Comments on: An Action Plan to Convert Your Corporate Recruiters into Headhunters http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 11:02:01 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: brian johnston http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12174 brian johnston Fri, 08 May 2009 19:57:56 +0000 http://www.ere.net/?p=7769#comment-12174 JOSH tells the 100% truth here... "IMHO: If you’re a superstar, it’s simply too profitable and professionally fulfilling being on the outside as a critical go-to partner." I am unable to even comprehend, why a talented internal recruiter would give up there "list/rolodex", and build someone else's business/dreams/passions.. (CORP.) The top TPR I know are doing great/fine currently, and are positioned to "print money", when the market turns, because there will be no one in HR to fulfill the need. Take care, JOSH tells the 100% truth here…

“IMHO: If you’re a superstar, it’s simply too profitable and professionally fulfilling being on the outside as a critical go-to partner.”

I am unable to even comprehend, why a talented internal recruiter would give up there “list/rolodex”, and build someone else’s business/dreams/passions.. (CORP.)

The top TPR I know are doing great/fine currently, and are positioned to “print money”, when the market turns, because there will be no one in HR to fulfill the need.

Take care,

]]> By: Joshua Letourneau http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12173 Joshua Letourneau Fri, 08 May 2009 18:56:10 +0000 http://www.ere.net/?p=7769#comment-12173 If a company wants the "Headhunter Mentality", here's an idea: Hire headhunters instead of those that have only served as Internal Recruiters. Instead of trying to find an Internal Recruiter from an 'Recruiting Excellence' or 'Award-Winning' company, open your horizons to headhunters (that would like to go internal). In the military world, you can't always make a special forces operator out of the average infantryman - that's why the indoctrinations are so tough. The core of the person has to be well-fit or they'll give up at the first sign of mental, emotional, or physical difficulty. We weren't looking for guys that thought all missions could be accomplished by just showing up . . . likewise, I'd recommend looking for headhunters that don't believe all jobs can be filled through a job board or a new profile on LinkedIn. You have to be willing to do whatever it takes, and this all starts with the core of the person. To make this strategy happen, first and foremost, you need a Recruiting Manager (or Director) that appreciates and embraces the third-party side of the fence. Because if they don't, they likely have zero desire to make 'headhunters' out of their 'internal recruiters' anyway, right? The problem with this strategy, however, is that the best headhunters aren't going internal . . . because there is too much money (and much less corporate quicksand) in headhunting. IMHO: If you're a superstar, it's simply too profitable and professionally fulfilling being on the outside as a critical go-to partner. If a company wants the “Headhunter Mentality”, here’s an idea: Hire headhunters instead of those that have only served as Internal Recruiters. Instead of trying to find an Internal Recruiter from an ‘Recruiting Excellence’ or ‘Award-Winning’ company, open your horizons to headhunters (that would like to go internal).

In the military world, you can’t always make a special forces operator out of the average infantryman – that’s why the indoctrinations are so tough. The core of the person has to be well-fit or they’ll give up at the first sign of mental, emotional, or physical difficulty. We weren’t looking for guys that thought all missions could be accomplished by just showing up . . . likewise, I’d recommend looking for headhunters that don’t believe all jobs can be filled through a job board or a new profile on LinkedIn. You have to be willing to do whatever it takes, and this all starts with the core of the person.

To make this strategy happen, first and foremost, you need a Recruiting Manager (or Director) that appreciates and embraces the third-party side of the fence. Because if they don’t, they likely have zero desire to make ‘headhunters’ out of their ‘internal recruiters’ anyway, right?

The problem with this strategy, however, is that the best headhunters aren’t going internal . . . because there is too much money (and much less corporate quicksand) in headhunting.

IMHO: If you’re a superstar, it’s simply too profitable and professionally fulfilling being on the outside as a critical go-to partner.

