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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: A New Day for American Leadership/Integrity Revisited
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - Weddles.com 
Final Note
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Newsletter Sponsors

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2. 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.

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A Note From The Editor

Bill Radin wrote a quick column regarding agency recruiting and future looks bright. Interesting take. The miniarticle is printed below.

Recruiting? The Future Looks Bright!

Here are four reasons to feel optimistic about recruiting:

[1] Companies need our services. Despite the soft economy, every company has (or will eventually have) key positions to be filled or upgraded.

[2] Industry shakeout. Recruiters who were unable to survive the recession are gone. Those of us who remain will strengthen our brand identity and consolidate our market share.

[3] Systemic improvements. By necessity, we've grown more efficient in our methods, more conscious of our costs, and more attentive to our customers. And we've learned to choose our business partners a lot more carefully.

[4] Enhanced productivity. Nearly all recruiters are implementing online research and communications tools. Best of all, we've finally made our peace with the brand-name job boards.

Analyze this: As soon as the recovery kicks in, employers will revert to their past behavior and begin hiring way beyond their actual needs (I call this phenomenon "binge hiring"). This is also the point at which new recruiters materialize out of thin air. From my daily perspective on a desk, I see no long-term diminution of the
need for third-party recruiting services. True, we may need to work harder than we did during the halcyon days of the '90s; but I still believe we're in the best---and most profitable---business in the world.

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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. Vault - Only $17.95 a month

Post unlimited jobs on Vault for as little as $17.95 a month. In addition, Internship postings are FREE! Post your job opening on our general job board and reach the 500,000 passive and active job seekers who visit our job board each month.

2. JobsinRecruiting.com - $299 for 6 months unlimited jobs

Looking to hire recruiting professionals?  Post your jobs on JobsinRecruiting.com, receive a 6 month unlimited job posting package for only $299.

Looking for just HR professionals post your jobs on Jobs4HR.com, the same 6 month special is offered. Simply register and select the package in the signup form. You are also able to post single jobs postings for $100.

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3. JedaSystems - Free Demo!

4. 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.

5. NicheBoards.com

Recommended Leading Niche Boards - Get Focused, Go Niche.
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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

6. Other Career Sites Discounts

Click here to see a list of all sites offering our members discounts/promotions.

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Today's Recruiting News Headlines
View complete news headlines or our newswire here.

• Monster.com plans to double India business - Deccan Herald
• Kmart announces closures, job cuts - Homecenternews
• TMP Worldwide Awarded Contract Worth Up to $62 Million Over Ten Years for Federal Government's Online Job Portal - Business Wire
• E-Recruiting Association Changes Name To DirectEmployers Association - Recruiters Network

Please send us with your press releases, news items, personnel changes, etc. Click here for submission instructions. 

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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.

• Senior HR Generalist - Mayo Clinic
• HR Assistant - Kenda Systems
• Sourcing candidates and persuasion - Recruit Smart

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

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Polls and Trends

View past poll results here. Take this months poll located on our home page.

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

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Weekly Recruiting Tip

A New Day for American Leadership/Integrity Revisited
By Howard Adamsky

Ethical and effective leadership is a rare commodity. It takes an uncommon person to act as its provider. This leadership is part vision, part art, part science, part experience, part faith and part know-how, all bound together in an ironclad package called integrity.

Let's be quite clear up front. I don't care who you are, what you have accomplished or where you went to school. If you do not model integrity for the people you propose to lead, you are not a leader. You are merely the highest level of a bad example the organization has to offer. You are simply a person who exchanged character for prominence, morality for position and ethics for power. And quite frankly, with the current state of the economy, the instability that exists within world markets, the daily possibility of war, and the plethora of dishonesty that has plagued the business world for the last three years, we can live without the disease you bring to the table. (Insulted? I hope not. After all, it's not you I'm talking about. Is it? Of course not!)

We are in an economic mess. Could things be worse? Definitely, but they can also be better. Robert Frost once said, "Very often, the only way out is through." We will get through this difficult time. Happily, most people want to get back to work. They genuinely want to make a meaningful contribution. They need a reason to get out of bed in the morning. (To my way of thinking, there is nothing worse than waking up and wondering what you are going to do for the day. If that is wealth's reward, all of a sudden, being a working stiff doesn't really look that bad.)

Are you are one of the new leaders? One of the chosen few that is going to guide us out of the malaise and get this economy creating jobs, wealth and value once more? If so, below are ten considerations for the new leadership standard that you would be wise to abide by:

1. Stop, look, and listen. Open your eyes, ears and mind. Ask questions if something makes you feel uncomfortable. Ask them properly and politely but by all means, ask. (Better by far to ask and be wrong than to have looked away and wish that you had.) Not good with numbers? Hire a consultant. Hire ten if you must, but be sure that your organization's finances are pristine.

2. Model integrity. You have probably heard this before. However, for our new leaders, its message must be stated anew and your struggle to put it into practice must be redoubled. Edward Hennessy said, "Ethics must begin at the top of an organization. It is a leadership issue and the chief executive must set the example." As a leader, you might think your people are responsible to you and, to some degree, that is true but you are far more responsible to them. As a leader, your people look up to you. They admire you. Many may wish to be like you. Believe it or not, you might even be someone's hero. Don't disappoint them. No one wants to learn that a hero lacks integrity. It is a painful and disillusioning experience.

3. Insist on zero tolerance for unethical behavior of any kind. Call it tough love for the organization if you like, but be sure to put it into effect. There are to be no exceptions and no second chances for anyone. It is so simple to gently shave ethical edges in order to make deals come together and numbers to look good. Do not allow this to happen in your company because once it starts, it is too easy to let it continue. Or worse, to escalate.

