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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Tip:
An
Insiders Guide to Successful Job Fairs
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week -
Hodes
iQ
Final Note - On The Lighter Side
________________________
Newsletter Sponsors
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A Note From The Editor
Below are two recently
published books on Internet Recruiting. Check them out.
1. Recruiting
on the Web : Smart Strategies for Finding the Perfect
Candidate
Advanced Internet
Recruitment Strategies (AIRS) is the industry leader in
training and information services for online recruiting.
In Recruiting on the Web, founder and CEO Michael Foster
offers powerful new strategies for using the internet to
find and recruit the best talent.
2. Careerxroads
2003: The
Directory to Job, Resume and Career Management Sites on
the Web
CAREERXROADS
has been the leading directory for employment sites for
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about this objective, personalized and current resource
assisting both recruiters and job seekers in utilizing
the vast resources of the Internet. This book
does all the research for you and is an absolute must on
your bookshelf.
________________________
Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
________________________
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.
Post unlimited HR and Recruiting jobs for 6 months, only
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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.
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5. JobsinRecruiting.com
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6. NicheBoards.com
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
7. Career
Sites Discounts
Recruiters Network has
developed an extensive career site directory and many
have offered our members special discounts. Click
sites offering discounts and promotions.
8. HotResumes.com
- Search 100,000's of resumes for only $199 a year. Click
here to test drive the demo search.
________________________
Polls and Trends
Take this month's poll located
on our home page.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
An
Insiders Guide to Successful Job Fairs
By Howard Adamsky
Job Fairs have always
struck terror into my heart, the misery of air travel,
bad food and strange hotels. I can never seem to find my
way without getting lost in the badlands of places
unknown. (Perhaps my wife is right and I should learn
how to read a map.)
Personal feelings of dread aside, Job Fairs can be a
good methodology for finding new candidates and a
valuable part of an effective recruiting program. There
are only two catches:
1. You need to follow some simple guidelines that
will maximize your success
2. You must accept as a prerequisite that ninety eight
percent of the candidates who attend will not be
appropriate candidates for your organization’s
positions.
If you can accept these simple realities, you are on
your way to achieving results.
For starters, let’s look at how NOT to do job
fairs. If you wish to be successful in the utilization
of job fairs, (Success defined as making one or two
offers with three being even better.) you must never,
ever do the following:
- Go to the job fair alone, shake hands with one
thousand people, listen to six hundred stories,
collect three hundred resumes, return to your
office, toss the resumes on the desks of the hiring
managers and follow up in a month. This is a sure
way see that no offers are made and you have wasted
your time and money.
However, if you are looking to towards the greatest
possibility of being successful with your job fair,
there are only three things for you to do, but you must
do them well. Plan, execute and follow-up. If you do
them with great care and attention to detail, you will
probably be more successful than you have ever been in
previous job fairs. (I once hired six people at a job
fair. The waters parted and the angels sang.)
Planning:
- Chose the right job fair. Good planning for the
wrong job fair is of no value so do your homework.
- Spend a bit of money on a print advertisement.
Tell the world of the job fair and that you will be
there. Mention the positions you are looking to fill
and reference your website for further information.
(By the way, print advertising is not dead!)
- Ship all of your collateral and set up materials
one week before the job fair begins. It cost less
money to do this as opposed to overnight shipping
and you can confirm by phone that it has arrived.
(Ever do a job fair and the materials never made it
to the hotel? Not a good thing)
- Make all of the hiring managers aware of the job
fair. Be upbeat about the prospect of being
successful because if you are not confident, they
will not be confident either.
- Bribe a hiring manager to come along. Very often,
they will do so just to get out of the office and
eat some of those greasy cheese balls and beer that
are a part of the first night’s reception. A
strong, conversant, engaging hiring manager is
essential to the success of a job fair because they
can meet the candidates you feel are interesting,
qualify candidates right on the spot and even use a
cell phone to set up interviews back at the office.
