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. 

Am I confused or maybe I’m just not that bright.

From all the articles, recruitment advertisements, blogs, etc. I read you would assume there are two types of candidates:

ACTIVE: Someone looking for a job. Someone that is unemployed and/or unhappy with their current situation. Someone that has their resume plastered on every career site and/or ready to shoot it over to you at a moments notice.

PASSIVE: Someone that is passively looking for a new opportunity.

From my understanding, recruiters are sick and tired of vetting through unqualified active candidates that do not fill their open positions.

These same recruiters are searching for new ways to identify and recruit the PASSIVE candidate. That elusive, high quality candidate that they believe will fill their positions.

What about the third type of candidate; A NOT-LOOKING candidate?

A person that is completely happy, that has not been to CareerBuilder, Monster, or other job board. A person gainfully employed, happy and . . . NOT-LOOKING.

Is this the same thing as a passive candidate?

Here is where I get confused.

When I hear the term PASSIVE, I assume that means the candidate is passively looking.

But having recruited for close to 20 years, I think there is a BIG difference between what I define as a PASSSIVE candidate and a NOT-LOOKING candidate.

Or are they one in the same?

I like how Staffing.org defines candidates (don’t quote me on this, go get their staffing report!):

• Serious/active seekers
• Casual seekers (those that spend a few hours now and then looking for new opportunities
• Passive candidates
• Not-looking candidates

I understand these definitions! This is how I’ve always categorized candidates. The only difference was that I called PASSIVE candidates . . . LISTENERS. That is, if you contacted them with your opportunity (since they were passive), they would listen.

So are there four candidate types or just two or maybe three?

When someone (or some recruitment tool) claims they can help you find “passive candidates,” find out which group they’re referring to.

Do we need to update our definitions so we are all on the same page?

Or am I the only one confused?

Any advice would be appreciated!

I've recently had a few questions come up related to what makes a good recruiter. I've decided to make my answer as simple and open as possible.

PASSION

What is your one (or two) word answer?

When I think of the word “recruitment," I immediately envision a soon to be college graduate attending a career fair on campus and being courted by a number of corporate recruiters

What about the “older” worker, and by that I mean the baby boomer, who 1) was forced to take an early retirement; 2) has had his/her pension wiped out by a corporate scandal; or 3) wants and needs to work past retirement age because his/her retirement income is insufficient.  These individuals have already worked 30-40 years, possess a wealth of knowledge, have proven themselves in the work world, and want to continue to work and contribute to an organization.

Who doesn't love a few beers and some appetizers after work in the summer? I do, I do! So, that's why I am making sure we hit all the major US cities with our ERE Happy Hours this summer. We have started booking these networking events over the next few weeks. So come by for some drinks and take advantage of this networking opportunity! All events will be held from 5:30-7:30 pm. Bring business cards!

May 22- Boston, MA

Rattlesnake Bar www.rattlesnakebar.com

May 29- New York, NY

SystematicHR  links to CedarCrestone's whitepaper research regarding the dollar value of human capital automation.  Some good figures in there in case you were wondering what it costs a large firm to change someone's salary for instance, or approve a promotion.   

My takeaway: no surprise, organizations with data warehousing capability show superior return.  Also key: HR Help Desk systems and Competency Management systems.   I see the former as any workflow or task/ticket system - essential for coordinated efforts by small groups, yielding high productivity. 

Yes its true- if you can slice and dice data and use whatever systems you want to use, whenever you want to use them, and still get reliable numbers from your data warehouse, you are going to get your mission done faster, cheaper, and better than the other blokes.

I have been writing (esp. in context of Vurv/Taleo) about my contrary opinion that Talent Management is in a race with advancing data technique; firms with high powered HR data warehouses really don't/won't care if all the application interfaces or databases are from a single vendor. 

I find myself constantly thinking..."how did I end up doing what I'm doing? Is this my passion?"

Gen Y’s are by far the most passionate generation. They have been shaped by so many events. Although other generations have their timeline of catastrophe and greatness, Gen Y had a closer view which impacted them in a way that no other generation has experienced. From a young age, they were up close and personal watching events unfold on television, researching online and receiving influence from all media directions. It was this exposure that ignited such strong passionate feelings within these individuals as well as a high comfort level of expression.

Gen Y’s are outspoken, firm in their beliefs and not afraid to speak their minds. This level of passion has shaped the way they view work, home life and relationships. Boomers and Gen X have been quoted as saying that Gen Y is disrespectful and has a sense of self-entitlement. I think these are just misinterpretations of their level of passion.

Passion is also something you discover and develop. I became passionate about HR Communications. Before accepting my current role, I did a self-test to see if this is something I truly believe in and can be passionate about. I would venture to say this is the way most Gen Y's choose their next career move. I hope it's the way that future generations will shape theirs. If I didn't develop a passion for this, you can bet I'd be doing something else. I think this is why we see Gen Y's changing careers quickly. It's not because they are motivated by more money, that certainly helps, but I don't think it's the real reason. If Gen Y's can't find their passion in what they're doing, they are not afraid to jump ship.

So when you are recruiting Gen Y’s, I think it is important to understand and embrace their passion, not misread it as self-entitlement. The more you nurture their passion, the more they’ll love you.

Gen Y's passion is changing the precedence of the world. Other generations may not understand it, but they should accept it and be envious.

The university students have been home for almost two weeks now. That means recruiters are getting calls from friends who are also parents desperate to get their kids out of the house and earning some of their tuition.

While some of these kids are going to be prime candidates in a few years, summer jobs for the inexperienced aren't where most recruiters make their bread and butter. Still, it's probably better to help a kid out with some good advice to get the good feelings started for when they are excellent candidates for the kind of positions you do fill.

The tools recruiters use do offer great resources for students and recent grads looking for their work.

Service Canada has special listings for students seeking work.

Eluta.ca has a search section devoted to positions for new grads.  

Monster.ca has articles and postings with valuable advice for students looking to launch their careers.

Workopolis lists summer jobs for students too.

As for advice, students should be confident enough to work their parents' networks, among other contacts, themselvs. It shows initiative. 

A resume and a home printed business card with a keen statement of interest are tools every student job seeker needs.

Even more important, though, is a knowledge of what you can do for an employer. Sure, a summer job will help you begin to blaze a career path, but what do you bring to the table? Energy, a willingness to learn, keen attention to details, a special interest in a key industry that sets you apart from others, a willingness to ask for help or seek out answers on your own are all qualities that you should use in selling yourself to potential employers during an interview.     

A Christian evangelical non-profit organization was ordered to pay a long-time employee $23k plus lost wages for firing her because she was homosexual.

When she started work at Christian Horizons, she had signed a work agreement prohibiting homosexual relationships, but when the organization found that she had been discussing her sexuality with co-workers, and had come to believe she was a lesbian, she was fired.

The Human Rights Tribunal found that the woman's job performance was not affected by her sexuality, and that given that the non-profit's mission was helping disadvantaged people regardless of sex, race or religion, whether or not she adhered to a 'Christian' code of morality regarding sexuality was irrelevant.