THE TECHNACIOUS RECRUITER NEWSLETTER

June 18, 2009   view past issues

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A TARP Strategy for Recruiters

WEDDLE’s 2009/10 Guides Are Here!

Completely updated for today’s economic challenges, these books are the Gold Standard of guides to the best online resources for corporate and third-party recruiters.

Whether you’re hiring at the moment or not, your organization needs these one-of-a-kind references right now. They’ll put you ahead of the pack in the race for the best talent today, tomorrow and into the future.

They include:

  • WEDDLE’s 2009/10 Guide to Employment Sites on the Internet, called the Zagat of the online employment industry by the American Staffing Association.
  • WEDDLE’s 2009/10 Guide to Association Web Sites, your roadmap to the “hidden talent market” online.
  • Where can you get these books? Simply click here to visit WEDDLE’s online bookstore or call our customer service team at 317.598.9768 today.

    A TARP Strategy for Recruiters

    In the past six months or so, we’ve all learned new acronyms and new definitions for words we thought we already knew. We’ve heard countless news reports about TARP or the troubled asset relief program for banks and other financial institutions. And, of course, there’s been much made of the stimulus program and its focus on “shovel ready” projects that will help to reinvigorate the economy.

    Eventually, I suppose, all of this investment will trickle down and have a beneficial impact on those of us responsible for talent acquisition. Patience, however, is not a virtue in the c-suite of most organizations today. They’re under too much pressure to accept our relying yet another acronym: HOTAIRE or Hold On, The Advertised Improvements Roll-out Eventually. They want-indeed, they expect-results right now.

    How can you respond? I think the best approach is a combination TARP and stimulus strategy for recruiters. It should focus on some of our most troubled assets and fix them with “shovel ready” solutions. Here are my suggestions.

    The Troubled Asset: the Career area on most corporate Web-sites.

    Most Career areas have the look and feel of a store. They provide a transactional experience-hey, we’re a buyer of labor, you’re a seller of labor, so let’s do a deal-that appeals only to active job seekers. It leaves the passive prospect cold. And, of course, it’s the passive prospect we most want to attract and recruit.

    What “shovel ready” project will enable you to fix that problem? Launch a blog on your site. There are only two things that will attract and hold the interest of passive prospects: credible information on what it’s like to work in your organization and interaction with their peers. So, design your blogging program not as a something your recruiters do, but rather as a way for the best and brightest in your organization to recount their experiences on-the-job. Think of it as a platform for your “A” level performers to strut their stuff to their peers. It will transform the look and feel of your Career area from a store to a farm, a place that nurtures relationships with exactly the kind of talent you want to recruit.

    Blogging done well takes time and effort, so how can you get your already busy “A” level coworkers to sign up?

  • First, limit each person’s participation to a three month assignment. Make their involvement a short term project not a penance.
  • Second, position a person’s selection to blog as career-enhancing inside your organization. Make sure it has a positive impact on their performance appraisals and salary review.
  • Third, select three new bloggers-representing different career fields and work experiences -every three months. Give your bloggers some company and some competition.
  • Then, stand back and watch your all stars battle it out, both to be selected as a blogger and to be the best blogger on the Web.

    The Troubled Asset: the resume database in most corporate applicant tracking systems.

    Employers invest hundreds of thousands, even millions of dollars building up a resume database and then do very little with it. Their recruiters may conduct a perfunctory check of the archived resumes when sourcing for a new opening, but typically that’s about it. They see the database as a static stack of electronic files, rather than as a platform for building relationships with the people behind the files. Yet, those people are prospects who don’t have to be sourced and have already expressed an interest in the organization. In effect, they are a ready-made way to cut both the cost and time to fill vacancies.

    What “shovel ready” project would enable you to realize those savings? Start communicating with the people behind the resumes. Launch a campaign of regular email messages that push out information about your organization and pull in updates to their careers. The communications should be no less frequent than quarterly, but no more frequent than monthly. The goal is both to pre-qualify individuals for your future openings (by keeping their record current) and to pre-sell them on your organization as an employer (by sharing information about its work and successes).

    People are all but overwhelmed by email these days so how can you get them to accept, let alone ready your messages?

  • First, make the program opt-in. Respect their right to say they don’t want to participate.
  • Second, make sure the content of your messages is interesting. Avoid marketing or even recruiting collateral and instead, send them brief vignettes of the on-the-job experiences of your top performers-the people who would be their colleagues if they worked for your organization.
  • Third, get the mechanics right. Ask them to add the email address of your messages to their white list so they won’t be caught up in their spam filter and use a common subject line so they learn to recognize your messages when they arrive.
  • Then, get ready for a significant response. The simple act of signaling your continued interest in applicants is so rare among employers, you are likely to get a lot of takers.

