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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
HR and Recruiting Jobs
Polls and Trends
Weekly Recruiting
Tip:
Measuring
The Passion
Recruiting Bookmarks
Upcoming Conferences
Site Of The Month - ExecutiveStaffers.com
Today's Recruiting News Headlines
Final Note
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Newsletter Sponsors
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A Note From The Editor
Our recruiting articles
section has been expanding and now more than 150
recruiting related articles. The section is located at www.recruitersnetwork.com/articles.
We are always looking for
contributors. If you have any interested in provide tip
or trend related articles please contact
us.
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Special Trials And Discounts For Members
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us.
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Monthly memberships which include; unlimited job
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Today's Recruiting News Headlines
Today's recruiting and HR headlines can be viewed at www.recruitersnetwork.com/dailynews.htm.
Dot-Com
Job Cuts Lowest In 22 Months
- (BizReport.com)
Service-Sector
Activity Surged Last Month, Layoff Announcements Stay High
- (Yahoo)
Monster
Adopts New Media Metrix Report to Evaluate Quality Site
Traffic
- Business Wire
________________________
HR and Recruiting Jobs
This section highlights
some recently posted HR and recruiting positions on
Jobs4HR.com. To view all jobs or to register for a
career agent visit http://www.jobs4hr.com.
1. Contract
Recruiter Job Fair - Illinois
2. Contract
Recruiter Job Fair - California
3. Contract
Recruiter Job Fair
- Georgia
To post jobs and be
featured here register to post at www.jobs4hr.com
or email info@jobs4hr.com.
________________________
Polls and Trends
View and participate in this month poll at
http://www.recruitersnetwork.com/poll/index.htm.
Trend Watch - Employee
benefits information is the most valued information to
corporate Career Web site visitors.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
Weekly Recruiting
Tip
Measuring The Passion
By Robert
Rota
One of the greatest
challenges facing corporate and third party recruiters
today is finding and securing the executives that can
make an immediate impact on their businesses. We all
know high-impact employees are different than other
employees. But do we know what drives these performers?
Do we know what makes them different from everyone else?
Can we measure what it takes for someone to be a true
impact player? I believe that professionals who make the
highest levels of impact on businesses are professionals
driven by a passion for what they do. I also believe
that we can measure the level of passion that an
individual has for what they do by using a simple
equation. By determining an individual’s levels of
motivation, interest and ability we can determine their
level of passion.
Motivation+Interest+Ability=Level of Passion (M+I+A=P)
Passion. It’s the key to making a successful
new hire. It’s the quality that separates those who
love what they do from those who meet the qualifications
of a position. Candidates with high levels of passion
are driven, proven performers that create high-impact
results. They are change agents, who embrace the
corporate philosophy and exceed expectations in their
day-to-day activities. Candidates with high levels of
passion for what they do may seem too good to be true --
but they’re not. To ensure that a new hire will be a
success over the long-term, recruiters need to learn how
to measure a candidate’s level of passion.
Candidates with high levels of passion can articulate
their success stories; clues about their passion level
seep through the stories they tell. Listen closely to
the details of their stories, focusing on the facts that
are included and those that are omitted. These details
will uncover clues to three factors – motivation,
interest and ability – that comprise a potential
hire’s level of passion. While these factors may seem
indefinable, there is a way to measure them. A
candidate’s motivation, interest and ability level is
either high or low, and candidates with high passion
levels have high levels of all three factors.
Motivation
To determine what motivates a candidate, listen for
clues that indicate the underlying reason for his or her
interest in the particular position. Candidates who cite
positive motives, such as an interest in increased
responsibility and career growth, have high motivation
levels. However, candidates with negative motives, which
are revealed by an inability to explain their interest
in the position or company, have low motivation levels.
Candidates with low motivation levels may also lack
aggressiveness when following up on the status of a
position. Take a close look at the candidate’s current
working environment and stage in life to help determine
what is driving his or her interest in the position.
Interest
To determine whether a candidate’s interests match
those necessary for the available position, listen for
themes that appear in the candidate’s stories about
past experiences and goals. A candidate may express
interest by identifying with the daily activities and
job responsibilities of the position or by identifying
appealing aspects about the company. A candidate’s
interest level can be determined by the degree to which
a candidate can visualize what he or she wants (i.e.,
job function, environment, etc.) and then express how
this position meets those needs. Candidates with high
interest levels will be able to clearly articulate how
the available position fits into their short-term and
long-term goals.
Ability
A portion of a candidate’s ability level is determined
by how well he or she meets the skill set, experience
and education qualifications of the particular position.
It is important that a candidate meets the minimum
qualifications; however, it is equally, if not more
important, to determine how a candidate views
opportunities to learn and grow. An active approach to
learning shows the effort a candidate will make to
enhance his or her strengths and to minimize his or her
weaknesses. A candidate with a high ability level should
be able to identify times where he or she has taken
advantage of opportunities to improve knowledge, to gain
new experiences, or to understand new ideas and methods.
Candidates who are passionate about what they do and
create high-impact results have high levels of
motivation, interest and ability. If a candidate has
high levels in only two of the three factors, then that
candidate does not have a high level of passion for what
they do. They are missing a key element of passion, and
as a result, they will not be as successful in the
position over the long-term as a candidate with a high
level of passion. Remember, you can’t go wrong when
you HIRE THE HEART.
While a candidate with a high level of passion is the
key to making a good hire, there is one other rule of
thumb that can determine whether a candidate is the
correct hiring choice. I call it the, "Would You
Take Them Home for Dinner?" rule. After all the
interviews, evaluations and reference checks are
completed, visualize the chemistry of the relationship
between the potential hire and his or her boss.
Determine whether the potential hire’s new boss would
want to spend any additional time with that candidate.
Is the candidate the type of person the boss would take
to lunch, go to happy hour with, or invite to meet his
or her family? If the answer is yes, then the candidate
is the right hire for the position.
So when someone asks me what my company does? I say,
"WE FIND PASSION."
About Author:
Robert Rota, president and
founder, has nearly two decades of recruitment, human
resources and business management experience. He's been
professionally placing people for the last twelve years.
In addition to having both agency and corporate
recruiting experience he's a seasoned human resources
and business management expert. His unique blend of
experience gives his clients the counsel they need to
make the right "people" decisions. He knows
what it takes to create impact.
________________________
Recruiting Bookmarks -
Career Site Directories
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Presented
by BrassRing
Today’s Workforce Realities: Towers Perrin Study Uncovers Talent Management
Challenges
Tuesday, March 19, 2002
Click
here to register!
A comprehensive list of
the upcoming HR and recruiting related conferences is
listed here!
________________________ Site Of The Month -
ExecutiveStaffers.com
ExecutiveStaffers.com
which powers the internet’s only AFFORDABLE Specialized
Career Sites targeted to mid-to-senior level
professionals in a variety of industries, offers Recruiters
Network members 25%
off any of its Post-A-Position™
services. Individual
job postings start at only $50/month.
Monthly memberships which include; unlimited job
postings, resume database access, featured company/job
status, and much more, start at only $100/month. Annual packages are also available.
Call 972-448-8730 to receive discount and activation instructions.
________________________
Final Note
Write down your weekly goals on Monday and review them on
Friday. By writing down your goals you take the first step
to achieving them. This simple exercise can help keep you
focused and set the priority for the week. Plus at the end
of the week can see your accomplishments.
________________________
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