Remember last year? Or even better, the year before? You would come back from a relatively slow summer, and bam!, the flood gates would open. The Labor Day holiday marked the end of summer and the beginning of a frenetic, sometimes even frantic period of hiring. The fall has traditionally been the first or second most active period of recruiting for large as well as small employers. You would hit the ground sprinting and not stop until the Thanksgiving Day holiday had arrived.
So, what about this year? While some employers are still hiring, many are not. Unemployment is up, layoffs are rising, and recruiting, well recruiting is sadly the last thing on many CEOs’ minds. Does that mean there’s nothing to do? Of course not. The question is not whether we still have important tasks to accomplish, but rather, which ones we should execute and in which priority order.
To help you think through your goals for the fall, I offer the following list of suggestions:
Recruiter training. It’s always tough to take time out for training when the demand for recruiting is strong. On the other hand, even the most season recruiters need to have their skills refreshed from time-to-time, and those new to the profession deserve to have a full kit bag of competencies as they begin their work. Start by upgrading individual skills in the use of your applicant tracking system so that everyone takes greater advantage of its full functionality. Then, hone the skills of each recruiter in:
Hiring manager training. When business is booming (or even when it’s recovering), there’s precious little time to improve the skills of our partners in the recruiting process, especially those of hiring managers. While it’s clear they don’t always realize how much they need it, virtually every line manger who supervises more than just him or herself could benefit from having their capabilities upgraded in the following areas:
Team training. The recruiting process seldom works well when it is executed by stove-piped units. Convincing top talent to leave their current employer and join yours (which remains the challenge of recruiting even in a down economy) requires an integrated and concerted effort by everyone in the organization. So, provide the training necessary to establish a team-based approach to recruiting that includes:
Workforce planning. All too often, recruiting teams are forced to engage in reactive, ad hoc sourcing because they aren’t given visibility into line units’ staffing needs in advance. As a result, they are forced to wage the War for Talent as a struggle for any talent rather than as a search for the best talent. Workforce planning is the only way to solve that problem, and despite what the pundits will tell you, it need not be conducted with supercomputers and MBA graduates. Back-of-the-envelope analysis will give you enough information to forecast:
Building your organization’s employment brand. The best candidates are almost always passive, so the only way to pull them into your recruiting process is to develop and promote a compelling and differentiating image of your organization as an employer. This brand is a combination of what you say about what it’s like to work in your organization and what you do to and for candidates in the recruiting process. As a result, building an effective employment brand encompasses all of the following:
Building a prospect warehouse. When business is booming, resume databases quickly become repositories of static documents and databases of prospects (not applicants) never even get established. Hard charging recruiting organizations simply don’t have the time that’s required to build relationships with the people behind the resumes or the candidates who aren’t yet ready to apply. Yet, that’s exactly what is needed. The best talent only responds to those they know and trust and only when it’s the right time for them, so organizations must build large warehouses of individual connections that enable them to nurture such relationships. These efforts include the following:
Of course, not every organization will need to perform every one of the above tasks. The key is to use this fall of slower economic growth to best advantage for your employer, and any one of these tasks (or more) would be a step in the right direction.
Thanks for reading,
Peter
P.S. READER’S ALERT: Don’t miss the write-up below on WEDDLE’s latest book-Finding Needles in a Haystack. Shally Steckerl called it “A rare and uniquely useful reference guide for recruiters!”.
P.S.S. Don’t forget to send us your new e-mail address if you move.
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 message in a little book that is well on its way to becoming a business best seller.
Recognizing Richard Rabbit is a fable for adults, young and not so young. 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
Beyond.com polled visitors across its network of 15,000 employment sites to determine how higher gas prices are affecting their outlook and behavior. It found that almost eight out-of-ten (79%) are looking for a job closer to home. That’s a sobering statistic in a booming economy, but in these times of slower growth, it’s a startling revelation. What should you do? Explore what alternatives you have for creating “energy handcuffs”-subsidies or other support that will make it simply too costly for talent to leave your organization. What might that involve? Beyond’s poll also produced the following results:
Whatever you do, however, such programs will only have the desired effect on attrition if they are well publicized and carefully managed. Indeed, a poorly run “energy handcuff” is likely to fuel even more departures and thus further deplete an organization’s talent reserves.
BusinessPundit.com developed a list of eight questions designed to increase the insights elicited during reference checks. While many organizations have a “minimalist” policy regarding the release of information about former employees, the site believes its questions can turn even the most reticent reference into a virtual fount of intelligence. The questions follow-you decide:
The Hay Group surveyed compensation executives and managers to get their sense of how many employees actually know the minimum and maximum figures in the salary range for their position. Among the respondents:
To put it another way, almost half (49%) of the compensation experts in this poll felt that hardly anyone in their organization knew much about the upper and lower limits of pay for their job and barely one-in-seven thought that everyone was fully informed. With rising costs and inflation putting a pinch on almost everyone’s household budget, such an information vacuum poses a real risk to retention.
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:
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:
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:
WorkplaceDiversity.com
http://www.workplacediversity.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: $200/posting
Posting period: 60 days
Can posting be linked to your site: Yes
Resume database: Yes
Number of resumes: 85,000+
Source of resumes: Direct from individuals
Top occupations among visitors: Wide range
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 message in a little book that is well on its way to becoming a business best seller.
Recognizing Richard Rabbit is a fable for adults, young and not so young. 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.