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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:
Recruiting
With a Plan
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - WEDDLE's Recruiter's Guide to Association Web Sites
Final Note
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Newsletter Sponsors
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Alliance - Split Network for
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A Note From The Editor
The Conference Board's
Help-Wanted Advertising Index – a key barometer of
America's job market – increased two points in
September. The Index now stands at 43, up from 41 in
August. It was 53 one year ago.
In the last three months,
help-wanted advertising declined in all nine U.S.
regions. Steepest declines occurred in the Middle
Atlantic (-15.3%), Mountain (-11.8%), South Atlantic
(-11.4%) and New England (11.1%) regions.
For
complete article click here.
________________________
Special Trials And Discounts For Members
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6. Career
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View a list of career sites who have offered our members
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If you use corporate
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They have directories for many industries, like
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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 poll at
http://www.recruitersnetwork.com/poll/.
Below is our November
poll results.
Which
site is the best general national career site?
HotJobs.com
- 45% (502 Respondents)
Monster.com - 37% (420 Respondents)
Careerbuilder.com
- 8% (90 Respondents)
FlipDog.com - 4% (50 Respondents)
Vault.com - 3% (30 Respondents)
JobsOnline.com - 2% (21 Respondents)
NationJob.com - 1% (14 Respondents)
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Recruiting
With a Plan
By
Yvonne LaRose
One fact of life about
recruiting is the fact that a plan, some sort of
blueprint, is needed before you start.
Assess Your Needs
The first thing you need to do is assess your needs.
This goes beyond, "Well, I need a web
designer." It's important to move away from the
knee-jerk mode where you just grab someone, anyone, to
fill an immediate need for a cure. Determine whether you
really need to hire someone to be on staff full time or
whether it's more feasible to outsource or contract.
According to Peter Firla of HR
Online, a recruiting plan is the same as a strategic
manpower plan. According to Firla, this plan should
include the company's strategic plan and growth
expectations (both quantitative and qualitative), an
acknowledgement of historical turnover rate, an
evaluation of market competition, potential candidates
from career development programs in addition to other
projected candidate sources, specific recruiting and
selection strategies and other qualitative and
quantitative milestones for guidance.
What's To Do
You also need to determine whether there are other
functions and responsibilities that also need to or can
be included in this one job in order to justify creating
an entire, full-time position. Although, in our example,
what you really want is to get your web site up and
running, it may be that you want someone to maintain it,
troubleshoot, and perform ongoing design and
implementation functions as well as answer user
questions and create Frequently Asked Questions
feedback.
If you have enough functions that are legitimately
needed to be done because you (a) don’t have the time
to do them yourself, (b) don't have the knowledge or
skill to do them yourself (c) you've tried part time
coverage and found it simply isn’t adequate to do
delivery the quality of return you need and (d) you've
studied your situation enough to realize that you are
organized but short-staffed, then it's definitely time
to bring someone on board.
What It's Worth
Once you've made a determination about all of these
issues, it's important to know what you want to pay,
what the market rate is for what you want, and what you
can pay. So there’s some research you need to do
regarding current salaries in the industry as well as
current salaries in your area for a comparable position.
In fact, you may want to check your current highest
competitor to see what they're offering someone to do
the same or similar type of job.
A good, comprehensive starting point for checking
salaries is the Bureau
of Labor Statistics. For a resource that's specific
to your industry, it's a good idea to check organization
or association resource links on the Web or specialty
sites.
The Final Product
By now, you should have a loose checklist that will
be the framework for your position description and your
screening criteria. A good example of what this list
will eventually look like can is at Recruiting
Plan which was produced by IIC Conferences, part of
the Taiwanese Department of Human Resources. The
Tennessee Valley Authority’s Integrated
Staffing Plan offers yet another, fuller blueprint
you may want to consider modifying for your own use.
Once you have that collection of resumes sitting in
your email Inbox, you'll need to develop a system to
further screen, assess the abilities of the candidates,
compare your candidates with your needs for diversity,
and develop a good interviewing regimen. We already know
you want the best possible person to fill this position
so that you can keep your company competitive. So you
need to sell the opportunities of this situation to the
best and sell the favorable aspects of your company to
make your offer more attractive that the others.
Keeping an eye on growth, you'll need to be in
recruiting mode all of the time – either from within
the organization or externally.
So who said all you need to do is run an ad and then
just pick the one who talks the best?
About the Author
Yvonne LaRose is a
California Accredited Consultant. She combines her years
of experience in law, business, recruiting and executive
responsibilities to provide management and recruiting
consultation in addition to career development coaching.
Her column, CERA
(Career and Executive Recruiting Advice), and her main
website, Executive
Recruiting Entrances, provide news, advice and tools
for one’s professional development and recruiting
interests. She is a contributing author to the ebook, The
Last Job Search Guide You'll Ever Need and is
available for consultations, speaking engagements,
training sessions, content creation, research or special
reports by contacting her at consultant@entrance-s.com.
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Recruiting Bookmarks
Recruiting Jobs
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
________________________ Site
Of The Week -
WEDDLE's
Recruiter's Guide to Association Web Sites
Where do "A"
level performers and passive prospects hang out on the
Web? Often, it's the site operated by their
professional, technical or trade association. A growing
number of these groups are now adding job boards, resume
databases and other recruiting resources to their sites.
For recruiters, however, it's hard to find out which
associations offer these services and where they are
located on the Internet.
That's where WEDDLE's
Recruiter's Guide to Association Web Sites can help you
out. Compiled in conjunction with the Association for
Internet Recruiting, it lists over
- 1,500 professional,
technical and trade associations and indicates:
what kinds of recruiting services (i.e., job board,
resume database, other) they provide,
- their occupational,
industry or geographic focus (if any), and
- their address on the
Internet.Even in today's depressed recruiting
environment, forward-looking organizations want to
find and hire top talent.
WEDDLE's Recruiter's
Guide to Association Web-Sites is your guide to this
"hidden candidate market." It's a
one-of-a-kind reference for corporate and staffing firm
recruiters and executive search consultants.
________________________
Final Note
The holiday season is
creeping up on us!
________________________
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