I had missed my connecting flight!  And this just wasn’t any flight.  It was the one that was taking me to the Stevie Wonder Concert in Seattle.  The concert that I had anticipated eagerly for months.  The concert where I had to finagle and pay dearly for the tickets.   The one that I would be missing because the weather at O’Hare was crystal clear but my initial flight had an unexplained mechanical problem.  That same concert that I would miss because I was three seconds late for the connecting flight and the door was slammed in my face.

“Sorry Mrs. Danbom.  The next flight will be in an hour – which will give you and your luggage plenty of time to find the gate.â€�  (With pack animals and Sherpas.  So rude!  Boycott all airlines that would make a mature woman run to a distant gate.  It was MILES away.  As I arrived (breathlessly again) the flight was just beginning to board.  Plenty of time, my eye!)

Kind of reminds me of recruiting.  Ever have one of those sure fire placements?  One that you’ve been banking on, and then, at the last minute, the door gets slammed in your face!  No placement.  They hired another candidate.  Or your candidate took the counteroffer.  Or the client filled it from within.  What excruciating pain!  So close you could taste it.  You were spending your fee.  And then cruelly you’re shut down.

What can be done?  Whining doesn’t help.  Face it.  The equation we work is made up of people.  You can influence people, but you can’t control them.  There are rare occurrences that just can’t be helped.  I know a recruiter who was attempting to place a high-end accounting professional.  At the last minute, he succumbed to a counter offer.  Not just any counteroffer.  He was offered over $200,000 to stay with his company that was going through an IPO.  Without him the deal would be quashed.   Who could blame him for staying?  Even the recruiter had to admit, faced with the same decision, two hundred grand would be hard to turn down.  Another was about to place an operations manager.  The morning of the start, the candidate called saying that he had traveled to another state to meet his small daughter for the first time ever.  He was so captivated by her that he couldn’t bear to leave her and was declining the offer.  Understandable.  Regrettable.   The door slammed in the face just short of triumph again?  Unquestionably.    (In these cases, a small bit of self-pity would be permitted .)  While people can be unpredictable, these two examples would be totally impossible to predict and both couldn’t possibly happen to the same recruiter. 

But what does it mean when the “placement doorâ€� slams in your face frequently.   We’ve all met recruiters who frequently come oh so close, but no score.  If it happens more than once, it’s probably not a coincidence.   It’s time to look at the process and see what’s happening.  You may not be able to control people, but you better control your process.

1.       Have you thoroughly qualified the job order and gauged its viability? 

2.       Do you have the true hiring authority’s ear and cooperation?

3.       Have you created a sourcing strategy that uncovers the very best employee for the position?

4.       Have you thoroughly interviewed the candidate to determine that he/she is qualified, motivated and fee-worthy?

5.       Do you prepare the candidate for the probability of a counteroffer?  How often?

6.       Do you prep and debrief all parties involved in the interview?

7.       Do you lead the compensation negotiations?

8.       Do you aid the candidate through the resignation notice process?

If, after examination, you can truly say that you have done everything you could, and it was just one of those unpredictable circumstances, then so be it.  But if you can see where you lost control of the process, it’s time to ask what you can do to make sure that it doesn’t happen again.  How can those occurrences be prevented?

Stevie was truly wondrous.  I did make it to the concert after all.  My strategy?  I had designed enough time to allow for flight delays. 

What’s your strategy to make sure you are not unmercifully denied at the placement gate?

I’ve had a fierce independent streak since childhood. I was the first and only child in my family for 14 years.  I got used to doing things on my own. In short, I become a very independent human being.  “I do it myself!â€� was my three year old mantra.  I had great pride in learning new things and not needing my parents’ help.  Always an early riser, I would climb out of bed in the morning before my mother woke up and dress myself. I would go to the closet, pull down a dress and put it on.  Except – the typical little girl frock of the early 1950’s buttoned in the back.  Not to be stopped, I simply turned the dress backwards and fastened the buttons down my chest.  I was determined to make it work. Mom, upon rising, praised my initiative for getting dressed without her, and attempted to persuade me to readjust my dress with the buttons in back where they belonged.  Easier said than done.  There were simply days I wore my dresses backwards.  Independent?  Yes.  Fashion conscious?  No.
 
