THE TECHNACIOUS RECRUITER NEWSLETTER

February 5, 2009   view past issues

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A Recruiter’s Security Blanket

These are tough times. All of us need to be as thrifty and productive as possible. Not only because it’s the right thing to do for our employers, but because it’s the right thing to do for us, as well. If we want to hang onto our jobs, even as our employers dramatically scale back on hiring, we’re going to have to use every resource we have to its optimum effect.

That’s why a recent Online Sourcing Survey conducted by TalentDrive is so disturbing. It found that almost two-thirds (64%) of the employers represented by the survey’s participants did not know how many qualified candidates were in their own ATS databases. These organizations had undoubtedly spent tens of thousands and, in some cases, even millions of dollars connecting with the the talent whose resumes they now stored, and yet those prospective candidates were largely still unknown to them. To put it in the starkest possible terms, their ATS database was a wasted asset.

So, what’s the alternative?

We have to stop treating our ATS databases as a static stack of digital documents and start using them as a platform for building relationships with candidates. Now, I know that I’ve expressed this view before, so why do it again now. Because in tough times, a wasted asset is likely to get the responsible party-and that would be us–thrown into their employer’s waste bin or what most of us call termination.

Yes, yes, I’ve heard all the rationales for why this happens. I know that recruiting teams are running so far below normal staffing levels that there’s simply no one available to do the work involved. I know that this is also a non-traditional activity-it isn’t sourcing or recruiting, at least as those roles are currently defined-so it doesn’t fit nicely into anyone’s job description. But here’s the rub: these are abnormal, non-traditional times, and we will either adapt to their requirements or we will suffer the consequences.

That means we have to achieve a better return on the investment that we made-not in procuring our applicant tracking system-but in pumping up its database. In other words, we must implement a program that will enable us to fill more of our openings from talent we have previously sourced rather than from individuals we must source anew (or again). Every requirement we can satisfy with the candidates in our resume database represents a savings in the cost of advertising and/or the cost of time required to deploy our sourcers. In other words, filling a vacancy from our database can generate real and measurable savings in both cost-per-hire and time-to-fill. That’s the closest you’ll ever come to a security blanket in tough times.

How do you achieve that goal?

Implement a communications campaign that is designed to leverage every applicant’s initial interest in your organization. They made the effort to apply for one or more of your openings, so tell them that you intend to make the effort to get to know them better. To be successful, however, this campaign must be positioned as a two-way street, a dialogue rather than a soliloquy. It shouldn’t be only you talking to them about how great your employer is or only them sending you an unending stream of updates on their employment qualifications.

The best approach is to create an interaction that provides value to both parties. You want to pre-sell them on your employer as a great place to work and acquire additional data about them to help you achieve your goal of putting the right talent in the right opening. They want to know about other vacancies in your organization for which they may be qualified and acquire additional information about your employer that will help them achieve their goal of putting their talent to work in the right place for them.

So, promise them that you will deliver the value they want-for example, you might offer them an “early opportunity system” (i.e., they get pre-advertising notice of any new opening in your organization for which they are qualified) as well as more information about your organization’s culture and values-if they will provide what you want-updates on their qualifications and their participation in a “candidate referral system” (i.e., they notify you of employment prospects who might be right for other openings that you may have).

These communications should be regular-no less than once a month-but not intrusive-no more than twice a month. They are not corporate memos or marketing collateral, so they should be written in a friendly, conversational style and be free of promotional hype and hoopla. Indeed, not everyone can write such copy, and even those who can, will take a while to get it done. To be successful, therefore, the communications campaign should not be viewed as just another “additional duty” that is imposed on everyone whether they are capable or have the time to accomplish it. It must, instead, be treated as a key talent acquisition initiative and staffed accordingly.

Over time, this two-way exchange will enhance familiarity and trust between your recruiting team and the applicants whose resumes are stored in your database. Those two factors are the pillars of genuine recruiting relationships. They enable you to transform your resume database from a static stack of useless documents into a reservoir of talent that is pre-screened, pre-sold and prepared to be considered for your employment opportunities. That’s an asset any organization would be pleased to have and, therefore, equally as loath to lose those who created it.

Thanks for reading,

Peter

P.S. Please tell your friends and colleagues about WEDDLE’s Newsletter. They’ll appreciate your thoughtfulness, and so will we.


This Issue’s Sponsor: Work Strong

This issue of WEDDLE’s newsletter is brought to you through the generous support of Work Strong: Your Personal Career Fitness System, Peter Weddle’s new book on conditioning your career for sustainable success.