]]> By: brian johnston http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12150 brian johnston Thu, 07 May 2009 14:29:35 +0000 http://www.ere.net/?p=7769#comment-12150 This is the greatest thread in the "history of ERE." (My view) Were all on the same team, and I firmly believe what is happening globally now is a "Blessing in Disguise".... (There are CRAP Third party recruiters and CRAP internal recruiters) Were all going to come out on top, because what the universe is telling us (MY VIEW), is that if you don't take your job/career serious, with PASSION, Vigor, and Transparency, you will be FORCED to the sidelines... MESSAGE: FIND THE THING IN YOUR LIFE THAT LIGHTS YOU ON HOLY FIRE... AND GO DO IT! Because what this world needs are "PEOPLE WHO COME ALIVE!" LOVE and GRACE, Brian- This is the greatest thread in the “history of ERE.” (My view)

Were all on the same team, and I firmly believe what is happening globally now is a “Blessing in Disguise”…. (There are CRAP Third party recruiters and CRAP internal recruiters)

Were all going to come out on top, because what the universe is telling us (MY VIEW), is that if you don’t take your job/career serious, with PASSION, Vigor, and Transparency, you will be FORCED to the sidelines…
MESSAGE: FIND THE THING IN YOUR LIFE THAT LIGHTS YOU ON HOLY FIRE… AND GO DO IT!
Because what this world needs are “PEOPLE WHO COME ALIVE!”

LOVE and GRACE,
Brian-

]]> By: dhrumin oats http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12149 dhrumin oats Thu, 07 May 2009 14:06:09 +0000 http://www.ere.net/?p=7769#comment-12149 Paul Paris gets it!!! Corporate recruiters need to know their limits and create relationships with external vendors and not be part of the problem. Lou, unfortunately sitting back writing books and contributing theory do not make companies run. It is all about delivery!! Something most corporate HR depts just cannot do. They do not have the commitment nor passion as Brian is eluding. I know I sound scorned but everyday for 15 years managers at all levels constantly complain about corporate HR. Paul Paris gets it!!! Corporate recruiters need to know their limits and create relationships with external vendors and not be part of the problem.

Lou, unfortunately sitting back writing books and contributing theory do not make companies run. It is all about delivery!! Something most corporate HR depts just cannot do. They do not have the commitment nor passion as Brian is eluding. I know I sound scorned but everyday for 15 years managers at all levels constantly complain about corporate HR.

]]> By: Gordon Basichis http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12091 Gordon Basichis Tue, 05 May 2009 14:41:47 +0000 http://www.ere.net/?p=7769#comment-12091 Brendan-You are quite right that about need for the the value proposition to be attractive to the candidates. It is of course the primary consideration. Most of my insights comes mainly from living with someone who conducts retained searches on the executive levels, as the well as the input of her friends and partners. So I am largely going by what I hear on a daily basis. The more demanding aspects of her responsibilities are the research and sourcing and the knowledge of the specialty. It is the reality that these searches are so difficult that causes companies to retain them. As for me, as the Co-Founder of Corra Group, out task is conducting the preemployment background checks, once a candidate is selected. As I work with recruiters and HR people on a daily basis, I read this forum with a great deal of interest. Provides a lot of insights to the process. Brendan-You are quite right that about need for the the value proposition to be attractive to the candidates. It is of course the primary consideration. Most of my insights comes mainly from living with someone who conducts retained searches on the executive levels, as the well as the input of her friends and partners. So I am largely going by what I hear on a daily basis. The more demanding aspects of her responsibilities are the research and sourcing and the knowledge of the specialty. It is the reality that these searches are so difficult that causes companies to retain them. As for me, as the Co-Founder of Corra Group, out task is conducting the preemployment background checks, once a candidate is selected. As I work with recruiters and HR people on a daily basis, I read this forum with a great deal of interest. Provides a lot of insights to the process.

