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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'recruiting'

Celebrating Successes, The Business of Recruiting

10 Reasons Why Recruiting Is A Great Career



Tony Sorensen

I stumbled into Minnesota’s largest recruiting firm back in 1997 based on a friend’s suggestion. At the time, I didn’t even know what a recruiting firm was. Not knowing anything but the rental car business I came from, I sat down for an interview. I remember being skeptical when the recruiter told me I could make $100K if I was good.

After a number of interviews with other companies, I couldn’t shake what he’d said. $100K, really? I’d never made more than $50K, and at 27, that was a lot of money! It seemed like a good opportunity, and it had the sales aspect I was familiar with, so I accepted the recruiting position, placing salespeople in Minnesota.

Industry News

Memo To Tech Recruiters: They REALLY Don’t Like You



recruiter spam tracker

recruiter spam trackerOne reason sourcing tech talent is such a challenge is that, let me put this delicately, many of the most talented developers and engineers don’t like recruiters.

They really don’t like you.

A blog post from two years ago is headlined “Death to Recruiters” and begins like this:

Dear technical recruiters: I hate you. As far as I can tell, the entire technical recruiting community is just a bunch of mindless spammers — and I have the proof.

Viewpoint

The Earmarks Of A “True Recruiter”



recruiter illustration

recruiter illustrationIn every strong market (or bubble) we see a mass entry of new talent into the job of recruiting. Blinded by the concept of easy money or the big deal, many with “people skills” find themselves testing the waters of the recruiting industry.

An often not talked about step-child of the technology industry, recruiting has slowly turned itself into a yearly billion dollar- plus market. With little appreciation of what lies ahead, and only simple greed to guide them, many people flock to the recruiting sector like miners to a gold rush. Shovel and pail in hand, they line up and wait for their turn to make money on the merry-go-round that has become corporate recruiting.

Business, The Business of Recruiting

When the Client Can’t Score, That’s When They Punt



kickoff football-free

kickoff football-freeEveryone that follows football knows that in addition to a star quarterback or high-priced offensive lineman, every team also has a punter. From high school to college to the NFL, every roster carries a punter on it.

There isn’t a football coach out there that WANTS to punt. Rarely will you see a team get excited to punt the ball away and give it to their opponent. The punter will sit on the sideline for the majority of the game. They rarely take any big hits and in some situations they are not called upon to play at all. Yet, when it’s 4th and long, here comes the punter off the bench. Because of this, they make all-star games or pro bowls, they make millions of dollars annually, and they get to live the life of a professional football player.

Industry News

Truck Driver, Nurse Jobs Stay Posted the Longest



Wanted Job posting time

Wanted Job posting timeBased entirely on how long a job stays online, truck drivers and nurses are the toughest jobs in the nation to fill.

The latter is not much of a surprise. Newspapers, blogs and healthcare networks are full of reports about how tough it is to to fill nursing jobs, particularly in such specialties as surgical, critical care, and emergency.

However, the difficulty in hiring truck drivers has gotten far less publicity even as recruiting experienced drivers has become tougher. Wanted Analytics says the average time online for a truck driver job is 55 days. That’s up 20% since March, when Wanted reported the average posting period was about 6.5 weeks.

It’s not at all unusual to see trucking companies offering signing bonuses and enticing trucking couples with promises to keep them together on driving assignments. Help  wanted notices are as common on the back of tractor trailers as are the “How am I driving?” surveys.

In March, Wanted said there were 142,000 driver jobs online in the New York Metro area alone.

Wanted’s most recent analysis lists the average length of time a posting remains online for the most in-demand jobs in the nation. These are the most frequently posted job openings as determined by Wanted’s compilation of listings from tens of thousands of corporate sites, job boards, and listing services in the U.S

As might be expected, software developers made the list, as did web developers. But placing ahead of both in the length of time a listing remains online are jobs for retail workers and supervisors. Marketing managers are also becoming increasingly harder to find as business picks up.

In another expected finding, ads for first line supervisors of office and administrative workers — office managers, for example — stay online on avaerage of a day longer than those for web developers.