Designed specifically for the challenging workplace of the 21st Century:

Work Strong not only tells you what to do for career success, but when, where and how to do it.

  • Career Fitness includes both a revolutionary philosophy of work and a regimen of daily, weekly and monthly activities that empower you to apply that philosophy to your career.
  • Using physical fitness as a metaphor, it introduces an approach to career self-management that is appropriate for everyone from senior executives and seasoned professionals to recent graduates and those who are reentering the workforce after an extended absence.
  • Work Strong helps you tap both sides of your brain in learning how to build a healthy career.

  • It encourages you to use your reasoning ability on the left side of your brain by presenting all of the information you need to Work Strong in your career. That’s The Career Fitness System
  • It also encourages you to use your creative ability on the right side of your brain by presenting a fictional account of what it would be like to Work Strong. That’s The Diary of a Career Activist.
  • In today’s world of work, you have only two choices: you can be the master of your career or you can be its victim. Get the tools you need to take charge of the one-third or more of your life you spend at work. Get Work Strong today! You’ll increase the paycheck and the satisfaction you bring home from work!

    But don’t forget about others. Get Work Strong for yourself and for your spouse, your sons or daughters and even for your mother and father. Everyone deserves to Work Strong. To place your order, call WEDDLE’s at 317.598.9768 or click here. Don’t delay. Get Work Strong right away!


    Section Two: Site News You Can Use

    News Item #1

    WEDDLE’s is pleased to announce its User’s Choice Award winners for 2009.

    WEDDLE’s User’s Choice Awards are the only awards in which actual users-recruiters and job seekers-are able to vote for the best job boards on the Web. Over 50,000 people cast their ballots in 2008, and as always, the top thirty vote-getters are declared the winners. Are there other great sites out there? Of course. But these winners have earned the acclaim of job seekers and recruiters alike, and to our way of thinking, there simply is no higher accolade. (To cast your ballot for the 2010 winners, please click here.)

    WEDDLE’s 2009 User’s Choice Award winners are:

    Absolutely Health Care

    AllHealthcareJobs.com

    AllRetailJobs.com

    CareerBuilder.com

    craigslist

    Dice.com

    DirectEmployers.com

    DiversityJobs.com

    EmploymentGuide.com

    ExecuNet

    GetTheJob.com

    GOJobs

    Hcareers

    HealthCareerWeb.com

    HEALTHeCAREERS

    Indeed

    Job.com

    JobCircle.com

    JobFox.com

    Jobing.com

    TheLadders.com

    Monster.com

    Net-Temps

    SimplyHired

    6FigureJobs

    SnagAJob.com

    TopUSAJobs

    Vault

    VetJobs

    Yahoo! HotJobs

    News Item #2

    WEDDLE’s is pleased to announce the schedule for its 2009 Spring/Summer Training Series. The first program is in April, but if you register now, you’ll save 10% on the already low cost of participation.

    WEDDLE’s training programs are audio-based. You get the PowerPoint slides for each program in advance, and on the day of the training, you simply call a toll-free number and have the presentation delivered right to you.

  • Everyone in your office can listen in or you can take the course by yourself.
  • You can download the PowerPoint slides onto your computer or print them out and use them for note-taking.
  • You don’t have to spend the time to travel to another location, but can take the training wherever it’s convenient for you.
  • No less important, all of the programs are presented by WEDDLE’s Publisher, Peter Weddle, one of the most highly rated trainers in our industry. In addition, they draw on WEDDLE’s 12+ years of research into the Best Practices for sourcing and recruiting online.

    The Spring/Summer 2009 series is listed below:

  • April 7, 2009: Online Networking for Hard-to-Find, High Caliber Prospects
  • April 21, 2009: Best Practices in Online Recruitment Advertising 2.0
  • May 5, 2009: Best Practices in Sourcing Passive Prospects Online
  • May 26, 2009: Blink Recruiting-Getting to “Yes” Fast With Top Talent
  • June 2, 2009: Transforming Your Resume Database into a Candidate Gold Mine
  • June 16, 2009: Optimizing the Candidate Experience: The Secret to Recruiting Success
  • These are great learning opportunities presented by one of our industry’s most highly rated trainers. In addition, you can’t beat the price; it’s just $175 per telephone line. That’s unbelievably inexpensive for individual training, but consider this:

  • If there are two of you in your office and you both listen in, that drops the price to just $87.50 per person.
  • If you put 10 of your colleagues in a conference room and all listen in, that drops the price to an incredible $17.50 per person.
  • However you do it, you get world class training and save your employer money!