]]> By: Brenden Wright http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12085 Brenden Wright Tue, 05 May 2009 11:35:02 +0000 http://www.ere.net/?p=7769#comment-12085 Gordon - while I agree that recruiting at lower levels is less difficult and that executives are well placed and well compensated, I'm not sure that I fully agree with your statement that the experience of the search practice is the primary driver that allows the luring of an executive to one position over another. The more critical driver is the value proposition the organization presents for potential candidates at all levels. If this is not well defined and attractive to candidates, all firms (regardless of experience), including internal recruiters, will have a much more difficult time luring the best to the organization. I do agree, however, with your point about sourcing. Specialized, targeted, and experienced practices have a much deeper and broader network of relevant contacts than the typical internal recruitment function. Specialization allows for that. Conversely, internal recruiters are more generalized because we are required to recruit for positions across all major functional areas. You do bring up a good point about the seniority of the position. As an "internal headhunter," I've had to earn the credibility of my CXO's through wins both big and small. This was a difficult endeavor, especially for an organization who's default search strategy was to call a retained firm. My point is that if you can isolate someone that has the "rigorous skill sets that have been honed over time and much experience," this transformation Lou mentions is very do-able. Gordon – while I agree that recruiting at lower levels is less difficult and that executives are well placed and well compensated, I’m not sure that I fully agree with your statement that the experience of the search practice is the primary driver that allows the luring of an executive to one position over another. The more critical driver is the value proposition the organization presents for potential candidates at all levels. If this is not well defined and attractive to candidates, all firms (regardless of experience), including internal recruiters, will have a much more difficult time luring the best to the organization. I do agree, however, with your point about sourcing. Specialized, targeted, and experienced practices have a much deeper and broader network of relevant contacts than the typical internal recruitment function. Specialization allows for that. Conversely, internal recruiters are more generalized because we are required to recruit for positions across all major functional areas.

You do bring up a good point about the seniority of the position. As an “internal headhunter,” I’ve had to earn the credibility of my CXO’s through wins both big and small. This was a difficult endeavor, especially for an organization who’s default search strategy was to call a retained firm. My point is that if you can isolate someone that has the “rigorous skill sets that have been honed over time and much experience,” this transformation Lou mentions is very do-able.

]]> By: Gordon Basichis http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12073 Gordon Basichis Mon, 04 May 2009 23:39:17 +0000 http://www.ere.net/?p=7769#comment-12073 I have discussed this issues at length with several principles at executive search companies. While it is possible to recruit at the lower levels it is far more difficult at either the higher levels or in sectors of industry where the disciplines are most specific. Here most of the executives are well placed and well compensated. It takes a special practice to source them out and lure them to another position. At this level, recruiting requires rigorous skills sets that have been honed over time and much experience. I have discussed this issues at length with several principles at executive search companies. While it is possible to recruit at the lower levels it is far more difficult at either the higher levels or in sectors of industry where the disciplines are most specific. Here most of the executives are well placed and well compensated. It takes a special practice to source them out and lure them to another position. At this level, recruiting requires rigorous skills sets that have been honed over time and much experience.

]]> By: Paul Paris http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12067 Paul Paris Mon, 04 May 2009 19:08:46 +0000 http://www.ere.net/?p=7769#comment-12067 Interesting article however very few Companies will ever be able to do what a HeadHunter/Recruiter can do. Having been on both sides of the equation Companies in all their infinite wisdom have made that a reality. In an effort to make their Recruiters more productive and spend less time answering what they called annoying calls from those Contingency Recruiters they created what is now being referred to by most unemployed people I speak to as “THE BLACK HOLE”. The dreaded online application that you spend 2 hours to complete and submit and you don’t know if anyone will ever see it or if they care. All you know is someone called “Auto Response” sends you an e-mail saying don’t apply again if a Recruiter reviews your profile and is interested they will contact you. I don’t know who this Auto Response person is but when most people can’t get 1 job this person had 101 jobs. Then when they think they have filled the position and the person backs out or they cannot come to an agreement and they re-post the position if you try to send an updated resume it tells you you’ve already applied for this job GO AWAY. So what happens if I am looking and seriously want to get a Job ASAP I am going to a Contingency Recruiter because 1)my chances of my resume getting out to more companies than I can do on my own is greater 2) I am not filling out applications for nothing and on average only 4-5 a day and lastly I am not supplying my Social Security number or DMV number which many ask for now to Companies who the only one who seems to have an interest is in my resume is AUTO RESPONSE. I enjoyed both sides of the business but without a doubt as long as Companies continue to hide behind those online applications and those recruiter@xyz e-mail addresses Contingency Recruiters will always make a living and if they are good should because while they are doing the company and the applicant a service. BTW if I can get in a plug for my new Job Board launching on May 6th Recruiterreqs.com… which is a Job Board for Corporate and Contingency Recruiters there is no candidate interaction. It will save Companies money who are still using Contingency Recruiters and Increase Contingency Recruiters Revenues. Interested parties can contact me at pparis@recruiterreqs.com Thanks Lou Interesting article however very few Companies will ever be able to do what a HeadHunter/Recruiter can do. Having been on both sides of the equation Companies in all their infinite wisdom have made that a reality. In an effort to make their Recruiters more productive and spend less time answering what they called annoying calls from those Contingency Recruiters they created what is now being referred to by most unemployed people I speak to as “THE BLACK HOLE”. The dreaded online application that you spend 2 hours to complete and submit and you don’t know if anyone will ever see it or if they care. All you know is someone called “Auto Response” sends you an e-mail saying don’t apply again if a Recruiter reviews your profile and is interested they will contact you. I don’t know who this Auto Response person is but when most people can’t get 1 job this person had 101 jobs. Then when they think they have filled the position and the person backs out or they cannot come to an agreement and they re-post the position if you try to send an updated resume it tells you you’ve already applied for this job GO AWAY. So what happens if I am looking and seriously want to get a Job ASAP I am going to a Contingency Recruiter because 1)my chances of my resume getting out to more companies than I can do on my own is greater 2) I am not filling out applications for nothing and on average only 4-5 a day and lastly I am not supplying my Social Security number or DMV number which many ask for now to Companies who the only one who seems to have an interest is in my resume is AUTO RESPONSE.
I enjoyed both sides of the business but without a doubt as long as Companies continue to hide behind those online applications and those recruiter@xyz e-mail addresses Contingency Recruiters will always make a living and if they are good should because while they are doing the company and the applicant a service.
BTW if I can get in a plug for my new Job Board launching on May 6th Recruiterreqs.com… which is a Job Board for Corporate and Contingency Recruiters there is no candidate interaction. It will save Companies money who are still using Contingency Recruiters and Increase Contingency Recruiters Revenues. Interested parties can contact me at pparis@recruiterreqs.com