4. Walk the talk. Your employees will seldom pay much attention to what you say as they doze through what Jim Mullen calls your "grand and gassy speeches." Today's employees are far too enlightened and sophisticated to do something as naive as just listening to your words. They have been around too long and seen too much to exhibit such adolescent loyalty. However, what they will do is watch your actions. They will adopt their observations as the acceptable norm and conduct themselves accordingly. Your ethics will become their ethics. (As an aside, they will be watching especially closely when times are hard; when it is easiest to bend the rules.) Not sure if it is ethical? Hemingway said if it feels good after it is done, it is moral. If it feels bad after it is done, it is amoral. Translation? Don't even take a pencil home if it is company property.

5. Draw up a code of ethics and have all employees sign it upon commencement of employment. Most new employees have to sign a host of documents on their first day of employment. Why not have them read and sign something really important like a code of ethics? It should be simple, fair, and easy to understand. This action will have great impact. There can be no better way to start a position than knowing that your new company values integrity, and with the wave of your pen you have now signed on to respect that core value.

6. Be sure that all of senior management is on board with integrity as a core value. (This is not a time for lip service.) Not as a value when appropriate or as a value when easily applied. Not as a value when convenient to use, but as a value that is of great importance and not open for discussion in difficult times. Values are not like sails that move with the wind. They are bulwarks that are anchored to the bedrock of the earth and do not bend under any circumstances.

7. Do not say that you did not know. When all is said and done, you are the leader. It is your watch and you are responsible. None of us wish to see your spouse crying on some talk show about how you did not know this or that odious activity was going on. Set up systems. Set up limits. Set up controls. Set up anything necessary so you do indeed know what is going on. There are no longer any acceptable excuses. The company was too small, the company was too big; we let the consultants handle it. It simply does not matter. It is your job to know what is going on. If you wind up on the cover of Time magazine, it should be for person of the year not because you are going to do a stretch in a Minimum Security Prison.

8. Recognize that being a leader is a great responsibility and a serious burden. People are hungry for leadership. They wish to be led: to be shown the way. Emerson said, "Our chief want in life is somebody who will make us do what we can." If you are this person, realize that the task of leadership is enormous with, in many cases, far more of a downside than an upside. JFK said, "I do not shrink from this responsibility, I welcome it." If you do not feel this way, you are not a leader.

9. Avoid even the appearance of conflict of interests. In a world where perception equals reality, your brother-in-law just might be a great candidate for the Vice President of Sales position but so are thousands of other candidates. Be smart and avoid the issues that could come back to haunt you down the road. Let your brother-in-law find another position and some day you may be very glad you did.

10. Lead the organization with courage and conviction. Hire the best people you can find, get out of their way and let them do their jobs. Be involved but never micromanage. Allow the people, who deal with your customers, permission to make on the spot decisions as opposed to having to consult with five levels of supervisors. Develop your employees with career advancement programs so they are ready to handle more responsibility when the time arises. Listen to feedback from all camps and corners of the organizations. Great solutions come at times from very strange places. Talk to your customers, especially the ones who are not happy; you will learn more from them than the rest.

The previous ideas are dedicated to the leaders of industry from all walks of life that are now emerging. They are about to replace the sad and dishonest faces we have all seen and heard about for the last eighteen months. Unfortunately, most of those white-collar criminals will be exonerated for their crimes or perhaps be given a slap on the wrist. No matter, they are simply the monsters created by a society of greed and a culture of self-indulgence and frightening abuse. What is needed now is a new system born of the integrity, ethics and honor that were once the hallmark of American industry.

Perhaps some night, you will be dining in a fine restaurant, on your birthday, or some other special event. You will look across to another table and see a face that looks familiar. Your eyes will meet for a brief moment. He will look away quickly and shift just slightly in his chair looking momentarily uncomfortable. There will be a glint of recognition on your part as you try to recall the face you have just seen. Your glance will linger for another instant as your eyes narrow in recognition. Now you remember. He is one of the "leaders" that looted his company several years back. You will see the red liquid in a glass right next to what appears to be an expensive steak. The liquid in the glass is not the expensive wine you might expect. It is the monies stolen from those employees, who once felt secure enough to retire and are now wiped out. Look a little closer at the deep red liquid. It is not wine. It is blood, the blood of people who followed the wrong leader.

About the Author

Howard Adamsky (howard@hrinnovators.com) is the founder and president of HR Innovators, Inc. He is a consultant and public speaker specializing in organizational behavior that develops and implements effective solutions for organizations struggling with issues relating to recruiting, retention, executive and management coaching, organizational effectiveness, and employee productivity. Osborne McGraw-Hill recently published Howard's new book, Hiring and Retaining Top IT Professionals: The Guide for Savvy Hiring Managers and Job Hunters Alike. He is currently working on his second book.

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Recruiting Bookmarks

Job Broadcasting Software

• GoJobs.com
• Equest.com
• RecruitUSA
• WhoToChoose.com
• IIRC PostMaster

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Upcoming Seminars & Conferences

Click here for schedules for upcoming conferences and seminars.

HR Measurement Summit 2003
Measuring, Benchmarking & Improving Human Resources Management.
San Francisco, Jan 28 - 30.

View all upcoming conferences ->>

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Site Of The Week

Weddles.com

Weddles.com's new catalog of recruiting related books is now updated. The site features recruiting and employment guides and books. Weddles.com also published a monthly print newsletter on online recruiting. New for 2003, Weddles.com offers updates to their books online.

Check out www.Weddles.com. 

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Final Note

2003 is underway, did you make any News Years Resolutions?

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