    Registrations are limited, so reserve your seats now. Call WEDDLE’s at 317.598.9768 today. Please note that sessions are not recorded and reservations are final and binding.

    “WOW!! I had the opportunity to listen to Peter Weddle speak last week at a conference and WOW!! does NOT do justice to how I felt after listening to him!”

    News Item #3

    WEDDLE’s also offers a number of other publications for recruiters seeking to win the War for the Best Talent and achieve a satisfying and rewarding career. They include:

  • Recognizing Richard Rabbit. An adult fable like Who Moved My Cheese?, this delightful little book will teach you how to discover your authentic self-the You of your dreams-so that you can express and experience that person in your work and throughout your career.
  • WEDDLE’s 2007/8 Guide to Employment Sites on the Internet. Called the “Zagat of the online employment industry” by the American Staffing Association, it provides full-page profiles of 350 of the best job boards in a range of occupations, industries and locations.
  • WEDDLE’s 2007/8 Directory of Employment Related Internet Sites. The “address book of the online employment industry,” it lists over 9,000 sites and organizes them by the occupational fields, industries and geographies on which they focus.
  • WEDDLE’s 2007/8 Guide to Association Web Sites. The key to the “hidden talent market” online, it details the recruiting resources and capabilities that are provided at the Web-sites of over 1,900 associations and societies.
  • Postcards from Space: Being the Best in Online Recruitment & HR Management. A compilation of Peter Weddle’s columns for The Wall Street Journal, it provides a complete introduction to the Best Practices for sourcing, recruiting and retaining talent online.
  • Generalship: HR Leadership in a Time of War. The only primer on leadership that focuses on the unique challenges of the HR professional waging both a War for Relevancy in the modern corporation and a War for Talent in the 21st Century labor market.
  • So make sure you’re at the top of your game, get your WEDDLE’s books today. Click here or call WEDDLE’s at 317.598.9768.


    Section Three: Site Profiles

    Site Spotlite … from the pages of WEDDLE’s 2007/8 Guides and Directories

    There are 40,000 job boards now in operation in North America and an equal number operating elsewhere around the world. The key to recruiting top talent online, therefore, is knowing where to find and how to select the best sites for each of your requirements. WEDDLE’s 2007/8 Guide identifies 350 of the top sites worldwide and provides the information you need to determine which job boards will deliver the optimum yield for you. For example:

    Jobing

    http://www.jobing.com

    Post full time jobs: Yes

    Post part time, contract or consulting jobs: Yes-All

    Distribution of jobs: Regional-USA: AZ, CA, CO, FL, NM, NV, RI, TX

    Fee to post a job: $249-349/posting

    Posting period: 30 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 1.2 million

    Source of resumes: Direct from individuals

    Top occupations among visitors: Administrative, Finance & Accounting, Information Systems, Management , Sales & Marketing

    Other services for employers: Assessment instruments, Automated resume agent, Banner advertising, Status reports

    Member, International Association of Employment Web Sites: Yes


    Get Work Strong Today & Strengthen Your Career!

    This issue of WEDDLE’s newsletter is brought to you through the generous support of Work Strong: Your Personal Career Fitness System, Peter Weddle’s new book on conditioning your career for sustainable success.

    Designed specifically for the challenging workplace of the 21st Century:

    Work Strong not only tells you what to do for career success, but when, where and how to do it.

  • Career Fitness includes both a revolutionary philosophy of work and a regimen of daily, weekly and monthly activities that empower you to apply that philosophy to your career.
  • Using physical fitness as a metaphor, it introduces an approach to career self-management that is appropriate for everyone from senior executives and seasoned professionals to recent graduates and those who are reentering the workforce after an extended absence.
  • Work Strong helps you tap both sides of your brain in learning how to build a healthy career.

  • It encourages you to use your reasoning ability on the left side of your brain by presenting all of the information you need to Work Strong in your career. That’s The Career Fitness System
  • It also encourages you to use your creative ability on the right side of your brain by presenting a fictional account of what it would be like to Work Strong. That’s The Diary of a Career Activist.
  • In today’s world of work, you have only two choices: you can be the master of your career or you can be its victim. Get the tools you need to take charge of the one-third or more of your life you spend at work. Get Work Strong today! You’ll increase the paycheck and the satisfaction you bring home from work!

    But don’t forget about others. Get Work Strong for yourself and for your spouse, your sons or daughters and even for your mother and father. Everyone deserves to Work Strong. To place your order, call WEDDLE’s at 317.598.9768 or click here. Don’t delay. Get Work Strong right away!