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New Video Offers a Documentary-type Look at the World of Staffing

by
John Zappe
Apr 23, 2014, 12:11 am ET

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 work day, interspersing it with her own narration about the work she does and the passion she feels for the job.

The video provides a glimpse inside a real staffing firm, to show a side of the industry that previous shows and videos — The Headhuntress for example — didn’t. Lambert’s narration of her commitment to her profession and passion for the work she does may, at first blush, seem Pollyannish. But as the video unfolds, you come to see that there is a genuine satisfaction that derives from the successful matchmaking of employer and candidate. keep reading…

An Office ‘Fit’ Shakespeare Would Love

by
John Zappe
Mar 13, 2014, 5:57 am ET
Addison temp Andy Planck portrays Trevor Graydon, performing in Thoroughly Modern Millie.

Addison temp Andy Planck portrays Trevor Graydon, performing in Thoroughly Modern Millie.

At the Addison Group, when the job orders come in for office temps, sourcing candidates takes on the look of a casting call.

Since 2010, when the Chicago-based national staffing firm first discovered actors make great admins, Addison now actively courts the community, counting over 100 performers and theatrical workers in its database. Today, says Ed Kavanagh, president of Addison’s administrative division, 25-35 percent of the contract placements come from the theatrical community.

They are mostly actors and actresses. Some, though, are acting coaches, a few are writers, and others may work behind the scenes while hoping to land a role. What they have in common is their ability to fit into so many different environments.

“Typically, actors are very comfortable in different roles,” Kavanagh says. Many have improv experience, which requires them to respond to situations and people with no prior planning. “Actors, actresses really do a good job reading people and they fit in very well. They are very adaptable.”

Temping also fits their lifestyle. It gives them the flexibility to make it to tryouts and casting calls, while still having a source of income. Should they land a role, they can they can cut back on their temp work.

Addison recruiters have learned over the years how to work with the theatrical community. “We really work hard behind the scenes,” says Kavanagh, to properly vet the candidates and work with their schedules. keep reading…

RecruitiFi Wants You to Tap Into Someone Else’s Surplus Candidates

by
Todd Raphael
Feb 18, 2014, 2:45 pm ET

recruitifiRecruitiFi is one of many new companies (see the bottom of this post) that you may not know of yet, one that wants you to send out listings for jobs to a group of recruiters who may help you fill ‘em.

keep reading…

Keeping Your Enemies Close …Turning Agencies Into Allies

by
Cassie Roe
Jan 30, 2014, 2:24 am ET

As a long-time corporate recruiter, I have developed a very bad habit of being animalistic in marking my territory, meaning that for me … I hate to turn over reqs to agencies. It can sometimes feel like defeat, failure, and lack of control to admit that you need to look towards the outside help of a recruiting agency.

Having worked both at an agency and now internally for the last eight years, I can tell you that there seems to be some industry bad blood between the two parties. It took me several years of beating my head working on niche reqs that I didn’t have the network or expertise in before I really learned the true value of partnering with agencies. When partnered in the right way you can turn what may have been an agency enemy into a very impactful recruiting ally for your business.

Here are some ways that I have learned to stop peeing on positions and loosen up the reins. keep reading…

Just Fix My Car, Hold the Latte … and What’s This Got to Do With Staffing?

by
Fraser Donnell
Nov 21, 2013, 6:43 am ET

carsOk, so I drive a moderately fancy car built somewhere in Germany. I’ve worked hard during my life and this is my reward to myself.

A fancy car needs only the finest of service, right?  Maybe some of you can relate to this.

You drive into the dealership service-bay, nice and bright and clean. A hoard of good-looking people descend on you, opening doors and writing things onto their forms, speaking into their headsets. It’s like you just pulled into The Plaza Hotel on Fifth Avenue — you feel like “Hey, I’m a somebody!!”

I tell them what’s wrong with my car, they whip out all their Star-Trek inspired devices, little handheld tools that blink and beep and shine bright lights, and they determine what they think is wrong.

I need this, that, and some other thing. Awesome. My car will drive like never before and I’ll get better gas mileage too. Fantastic.

Now, this uneasy feeling envelops me when I ask the question “how much?” Feeling like a somebody as I am up to this point, I now feel somewhat obligated to spend like a somebody. After all, I’m sitting in this opulent service area surrounded by good looking people, me and my fancy car surrounded by other people’s fancy cars.