    Hiring activity is way down at the moment, so now is the time to invest in improvements that will upgrade your performance once recruiting picks back up. While there are many ways to make such an investment, I think you get the best return by focusing on your most troubled assets and on solutions that are “shovel ready.” Do that, and you greatly diminish the possibility that you will need a career-damaging bailout down the road.

    Thanks for reading,

    Peter

    Visit me at CarerFitness.com

    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.

    Recruiters have careers too, so take care of yours!

    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.
  • 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!

    And, 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!


    WEDDLE’s News You Can Use

    They’re Finally Here! WEDDLE’s 2009/10 Guides are Now Available.

    WEDDLE’s is pleased to announce the publication of:

  • WEDDLE’s 2009/10 Guide to Employment Sites on the Internet. This Gold Standard of guides to the Web’s 100,000+ job boards and career portals has been completely updated so you can make smart buying decisions for your organization.

    This edition of the Guide, our 9th, introduces an entirely new format: The Top 100, our pick of the most effective job boards and career portals on the Web, and the Best & the Rest, a directory of over 10,000 sites organized by career field, industry and geographic focus. And at just $39.95, it’s a true recession buster, as well!

  • WEDDLE’s 2009/10 Guide to Association Web Sites. The best talent are often members of their local, state, regional or national professional associations. This Guide enables you to determine which of those associations have the recruiting resources you need to connect with their members.

    The Association Guide lists over 3,000 associations by the career field, industry or location in which they specialize and indicates whether they have a job database, a resume database and/or a discussion area for professional networking. It is the only book of its kind in print and at just $49.95, it’s practically a steal.

  • How can you get these amazing resources? Click here to reach our online bookstore or call 317.598.9768 to order your copies of these truly unique recruiting guides.

    And don’t wait. Even if you’re not hiring at the moment, these books can be helpful to you. Their site profiles will enable you to pinpoint the best places online for recruiting, once the economy starts growing again. And if that takes longer to happen than you would like, these books also include useful information for a job search. So, don’t delay; get your WEDDLE’s Guides today!

    Even Super Search Strings Won’t Work With the Wrong Keywords

    How can you tell search engines and computers what kind of candidate you’re looking for? Use Finding Needles in a Haystack. Just released by WEDDLE’s, it’s the first comprehensive listing of keywords for successfully searching resume databases online and off.

    The book provides tens of thousands of search terms and phrases for the:

  • engineering,
  • finance,
  • healthcare,
  • human resources,
  • sales & marketing,
  • technology,
  • and other fields.
  • If you’re not getting the yield you need from job board resume databases, data mining or even your own resume management system, this is the reference book for you. In fact, sourcing guru Shally Steckerl described this book as “A rare and uniquely useful reference guide for recruiters!” It doesn’t get any better than that!

    To order your copy, please call WEDDLE’s at 317.598.9768 or click here. Get Finding Needles in a Haystack today!

    Best Practices in Employee Engagement & Communications Survey

    Bernard Hodes Group, an integrated talent solutions company, is conducting research to uncover best practices in employee engagement and communication.

    This research is being conducted among decision-makers in human resources, employee relations, and internal communications, and asks questions about current priorities and concerns, practices in implementing engagement programs, differences between industries, and more. All participants will receive a full research report that will allow them to compare best practices and benchmarks to their own companies. One $100 Amazon gift card will be awarded.

    To participate, click here.

    The survey will run from May 14, 2009 to July 12, 2009. A report will be issued in September of 2009.


    Our Featured Job Board

    Site Spotlite … from the pages of WEDDLE’s 2009/10 Guide to Employment Sites on the Internet.

    There are 50,000 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 2009/10 Guide profiles The Top 100 employment sites on the Web today and provides The Best & the Rest, a listing of over 10,000 such sites worldwide. It’s all of the information you need to determine which job boards will deliver the optimum yield for you. For example:

    ApartmentCareers.com

    http://www.apartmentcareers.com

    Post full time jobs: Yes

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

    Distribution of jobs: National-USA

    Fee to post a job: Under $100/posting

    Posting period: 30 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 16,500+

    Source of resumes: Direct from individuals

    Top occupations among visitors: On-site personnel

    Other services for employers: Assessment instruments, Banner advertising, Status Reports: postings

    Member, International Association of Employment Web Sites: Yes


    Protect Yourself: Get Work Strong Today!

    Recruiters have careers too, so take care of yours!

    Get Work Strong: Your Personal Career Fitness System, Peter Weddle’s new book on conditioning your career for sustainable success.

    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.
  • 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!

    And, 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!