September 19, 2012   view past issues

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Easy-to-Take Personal Development

We all know it’s important to stay on top of our personal development, but who has the time? Between the press of the daily grind and the grind of most career books, most of us just never get around to it.

But, that would be a mistake. There are more threats to recruiter job security in today’s economy than at any other time in our career.

So, what should we do? Read a book that’s full of up-to-the-minute career advice, but is also a fast-paced novel ripped right from today’s headlines. That’s A Multitude of Hope: A Novel About Rediscovering the American Dream. Think of it as a two-fer – it provides the insight you need for employment security without boring you to death.

You’ll find a free excerpt of the book, click here.

Or, you can order your own copy from and get started on that personal development right away.

The Most Important Number for Recruiters

We live in a world guided by numbers. They tell us which keywords generate the most traffic to our organization’s career site, where we’re most likely to connect with highly skilled candidates online, and how much it will cost to participate in a career fair for our target demographic. As useful as these metrics are, however, there’s another that’s more important and often overlooked. It’s the number that tells us what we should be doing to source and recruit top talent.

According to the U.S. Bureau of Labor Statistics, 16 percent of the workforce is in transition at any point in time. They are the people we typically describe as “active job seekers.” They don’t require a lot of convincing to visit our organizational career sites, they flock to job boards and social media sites by the millions, and they steadfastly endure even the most obtuse application forms on our applicant tracking systems.

To put it bluntly, we don’t have to worry about the 16 percent. They’re motivated to come to us. It’s the other 84 percent of the workforce that represents the greatest potential upside and the greatest challenge for recruiters. And, that’s the number on which we should always be focused.


First, we have a higher probability of acquiring top talent in the 84 percent. Since it represents over four-fifths of all workers, there are simply more top performers in that group than in the 16 percent. To put it another way, the 84 percent gives us better odds that we’ll find the talent for which we’re looking.

Second, the Golden Rule of Recruiting is as true today as it was a decade ago. It goes like this: What you do to recruit the best talent will also recruit mediocre talent, but the converse is not true.

We give ourselves the best chance of acquiring the “A” and “B” level performers we need, if we tailor our sourcing and recruiting efforts to the unique goals and attributes of the 84 percent (where there are more top performers). If, on the other hand, we design our recruiting process for the 16 percent, we’ll almost certainly acquire fewer top performers because there are fewer of them in that group.

The 84 Percent Solution

The 84 percent solution in a sourcing and recruiting strategy recognizes that individuals in that group:

  • are NOT actively looking for a job;
  • and

  • do NOT think of themselves as a job seeker.
  • Therefore, every aspect the candidate experience is designed to convince them that the organization understands and respects those defining attributes.

    For example, an organization’s recruitment ads should be written to describe (and sell) a career advancement opportunity, not a job. They should provide as much information about its values and culture as they do about the opening’s requirements and responsibilities.

    Similarly, visitors to the organization’s Web site should be directed to its online career center with a term such as “Careers,” rather than “Employment” or Jobs”. And, once in that area, they should be addressed with an inclusive term such as “candidate,” rather than “job seeker.”

    Finally, because the 84 percent are the quintessential “passive” prospects, it’s unlikely that they will be drawn to an online career center by jobs alone. Therefore, the content in that area should include career advancement features such as employee blogs on developments in their field, the transcripts of employee presentations at conferences and links to important news stories about the workplace and business.

    We should, of course, search 100 percent of the workforce when recruiting. The focus of our efforts, however, should be on the 84 percent that are not actively looking for a job. They are our most important number because they tell us what we should do to optimize our yield of top talent.

    Thanks for Reading,


    Visit me at

    Outside-the-Box Training Sessions

    WEDDLE’s is pleased to offer a number of uniquely insightful and practical training programs for corporate and staffing firm recruiting teams. The courses can be tailored to your specific industry or career field focus and delivered onsite at your facility or via Webinar.

    The programs include:

  • Optimizing the Candidate Experience
  • Developing an Employment Brand for Top Talent
  • Best Practices in Online Recruitment Advertising
  • Building a Corporate Career Site for Passive, High Caliber Talent
  • The Art of Social Recruiting for “A” Level Performers
  • Transforming Your Resume Database Into a Candidate Gold Mine
  • How the World of Work Has Changed in the 21st Century
  • For more information about each program and its cost, please contact Peter Weddle at 203-964-1888 or

    Sourcing Career Success

    As recruiters and HR professionals, we spend 33 percent of our day (or more) on-the-job and 100 percent of our job helping others to achieve career success.

    Don’t our own careers deserve equal attention? Absolutely! And the one best way to do that is by sourcing career success with WEDDLE’s books. They include:

    The Career Fitness Workbook. This book introduces a complete regimen of activities that will help you successfully compete for and hang onto the job of your dreams. Think of it as “the habits of highly effective career activists.” It’s a one-of-a-kind program that not only tells you what to do, but how to do it and how often. And at just $14.95, it’s one of the smartest investments you’ll ever make.

    Recognizing Richard Rabbit. This fable for adults will entertain and delight you and help you out of the boxes that keep you from becoming the champion inside you. It is a novel and engaging way to recognize the talented person you are meant to be.

    The Career Activist Republic. This blockbuster of a book provides a provocative yet positive assessment of the changing world of work in the American economy and describes an innovative strategy that will enable you to avoid the pitfalls and capture the opportunities in this new environment.

    The Success Matrix: Wisdom from the Web on How to Get Hired and Not Be Fired. This anthology collects the best of Peter Weddle’s columns on job search and career success. It is the only book you’ll find that provides a candid and totally up-to-date look at how to get and stay ahead in today’s workplace.

    In addition, read Peter Weddle’s WorkStrong blog for Career Activists. It’s a quick and easy way to stay on top of all of changes underway in today’s workplace and, best of all, it’s delivered right to your e-mailbox. Just click here to register.

    Be At Your Best With the Best Tools

    The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Guides for Recruiting Success. Get yours today!

    WEDDLE’s 2011/12 Guide to Employment Sites on the Internet. This is the 10th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.

    WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.

    Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.