Spark plugs and oil change — one thousand three hundred dollars, and your latte is ready. I wince, I pay, I leave.

Yes, my car drove spiritedly; my gas mileage did get a little better, for a while. They washed my car and made it look spiffy. At the end of the day though, I just spent the equivalent a mortgage payment on a necessary tune up.

Before moving out of town to where I am now, I had “A Guy” … Everyone needs “A Guy.” keep reading…

Foosball, Purple Squirrels, and Speed Dating: A summary of our roundtable discussions at Menlo Ventures on hiring in the startup world

by
Alex Mooradian
Nov 14, 2013, 6:27 am ET

Screen Shot 2013-11-04 at 10.13.44 AMI recently participated in a great roundtable discussion (video at the bottom of this post) on recruiting for startups, sponsored by Menlo Ventures and moderated by Jim McCarthy. On the panel with me was Manuel Medina of GroupTalent, Jon Bischke of Entelo, and Todd Raphael of ERE.

Each of our companies is bringing something unique to help disrupt the recruiting space: Readyforce for its attention to linking college students with startups and technology companies, Entelo as a metric-based recruiting tool, and GroupTalent as a high-end job board for software developers. And of course, ERE as a medium to bridge recruiters with the trends and companies like ours.

As startups, we recognize that managing our precious resources of limited cash and employees’ time to find the elusive purple squirrels requires a serious game plan. Here are three of the top takeaways from our discussion that can help firm up your recruiting: keep reading…

Use the Old Recruiting Tools You Were Given

by
Morgan Hoogvelt
Sep 10, 2013, 6:28 am ET

Recruitment is simple. Organizations should have one defined objective — to locate, attract, and hire top talent. However, we have made talent acquisition one of the most complex areas of human resources. As a result, strategies are skewed and talent acquisition professionals are bogged down chasing the latest trends and fads instead of focusing on core fundamentals and practices.

Screen Shot 2013-08-29 at 11.26.51 AMRecently I participated in an HR case study with a leading organization that specializes in deriving fact-based analysis and findings. The topic of this particular case study was “What are companies doing to be successful and to overcome recruiting obstacles.” As I sat there and contemplated my answer … a series of conferences, conversations, articles, meetings, and case studies flashed through my mind. I went blank.

I politely apologized to the interviewer and asked her not to take offense to my answer, but here it is: “What is anybody doing that’s truly new and generating overwhelming results? Are we as an industry spending too much time on alternative sourcing methods rather than sticking to the tried-and-true tools that have always achieved results?  keep reading…

In a Banner Year of Recruiting Innovation, 1 Stubborn Throwback

by
Mike Hard
Aug 27, 2013, 5:03 am ET

2012 was one of the biggest M&A years for recruiting technology: Kenexa bought by IBM, Taleo by Oracle, SuccessFactors by SAP, etc. With all the consolidation and innovation, however, it’s ironic that one major source of talent acquisition remains stubbornly resistant to change: the way companies find, communicate and work with search firms. keep reading…

Recruiting Goes Mainstream With Reality TV, Exposing Tech Divide Between Corporate and Executive Recruiters

by
Tom Boyle
Jul 2, 2013, 4:23 pm ET

logo_toprecruiterWith more than 11.8 million unemployed Americans (and millions more globally) it only makes sense for anything recruiting or hiring-related to get a lot of attention. In fact, recruiting has gone mainstream enough to garner not only national attention from businesses and their C-suites, but also its own reality TV show.

I was recently given the opportunity to participate in a new web-based reality show called “Top Recruiter 2 — The Competition.” Along with a colleague, I was able to build a challenge for six of the world’s best recruiters, all competing for the title of “Top Recruiter.”