That independent streak has remained and still serves me well in the recruiting world.  Being an independent sort, I pride myself on not “following the herd.â€�  If I follow the herd, I end up with the same tired results that everyone else does.  Going to the boards to recruit brings limited value and stale results. When I stray, I come up with unique results that no one else has visited and the very best undiscovered candidates. Think counterintuitively.  Go places that other people aren’t going.  Always keep your antennae up. Do something unexpected.

One of my most gifted candidates came from a fire drill. One of those big city fire drills where you and your office mates travel down seven floors with other hapless fire drill participants. While waiting for the fire drill to end, I met the most talented CFO.  Over a period of time, we built a working relationship and he has been a client and a candidate for me over the years.  All from a fire drill.  Who would have thought!

This summer I had a speaking engagement at a national association convention. The pressure was off after my presentation and I was enjoying the pool with my family.  A participant I had met earlier in the day, dog paddled by and said that she had missed my presentation but had heard good things, and wanted the information I offered.  I didn’t have my card with me, but we connected later – and I hope to develop her into another candidate. This one was a no brainer. Instead of trying to unnaturally force myself on unsuspecting conventioneers, I offer solid subject matter and they approached me. It wasn’t only in the pool.  I was approached in the ladies room, during breakfast, coffee breaks and lunch.  People sat down next to me before conference sessions and introduced themselves because they had attended my session. They were attracted to the information that I had to offer.  I gained powerful contacts from people who sought me out.  Unconventional.  Counterintuitive.  Call it what you will.  It works.

What’s the most independent path you’ve taken to secure candidates or clients?

And “Happy Fourth!�

Actually, I received  a Nano  for Christmas– a red one.( A Nano – in case you are not an iPod owner is a tiny iPod that measures  one inch square – yet allows you to carry 200 of your favorite songs.  Pretty nifty idea if you want to start out slow as opposed to the full-strength iPod.)   It also has stylish white earphones – which I’ve only tried once.  My goal on my upcoming vacation is to conquer the Nano.

The recruiting landscape changes quickly.  Just as quickly as entertainment technology.    If you are using the same strategies that you employed last year to find the best talent, you will find yourself woefully behind.  Unemployment rose in May to 5.5%, but don’t let that lull you into your comfort zone.  Where are those lost jobs?  Be aware that professional unemployment is still at 2.2%.  (Bureau of Labor Statistics – Unemployment for those degreed and 25+ years)  Thinking that this demographic is going to be “easy pickings because unemployment has risen is a grave mistake.   These people are still at a premium and hard to find and will remain so because of the following:

·         Retirement of the Baby Boomers.  Gen X numbers almost half.

·         Import of talent from abroad has slowed.  Opportunities now abound around the world.

·         U.S.  Educational System is not preparing for jobs in the future.  (Math and Science.  Only one third of Gen Y will gain degree.  80% of new jobs require degrees.)

A proactive push for talent is what is needed.  Besides traditional means of recruiting, the stops need to be pulled out and employed quickly.   That means proactive recruiting.  More than just posting positions and waiting for the results.  Those results only come from those candidates who take the time to read the postings.  As unemployment rises, less people take time to peruse those.  (It’s typically only 15% - 25% of the entire labor market anyway.)

Post if you like.  In addition, reach out in a variety of ways. 

·         Solicit Referrals.  These can be one of the most effective way of finding quality employees that match your culture. 

·         Recruit Directly.  The talent you seek is probably not at home, watching TV, eating junk food and waiting for you to call.  (Professional employment rate is 97.8%.)  They are employed with your competitors.  Reach out to them or employ a third party recruiter to do it for you. 

·         Streamline the Hiring Process. The best candidates have multiple offers to consider.  The best go quickly.  

·         Network with Regularly Candidates.  Treat all candidates with respect.  If it’s not a match at this time, network with them for future possibilities.

Recruiting-wise, are you “getting on the elevator without white strings hanging from your earsâ€�?  Worse yet, are you ear wearing the white strings, just to look cool and not utilizing the knowledge/technology? 

Recruiting as a profession has had a less than sterling image.  Especially third party recruiters. We have been likened to ambulance chasing lawyers and used car salesman.  We spend time compensating for this unflattering public perception.  What have recruiters done to deserve such a rap?  Have they eaten their young? 

