Sponsor Info

IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Campus Recruiting Update
Special Trials and Discounts For Members
Today's Recruiting News Headlines
Featured Recruiting Jobs
Polls and Trends
Weekly Tip: Laying off employees is hard to do
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - RecruitersDirectory.com
Final Note
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Newsletter Sponsors

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Recruiters Network recently launched its new career site for recruiting professionals - JobsinRecruiting.com. Receive a 25% discount off your first posting or package! Simply mention the 25% discount offer when registering to post.

Looking for a new recruiting position? - visit www.jobsinrecruiting.com.

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A Note From The Editor

Recruiters are always looking for new places to find candidates especially those that might not be actively looking for a new position. Associations represent one of the most targeted resources available for reaching high caliber candidates.

As member organizations, associations’ primary goals are to provide industry related resources, mentor and peer networking, and professional development resources. In recent years, hundreds of associations have added career portals, including job boards and resume databases.

Finding associations and their web sites has been a challenge for recruiters --- until now. Peter Weddle, author of the popular “Weddle’s Recruiter’s Guide to Employment Web Sites” and “Weddle’s Directory of Employment Related Internet Sites” has recently published “Weddle’s Recruiter’s Guide to Association Web Sites”, a book dedicated to providing recruiter’s information on professional and trade associations. Click here for more info ->>

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Campus Recruiting Update

Recruit Stanford MBAs for summer or full-time positions NOW

To recruit on campus, click here. 

To quickly post a job for summer or full-time positions, click here.

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Special Trials And Discounts For Members

Below is a list of trials and discounts that companies have extended to our members. If you are interested in offering a promotion/discount to our members, please contact us.

1. Discounts on Career Sites
View a list of career sites who have offered our members discounts/promotions at www.recruitersnetwork.com/careersites/discounts.cfm.

Search the directory http://www.recruitersnetwork.com/careersites.

2. RecruitersAlliance.com

Work for a recruiting agency and need more job orders? Join Recruiters Alliance's split network to network and do splits with other agency recruiters. Join for only $50, normally $100 a year. Recruiters alliance does not take a percentage of the split. Visit www.recruitersalliance.com.

3. Monster.com - need to do single job postings? Click here for more details.

4. Internal Corporate Phone Directories - 10% off

If you use corporate phone directories to find suitable candidates, this unique service may be of interest. Corporate Contacts has directories of many companies which list name, direct phone number, title and often email addresses. They have directories for many industries, like high tech (SAP), pharmaceutical, Big 5 CPA/Consulting, etc. Mention Recruiters Network to receive a 10% discount. Contact Stan @ (301) 587-1819. These directories are a great way to recruit from companies in your industry.

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Today's Recruiting News Headlines

Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.

Jobless claims inch up - ChicagoBusiness.com
In Sluggish Job Market, Some Fields Still Are... - Los Angeles Times
High number of dotcom job losses in May - nua.ie

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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.

1. Nurse Recruiter - Oregon Health & Science University

2. Staffing Account Executive/Recruiter - TempReady Staffing, Inc.

Looking to recruit recruiting professionals? Post your jobs on JobsinRecruiting.com.

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Polls and Trends

View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.

Just over half of the top 500 European companies both post job positions and accept job applications for those jobs on the corporate Careers Web site.

Trend Watch is sponsored and provided by iLogos, a division of Recruitsoft. Click here for a complete archive.

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Laying off employees is hard to do
By Joan Lloyd

The economy has headed south, companies are tightening their belts faster than you can say Alan Greenspan. It’s been a booming ten years. The downturn of the early 1990’s seems like a familiar but foggy memory after a wild tequila party. The dot bombs are nursing their hangovers and the rest of the economy is feeling their pain.

The downturn of ten years ago saw cutbacks and layoffs just like this economic slide. But this time there is a twist. Although companies may have excess employees at the moment, the tight labor market is a new reality, which is making them think twice about how they are approaching the layoffs. Out of necessity, mean and lean has become kinder and friendlier. These companies know they may need to hire again soon and they also can’t afford to alienate their remaining employees, whose productivity will be more important than ever.

Lately, I have been received numerous telephone calls, letters and e-mails from companies facing layoffs that want help with developing strategies that will help them to rebound once the economy bounces back. Here are some initial ideas:

Senior management needs to strategize early. Companies that take a proactive, honest approach and educate employees about what is happening in the industry will take some of the shock out of the layoff news to employees. Companies that treat employees like adults-by sharing financial information and industry information as a part of doing business, will be in a more favorable position if the news turns ugly. Every employee hates surprises.

• Break the news early and give employees a chance to get their financial house in order and their job searches underway. Even if your company doesn’t have to comply with the federal Worker Adjustment and Retraining Notification Act, known as WARN (It essentially requires companies with over 100 employees to give employees 60 days notice.) take the high road and tell them as early as you can.
  
• Help managers with training on how to lay off an employee with sensitivity and dignity. Don’t just help them with the words to say, include some training on empathy skills and how to handle varying reactions. For example, there will be less residual bitterness if employees are given time to collect their things and say good bye to their co-workers. Cases where managers abruptly escorted laid off workers to the door, or laid them off via e-mail, are proof that mistakes made now will result in endless hours of damage control for months after the layoffs are over.
  
• Strive to make the cuts all at once. Don’t be fooled into thinking that making three cuts over a period of a year will be easier on employees than a big layoff all at once. Survivors, who thought they had been the spared the axe, only to be surprised a few months later, will turn ugly and the rest of the employees will start bailing like rats from a sinking ship. Serial layoffs create cynical employees who will never trust their employer again.
  
• Realize that the entire company is feeling this loss, not just the laid off employees. It’s like cutting off an arm. The rest of the body knows it’s missing, needs to learn to adapt without it and feels the pain of the loss. If the company ignores the emotions and concerns of the surviving employees it is going to send them into shock and the healing process will take twice as long. Make sure managers and executives spend enough face time in informational meetings and counseling these employees.
  
• Find ways to help laid off employees make a fresh start. Connect them with community agencies, staffing companies and outplacement firms. Provide for a severance package, if appropriate. These people will be your ambassadors for good or evil. Their friends and relatives will watch how they are treated and it will affect whether or not people will want to work for your company in the future.
  
• Be respectful of those who have left. Imagine how remaining employees felt when their boss said, "We’ll be just fine without those people...they didn’t contribute as much as you did anyway." You won’t be surprised that this bungled attempt at a compliment backfired. The surviving employees valued their former co-workers’ contributions and many of them were friends. They suspected that their tactless manager would be quick to discount their contributions in the future, too.

  If a lay off is an economic necessity for your company, remember that it is only temporary. A little caring and sensitivity now will pay off down the road when you are hiring again. Who knows, some of your former employees may even want to re-up.

About the Author

Joan Lloyd works with executives and owners who want to improve the people side of their business, and with managers who want their employees to have a sense of ownership and commitment. She is a speaker and speaking coach, trainer & management consultant for companies of all sizes, from start-ups to the Fortune 500, as well as trade & professional associations across the country. Reach her at (800) 348-1944 or www.JoanLloyd.com.

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Recruiting Bookmarks - Career Site Directories

• Recruiters Network Careersite Directory
• AIRS
• Weddles
• Careerxroads
• Nicheboards.com
• Riley Guide

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Upcoming Seminars & Conferences

Click here for schedules for upcoming conferences and seminars.

A comprehensive list of the upcoming HR and recruiting related conferences is listed here!

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Site Of The Week - Recruiters Directory.com

Need a search firm or want to market your agency? Check out this new site RecruitersDirectory.com.

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Final Note

Fathers Day is this Sunday. Do not forget!

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