The show afforded an up-close and in-depth glimpse into the world of recruiting and what it takes to attract, engage, and hire the best talent. While the contestants ranged in background and experience, they fell into two major groups with three corporate recruiters and three executive search recruiters. The key difference that emerged between these groups was how they embraced technology. keep reading…

5 Recruitment Myths Debunked

by
Tina Iantorno
Jun 25, 2013, 5:38 am ET

Let’s get right at it:

  1. Recruitment is recruitment is recruitment false. One size doesn’t fit all.  Just ask Cinderella’s step sisters. Recruitment for any job, level, or industry may start off the same — defining the need, however the lifecycle, approach, skill, and methods employed differ extensively. Another analogy is cars — ask a Range Rover owner if they believe a car is a car is a car. Automobiles have an engine, wheels, etc. in common however how these components are constructed can be quite the anomaly. Would one’s approach to building and buying a high end sports vehicle be the same as a family vehicle? Why then apply the notion that recruitment is recruitment is recruitment to drive your business forward when it comes to your key hiring practices? keep reading…

Temp Industry Creating Jobs at 5 Times National Pace

by
John Zappe
Jun 11, 2013, 4:24 pm ET

Temp Workers 2000-2013With the addition of 25,600 temp workers to the nation’s payroll in May, there are now more workers employed as temps than at any time since before the start of the 21st century.

The U.S. Bureau of Labor Statistics reported last week that on a seasonally adjusted basis some 2,679,800 people were employed as temporary workers in the U.S. last month. In the last year, the temp sector has averaged 15,500 new hires a month. Since the recession ended in June 2009, the average is just over 16,000 a month.

On a non-seasonally adjusted basis, temp workers numbered 2,659,300 in May, not far off from the record 2,767,300 temps working in October 2006. keep reading…

How to Build a Business Case for Your Recruitment Spending

by
Cindy Lu
May 28, 2013, 6:42 am ET

voltron-logoWhat did your company spend on hiring last year? If you’re really not sure, you’ve got plenty of company. Given the decentralized talent acquisition model that many companies use, it’s nearly impossible to pinpoint the actual spending — and the true return on that investment. This is just one rather startling finding that we confirmed last year when we conducted our first annual Corporate Recruitment Benchmark Survey.

Survey participants included both executives and candidates, and they shared a number of eye-opening facts including:

  • There are strong disconnects between hiring concerns and priorities
  • Only 9 percent of the candidates were happy and not looking
  • IT had an unemployment rate of 3.3 percent
  • Most companies have fewer than two recruiters
  • 36 percent of companies either do not know how they track hiring or do not track at all

To illustrate some of these key findings, and other common corporate talent acquisition challenges, we invite you to meet Eleanor. Her story is fictional, but the challenges she faces are anything but. keep reading…

Search Firm Owner Convicted of Hacking, Trade Secrets Theft

by
John Zappe
Apr 30, 2013, 3:42 pm ET
David Nosal

David Nosal

A former Korn/Ferry regional director who launched his own search business has been convicted of hacking and trade secrets theft. David Nosal was found guilty last week on six federal charges that, in addition to three counts of computer hacking and two trade secrets charges, included one conspiracy count.

What makes this case especially noteworthy is that Nosal did no hacking nor did he download confidential Korn/Ferry files himself. Instead, former colleagues did it on his behalf. They later cooperated with the FBI and testified against him.

The case goes back to 2004 when Nosal, an eight-year veteran of Korn/Ferry, left to start his own search firm. For the first year, federal prosecutors said, Nosal partnered with his former employer, signing an agreement not to compete and not to use its trade secrets. Prosecutors said, he convinced two of his Korn/Ferry colleagues to quit and start their own firms, which he used as cover for independent searches until the non-compete agreement expired and he launched Nosal Partners. keep reading…

It’s Time for Recruiters to Adapt (Again!)

by
Shanil Kaderali
Apr 11, 2013, 1:20 am ET

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change” — Charles Darwin

There is a great article by Adrian Kinnersley on Why Recruiters Will Be at the Heart of Our Corporate Future. I agree with some of the points. The rumors of our professional death have been always greatly exaggerated since our early ancestor recruiters found the first stone-age axe makers. Our profession, however, will change due to disruptive trends (Doesn’t it always?). These trends and their impact apply to in-house, outsourced (RPO), and  third-party recruiters alike.

My focus here is on two specific disruptive trends and the strategies to adapt and re-invent if needed. This article is more than about skills development, though some suggestions will help you in your recruitment efforts. As a former AIRS trainer and talent acquisition leader having developed training programs for recruiters, I can say that constant learning is what keeps gives us the edge in changing times (it always will).