Wow!  Besides bringing to mind a really disturbing visual – consider how short sighted the unscrupulous act of consuming one’s young really is.  While satisfying that nagging hunger for the moment, the result has definite long-term disadvantages.  Once the offspring are consumed, no one is left to huddle together when the night is cold.  No one is there to help fend off the enemy.  And when you become old and infirm, no one is there to care for you, if you’ve consumed your young.  Taking that kind of action can definitely burn some bridges.

Unscrupulous, short sighted acts?  Has our profession ever engaged in these?

Before the days of technology and internet research, name gathering was difficult.  In order to secure names, the ruse was widely practiced.  The ruse?  A practiced untruth designed to extract the name of a potential candidate or client from a shrewd and cunning gatekeeper.

Looking for an auditor?  Call into the Accounts Payable Department – because if they think you are paying a bill you owe them, you gain instant access.  Then once connected…  “Accounts Payable?  Oops – I think they transferred me to the wrong department.  I was looking for Auditing.  Who can I speak to in Auditing?  Can you transfer me?â€�

I still hear recruiters debate over the use of the ruse.  I am not an advocate.  Far from it.  Longevity in this business has everything to do with excellent reputation.  Entrance gained through this method is shaky at best.  If the ruse is uncovered, the recruiter’s credibility and reputation is blown.  The candidate willing to look at a career move is putting his/her future in my hands.  Where’s the trust if I lied to get into the door. 

How about the practice of recruiting out of existing clients?  There have been unscrupulous recruiters who directly approached and extracted candidates they had placed for a fee and place them once again for another fee.  There are those who have done it in the past – and those who still do it today.  Eating their young?  I think so.

My goal is to become an exceptional recruiter.  A trusted confidant – a supportive professional like  my CPA or my doctor.  The employment expert that people turn to when they are considering a career move or need to find a trusted staff member.  To be an exceptional recruiter, I need to adhere to ethical principles and long term relationships.  Those relationships evolve over the years and are begun by being concerned about my relationship.  It’s definitely not by eating my young.

It’s all well and good to talk about being an exceptional recruiter. Being ethical and doing the right thing.  Remember when you pick up the phone and call – the person answering the phone doesn’t know who you are.  They may be laboring under the old perception of what a headhunter does.

Me?  Eat my young?  Not me!

What do you do to prove that you don’t eat your young?

I have just made the best  purchase.  I finally took the plunge when offered an upgrade on a cell phone.  After years of timidly telling myself that I just wanted a phone that simply “called people”, I decided to step up to a phone with the latest technology.  I held back in the past because I was busy and told myself that I just couldn’t dedicate time to immersing myself in the technologies of the newest phones.  Would I really use all those bells and whistles anyway?

I guess what did the trick was the fact that this phone upgrade had a GPS.  I travel a lot and find myself trying to find my way on strange streets at night.  I usually try to map things out before I travel – but still trying to read and drive at the same time is a challenge.  The sales person assured me that this phone was a “winner” and took the time to show me the GPS feature.  Several days passed before I attempted directions on my new phone.

I flew to Sacramento.  Sitting in my rental car, I typed in the address of the hotel and clicked in for directions.  Not only did my phone display a color map – but it actually gave me verbal directions.  And they were flawless.  The “Directions Lady” told me that I would be…

“Turning left onto West El Camino Road in 1.1 miles.”

“Turning left in .5 miles.” 

“Turning left in .2 miles.” 

“TURN LEFT.”  In every case, she would tell me how we would progress in plenty of time to be in the correct lane and be able to execute the turn.”

At dinnertime, I tried it again.  This time I just spoke the name of a favorite chain restaurant– and the “Directions Lady” gave me four options in town – rating the closest one as 4 Stars.  I chose my location and off “we” went.  The “Directions Lady” understood my request, looked up the information, let me chose the location and then told me how to get there. 

After dinner I wanted to go to the grocery store.  I turned on the GPS and asked for “Groceries.”  The darn thing gave me options for convenience stores and grocery stores ranked closest to my proximity.  I chose one – on off “we” went again.  (She will even alter routes if she sees there is traffic congestion ahead.  She actually “out smarts” the traffic!)

