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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly
Tip:
Strategy
for Hiring the Best this Year
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - TiburonGroup.com
Final Note
________________________
Newsletter Sponsors
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________________________
A Note From The Editor
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________________________
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View a list of career sites who have offered our members
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________________________
Today's Recruiting News Headlines
Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.
________________________
Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
a
career agent visit www.jobsinrecruiting.com.
Looking to recruit
recruiting professionals? Post your jobs on JobsinRecruiting.com.
________________________
Polls and Trends
View and participate in this month's
poll at
http://www.recruitersnetwork.com/poll/.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Make
a List and Check it Twice: Strategy for Hiring the Best
this Year
By
AJ Ray
Take a moment to
visualize the scene. You receive an e-mail from one of
the top managers within your company. The e-mail says
“Urgent need for …”. What do you do? Do you place
an ad in the local classifieds and place some ads on the
web? Do you have a file with a stash of old, outdated
resumes that you will thumb through? Or do you have a
strategy that continues throughout the year?
If you choose the latter, you will have a list of
candidates you want to hire, top guns, who are superior
in your industry. If you placed the ad and waited for
applicants to call you, read on!
Now, visualize yourself in the stands, watching a
major sporting event. You are a scout, a talent scout,
looking for the best of the best to add to your team.
You want the best to create a winning team; the best and
most competitive team ever!
The strategy I am referring to is a list of
candidates that you and others in the company have been
building relationships with for months. At the end of
the last year you sat down with the managers and
discussed the need for future employees. You made a
list, it’s that time of year, and so you checked it
twice. Once you had a moment to think about it in depth
you started making the rounds, making some calls and
finding out just who works within your industry and whom
you would like to come to work for your company.
Once this list of names is developed you find out
what association meetings they attend. You find out when
you or one of the managers might have an opportunity to
network with these individuals and you do. Think of it
as a New Year’s resolution that will cost you your job
if you don’t fulfill it!
Each “Superstar” is assigned to a manager, or
someone in the company that can build a relationship
with him or her. The process begins. You keep your eyes
on the prize.
Now, when that urgent need for a new hire comes
across your desk you have someone or several people
already identified. You or someone in your company has a
relationship with this “Future Employee”. Now you
are hiring the best, you know their skills; have a good
idea about their values and the contributions they can
make to the organization.
I know what you are saying, “Whose perfect world do
you live in?” Truthfully, I don’t live in such a
perfect world, but this process does make the selection
much simpler. By targeting a select group of candidates
you reduce the number of candidates you must sift
through. Now you have just reduced your risk of lawsuits
and you will not have to track applicants for EEOC.
Guess what, you also create a diverse group of employees
and future employees. You can keep your goals in focus.
Not everyone you choose will choose you too. So, you
make adjustments, you remove potential employees from
the list, you add new ones, life goes on.
In addition, you simultaneously create a referral
program. Current staff begins to seek out individuals
that would complement the organization and take them
into the future, full force.
Keep in mind; you are doing something worthwhile for
the company. You are creating “the” company to work
with. Creating such an organization may very well be the
overall goal of your strategic plan. We have all heard
about branding your company and over time you will.
In December, make your list, check it twice and get
ready to bring the best on board!
About the Author
AJ started out as an HR
Manager for a start-up manufacturing / assembly plant
with over 250 full time employees. Later Ms. Ray went to
work as a recruiter within the automotive industry,
totally green, and grew to love the industry and the
business development side of headhunting. Next AJ moved
to Atlanta, GA to try the temporary staffing industry
working with administrative and office staff. Realizing
the potential within the Atlanta market she began
working independently as a human resource consultant and
recruiter for local businesses of all types. As the
market declined in the winter of 2001 she did not see
many doors of opportunity in the market, so she built
her own. AJ had an exclusive contract with a growing
engineering firm, Corporate Environmental Risk
Management of Atlanta, and could see that she wanted to
be a part of that growth. So, Ms. Ray sold them on
hiring her to start a full HR department within their
firm. Starting in April of this year she works in
Business Development, HR and Office Management. The firm
has added 10+ employees this year alone.
________________________
Recruiting Bookmarks
Recruiting Jobs
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
________________________ Site
Of The Week - TiburonGroup.com
Many of you are in the midst
of planning for your 2003 calendar year and are
aggressively creating and reviewing metrics, evaluating
vendor contracts, determining projected hiring needs,
considering new technologies – basically trying to
figure out how to improve your ROI in 2003.
When you are so close to a situation it is often difficult
to objectively assess and resolve internal challenges. A
third party, expert opinion, can provide external insights
and observations as well best practice recommendations to
your planning process.
Tiburon Group has designed a special module of our
Recruitment Optimization Audit (ROA) that focuses on
providing insights into the planning process. Our deep
knowledge of recruitment processes, the Internet and new
technologies can offer a perspective that adds value to
the work you’ve currently done. If you are struggling to
obtain buy-in on specific strategies or recommendations,
our insight and industry knowledge may add the
reinforcement that will help you move forward. Even the
validation that you are doing things right can help
provide justification for some of the budget approvals you
might be seeking.
This Planning Audit includes 1 day of interactive review
and brainstorming with a senior Tiburon Group Consultant
and a post session write-up that synthesizes the
information discussed and provides recommendations for
consideration in finalizing your 2003 plans.
Special Tiburon Tips Member Pricing – 40% Savings
Standard pricing for our 1 day audit is normally $2,500.
Tiburon Tips members will pay $1,500 which is a 40%
discount provided the audit is scheduled by December 15
and completed by January 31.
To learn more about this Special Tiburon Group offer
contact Debra Crumble, Senior Solutions Consultant at
773-907-8330 ext. 507, email: dcrumble@tiburongroup.com
or Karen Osofsky, Principal at 773-907-8330 ext. 502,
email: kareno@tiburongroup.com.
________________________
Final Note
It is hard to believe
that next week is Thanksgiving???!!!!
________________________
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