Regardless of what anyone tells you, a hiring
manager engaging a live candidate for ten minutes is
better than that same hiring manager just looking
through a pile of resumes. (I had two hiring
managers at the job fair with me when I hired my six
candidates.)
Execution:
- Arrive at the job fair at least thirty minutes
before the candidates are to be admitted. Be sure to
be well groomed and dressed appropriately.
- Make sure that your space is neat, and clean with
all of your organizational collateral laid out for
candidates to review.
- Having a bit of food is also a good idea. I
recommend ordering a cheese platter in advance. It
does not cost much and it will certainly be
different because everyone else will have chocolate
and that gets old very quickly.
- Have an action plan. Unless the place is dead, the
hiring manager should only chat with candidates who
have gotten past the recruiters and are considered
strong and viable candidates.
- Remember you “manners” when chatting with
candidates. The setting may be different but the
laws of interviewing still apply so keep you
questions legal and appropriate.
- Try to greet every candidate personally and spend
a minute or two if possible. Your company may be one
thousand miles away but at the job fair, you are the
company and good PR never hurts.
- Have clear job descriptions of every position you
are looking to fill. One technique that works very
well for me; rather than taking the time to see if
the candidate fits the position by asking lots of
questions, hand the candidate the position profile
and ask them if they have the experience listed and
the ability to do the job as outlined. They will
generally tell you the truth and you can proceed
from there.
- Have a list of candidate resumes that fall into
three categories:
1. First category - the candidates you clearly
intend to bring in for interviews.
2. Second category - the candidates who need further
consideration or perhaps a phone screen from another
hiring manager.
3. The last category - the candidates you will not
be bring in for interviews.
Follow up:
I must put in a special word on follow-up. This is
the area where most people falter and that is a sad
situation because you and your organization have
invested so much to get to this point. Rapid follow up
is critical to reaching your ultimate objective. I urge
you do the following:
- At job fairs we very often tend to promise
candidates we will call them. If you promise to call
a candidate, do just that. Even if you change your
mind on pursuing a candidate, do not drop the
candidate. Make the call and tell the candidate that
you have identified candidates whose credentials and
experience more closely align with your specific
needs. They might not like the news but they will
understand. If you never follow up on your promise
to call, that is something they will not understand.
- Many people believe that the big eat the small.
That is not necessarily true. The fast eat the slow.
If you are interested in a candidate, chances are
that others are as well. Get the candidate in for an
interview as soon as humanly possible. Do not allow
any system or organizational piece of bureaucracy
slow you down. Excuses do not make hires. Fast and
intelligent action makes hires.
- Get back to all candidates as soon as possible
relating to the status of their candidacy as it
relates to the position for which they have
interviewed. That does not mean that you send a post
card eight weeks after they were interviewed. If
there is no interest, call the candidate after the
interview. I would never consider sending something
in the mail. It is tacky to hide behind paperwork.
Make the call. Candidates will appreciate the
personal touch and both, you as well as your company
will stand out from the crowd.
- Provide feedback to the organization that runs the
job fair and let them know where they can do better
the next time. They want and need your suggestions;
they will not be successful if you are not
successful.
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.
________________________
Recruiting Bookmarks
Resume Search Products
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
ER
Expo 2003 West March
25-27 San Diego,
CA
Save $100 by mentioning ref. code - RCN2003W
View
all upcoming conferences
->>
________________________
Site
Of The Week - Hodes
iQ
Hodes iQ is an ASP-based
e-recruiting and hiring management system that enables
companies to source candidates, manage responses and
measure results. It is a 2001 winner of HR Executive's
Top-Ten Product Award. Smart, seamless, user-friendly
and affordable, Hodes iQ gives Human Resources
professionals the right tools at the right price. Visit Hodes
iQ.
________________________
Final Note - On The
Lighter Side
Do not forget
Valentines Day is Feb 14th!
________________________
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