Besides my husband, children, grandson and dog, my cell phone complete with GPS may be my favorite thing ever.  In this short time, I consider it indispensable.  I wouldn’t think of leaving home without it. 

What does this have to do with recruiting?  When was the last time you made yourself indispensable to your hiring managers?

Remember that hiring manager who has an opening and never seems to have the time to pay you or the urgent need proper attention? 

“Yes!  Yes!  I really do need someone yesterday, but I only have a few minutes.  Let me just shoot you the job description?”

What if you acted as the GPS for your hiring manager?  What if you explained your whole recruiting procedure and secured his buy-in to communicate when needed? He’s got to give you some directions.  A foundation from which to work.  After that, you guide him to the route of hiring the best and brightest employee. 

What if you meet his expectations and then go beyond?  Once he has used your service and you have not just satisfied, but delighted him, he may become a regular customer.  A raving fan.  He may be so pleased with your service that he insists on working with you exclusively.

In what alternate world have I placed us?  It’s not happening here without a smart strategy to convince the hiring manager “what’s in it for him” to cooperate and let you guide the hiring process.

“Dear HM”

“Let me lead this process.  While I lay the ground work, I will need your participation. 

Investing time in the beginning – by carefully defining the position, will save you time in unnecessary screening and interviewing of inappropriate candidates. 

Agreeing on quick meetings to choose the finalist to interview keeps the process moving in a professional manner.  The candidate gets a great impression of you as a future employer.

Timely feedback on your interviews results in swift, careful decisions to hire.  Those decisions ensure that the “best ones” don’t get away because the competition for talent is getting fierce out there.”

You can let the client wander around in the dark, but the chances of his finding the way (and taking your candidate) are slim.

Be the GPS “Directions Lady” (or “Guy”) and lead your hiring manager efficiently and strategically into making the right hiring decision.  Exceed his expectations, and he may feel you are indispensable.  Just the expert to help him staff his entire department. 

A news story caught my eye last week.  It was the one about the softball player who was carried around the bases by her opponents.  It really made me think – especially after my blog last week about the perceptions of the younger generations by management today.  Hiring_Manager_in_"Cluck_and_Commiserate"_Mode?

In case you missed this news story, it was about Western Oregon University’s Sara Tucholsky, a senior on their women’s softball team.  Sara hit a home run – the first - in her high school and college career.  She hit a three run homer over the centerfield fence.  In her exuberance to round the bases, she missed first base and had to back track.  It was then she blew out her knee and was unable to go on. 

If she was touched by her team mates, her home run would be counted as a single and she would automatically be out.  Her team could send in a pinch runner, but only two runs of the three would be counted.  It was then that the shortstop and first baseman from the opposing Central Washington Wildcats approached the umpire with an unusual request.  Unprompted, they asked if they could carry Sara around the base path and have her home run count as it should?

“I knew we could do it.  I knew that she deserved it,” said Mallory Holtman, Central Washington’s First Baseman.  “I just thought, ‘Let’s help her out.’” 

With the umpire’s approval, Holtman and CWU Shortstop, Liz Wallace, carried Tucholsky around the bases carefully touching each base with her left foot.  Her three run homer counted – causing a win for WOU and a split in the double header between the two teams.  The win helped propel Western Oregon into post season.  (WOU has split the Great Northwestern Athletic Conference’s Championship with Seattle University and will be playing in The NCAA Division II Western Regional Tournament this week.) Central Washington was eliminated from post season play. 

How does this pertain to recruiting?  These three players, solidly anchored in the “Generation Y” demographic, will be leaving college soon and joining the workforce.  What they demonstrated was the very best of Generation Y.  The desire to corroborate and work for the greater good of the team.  The desire to contribute and do what is morally right.  And although they play hard and take the game seriously, they knew this was more important than the result of one softball game.  That this unselfish act was far more important than winning.

Yes, it was a big deal and made national news.  But if you want to generalize the characteristics of a whole generation, I’d love to use this.  With all the “clucking and commiserating “ of management about the supposed shortcomings of Generation Y, shouldn’t we be looking at this as an indication that we are moving toward a more ethical  era?  Looking at recent corporate scandals that caused legislation to protect the public, this is a great sign.  I hear candidates of this generation voicing the desire to work for a company that contributes to society.  They want to be proud and admire the companies and the  managers they join. As this generation moves forward in the workforce, let’s hope their high ideals are not dimmed.