Trend #1 — Emerging Technology Will Continue to Disrupt Recruitment keep reading…

Executive Hiring Gone Rogue

by
Shanil Kaderali
Apr 8, 2013, 8:08 am ET

I came across a new and hard-driving CEO of a billion-dollar private retail company who loved a CTO candidate after the first meeting. The candidate came from a top-notch external search firm. The external recruiter worked with the CEO in past and was an industry expert in retail, but not with this new industry. The CEO championed the candidate to all his reports, fast-tracked the interview process with little HR involvement, and candidate was eventually hired. The CTO lasted two weeks.

Little to no HR involvement in selecting the best outside recruiters for your company; no defined process; and when headhunters are the strategy — that’s when hiring goes rogue. I’m going to talk about how to handle these situations. keep reading…

Don’t Blame The Headhunters — Get Better at Keeping Your Employees

by
Fraser Hill
Jan 29, 2013, 5:02 am ET

iStock_000016676143XSmallWhile working in-house as a headhunter (the real market-mapping and cold-call headhunting “headhunter”) I often got asked the question about the ethics of direct headhunting from competitors. When I was giving a talk on the value of in-house headhunting at the 2012 Fall ERE conference in Miami, someone in the audience actually asked me this very question, “Do you think it’s ethical to headhunt from competitors?” keep reading…

Why Some Recruiters Will Almost Always Be a Success

by
Carol Schultz
Jan 24, 2013, 5:02 am ET

photo.jpgThere is nothing like a good controversy to stir up one’s feelings and subsequently a fierce debate. One of my favorite things about reading articles on ERE is how some of its contributors have a wonderful ability to write articles that generate comments a mile long because of controversial subjects covered. We were barely into 2013 when Adrian Kinnersley wrote an article entitled, “Why LinkedIn will never kill the professional recruitment industry,” which was very on point.

People are so polarized around this issue, but the comments section was what really made it an interesting read for me. If I didn’t know better I would have expected a fistfight to break out. One commenter even suggested that commission-only salespeople are unable to provide independent advice to candidates, and candidates know this. This inspired me to pick up my pen (figuratively, that is) and write, which I haven’t done lately.

The Demise of the Agency Recruiter keep reading…

Can You Help Me Answer These Recruiting Questions?

by
Keith Halperin
Jan 24, 2013, 12:05 am ET

This week, I thought I’d throw out a bunch of recruiting related questions that I’m curious about. Some may be easy to answer (and I’m just to lazy to do so), some hard, and some may have to be re-stated/re-defined.

Do you have any answers? keep reading…

8 Tough Questions to Better Appraise Your Existing Recruitment Suppliers

by
Fraser Hill
Jan 18, 2013, 5:46 am ET

qAs an in-house recruiter or HR professional, have you ever been in a meeting with a recruitment supplier and been very impressed with their pitch and excited about the results that are going to follow, only to be completely let down by their performance? It won’t surprise you to read that you’re not the only one.

We all know that for every good recruiter who walks the earth, there are others who don’t quite make the grade. Many sell a value proposition that isn’t being followed up with action — recruiters who purport to headhunt and cold-call top people in the market, but actually only advertise their clients’ vacancies. As a client of these external recruiters you need to be in a position to make an accurate assessment of their worth — not just by what they tell you, but what they actually prove.

Many contingency-level recruitment firms haven’t evolved their value proposition as technology has evolved over the past 10 years. As in-house recruiters have been able to catch up with doing direct sourcing through job boards and social media, external suppliers should be getting more sophisticated in their approach to maintain a value proposition worthy of the fees that are charged — mapping out competitors, gathering referrals, building expertise and relationships in their chosen niche, for example. Too many contingency firms are still charging 15% to 25% for doing nothing more than advertising a poorly written or cut and pasted job spec, and it’s just not good enough.

So here are some questions to ask your suppliers next time you invite them in for an update or suppler appraisal. keep reading…

Recruiters and LinkedIn: Frenemies?

by
Lior Shamir
Jan 16, 2013, 5:35 am ET

Mouse trapLast month, I wrote a post called “Recruiters: Your Days Are Numbered” for which I was lynched in the comments thread for disparaging the recruiting profession and forecasting its demise. Even Josh Bersin — a leading authority on HR — chimed in to describe the article as “a bit of a joke.” keep reading…