The Business of Recruiting

The Anatomy of a Recruitment Coup



USC logo

USC logoLast week, in a dramatic announcement that reverberated around the world of academia, the University of Southern California announced it hired two of the preeminent neuroscientists in the world, stealing them away from crosstown rival UCLA.

While salary was certainly part of the deal, what convinced Arthur Toga and Paul Thompson to decamp from the University of California Los Angeles after two decades was a combination of bigger and better facilities, a commitment to building a world class program, and considerations of culture and lifestyle.

After being rebuffed for years, how USC finally managed to snag the men and their Laboratory of Neuro Imaging is a case study in recruiting professionals who are among the top in the world in their field. In this case, there’s no indication that either internal recruiters or professional search firms were involved. Still, the methods the school used, and the issues that helped convince the men to make a move, are ingredients of every placement.

Closing

Arm Yourself and Your Client to Win the War for Talent



Search for talent

Most executives agree about the importance of having the right talent in place. Jim Collins, in Good to Great, talks about getting the right people on the bus (and getting the wrong people off) as a common strategy of great companies.

Some companies endeavor to apply a ‘best practices’ approach to talent acquisition, development and retention. Schlumberger, for example, continues aggressive pursuit and development of top talent in both good times and bad. This has resulted in deep bench strength and a reputation for the most talented employees in the oilfield services business. Financial results have been strong, and approximately 80% of top management started at the company right out of school. Further, attrition of high potential individuals is treated as a catastrophic event, warranting the same full-blown investigation as a major downtime event on an oil rig.

Many organizations apply various ‘just in time/ lean & mean’ approaches, which certainly have their advantages. But obvious downsides include a thin bench and inability to scale when appropriate. When a key defection or promotion occurs, a very painful and expensive vacancy can result in significant opportunity costs.

And of course, we all know of firms for which the “people are our greatest asset” claims are merely rhetoric.

How-To

How To Recruit For Today’s Startup



startup-new-green

Many of our clients are staffing and recruiting firms, and because of this we have a unique perspective on the industry. So when it comes to our own hiring processes, we try to glean best practices from industry leaders, but we also try things our own way. As we iterate and refine our methods, we thought it might be interesting to share what we’ve learned.

Social Media, Technology

Klout and Recruitment



Klout-logo

For years employers have been screening candidates based on content on social networking websites. Candidates using poor judgment online may be screened out of the process.  Now employers and recruiters are turning to social media to aid in the selection of knowledgeable and well-connected employees.

Klout measures an individual’s influence across social media entities, such as Twitter.  Data under consideration are network size, amount of content generated, and volume of interaction. That data is processed to produce a Klout score ranging from 1 to 100.  The higher the score, presumably the higher the individual’s social media influence.  Klout scores are categorized into measures, including “True Reach” (size of engaged audience), “Amplification Probability” (rate of action taken on message, such as retweets), and “Network Score” (value of a person’s engaged audience).

How-To, The Business of Recruiting

From Concept to ROI: How a Recruiter Training Program Paid for Itself



keith newport

As a physician recruiting agency, we have the usual challenge of any recruiting firm—serving our two different constituencies — candidates and clients — and the challenge of working in a specialized industry, healthcare, which has detailed credentialing requirements that vary based on the state, private versus government, and client to client. Additionally, our agency recruits for six high-demand specialties, each with its own set of expertise and requirements.

To help serve our two customer segments, we divided our account executives into two roles: marketers, who deal directly with clients at healthcare facilities, and recruiters, who work with physicians. Also, each of our recruiters and marketers staffs for a single medical specialty.

About seven years ago, we developed our Research Consulting group, a training program for account executives, to accommodate our unique organizational structure. I took over the RC group about five years ago. I started at the company as an account executive, and I had a passion for sales training. When the opportunity to manage and develop my own sales team presented itself, I was very enthusiastic about it. I am an example of the various career-path options that are available to all associates within our organization. This process guides associates through different stages of their career in a very organic manner by giving them the support and training they need along the way.