I was staying at a lovely hotel - a resort in the Sonoran Desert with a spa and all the amenities.  I was there to give a presentation to a professional association.  I checked in the night before and laid out everything I needed for the next day.  I knew that time would be tight in the morning. The heat had taken its toll.  I sank into the lovely, white bed amongst all the feather pillows and died – until 5:30 the next morning.

I had a full morning of activities to attend and had just enough time to jump in the shower and go.  As I gingerly stepped into the shower, I was surprised to find there was no shampoo. Wait..... I travel all the time, and even at the low-end of the hotel evolutionary chain, shampoo is always provided.  At the top of the line, I get nothing?  I looked in the mirror to find I definitely had “bed-head.” Upon further investigation, I found there was no conditioner or bar soap provided either.  Not in the shower.  Not on the vanity.  Not on any of the shelves.  No where.  There I stand – like the day I was born, my hair going in ten different directions with nothing to “freshen” myself for the upcoming presentation.  What to do?  What to do?  I stepped out of the shower – dripping across the floor.  I raked through my toiletries in desperation.  The only thing I found was a single use packet of Woolite.  Isn’t Woolite supposed to be used for “fine washables?”  The old advertisement came back to me.  “Wash it in Woolite!”  Praise be!  That’s the answer.  If I can wash my dainties in Woolite, I can surely wash my hair!  It worked and was quite manageable, if I do say so myself.  Actually, I was quite proud of myself.  Necessity can be the mother of invention.  There in my desperation, I was forced to find a solution. I washed my hair (and the rest of me) in Woolite! 

I conducted the session later that day.  After the presentation, a group of professionals were lamenting how hard it was to find qualified personnel. Not only were they hard to find but when the candidates interviewed, their expectations were totally unreal. (This group of Boomers were interviewing Gen X and Y’s.)  In their opinion, the candidates “expected to be paid way too much” and even worse, they demanded work/life balance – a concept that was lost on this group.  And then, after they’re hired, the praise and hand-holding that had to be done! The Boomer Professionals started to cluck and commiserate amongst themselves.  They just couldn't find qualified candidates. They looked at me – an obvious Boomer - to receive validation.  Not so fast, guys.  Commiseration won’t help.  After letting them air out their feelings, we began to investigate solutions.

What worked in the past is not going to work anymore, and professional talent is at stake.   I advised they need to stretch their normal boundaries and try things they’ve never done before.  We discussed creative job restructuring that could afford some work/life balance.  Would they consider a flexible work schedule that could afford some time to attend to personal issues?  How about a compressed work week?  (4-10’s, 9-80’s or a 3/36 – Makes even more sense with the price of gas and commuting.)  How about telecommuting? Or job shares?  Even on the upper-end, job sharing is an inventive way to engage two talented people who can’t or won’t commit full-time.  How about letting people go to a part-time status?  Some mature workers would stay longer if they could cut back on their schedules.  Then we discussed creative hiring practices.  Hiring – with a view toward the future.  Not just hiring for this job – but for the potential of the next one or two promotions.  Giving the mature candidate a fair shake and listening to his motivations to work the position instead of just assuming that he is over qualified.  Hiring lighter and pairing that individual with a mentor who will transfer experience and knowledge.  Considering re-hires – those “boomerang children” that fit so well into the culture and bring back what they learned.    Networking and creating positions for talented candidates. There were a lot of new alternative ideas that were shared.

My best advice is – when you’re caught with a need and the conventional solution isn’t available, look for a new solution.  Be inventive. Unlike my shower situation, life isn’t going back to status quo.  (The maids stocked my room with 3 times the amount of toiletries that day.)  The professional talent shortage is not predicted to let up for at least a decade.  And by that time, as we all get “more mature”, the next two generations will step up and take over and their ways will prevail.  Even Ernst & Young and Merrill Lynch are looking at ways to woo Generation Y.  Change or die.

Which reminds me, my boss was born when I was already in eighth grade.

How much success have you had in convincing your hiring managers to look at new staffing solutions to accommodate the new workforce?  Or are they still in C&C Mode?  (Cluck and Commiserate.)