THE TECHNACIOUS RECRUITER NEWSLETTER

December 18, 2008   view past issues

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Feature: The Lost Week

That’s the way a New York Times writer described this fifty-first week of the year. Normally, he opines, people would think of this week as down time with an upside. It was a rare stretch when the phone didn’t ring, many coworkers were off on vacation, and you finally had a chance to clean up the piles on your desk. Today, he says, it’s different. In our current environment, this week isn’t down time; it’s dead time. He quotes a working person as saying, “With that dead week, you’re sitting there by yourself at work and you have even more time to ruminate about bad things that can happen, which are constantly reinforced with everything you read in the newspaper.” In other words, this week is lost because that’s the way we feel about what’s going on in the world of work.

While that’s certainly one way to look at week 51, I would respectfully suggest that it’s a waste of your time and talent to do so. I think a better plan would be to anoint the third week of December as your “Found Week.” Why? Because I think it offers at least two ways to do some important searching, not for candidates but for yourself.

A Chance to Find Yourself

Almost nine-out-of-ten Americans (88%) daydream at work about doing something else, something they would find more meaningful and rewarding than the job they have now. They spend one-third or more of their lives at work, and yet, for most of their careers, they’ve felt like one of those tiny balls in a pinball machine. They’ve bounced from pillar to post-from one empty job to another-in a vain search for a career that matters to them.

Why can’t they find meaningful work? Are all the good jobs-at least the ones that would be good for them-already taken? Absolutely not. They can’t find self-fulfilling work because they haven’t yet found themselves. They think they have because they’re comfortable with themselves. All too often, however, that’s simply a reflexive reaction to habit. It’s not self-knowledge, but the empty certainty of repetitive behavior.

Finding is an active verb, and they haven’t devoted the time it takes to get to know themselves. They haven’t invested the effort required to develop a sure sense of who they are-their values, principles, priorities, and qualities. And that’s a tragedy. Because if requirements and responsibilities define jobs for our employers, those values, principle, priorities and qualities define the best jobs for us. They introduce us to the person side of person-job fit.

So, one of the best ways to use week 51 is to use its silence and stillness to do a little personal exploration. The self-awareness you achieve will be inspiring in and of itself, and it will also point you toward the kind of work that will work for you. That may be recruiting or it may be a different kind of recruiting than you’re doing now, or it may be something else altogether. Whatever it is, at least you’ll no longer day dream about it.

A Chance to Find a Renewed Sense of Purpose

As my long time readers know, I think recruiting is one of the noblest professions. It infuses profit and nonprofit organizations alike with the lifeblood of talent. It matters not that the CFO is clueless or that hiring managers still live in the 1950’s. Every recruiter can take solace in the fact that without them, their employer is hollow. Were it not for what they do, the organization is nothing more than a vacuum with a mailing address.

But recruiting is also fraught with frustrations. It’s hard enough to come to work each day and deal with an increasingly difficult talent market (recession or no recession), but our jobs are made even more difficult by the lack of respect, priority, and support all too many of us are shown day-in, day-out. The ignorance of CFOs and hiring managers and, sadly, even CEOs would be laughable were it not for its destructive consequences.

Not all recruiters have that experience, of course, but for those that don’t, the threat is no less real. With the average tenure of CEOs now down to under four years, the support they’re enjoying can evaporate quickly. Every time a new “leader” arrives in an organization, its culture changes, and when it does, there’s a fifty-fifty chance that their stature in the enterprise will be diluted. That the perceived value of recruiting will fall and, in today’s environment, fall dramatically.

So, a second way to use week 51 effectively is to renew your own sense of purpose. Yes, it would be great if the rest of the world understood, but what’s most important is that you do. Rediscover what’s important to you about recruiting-find your passion for what you do all over again-and then, let that energize your work. If the rest of the enterprise gets it as well, great, but you won’t need their support to be the recruiter you are proud of.

Thanks for reading … and My Best Wishes to You & Yours for a Happy Holiday Season,

Peter

P.S. Commit an Intentional Act of Kindness. Do something special for a friend or colleagues in these difficult times. Tell about them WEDDLE’s newsletter. It’s the best advice they’ll never have to pay for!


This Issue’s Sponsor: Recognizing Richard Rabbit

This issue of WEDDLE’s newsletter is brought to you through the generous support of Recognizing Richard Rabbit, Peter Weddle’s big bestseller in a little book. It offers a gentle way to survive and prosper in tough times.

Recognizing Richard Rabbit is a fable for working men and women. In the genre of Who Moved My Cheese?, it’s a tale about some forest friends that make an amazing discovery by trying to help one of their own. They don’t uncover the key to organizational change, however, or to setting strategic goals for the enterprise. No, Recognizing Richard Rabbit is a much more personal book and its gift is unique to each and every reader.

This story opens the door to genuine self-exploration. It is all about finding the secret to authentic living. To being your own true self. How does Recognizing Richard Rabbit do that? Unlike traditional fables, this tale unfolds in two synchronized parts: one in fiction-the fable, the other in nonfiction-a parallel self-interview. In essence, you are invited to tap both the creative and the analytic sides of your brain-to probe the whole of your inherent talent-so you can find the pathway to the person you are meant to be.

What’s that have to do with recruiters and HR professionals? Despite all of the technology it now involves, recruiting is still fundamentally an exercise in forging genuine, empathetic connections with other people. And you can only make such connections if you are being authentic, if you are being true to yourself. In other words, Recognizing Richard Rabbit will not only help you to find the You of your dreams, it will improve your ability to recruit top prospects, as well.

So, what are you waiting for? Get your copy of Recognizing Richard Rabbit today. All you have to do is call WEDDLE’s at 317.598.9768 or click here. Don’t delay. This is one book you won’t want to miss! Buy your copy of Recognizing Richard Rabbit right away.


Section Two: Site News You Can Use

WEDDLE’s Research, a division of WEDDLE’s LLC, released a preliminary data set from its upcoming 2009 Recruiting Excellence Survey which will be published in January 2009. (For pricing and to order the report, please call WEDDLE’s at 317.598.9768.) This one-of-a-kind report examines both sides of the job market; it explores which strategies and tactics recruiters prefer and what job seekers are doing to find a new or better job. To examine the impact on job search strategies since the decline in the business environment, we compared answers to the question How do you expect to find your next job? during the first nine months of the year and during the last two and a half months. We found the top five strategies were exactly the same in both periods. They were:

  • #1: Responding to an ad or posting a resume on a job board;
  • #2: Networking;
  • #3: Sending a resume into an employer;
  • #4: Getting a call from a headhunter; and
  • #5: A tie between a referral by an employee of the company and a tip from a friend.
  • What was different?

  • There was a move toward paying more attention to the ads posted on company Web-sites.
  • There was a lower propensity to check the recruitment ads in print newspapers.
  • There was less faith in the usefulness of networking at work (perhaps because there were fewer coworkers to network with).
  • And, there was less interest in checking the ads in the publications of professional associations.
  • What does all this mean for recruiters? Talented people continue to use an array of methods to look for a new or better job. In addition to the top five listed above, there were significant levels of support for at least five other job search methods. In these difficult times, however, passive as well as active job seekers are evaluating their employment options, and they appear to be shifting their allegiance from traditional media-print newspapers and association publications-to more online destinations-job boards and corporate career sites-to do so. That shift certainly warrants consideration as you think about the allocation of scarce recruiting dollars in 2009.

    WEDDLE’s is offering a range of services to help you build your employment brand, develop relationships with top talent and maintain your professional edge. They include:

    To Build Your Employment Brand & Develop Relationships with Top Talent

  • Peter Weddle’s Blog-Sponsoring this unique job market commentary that launches in January, 2009
  • WEDDLE’s Newsletter for Job Seekers and Career Activists-Sponsoring this widely read online publication
  • WEDDLE’s Content Syndication Program-Syndicating Peter Weddle’s career content for your corporate career site
  • WEDDLE’s User’s Choice Awards-Sponsoring the premier awards in the online employment services field
  • To Maintain Your Professional Edge

    WEDDLE’s Private Training Programs-Attending these courses in the privacy of your own facility

  • WEDDLE’s Public Training Programs-Attending these courses in the comfort of your own office
  • WEDDLE’s Syndicated Research Program-Acquiring the information and insights that will give you a competitive advantage
  • WEDDLE’s has released a powerful new tool for recruiters. Called Finding Needles in a Haystack, it’s the first comprehensive listing of keywords for successfully searching resume databases online and off. The book provides 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!

    WEDDLE’s also offers a number of other publications for recruiters seeking to win the War for the Best Talent and maximize their ROI … their return on the Internet. They include:

  • 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; and
  • 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:

    AfterCollege

    http://www.aftercollege.com

    Post full time jobs: Yes

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

    Distribution of jobs: National-USA

    Fee to post a job: $325/posting

    Posting period: 30 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 205,000+

    Source of resumes: Direct from individuals

    Top occupations among visitors: Engineering, Information Technology, Nursing, Business, Life Sciences

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

    Member, International Association of Employment Web Sites: Yes


    Get Recognizing Richard Rabbit Today!

    This issue of WEDDLE’s newsletter is brought to you through the generous support of Recognizing Richard Rabbit, Peter Weddle’s big bestseller in a little book. It offers a gentle way to survive and prosper in tough times.

    Recognizing Richard Rabbit is a fable for working men and women. In the genre of Who Moved My Cheese?, it’s a tale about some forest friends that make an amazing discovery by trying to help one of their own. They don’t uncover the key to organizational change, however, or to setting strategic goals for the enterprise. No, Recognizing Richard Rabbit is a much more personal book and its gift is unique to each and every reader.

    This story opens the door to genuine self-exploration. It is all about finding the secret to authentic living. To being your own true self. How does Recognizing Richard Rabbit do that? Unlike traditional fables, this tale unfolds in two synchronized parts: one in fiction-the fable, the other in nonfiction-a parallel self-interview. In essence, you are invited to tap both the creative and the analytic sides of your brain-to probe the whole of your inherent talent-so you can find the pathway to the person you are meant to be.

    What’s that have to do with recruiters and HR professionals? Despite all of the technology it now involves, recruiting is still fundamentally an exercise in forging genuine, empathetic connections with other people. And you can only make such connections if you are being authentic, if you are being true to yourself. In other words, Recognizing Richard Rabbit will not only help you to find the You of your dreams, it will improve your ability to recruit top prospects, as well.

    So, what are you waiting for? Get your copy of Recognizing Richard Rabbit today. All you have to do is call WEDDLE’s at 317.598.9768 or click here. Don’t delay. This is one book you won’t want to miss! Buy your copy of Recognizing Richard Rabbit right away.