The crowdsourcing referral bonus for helping find a president of a solar-power developer has been set at $100,000. keep reading…
It’s a job seekers market, but hiring managers haven’t yet fully adjusted to the change, with 40 percent of them taking almost a month to make an offer, only to find out in many cases that their candidate is turning them down.
Better than 8 in 10 of the MRINetwork recruiters participating in the semi-annual MRINetwork Recruiter Sentiment Study said today’s employment market is candidate-driven, a 25-point jump from the 2012 study. That means the professional, executive, and managerial candidates who are the majority of those recruited by MRI franchise offices can be more demanding when it comes to the nature of the work they want, the companies they’re willing to work for, and the compensation and benefits they’ll accept. keep reading…
Street of Walls, a recruiting company for the financial field, is relaunching and changing its name. keep reading…
As many of you may have read in my previous post, “What Drives Me Nuts About Staffing Agencies,” my belief is that there’s not strong differentiation in the staffing vendor world. Too often sales pitches don’t strongly reinforce their key differences in building a business case. Said another way, most firms seem to be focused on business development and not recruiting quality.
That’s a broad brush to paint the industry with and there are certainly several very strong local and national firms, but that seems to be the overall client perspective of staffing firms. With that in mind, I recently decided to move out of corporate recruiting and start a recruiting practice (actually two different firms) with an eye to doing things differently.
Our primary business which makes outbound candidate cold calls to licensed professionals, primarily in healthcare. Our second firm is a contingency practice focused on the dental space.
I decided to make the move to: keep reading…
Before you decide the grass is greener in agency recruiting, consult the Money Talks survey from Bullhorn. Released this morning, it shows agency recruiters on average earned $74,000 last year.
Some earned much more. Those who work primarily in contingent recruiting averaged $96,000. There’s no doubt that’s a goodly sum. Just keep in mind that a contingent recruiter earns zero unless the candidate they submit is hired, accepts the job, and keeps it usually for at least 90 days. keep reading…
What’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…
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 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.
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…
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
I 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…
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.
Recently 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…
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
With 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…
Let’s get right at it:
- 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…
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…
What 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…
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 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…
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…