To read the newsletter
online - visit www.recruitingnews.com.
Recruiting News is a free electronic newsletter published by Recruiters Network. Recruiters Network is the Association for Internet Recruiting. It is a free organization for HR Professionals and Recruiters.
In addition to our newsletter, we offer a free resource center to enhance recruiting success. Visit us at
www.recruitersnetwork.com.
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
Planning
Your Recruiting Strategy
Special Trials and Discounts
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
eTest Inc.
Final Note - On The Lighter Side
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Newsletter Sponsors
1.
Careerbuilder.com
Access the most qualified
and diverse candidate audience with
Careerbuilder.com
Careerbuilder.com is committed to offering staffing
firms the most qualified and diverse audience of
candidates both online and in print. Our service is
unmatched in scope with over 150 local market partners
and over 100 industry specific partners. A Staffing
Sales expert can customize a plan that is right for your
business. Call 877-FILL-A-JOB today or visit
www.careerbuilder.com.
2.
StaffingU - Recruiting Training Discounts
Take part in the most convenient live training at a
reduced price!
StaffingU will help you achieve a great level of success
and satisfaction in your recruiting career.
Special discounts are now available exclusively for
corporate recruiters until September 19th.
For more details,
click here.
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
A Note From The Editor
The newsletter is scaled
down this week as I am on vacation. As you read this, I
am probably enjoying a Guinness somewhere in Ireland.
We will be back in full
force next week!
~ As Always Happy
Recruiting!
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
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
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $75. (Save $25% off
first posting...mention discount when registering)
Register
to post >>
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Weekly Article
Planning your recruiting strategy
By MedZilla Staff Writer
A tough economy and tight job market are putting
extra pressure on HR professionals to plan recruiting
strategies. Recruitment planning is one of HR's most
important functions, says Frank Heasley, PhD,
MedZilla.com President and CEO.
"You can't wait until you have openings to start
planning the recruiting strategy," Dr. Heasley says. "HR
professionals today have to take part in the strategic
planning of their companies and plan for the coming
recruitment year by looking at the needs of their hiring
managers, top candidates, recruiting trends and what has
and hasn't worked in the past."
Be part of the corporate culture
HR professional should be part of the business team
and have a good understanding of what is coming for the
company in the next 12 to 24 months to complement the
business strategy, says Keith Greene, director,
organizational programs, Society for Human Resources
Management (SHRM). This will enable the HR professional
to plan a strategy to complement the business approach.
If an organization is going to go through an acquisition
period or the possibility there of, you need to plan
accordingly. If you think, you might be going into a
position where you maybe laying people off, you have to
take that into consideration. The most important thing
for an HR professional is to make sure they're aligned
with the business strategy, he says.
Do the math
 The
first thing you have to analyze is your current
hiring/recruitment process. "Have an audit taken of your
current program," says Lou Adler, president, Performance
Hiring System and creator of Power Hiring, a 5 step
hiring process designed to attract top people. "Figure
out those tactics that work and give you the most bang
for the buck," he says.
"If you're not measuring, you're not going to be
taken seriously in the corporate environment," says
Greene. "The entire concept of metrics in the field of
human resources has taken on a much more important role
because HR people need to be able to justify and measure
their effectiveness. If you want to be a business
partner you have to speak in business terms," Greene
says.
Passive, partially active and active candidate
breakdowns
According to Adler, you should break down that
process into three areas, including recruiting for
active candidates (those looking for a job); partially
active candidates (people with reasons to look
occasionally); and passive candidates, who may be
interested but have to be found and approached
proactively.
"Businesses, especially in pharma and biotech, are
under pressure to employ top people in order to
successfully develop their products from concept to
market," Dr. Heasley says. "This requires taking a
multi-pronged approach to hiring, where you're using
different targeted methods, including niche job boards
and targeted networking, to get the people you want."
Adler also, author of Hire with Your Head: Using
Power Hiring to Build Great Companies, published in 2002
by John Wiley & Sons, says that the more passive the
candidate, the more expensive the recruiting methods.
Active candidates tend to be found through well-placed
job ads; versus passive candidates who tends to be 'high
touch,' requiring professional recruiting and
networking.
It's important to look at these three broad
categories of candidates to determine where your
candidates are coming from and whether your recruiting
channels work properly.
Hiring the best in each category
You need to know what the best people in each
category want, Adler says. The reason this is so
important is that there are fundamental differences in
how the top 10% to 20% of candidates decide on jobs. For
example, top passive candidates tend to be more
discriminating because they have more opportunities and
they are relatively satisfied right where they are. They
look at both short and long-term objectives when they
look at the job offer. They not only look at salary, but
also growth opportunities and challenges. They are much
more concerned with how the company's vision and
strategy tie to the job. They tend to decide with other
people because they already have a job or competing
offer. They look at the first day on the job as a start
of a new career, rather than the end of a job search. To
capture these people, you have to design a hiring
strategy that will meet their needs, Adler says.
"The strategy is built around knowing how these top
employees make their decisions. Within each of these
broad channels, you have to design every one of your
hiring systems [ads, employee referral program,
networking, etc.] to take into account the needs of the
best," Adler says.
