THE TECHNACIOUS RECRUITER NEWSLETTER

May 22, 2009   view past issues

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Crowdcruiting

Recruiters Have Careers Too

You spend all day, every day helping others advance their career. Now’s the time to take care of yourself, as well.

How? Visit CareerFitness.com. Take the site’s free Career Fitness Evaluation and then sign up for its one-of-a-kind program for career success. You (and your career) deserve it!

Crowdcruiting

Budgets are tight. Recruiting staffs are smaller. And still, we recruiters must continue to accomplish two key goals for our organizations. We must ensure that the openings we do have are filled quickly and with the best talent available. And, we must be preparing for the increase in demand for talent that will likely occur as the recovery takes hold.

The old fashioned way of accomplishing this double set of duties was to “do more with less.” In practice, that meant squeezing longer hours out of fewer people. Such a notion may have sounded good in the Harvard Business Review, but out in the real world where we recruiters work, it was a formula for individual burn out and, ultimately, organizational mediocrity.

So, what’s the alternative?

I’d like to propose a strategy that I call “crowdcruiting.” The idea is simple enough: you harness the power of one or more groups that are already at your disposal and put them to work helping with the accomplishment of your recruiting requirements. Implementing that idea, however, is admittedly a little more difficult.

Crowdcruiting occurs when the recruiting team draws on the natural resources that most employers have, but under-utilize. These include:

  • the employees of their organization
  • and

  • the individuals whose resumes are achieved in their candidate management system database.
  • Here’s how it works.

    The Employees of the Organization

    Today, most organizations operate employee referral programs. The new hires these programs generate are consistently rated among the best by recruiters and hiring managers. Yet, most organizations do little to manage these programs beyond establishing policies for referral payments and/or prizes. They do not provide the structure or guidance that would enable their employee referral program to engage more of their coworkers and draw on the best contacts they have in the world of work.

    What might that structure and guidance look like? Here are some suggestions:

  • organize employee referral into recruiting channels. Then, appoint an internal champion to encourage and monitor participation within each channel. This approach gives all of the sales people or all of the engineers or all of the financial staff a sense of ownership in the recruiting process and a stake in who will be their colleagues
  • explicitly target the kind of talent you want to hire. Ask employees (and especially your “A” level performers) to think beyond family and friends and identify the best talent their field. Then, create an area on your organizational intranet to list these individuals, solicit input on their capabilities and personality from other employees, and identify potential contacts with them.
  • give employees some training. Coach all of your coworkers on the organization’s value proposition as an employer and on articulating why they decided to work there. Then, transform the employee referral program from its typically hit or miss and reactive approach, to a proactive one by encouraging one or more individuals to connect with the prospects you’ve targeted.
  • The Candidate Management System Database

    Most organizations spend hundreds of thousands, sometimes even millions of dollars, filling up their resume databases and then ignore those documents (and the people they represent). At best, recruiters perform a perfunctory search of the candidates for their new openings, but do little if anything to build relationships with them. Yet, this is a crowd that has demonstrated an interest in their employer and made the effort to apply for one of its openings. Why not leverage that engagement by transforming the candidate database from a pile of static records into a dynamic “candidate referral program.”

    What might that program look like? Here are some suggestions.

  • recognize that the resumes represent people. Develop a communications program that channels occupation and industry-specific content to the appropriate cohorts of the database. Then, promote your organization as an employer not by hard selling its open positions, but by providing useful information that can help them advance their career.
  • transform the database into a community. Not all of the applicants in your database will respond to the communications program, but many of those who do will want an even closer relationship with the organization. So, accommodate that interest by building a micro-site for applicants. Then, create an experience on that site that will encourage them to feel as if they too have a “home” in your organization.
  • ask for help. Reach out to your applicants and especially your micro-site crowd and ask them to help you find potential candidates for the openings you have which are not in their field. Depending on the reception you get, you might even adapt some of the ideas listed above for your employee referral program. Whatever approach you use, however, make clear from the outset that participation will have no impact on their personal application for employment and clearly define what, if any, reward there will be for referrals. Then, thank those who make the effort.
  • Crowdcruiting transforms the acquisition of talent from an activity pigeonholed in the HR Department to one that is executed by recruiters with assistance from others inside and outside the organization. Rather than doing more with less, it asks more of more people and thus is a more sustainable and, ultimately, effective approach.

    Thanks for reading,

    Peter

    Visit me at CareerFitness.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.

    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.
  • 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!

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    WEDDLE’s News You Can Use

    Don’t Let the Recession Ruin Your Recruiting Skills

    WEDDLE’s is pleased to announce its 2009 Spring/Summer Training Series. These 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.

    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:

  • Completed: Online Networking for Hard-to-Find, High Caliber Prospects
  • Completed: Best Practices in Online Recruitment Advertising 2.0
  • Completed: 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 unbelievably inexpensive for individual training that is jam packed with both state-of-the-art techniques and recruiting wisdom.

    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.

    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!


    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:

    AllHealthcareJobs.com

    http://www.allhealthcarejobs.com

    Post full time jobs: Yes

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

    Distribution of jobs: International

    Fee to post a job: $201-250/posting

    Posting period: 60 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 45,000

    Source of resumes: Direct from individuals

    Top occupations among visitors: Nursing, Allied Health, Healthcare Management

    Other services for employers: Automated resume agent, Banner advertising, Status Reports: postings

    Member, International Association of Employment Web Sites: Yes


    Protect Yourself: Get Work Strong Today!

    In today’s workplace, everyone needs career insurance. To protect yourself (and your family), get 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.
  • 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!