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: Building Your Recruitment “Dream Home”
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. Niche Boards

Get focused, Go Niche. Scope out the leading Niche Boards for the top qualified candidates in each specialty profession.

Click Here for more info!

2. Free Recruitment Newsletter

Are you reading the best of the best in recruiting news?  Receive a monthly newsletter with links to the best articles on candidate recruiting, talent trends, upcoming job fairs, process improvements, TRM best practices, and HR strategy. Recent articles included New Recruitment Tools, Personality Versus Skills Tests, and Creative Recruiting Measures.  Subscribe today!

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A Note From The Editor

I apologize for note emailing a newsletter last week. I was on vacation with my father fishing in Canada. (Lake of the Woods, Ontario) For the fishing enthusiasts we caught several Muskies (49 inches was the largest) and dozens of Northerns and Walleyes.

For the animal rights activists you will be happy to know all fish caught were released. (But not before snapping a few photos first)

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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. OperationIT special $99 offer for the members of Recruiters Network. 

Based on our client feedback, OperationIT has implemented a month to month membership. Sign up for your membership during the month of September 2002 and you will receive 10 jobs a month, 2 search agents and unlimited database access to over 200,000 IT professionals for only $99 per month.

To Find Out More About This Special Program Click Here.

Or contact us with any questions at RecruitersNetworkOffer@OperationIT.com.

2. 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 $25!)

3. 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.

4. Career Sites Discounts

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

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. 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 ->>

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Today's Recruiting News Headlines

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

US IT workforce grows despite industry recession - CRM Assist 
Job fair for those over 50 draws more than 1,000 - Seattle Times
Tech Job Market Still Weak, Report Says - BizReport.com

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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. Recruiting Associate - American Funds

2. Recruiter - Bank One

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.

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.

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Building Your Recruitment “Dream Home”
By Mark Anderson

Building a successful Internet Recruitment Strategy is much like building a custom home. It takes careful planning, the proper mix of supplies and labor, a well coordinated and thought out scheduling of components, and most importantly, it takes a good initial vision. Unfortunately, unlike a custom homebuilder, many corporations dive into their recruitment strategy with their attention focused on the final exterior of the home, or the features in the kitchen, etc. rather than keeping their attention on the big picture. To really understand what it takes to build the custom “dream home” recruitment strategy, one must first understand what are the various components that make up the final product.

The primary benefit of the Internet as a medium for recruitment is that it is fast, easy, and relatively inexpensive to generate candidates. The two questions then become “Where do I find the best candidates?” and “Then what?”

Below are 5 components that should be included in the blueprint for your successful “dream home” recruitment strategy:

1. Candidate database: Depending upon your recruitment budget (which is often heavily under represented in Fortune 1000 companies), some type of private, searchable database is critical to a successful strategy. With a little research, one can find a suitable database regardless of how challenging your budget is. A $500,000 Applicant Tracking System, while very nice, is not necessary to be able to have a private, searchable candidate database. Solutions range from as high to as low as you can afford to pay depending on what functionality you can or can’t live without.

2. Centralized recruitment: Too often companies keep recruitment as just another part of a Human Resource Generalist’s duties. Unless the company is very small or has virtually no turnover, this approach will usually be a “strategy killer” and result in increased use of expensive 3rd party search firms. Ideally, a company would have dedicated recruiters broken out by functional area with a close working relationship with the hiring managers in those functional areas; an “in house” search firm so to speak. This will enable those recruiters to become specialists in their areas and thus be very effective.

3. Job Boards: Now that you have completed the “dirty work” and laid the foundation, it is time to frame the house. Since your private, searchable database is ready to start receiving candidates and your focused recruiters are ready to start screening resumes, it is time to generate your candidate pool. To do so effectively, one must really understand what roles they will be recruiting for and where. The first step is to identify the “foundational” board or boards for the strategy. This will guarantee an influx of candidates and will allow for the support of all kinds of positions throughout the organization. The next step is to identify key niche job boards whose candidate profile is similar to that of your company workforce. For example, a large I.T. company’s strategy may consist of two foundational boards, one or two I.T. specific boards, an executive recruitment site, and hopefully a diversity site or two. By incorporating the proper mix of general and niche sites into the strategy, you can ensure not only a large candidate pool, but a quality one as well.

4. Streamline sourcing solutions: In order to make an aggressive, multi-site strategy manageable, it is vital that the recruiters are given the tools to allow them to fully utilize the memberships. If a strategy includes 3+ job boards, and a manual posting and sourcing strategy is in place, the postings may appear on two of the boards, usually just one, but rarely on all three. Further, without single-interface sourcing technology, recruiters will almost always migrate to their favorite job board database and use it exclusively. Sure, there are exceptions, but very few. It is important to provide the technology to enable the recruiters to post jobs to multiple job boards from a single interface and also to source resumes from a single interface.

5. Narrowing/Screening Technology: You have now built your home, time for the exterior “extras” that will make it stand out and give it the curbside appeal that you desire. With a steady steam of candidates pouring into your database; chances are, you have several candidates who are an excellent fit for your open job requisition. But how do you find them? Like candidate databases, there are a slew of solutions out there to help screen and narrow the candidate pool. Without this component, you risk severely limiting the number of job requisitions that can be effectively supported by your recruiters, not to mention the risk of “burn out” by those recruiters.

Before throwing your hands up in the air and settling for a few more years in your “track-builder home”, I would strongly suggest that you first step back and look at your blueprints. The difference between a successful Internet recruitment strategy and an unsuccessful one may just be a few subtle changes in your design specifications. Perhaps instead of cutting back on the budget, the answer may just be to slightly increase it. Or, again, it may just be a couple of tweaks. In any case, your “dream home” recruitment strategy may be a lot closer than you realize!

About the Author

Mark Anderson (manderson@iirc.com) is a National Account Executive for IIRC, the pioneer in Internet recruitment consulting. His responsibilities include consulting of IIRC clients on building effective recruiting strategies. Mark has over 8 years of business experience in the area of sales, sales management, and consulting. Prior to joining IIRC Mark worked in the areas of sales and sales management for Financial Institutions including Home Gold Financial and Bank One Corporation. Most Recently Mark was an Account Executive with Lucent Technologies. Mark has been with IIRC for two years and represents approximately 40 clients in the U.S., Canada, and the United Kingdom. Mark is heavily active in IIRC’s International business development efforts as well.

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Recruiting Bookmarks

Recruiting Articles ad Tips

• Recruiters Network Articles Database
• Tiburon Group Tips 
• Recruiters Cafe
• Weddles.com

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Upcoming Seminars & Conferences

Click here for schedules for upcoming conferences and seminars.

ER Expo 2002 East will be held at the Sheraton Gateway Hotel Atlanta Airport in Atlanta, Georgia, on October 9-11, 2002.

Join hundreds of recruiters, staffing directors, and HR managers and VPs for the conference that will help your organization prepare for and meet the recruiting challenges it will face in 2002 and beyond. More info at http://www.erexpo.com

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

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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

I found this factoid funny...

Mothers Day is the busiest day for telephone companies and long distance providers. Fathers Day is the biggest day for collect calling.

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