Don't forget about the employees you have
According to Greene, more organizations today are
paying attention to succession planning and retention.
Succession planning is putting people in place and
training them to take over a position at the next level,
so that as openings come up, you have the opportunity to
move people up, as well as hit the ground running. "In
reality, what it does for recruiting is that it enables
you to recruit at a less skilled level, which means the
position, will be easier to fill. Consequently, the
skill requirements could be less. This may apply to
pharmaceutical and biotech more than other industries.
Their need for talent is acute. Therefore, these
organizations need to pay more attention to keeping
their best people and preparing them to assume
additional responsibilities."
Trends that capture candidates
Adler says that the better candidates will not allow
themselves to be bogged down in the system. The trend,
he says, in corporate recruiting strategies is toward
improving technology to better identify the best and get
them in touch with a very professional recruiter. That
seamless transition from of high-tech to high-touch is
key, he says.
About the Author
Established in 1994,
MedZilla is the original Web site to serve career and
hiring needs for professionals and employers in
biotechnology, pharmaceuticals, medicine, science and
healthcare. MedZilla databases contain about 10,000 open
positions, 13,000 resumes from candidates actively
seeking new positions and 50,000 archived resumes. These
resources have been characterized as the largest, most
comprehensive databases of their kind on the Web in the
industries served.
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Special Trials And Discounts
Below is a list of trials and discounts that companies
have extended to our readers. If your company is interested in
offering a promotion/discount, please contact
us.
1.
Recruiters Alliance - Split
Network for 3rd Party Recruiters
Need more job orders?
Join Recruiters Alliance's split network to network and
do splits with other agency recruiters. Join for only
$50 a year, no other fees! Visit
www.recruitersalliance.com.
2.
Human Resources Executive
- Free trade publication.
Written primarily for
vice presidents and directors of human resources, the
magazine provides these key decision-makers with news,
profiles of HR visionaries and success stories of human
resource innovators. Stories cover all areas of human
resource management, including personnel, benefits,
training and development, HR information systems,
relocation, retirement planning, workplace security, and
healthcare.
Get
your free subscription >>
3.
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.
4.
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
5.
Job Posting Discounts - Save on Job Postings
Recruiters Network has
developed an extensive career site directory and many
have offered our members special discounts. Click
sites offering discounts and promotions.
6.
RecruitingJobs.com - $75 Single posting
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $75. (Save $25% off
first posting...mention discount when registering)
Register
to post >>
7.
Job.com - Free
Tour
Job.com invites you to take
a Free, Personal Guided
Take advantage of
over 2 million unique visitors per
month, 70% of which have never been to Monster, HotJobs,
or CareerBuilder.
The Job.com user interface is Powerful, Intuitive, and
Easy-To-Use.
You can take our Free Virtual Tour
here >>
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Layoffs and Downsizing
Report - NEW
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Recruiting Essential Bookmarks
HR and Recruiting Forms
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Kennedy Information's Recruiting 2003 Conference and
Expo
Tactics for Today, Strategies for Tomorrow
November 20-21, 2003
Jacob K. Javits Center, New York City
Tactics for Today -- Strategies for Tomorrow
Learn from and interact with recruiters from some of
America's global business leaders.
Mention Recruiters Network
when registering for
early bird
discounts.
View
all upcoming conferences
->>
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-* Site
Of The Week -
eTest Inc.
eTest Inc. - Online
Personality Test for Employee Selection. Receive a 20%
discount on all testing. Avoid costly hiring mistakes.
Compare candidates to norms for sales, managerial,
customer service, administrative, or technical jobs.
Sign up at www.etest.net
and enter RN20 in the last field to get discount.
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
Final Note - On The
Lighter Side
The downside of working in a cubicle...
10. Being told to "think outside the box" when you're in
a @#$%?* box all day long.
9. Not being able to check e-mail attachments without
turning around to see who's behind you.
8. Cubicle walls do not offer much protection from any
kind of gun fire.
7. That nagging feeling that if you press the right
button, you'll get a piece of cheese.
6. Lack of roof rafters for the noose.
5. The walls are too close together for the hammock to
work right.
4. 23 power cords - 1 outlet.
3. Prison cells are not only bigger, they also have
beds.
2. The carpet has been there since 1976 and shows more
signs of life than your coworkers.
And...the number 1 drawback to working in a cubicle....
1.You can't slam the door on your way out when you quit.
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*
All rights reserved.
"Recruiting on the Web" is a free electronic
newsletter for the HR and Staffing Industry with a
circulation of over 36,000. To be featured or sponsor
the newsletter please visit
our media kit. If you have a Quick Tip you would like to
share email us.
If you have a press release or news item,
click
here for submission instructions.
If you have a co-worker or friend who might be
interested in our newsletter, have them register
at
www.recruitersnetwork.com.
If you email address is changing or has changed, please unsubscribe
and reregister at
www.recruitersnetwork.com.
Copyright © All
Rights Reserved
RecruitersNetwork.com | 
