mystification is analogous to Forrest Gump’s comments about the box of chocolates, “You never know what you’re gonna get.” This can lead to fear, confusion, anxiety, and frustration on the part of your new employee, which can produce a lack of commitment and effort. Without the proper commitment and effort, failure is assured and turnover will result.

How-To, The Business of Recruiting

What It Takes to Attract and Hire Recruiting Winners



Nowork illustration-free

Note: This is the second in a series on decreasing turnover and increasing profits. In the first article Terry identified the eight major factors that contribute to staff turnover and he looked at whom to hire. In this article he discusses how to attract the right individuals (winners not whiners) to your firm.

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 A company is known by the people it keeps.

hiring right 2For most firms in our industry, whether temp, perm or search, the managers attempt to hire individuals who are intelligent, well educated, possessing solid business experience, can think on their feet, present themselves in a positive, professional manner, possess better than average interpersonal skills and are well motivated to do the job. Almost daily, these managers meet individuals who appear to possess these traits. However, most managers we have surveyed described a feeling of increased frustration at being unable to attract these good people to their firms. Over and over we hear comments like:

  • “No one wants to work on straight commission anymore.”
  • “The right people have too many good employment options available to them and, therefore, they will not give serious consideration to our business.”
  • “We can’t match what they can be offered elsewhere.”
For Managers, The Business of Recruiting

High Turnover Is NOT Just Part of the Business



hiring right part 1

Editor’s note: Today, Terry Petra begins a seven part series on recruiting’s most challenging job: recruiting, training, and retaining high performing recruiters. This series first appeared in our monthly newsletter, The Fordyce Letter. Each Thursday look for the next installment of Terry’s series, HIRING RIGHT.

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Based on the tremendous response from readers regarding my previous article on hiring top performers (“Why Can’t I Do A Better Job of Hiring?”),  I will be doing a series of articles on this most important topic.

This article diagnoses the problem and subsequent articles will offer suggested solutions.

Most everyone would agree that the most important factor in determining the long-term level of profitability for your firm is your ability to attract, hire, train, maintain and retain consistent producers. However, many owners and managers believe that having high turnover of recruiters and professional staff is just part of the business. They cite such industry-wide myths as:

Industry News

Demand Eases, But Still Strong For Healthcare IT



IT healthcare hiring deman - wanted

IT healthcare hiring deman - wantedThere’s a little less competition for IT professionals in the healthcare sector this month. Based on a count of the online job postings for tech workers by healthcare providers and health insurers, February saw a 10.5% decline over February last year. Wanted Analytics says the downward trend began in the fall, after jobs peaked in October.

“Healthcare companies saw 7% fewer jobs this year than last, and medical insurance companies declined 14%,” says Wanted. “Overall, IT jobs represent about 3.4% of all hiring demand by healthcare related companies.”

How-To

Looking For a Sourcer? Consider a Skiptracer



library research - free

library research - freeHiring 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,

How-To

How Well Can You Evaluate Your Own Hires?



Interviewing - free

Interviewing - freeHow often have you heard owners and managers of staffing firms say:

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.