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The Fordyce Letter

Straight Talk for the Recruiting Profession

Articles tagged 'training'

Ask Barb

Barb Bruno’s New Recruiter Production Program

Ask Barb

Dear Barb:

Would you be willing to share the first quarter metrics you implement for new hires? I have not hired someone new in over two years, and I’m not sure what minimum standards to implement. I plan to use your tutor to train them, but need to understand metrics. I know your average fee is around $25,000 which is our average as well. That is why I feel the metrics you use will work for my business. I hire individuals who have no prior recruiting experience.

Louise P.
Baton Rouge, LA

Dear Louise:

Ask Barb

Training: Read It All, Then Decide What Fits Best

Ask Barb

Dear Barb:

I read The Fordyce Letter every month and it sometimes gets confusing. All of you speakers don’t agree on how to do this job, so who do I listen to? I hear you saying to develop client and candidate rapport vs. control, while others say you have to establish control. I work for a company that does not provide training so I’m trying to learn all I can on my own. Where do I find the advice and training I need?

Pam W.
Marietta, GA

Dear Pam:

Business Development, Webinars

Webinar: Secrets for Growing Your Business From Neil Lebovits

Neil Lebovits

trinet logoWith an always exciting and fresh perspective on the recruiting industry, well-known industry trainer and recruiting professional Neil Lebovits explores tactics and shares secrets to help you grow your business when he presents the first Fordyce Letter webinar of the year.

Spend one hour on April 22nd and you’ll discover how to calculate and maximize your gross margin dollars, learn the different ways to price contract positions, and what it takes to add temp to your perm business. The webinar is free and sponsored by TriNet.

Ask Barb, Relationships

Newbies Bugging You? Ask Them For Answers

Ask Barb

Dear Barb:

My owner has hired four new employees because he wants our company to set records before the end of this year. I have been with our company for over 15 years, and as a result, the new employees are constantly asking me questions. My owner did the initial training, but I find myself unofficially training and it’s costing me money. I just came off my worst quarter in years. Their constant personal conversations are a major distraction. I don’t want to be rude, but I’m tired of giving them answers all day long and tired of hearing their stories.

My owner is older and hasn’t worked his desk in over a decade. How do I tell him that he needs to train these people and stop them from talking to me? If they are costing me money, they are also costing him money. At this rate we are not going to set production records; we are going to produce less than we did in the first two quarters of this year. How do I approach my boss without appearing like I’m not a team player?

Frustrated in Atlanta

Barb Responds

Dear Frustrated:

Motivation, The Business of Recruiting

He Does Things According to Danny


Danny Cahill and the Knutson Award

According to Danny, too many agency owners still insist the telephone is the only way to do business. According to Danny, not enough recruiters walk away from impossible searches. According to Danny, reference checks are a great sales tool, not a chore; when you pawn them off on the client, you miss an opportunity.

Who is this guy Danny with all these unconventional ideas? He’s Danny Cahill, multi-millionaire owner of Hobson’s Associates, the placement agency where he first worked a desk before buying the whole place. When he was 27.

He’s a speaker; a conference keynoter once voted the most popular speaker on the recruiting circuit and a National Association of Personnel Services Hall of Famer.

Industry News

Data On Temp Worker Fatalities At Odds With OSHA’s Enforcement


When OSHA announced this spring it would be stepping up its enforcement at worksites using temps, it singled out staffing agencies for special attention.

A memo to OSHA’s regional administrators directed them to have their field inspectors “determine within the scope of their inspections whether any employees are temporary workers and whether any of the identified temporary employees are exposed to a violative condition.”

“For the purposes of this memorandum,” wrote Thomas Galassi, OSHA director of enforcement programs, “temporary workers are those supplied to a host employer and paid by a staffing agency.”

In the memo, he says the enforcement initiative was prompted by “a series of reports of temporary workers suffering fatal injuries during the first days on a job.”

Galassi, however, cites but a single fatal case of a temp supplied by a staffing agency. The only specific data the agency offers is a compilation of fatal incidents in 2011 prepared by the Bureau of Labor Statistics, showing that out of 542 fatalities involving contract workers that year (the most recent for which complete data is available), only 17 were employees of a staffing agency. Nine others were employed by a professional employer organization.

Fordyce Forum

Fordyce Keynoter Counsels: “We Have to Become Headhunters Again”


DSC_0468“We have to become headhunters again.” With that call to action, Greg Doersching opened the 2013 Fordyce Forum, telling a packed room during his morning keynote here in Dallas that business as usual isn’t the way to do business anymore.

The 10 jobs most in demand in 2010, Doersching observed, didn’t even exist a scant few years before. The Millennials now entering the workforce will have at least 10 jobs, and as many as 14, before they’re 38. “This is going to be the new norm,” he said.

Everything has to be  invented anew. But with the dramatic demographic changes now upon us — a loss of one-third of the workforce in barely 15 years — “We can’t just keep doing what we have been doing and expect it’s still going to work for us,” he said.

As he “unfogged the future” for the gathering of search firm owners and leaders, Doersching detailed four areas that, he said, “demand our attention”:


Online Courses Can Help Your Tech Candidates Fill In the Gaps

PC Training - Freedigital

PC Training - FreedigitalThere are plenty of good tech jobs being advertised everyday. The problem is, the glut of unemployed, college-educated professionals available to fill them aren’t qualified.

American companies will post positions for jobs like developing mobile apps and video games –- good, high-paying jobs with benefits -– but there just aren’t enough qualified computer programmers out there so, after a few weeks, they send these jobs overseas.

Computer programming jobs are expected to grow by 12% by 2020, while software developer jobs are forecast to grow by 30%, according to the Bureau of Labor Statistics. In 2010, the median salary for software developers was more than $90,500.

Ask Barb

With So Many Trainers, How Do I Know What to Do?

Ask Barb

Dear Barb:

I feel like there are so many trainers out there, and after attending two conferences in the last year, my people are confused on what ideas they should implement. We attend all the free teleconferences or webinars offered, read three trade publications, have internal training, and I send my team to at least two conferences.

How do you know who has the better methods or techniques when trainers, in essence, disagree with each other? It confuses my sales team, and I’m wondering if I’m not providing too much training if that is possible. I mandate that each of my employees reads a sales book each quarter. Some of the ideas they come back with, I would never implement in my company. How do I get the greatest ROI on the money I’m spending on training?

Ron H.

Dallas, TX

Dear Ron:

When I first entered this profession, I felt the same confusion and there weren’t near as many trainers as you have today in our profession. It has been proven by the Department of Education and great sales organizations that you must create and implement a consistent successful repeatable sales process.

Ask Barb

Beware: What Happens in Your Office, No Longer Stays in Your Office

Ask Barb

Dear Barb:

You asked me to share my story for this column but for obvious reasons, I’m going to sign this anonymous. We are involved in a discrimination lawsuit because someone in our reception room took a video on how our receptionist was answering her phone,and treating candidates who came to our office. We are accused of treating women and certain groups of people differently.

We are a light industrial, clerical staffing firm and also place engineers. Obviously, there is a different process between an unskilled light industrial candidate, and a degreed, experienced engineer. We found it extremely suspicious that this person was videotaping activities in our reception room.

This has cost our firm thousands of dollars and we’re far from any type of settlement. There were some very negative comments put on various social media sites, which will have future job seekers and clients possibly question our reputation. We have done nothing wrong; this has become a nightmare for our team and our company. Our receptionist ended up quitting. Not sure what advice you would give to other owners, I would not want this to happen to another owner.


Dear Anonymous: