THE TECHNACIOUS RECRUITER NEWSLETTER

September 2, 2009   view past issues

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Precruitment

In a normal year, this would be the time for preparations. The silly season of fall recruiting would be about to start, so the smartest among us would be doing everything they could to get ready for it.

But, of course, this year is different. Hiring activity is still way down, so there seems to be little reason to worry about how prepared we are. And yet, there is. The pace may slower than we would like, but the economy is picking up steam. A recovery is on the way. And it’s for that recovery that we should be preparing right now.

I call such activity “precruitment” because it includes the steps we must take to ready both ourselves and our organizations for the rigors of a reenergized War for the Best Talent. It’s the preparatory actions that are essential for recruiting success.

What do they entail? The following checklist isn’t all-encompassing, but it will get you started.

Workforce Planning

Review the 2010 budgets of your organization’s strategic business units and confer with their leaders to determine:

  • the likely demand for talent over the next 12 months
  • and

  • any new kinds of talent required by changes in strategies, product or service mix or the marketplace.
  • Assess the internal supply of talent to see who might be appropriate and available to meet the expected demand.

    Identify the gaps in talent that will have to be met with external recruiting and during which quarters in 2010 those requirements will likely occur.

    Review the size and skills of the recruiting team to determine if additional permanent or contract recruiters will be needed to address all requirements, whether they are expected to be filled with internal mobility or external recruiting. Begin laying the groundwork now to acquire the staff resources you will need in the future.

    Reputation Management

    Assess the credibility and persuasive power of your organization’s employment brand and takes steps to remediate it, if necessary.

    Reenergize your Employee Referral Program by training your coworkers on (a) the key elements of your employment brand and (b) how best to articulate them to high caliber prospects outside the organization.

    Research online documents, blog commentary and postings at Web-sites that publish “employer evaluations” to determine what’s being said about your organization. If necessary, devise a strategy to counteract negative points of view and implement it right away.

    Asset Management

    Review the following to ensure posted content is accurate and up-to-date:

  • the career area on your organizational Web-site;
  • your organization’s Facebook page, if it has one;
  • your organization’s LinkedIn group or profile page, if it has one.
  • Launch a promotional campaign (or reinvigorate the one you already have) to encourage interest and participation in your Employee Referral Program.

    Launch a relationship marketing campaign to reconnect and develop greater familiarity with the individuals whose resumes are stored in your applicant tracking system database.

    Push your applicant tracking system vendor to upgrade its technology for identifying the source of your candidates. (You’ll be surprised-and horrified-at how rudimentary and thus inaccurate many of these systems are.)

    Research changes that have occurred among the 100,000+ job boards and career portals currently online to update your list of the best sites for acquiring the best talent for your organization. Negotiate posting rates now while volume is low and deals can be made.

    Resource & Process Management

    Secret shop your recruitment process to determine where bottlenecks or behaviors might detract from the candidate experience.

    Eliminate the single greatest source of frustration among job seekers by ensuring that your auto-responder is working and that you are acknowledging the receipt of every application and thanking every applicant. In addition, add a notice to the career area on your Web-site and on every job posting that asks candidates to include the address of your auto-responder on their “white list” so that your message gets past their spam filter.

    Conduct a review of best practices in interviewing for both hiring managers and recruiters. Where possible, do these sessions at the same time to foster a collaborative spirit among the two groups.

    Develop a “Leader’s Checklist” and distribute it to all hiring managers to reacquaint them with the tasks involved in your recruiting process and who is responsible for accomplishing them.

    Meet with your recruitment ad agency (or your own staff) to review:

  • the tone and content you want to see in your job postings;
  • which social media tactics you want to see executed and where;
  • and

  • other sourcing strategies you are likely to employ (e.g., campus visits, career fairs).

    Also, solicit their input on alternative methods you might use to differentiate your employer and its outreach to talent.

    There are, obviously, many other steps you can take to get ready for the recovery, but attending to workforce planning and reputation, asset, and resource and process management are among the most important. They are, as well, the key elements of successful precruitment.

    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.


    New Certification for HR Professionals

    One of the key roles HR professionals play in any organization is staff development. To execute that responsibility effectively, they must know how best to counsel employees on career issues and concerns.

    How do you acquire the expertise to do so? WEDDLE’s is proud to introduce the first-ever certification program in Career Fitness. Based on Peter Weddle’s new book, Work Strong: Your Personal Career Fitness System, this program provides all of the training and follow-up support you need to be able to counsel employees on both the key principles of career success in the 21st Century and the practical steps that will put those principles to work for them on-the-job.

    The Career Fitness Pro certification also offers two other very important benefits for you:

  • It will set you apart among your peers in the HR field
  • and

    It will enhance the contribution you make to your employer.

    In short, this certification will give you career security even in today’s turbulent workplace.

    To learn more, email Peter Weddle at peter@weddles.com or call at 203.964.1888.


    Our Featured Books

    Get WEDDLE’s recruiting bestsellers today.

    Hot off the presses, you can now order:

  • 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’s online recruitment advertising.

    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 203.964.1888 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 203.964.1888 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:

    BioSpace

    http://www.biospace.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: $351-400/posting

    Posting period: 60 days

    Can posting be linked to your site: Yes

    Resume database: Yes

    Number of resumes: 140,000+

    Source of resumes: Direct from individuals

    Top occupations among visitors: Life Science, Clinical, Medical Device & Diagnostics

    Other services for employers: Discussion forum, Automated resume agent, Banner advertising, Status Reports: postings & banners

    Member, International Association of Employment Web Sites: Yes


    Make Yourself Indispensible

    One of the key roles HR professionals play in any organization is staff development. To execute that responsibility effectively, they must know how best to counsel employees on career issues and concerns.

    How do you acquire the expertise to do so? WEDDLE’s is proud to introduce the first-ever certification program in Career Fitness. Based on Peter Weddle’s new book, Work Strong: Your Personal Career Fitness System, this program provides all of the training and follow-up support you need to be able to counsel employees on both the key principles of career success in the 21st Century and the practical steps that will put those principles to work for them on-the-job.

    The Career Fitness Pro certification also offers two other very important benefits for you:

  • It will set you apart among your peers in the HR field
  • and

    It will enhance the contribution you make to your employer.

    In short, this certification will give you career security even in today’s turbulent workplace.

    To learn more, email Peter Weddle at peter@weddles.com or call at 203.964.1888.