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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'recruiting'

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.”
Industry News

Nursing Shortage: Demand Continues to Grow



Most advertised nurse jobs 2014

Most advertised nurse jobs 2014With National Nurses Week beginning today, Wanted Analytics took a fresh look at the hiring demand for nurses and found, to the surprise of no one who recruits and hires these professionals, that the number of advertised positions continues to rise.

The recession the nation is still climbing out of dampened demand at the end of the last decade, but since, hiring has come roaring back. Wanted’s report says the number of nursing jobs advertised online in the last 90 days was 18% higher than a year ago. Registered nurse was the most in-demand position, accounting for 63% of the posted jobs.

How many jobs does that represent? Wanted, which aggregates and analyzes help wanted postings from thousands of sites — corporate, agency and job boards — reports there were 850,000 different nursing jobs online during the last 90 days. A little simple math tells us 535,500 of them were for RNs.

Industry News

Real World Staffing: A Look Inside the World of Recruiting



Real World Staffing

Real World StaffingWhat’s a day in the life of a staffing professional like? If you’re Jenifer Lambert, it begins at the gym at 6 a.m. with a crossfit workout and ends more than 12 hours later at a dinner meeting. In between, she visits with clients, counsels candidates, reviews opportunities, discusses marketing plans, meets with staff, and more.

We know this because Lambert, vice president sales and marketing for Seattle’s Terra Staffing Group, is the star of Real World Staffing, a half-hour “film documentary” that chronicles Lambert’s workday, interspersing it with her own narration about the work she does and the passion she feels for the job.

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.