Thanks Lou

]]> By: Brenden Wright http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12063 Brenden Wright Mon, 04 May 2009 17:20:44 +0000 http://www.ere.net/?p=7769#comment-12063 Lou - great article and very timely. Over the past two years, we have effectively in-sourced the entire recruitment function for our organization. This was accomplished by ensuring we provided the same level of expertise and professionalism internally that our line managers typically only experienced through the use of outside vendors. It took some time, solid relationship building, and some "big wins," but we now have an internal search firm within the HR department. With the right attitude, objectives, and metrics and the advice you've offered, this is a plausible accomplishment for any organization. Semper Fi, Brenden Lou – great article and very timely. Over the past two years, we have effectively in-sourced the entire recruitment function for our organization. This was accomplished by ensuring we provided the same level of expertise and professionalism internally that our line managers typically only experienced through the use of outside vendors. It took some time, solid relationship building, and some “big wins,” but we now have an internal search firm within the HR department. With the right attitude, objectives, and metrics and the advice you’ve offered, this is a plausible accomplishment for any organization.

Semper Fi,

Brenden

]]> By: Lou Adler http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12034 Lou Adler Sat, 02 May 2009 18:39:57 +0000 http://www.ere.net/?p=7769#comment-12034 Leif - you've got a great model - this is what it takes - recruiters and line managers in partnership. Thanks for sharing this story. Lou Leif – you’ve got a great model – this is what it takes – recruiters and line managers in partnership. Thanks for sharing this story.

Lou

]]> By: brian johnston http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12031 brian johnston Sat, 02 May 2009 16:05:27 +0000 http://www.ere.net/?p=7769#comment-12031 Now this is what I call a "KICK ASS" article, from someone who trains both internal and external recruiters. I have attended both LIVE and WEBINAR'S with the Adler Group and they are the "REAL DEAL". SECRET: If you want to make $, make 2x as many calls (targeted), stop complaining, prove to people you care, have passion, and get working.... (Energy goes where attention flows..) Now this is what I call a “KICK ASS” article, from someone who trains both internal and external recruiters. I have attended both LIVE and WEBINAR’S with the Adler Group and they are the “REAL DEAL”.
SECRET: If you want to make $, make 2x as many calls (targeted), stop complaining, prove to people you care, have passion, and get working…. (Energy goes where attention flows..)

