THE TECHNACIOUS RECRUITER NEWSLETTER

October 6, 2011   view past issues

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WEDDLE’s Guides for Recruiting Success

The best recruiters use the best resources to ensure their success. And, when it comes to reaching 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.


What Recruiters Can Learn From Pols

We are, of course, in the silly season of politics. Despite the verbal gaffes and awkward photo opps, however, politicians do provide an important lesson for recruiters. While they carefully assess their prognosis for success and potential level of support when considering a run for office, the critical factor is more often than what it means for their family. The same is true among the best talent when they are considering an offer from a prospective employer.

Mitch Daniels, the governor of Indiana, is a perfect case in point. He was heavily recruited by Republicans to enter the presidential race earlier this year. According to news reports, it was a race he truly wanted to run. And yet, he chose not to. His family was against the bid.

The candidacy of Chris Christie is similar but different. He too was heavily recruited by Republicans, and after months of refusing to consider it, he changed his mind. His family told him they would support a run. And yet, in the end, he decided against it. Among the reasons he cited was his concern for the impact it would have on his family.

The experiences of these two pols reveal an important truism about the best talent. People who are in demand have choices. Politicians can choose to stay in one office or run for another, and high performing workers can choose to stay with their current employer or accept an offer from your organization (or another).

The key to recruiting them, therefore, is to understand the triggers for their decisions. We know the best talent is especially concerned with their probability of continued success in a new employer and the level of support they are likely to receive on-the-job. As with politicians, however, the deciding factor is often what their family thinks and what they think it will do to their family. To be successful, therefore, recruiters should take both of those concerns into account.

Recruiting on the Home Front

Recruiting on the home front is a delicate matter. It must signal an organization’s commitment to supporting employee families without appearing intrusive or heavy handed. And, unlike in the past, the message must be conveyed to both the candidate and his or her family. Since candidate decisions are now a family matter, the organization improves its odds of success if it informs the entire family. In addition, that dual pronged approach is, itself, a demonstration of respect to and for the family.

Of course, that advantage disappears if the messaging isn’t true. In an era when workers often monitor and comment on employer pronouncements, a recruitment marketing campaign that exaggerates an organization’s family-friendly values or programs can backfire with devastating results. So, the first step in talking to and about families is to make sure there’s something worthwhile to mention.

Admittedly, that can be a challenge given current budgetary constraints. For many employers, there may simply not be the financial wherewithal to offer a robust program of family support. In such cases, recruiters should focus on a different but no less important factor in shaping a family’s outlook. More than anything else, families want their working members to be happy on-the-job. In addition to making that case to prospective hires, therefore, recruiters would benefit from telling the family why the work their father or mother will do is important and how doing it will challenge and fulfill them.

How can these messages be conveyed? The best strategy involves multiple media and multiple repetitions. For example:

  • Add a Family Area to your corporate career site that answers questions typically posed by spouses and has testimonials from the spouses of current employees. Promote the area in all branding and other recruitment marketing campaigns.
  • Use social media (e.g., a section on your corporate Facebook page or a video on YouTube) to highlight the organization’s differentiating family friendly values and programs.
  • Prepare a special Family Packet with information for spouses and include it with the other materials provided to candidates when they are invited in for an interview.
  • Recognize the importance of family and highlight the organization’s family friendly values and programs in all offer letters.
  • And, since top talent will often have to give notice and are thus vulnerable to counteroffers, provide additional family-related information to spouses during the interval between an offer’s acceptance and a new hire’s first day of work.
  • The top talent is always being courted by one organization or another. There are obviously many factors involved in their decision regarding an offer, but among the most important is the two sides of the family question. They will carefully consider both the opinion of their family and their own perceptions of how a job change will affect their spouse and kids. The most successful recruiters, therefore, mount an aggressive campaign to ensure both the candidate and his or her family have an accurate and complete picture of their employer’s family-friendly values and programs.

    Thanks for reading,

    Peter

    Visit me at Weddles.com

    P.S. Please tell your coworkers and friends about WEDDLE’s Newsletter. They’ll appreciate your thoughtfulness, and so will we.


    Follow Me On Twitter

    As a reader of this newsletter, you know that I write and speak about the changing world of work in 21st Century America. What you may not know is that the inspiration for everything I have to say comes from the people I interact with and meet each day.

    So, I’d like to hear from you. And, perhaps the best way to do that is to follow me on Twitter @PeterWeddle.

    I’ll keep you updated on my latest columns and blog posts on the Web and my speaking engagements around the country. Then, if you have a comment on something I’ve written, please let me know. And if I’m speaking in your area, please stop by and introduce yourself. Either way, I’ll be grateful for the inspiration.


    Get WEDDLE’s 2011/12 Guide Today

    Called, the “Zagat of online recruiting.” by the American Staffing Association, WEDDLE’s Guide to Employment Sites on the Internet is the Gold Standard of guidebooks to the 100,000+ job boards, social media sites and career portals now operating on the Web.

    In these challenging times, being a smart consumer of employment sites is a core competency of recruiters. Make sure you measure up.

  • If you’ve got an old edition of WEDDLE’s Guide, now’s the time to get the all new 2011/12 Guide .
  • And, if you’ve been trying to recruit online without a guide, get the one-of-a-kind 2011/12 WEDDLE’s Guide right away.
  • Order a copy for yourself and for each person on your team.

    The Guide is available at Amazon.com or at Weddles.com.


    The War for Talent is Morphing

    If you read only one book this year, The Career Activist Republic should be your choice. It is the most controversial, most provocative and the most honest book about America’s workplace you can find.

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    Where can you get The Career Activist Republic?

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