Sponsor Info

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: Put the Strategy Back in Strategic Recruiting
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

1. Recruiters Alliance - Split Network for 3rd Party Recruiters

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.

2. JobsinRecruiting.com - Free Trial

Looking to hire recruiting professionals? Post your recruiting/HR jobs free for the rest of the year! Simply register to post and mention "free postings for 2002 trial" in the comments section of the registration form.

Register for the free trial here ->

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A Note From The Editor

Here is an interesting article on Choosing a Recruiter from About.com. You can gain a lot of insight on how jobseekers select recruiters. Use this information to your advantage and learn from it. Understanding the candidate more and how they might view you will help with your success.

Happy Recruiting!

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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. JedaSystems - Free Demo!

2. 100 FREE JOB POSTINGS

OperationIT is offering FREE job postings to all Recruiters Network Members until December 31st, 2002. This means 100% FREE access to our software and 100 FREE job postings until December 31st, 2002. 100% FREE! We are launching our new version of our TSMS (Technology Sourcing Management System) software and want you to test it out. These are tough times for recruiting, so take a break from paying another job site hundreds of dollars a month to post jobs. Use OperationIT FREE! 

To Register: Visit Us At http://www.operationit.com/Register.asp or email us at BC@OperationIT.com with any questions.

3. Recommended Leading Niche Boards - Get Focused, Go Niche.

NicheBoards.com - Gateway to a Million Quality Targeted Candidates

Call Center : CallCenterJobs.com
College Students / Graduates : CampusCareerCenter.com
Finance / Accounting : jobsinthemoney.com
Health / Science : Jobscience.com
Hispanic / Bilingual : LatPro.com
Human Resources : Jobs4HR.com
IT Professionals : Computerwork.com
Logistics / Transportation : JobsInLogistics.com
Marketing / Sales : MarketingJobs.com
Military Transitioning : DestinyGroup.com
Retail Management / Hourly : AllRetailJobs.com

4. Resume Grabber - Need an automatically process resumes into your contact managers? Use ResumeGrabber to process your resumes & start following up instantly. Download free 14 day trial ->>

5. 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 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.

6. 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.

7. Career Sites Discounts

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

8. RecruitersDirectory.com

Employers, need recruiting help? Search Recruiters Directory free by location or industry to find a recruiter. Agencies use the directory to find recruiters to network and do splits with. (Add your agency for only $50!)

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

• Survey: IT Job Market May Perk Up - eWeek
• Yahoo says completes HotJobs integration - CNET
• Lean times for headhunters - Boston Globe

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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.

• HR Generalist/Recruiter - The Pennmor Group
• Professional Recruiter - CPS, INC
• Staffing Associate - Work from Home - Vaccaro & Associates

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

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Polls and Trends

View and participate in this month's 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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Put the Strategy back in Strategic Recruiting
By David Sabol

Most companies and consultants will have a difficult time explaining what strategy really means, because strategy could mean many different things to different companies. It is certainly not a concrete science and is always open to various degrees of interpretation. The differences in this interpretation are most often the cause of failure in strategy development. This failure is also fueled by a lack of understanding of a particular industry by strategy developers and a lack of management support that is needed to implement strategies.

The word 'Strategy' originates from the Greek 'strategos' which means "the art of the general". In simple terms, strategy is a general framework that provides guidance for actions to be taken and, at the same time, is shaped by the actions taken. This means that the necessary precondition for formulating strategy is a clear and widespread understanding of the ends to be obtained. Without these ends in view, action is purely tactical and can quickly degenerate into nothing more than a flailing about.

Strategy is one element in a four-part structure I call ESTM (pronounced esteem). First are the Ends to be obtained. Second are the Strategies for obtaining them, the ways in which resources will be deployed. Third are Tactics, the ways in which resources that have been deployed are actually used or employed. Fourth and last are the resources themselves, the Means at our disposal. Thus it is that strategy and tactics that bridge the gap between ends and means.

In addition to this background on strategy, your corporate recruitment strategy needs to take into account answers to fundamental questions relating to your companies mission and vision as well as its corporate and competitive strategies. Some of the questions you will want to ask as you define your recruiting strategy include:

Related to Mission and Vision

1. Who are we?
2. What do we do?
3. Why are we here?
4. What kind of company are we?
5. What kind of company do we want to become?
6. What kind of company must we become?

Related to Corporate Strategy

1. Do we have a current corporate recruiting strategy? If so, is it working?
2. What assumptions have to hold for the current strategy to be viable?
3. What are our growth, size and profitability goals?
4. Will the loss of key talent adversely impact our ability to achieve these goals?
5. In which markets, businesses, and geographies will we compete?
6. Are we suffering from a critical talent gap in any of these areas? What are we doing to address them?

Related to Competitive Recruiting Strategy

1. Do we have competitive recruiting strategy? If so, is it working?
2. What assumptions have to hold for the current strategy to be viable?
3. What is happening in our industry, with our competitors, and in general in regard to the identification, acquisition and retention of key talent?
4. Are we effectively leveraging all recruitment channels in pursuit of this talent?
5. Which sources are at the core? Which are currently underutilized?
6. How can we differentiate ourselves from our competitors?
7. What capabilities and capacities will we require now and in the future to meet essential talent needs?
8. Do we have enough internal expertise to meet these needs? What resources and alternatives are available?

Driven by this information, you are much better equipped to formulate your recruitment strategy. A well thought out recruitment strategy should give the whole organization a plan and a guide. It should define the various factors necessary to address current employment markets, how your company will react to the future markets, and what steps will be taken to implement the strategies. It should define what actions will be taken in the short term and how these short-term actions will evolve and thrust the organization to meet its overall strategic objectives. Additionally, in order for a corporate recruitment strategy to work, it needs solid support from management, as it is a natural tendency for organization to resist change.

A recruiting strategy should begin by considering resources, costs, geography, and demographics. It should incorporate both passive and proactive methods to identify potential candidates. Begin by knowing the organization you're hiring for. Each company has its own personality, and candidates who fit that culture will be in a better position to contribute to its success than those who don't. Then differentiate the organization from all the others. Present an honest, detailed picture of it, emphasizing its advantages and unique concepts. Talk about life style in the organization and in the community where the organization is located.

Strategic recruitment also involves activity. It means aggressively locating potential candidates, contacting them, and then developing a relationship with them, not haphazardly advertising - in newspapers, on radios, on the Internet, by word of mouth, all for the sake of doing so.

In today's ever changing recruiting world, attracting and retaining skilled knowledge workers is still a very important issue for businesses. However, through the continuous development of measurable, actionable and executable goals developed through a well thought out process and methodology of analyzing your internal processes, competitive environment, new technologies, and business needs, your recruitment function can create a tremendous amount of value and impact your company's bottom line.

About the Author

David Sabol is Manager of E-cruiting Technology Solutions for IIRC, the pioneer of Internet recruitment consulting. He was selected by Recruiter Magazine Online as one of the 2002 Top 100 Most Influential People in the Recruiting Industry. With IIRC, he advises clients on their HR technology purchasing decisions regarding ATS’s, background check companies and narrowing technology. David has a dual BA in History and Political Science from East Stroudsburg University and is pursuing an MBA in Management of Information Services/E-Commerce from DeSales University. He also holds his Web Professional Certification from Penn State University.

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Recruiting Bookmarks

Recruiting Jobs

• Recruiters Network Career Site Database
• Careerxroads
• Weddles

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Upcoming Seminars & Conferences

Click here for schedules for upcoming conferences and seminars.

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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.

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Final Note

It is hard to believe that next week is Thanksgiving???!!!!

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