]]> By: Leif Wennerstrom http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12023 Leif Wennerstrom Fri, 01 May 2009 19:31:15 +0000 http://www.ere.net/?p=7769#comment-12023 Lou, NetApp is one of the few companies that pulled it off in 2008. We hired nearly 300 field sales professions in the 1st six months of 2008 where only 3-4 (1%) of those hires carried a contingency fee. We paid our employee and contract recruiters really well and sent them to Vegas when they hit the number in June. They still could have qualified for the trip with up to 5% agency usage. We only headhunted for sales talent(very few job boards) and had dedicated sourcers for each recruiter plus a researcher who managed name gen. Most of the recruiters on this team could be quota carrying sales professionals for NetApp, able to convince top talent at our conmpetitors why NetApp wins against them in the market. The internal recruiters have key relationships with Sr. field executives, who carry a P&L and would prefer to source from inside the company for cost reasons. 50% of the hires were employee referrals and 60% of the hires were names that the hiring managers knew. This starts with executive field management driving managers to build internal pipelines where the recruiter co-owns the process and campaigns. Lou,

NetApp is one of the few companies that pulled it off in 2008. We hired nearly 300 field sales professions in the 1st six months of 2008 where only 3-4 (1%) of those hires carried a contingency fee. We paid our employee and contract recruiters really well and sent them to Vegas when they hit the number in June. They still could have qualified for the trip with up to 5% agency usage. We only headhunted for sales talent(very few job boards) and had dedicated sourcers for each recruiter plus a researcher who managed name gen. Most of the recruiters on this team could be quota carrying sales professionals for NetApp, able to convince top talent at our conmpetitors why NetApp wins against them in the market. The internal recruiters have key relationships with Sr. field executives, who carry a P&L and would prefer to source from inside the company for cost reasons. 50% of the hires were employee referrals and 60% of the hires were names that the hiring managers knew. This starts with executive field management driving managers to build internal pipelines where the recruiter co-owns the process and campaigns.

]]> By: Jim Sullivan http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12022 Jim Sullivan Fri, 01 May 2009 19:25:24 +0000 http://www.ere.net/?p=7769#comment-12022 Corporate staffing has to realize that it's not an 'us vs them' scenario. Third party recruiters, such as myself, are there to help identify, source and "sell" the best available candidate after the unqualified and uninterested have all been eliminated from consideration. Our clients call us when a) they have failed to source and attract the right talent or b) it is a critical need (or both). There are of course other reasons but those top the list. Instead of always pushing against us, try developing a relationship with a good recruiter that works with you, knows your talent marketplace, and who you can count on when you have a recruiting problem. Especially a good contingency firm - they do the work and don't get paid unless you agree that you want to and actually hire the candidate they have presented - and you wouldn't do that unless they were the best candidate for the position. Just like any other professional, a third party recruiter performs a necessary function when needed. You don't call a mechanic to put fuel in your vehicle, you only call them when you have a problem you need solved! Corporate staffing has to realize that it’s not an ‘us vs them’ scenario. Third party recruiters, such as myself, are there to help identify, source and “sell” the best available candidate after the unqualified and uninterested have all been eliminated from consideration.

Our clients call us when a) they have failed to source and attract the right talent or b) it is a critical need (or both). There are of course other reasons but those top the list.

Instead of always pushing against us, try developing a relationship with a good recruiter that works with you, knows your talent marketplace, and who you can count on when you have a recruiting problem.

Especially a good contingency firm – they do the work and don’t get paid unless you agree that you want to and actually hire the candidate they have presented – and you wouldn’t do that unless they were the best candidate for the position.

Just like any other professional, a third party recruiter performs a necessary function when needed. You don’t call a mechanic to put fuel in your vehicle, you only call them when you have a problem you need solved!

]]> By: Bob Markey http://www.ere.net/2009/05/01/an-action-plan-to-convert-your-corporate-recruiters-into-headhunters/comment-page-1/#comment-12016 Bob Markey Fri, 01 May 2009 15:42:31 +0000 http://www.ere.net/?p=7769#comment-12016 Lou, Great article and very timely. We are in this process currently with our recruiter population and expect to see some positive results with predatory sorucing and conversion behavior. Bob Markey Lou,

Great article and very timely. We are in this process currently with our recruiter population and expect to see some positive results with predatory sorucing and conversion behavior.

Bob Markey

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