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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
Cutting
Corners to the Best Candidates
Employment and
Economy Stats - New
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
GreatInsuranceJobs.com
Final Note - On The Lighter Side
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A Note From The Editor
When you the leader,
everyone has you in their sights....here are latest
headlines attacking Monster.
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Breaking News
Recruiters Now Able To Post
Jobs To Multiple Boards From AIRS Oxygen: TruStar
Solutions and AIRS Partnership Grows
TruStar Solutions, a leader
in creating exceptional hiring strategies, announces a
unique job posting experience for AIRS Oxygen
subscribers.
Oxygen users can now access enhanced job posting,
editing, and management tools directly from AIRS Oxygen.
Users can post their job openings to one or several of
the thousands of job boards integrated with the service
and remove job postings from multiple job boards. In
addition to the major fee-based boards, the AIRS/TruStar
Solutions Posting Network also includes an extensive
cross-posting network, and many of the most popular free
sites such as Americas Job Bank (www.ajb.org).
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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.
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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 $225 and be
featured in Recruiting News.
Register
to post >>
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Weekly Article
Cutting Corners to the Best Candidates
By Peter Weddle
According to a recent
PricewaterhouseCoopers survey of Chief Executive
Officers, two-thirds of corporate executives now use a
planning cycle of one year or less. Such nearsightedness
virtually guarantees that recruiting will be an ad hoc,
reactive and often crisis-driven process. Requirements
will come in without warning or even adequate
information, and be declared mission-critical the moment
they arrive. It’s no surprise, therefore, that the CEOs
who responded to the survey also said that their
greatest business risk (after an economic downturn) was
their ability to acquire the talent they needed to
accomplish their mission.
 Ironically,
their own approach to leadership is exacerbating the
risk. Without advance notice of staffing requirements,
recruiters do not have the time to source prospects from
among the passive job seeker population. Without the
lead time necessary to build relationships with those
prospects, they are often unable to sell them on the
value proposition of working for their employer. With a
planning cycle only a gnat could love, recruiters have
no choice but to limit their candidates to those they
can find among active job seekers.
Why does that add to the risk facing corporations
today? Because it decreases the range of talent an
organization can potentially hire, and it increases the
competition for that talent.
According to the U.S. Bureau of Labor Statistics,
active job seekers make up just 16% of the American
workforce. Even if you believe that “A” level performers
are as well represented in that group as they are among
passive job seekers (and not everyone accepts that
view), limiting an organization’s recruiting to fewer
than one-out-of-every-five workers will inevitably
depress its performance over the long run.
Further, as the majority of employers are now using
the shorter planning cycle that forces recruiters to
focus on active job seekers, the competition for the
best among them has significantly intensified. In
essence, 67% of corporate recruiters are now trying to
meet their requirements from among just 16% of the
workforce population. The demand has remained constant,
but the supply has been artificially limited, producing
what is now accurately described as a War for Talent.
Yes, I know that sounds a bit hyperbolic. For many
organizations, the problem isn’t finding talent; it’s
staying on top of the tsunami of resumes that crashes
into corporate e-mailboxes these days. This happy
plethora of applicants would seem to belie any
limitation on available talent. Unfortunately, however,
the resume surplus is not evidence of a robust pool of
candidates, but rather, the natural byproduct of the
ease with which resumes are now submitted online. Full
e-mailboxes mean that your employer is hearing from more
of the 16% of the workforce who are actively looking for
a job, not that it is reaching the other 84% of
the workforce who are not.
What can we recruiters do to mitigate the risk this
situation poses for our organizations? How can we cut
corners to sourcing the best candidates? Consider the
following steps:
Build, communicate with and recruit from an
alumni database. As long as a former employee left
your organization on good terms, hiring them back
provides two key advantages. First, you get someone
about whom you know a great deal. They have a track
record with your organization that eliminates much of
the uncertainty associated with recruiting a new hire,
and they can often be hired more quickly because much of
your “due diligence” has already been accomplished (the
first time you recruited them). Second, you get a “new”
employee who has strengthened their potential ability to
contribute to your organization by acquiring additional
skills and/or experience elsewhere. If effect, their
previous employer subsidized their development, and your
organization can put that enhanced capability to its
advantage.
Build a database of prospects and establish
relationships with them. Prospects are not past or
current applicants. They are individuals with whom you
have made contact (normally, through networking and
employment branding) who may be superior candidates in
the future. More often than not, prospects are already
employed, and are not looking for a new job. They are
the quintessential passive job seeker. They do not make
snap decisions about their career, nor do they listen to
strangers. To recruit them, therefore, you must first
earn their trust and confidence. You may not know
exactly when your organization will have an appropriate
opening, but if you regularly recruit for top talent in
their field, start communicating with them now. It takes
time and effort to provide the information, persuasion
and reassurance necessary to convince passive candidates
to leave the devil they know (their current employer)
and join the devil they don’t (your organization).
Reinvigorate your applicant database. Your
applicant database represents a population of job
seekers who have already expressed an interest in your
employer and about whom you know a great deal. You have
a resume or application form on file and, for those who
made it beyond the initial screen, you are likely also
to have interview notes, assessment test scores and
other data. Moreover, since these candidates were not
selected to fill the opening for which they originally
applied, they have probably gone on to other employment
situations where they may have acquired new skills
and/or gained additional experience. In effect, they are
likely to have become stronger candidates, but the only
way for you to know that is to stay in touch with them.
Treat your applicant database not as a repository of
dead data files, but as a reservoir of living contacts,
and nurture those connections with continuous
communications. To speed your sourcing, these messages
should be both helpful (to pre-sell the recipient) and
inquisitive (to keep their record up-to-date in your
database).
Short planning cycles in the corporate headquarters
can be a problem for recruiters, but only if we let
them. There are ways to get ready today for almost any
requirement that may arise tomorrow, and now is
the time to get started.
About the Author
Peter Weddle is a recruiter, HR consultant and business
CEO turned author and commentator. He has authored seven
books, edited six others and published dozens of
articles in professional and trade magazines. He writes
a weekly column about online recruiting for
CareerJournal.com from The Wall Street Journal and a
monthly newsletter that is distributed worldwide. In
addition, he oversees
WEDDLE's Publications, the leading print publisher
of newsletters, guides and directories about employment
resources on the Internet. Known for their accuracy and
usefulness, WEDDLE's publications have helped to put job
seekers, recruiters and HR professionals on the
Information Superhighway to success. Indeed, the
American Staffing Association has called Peter Weddle
the "Zagat" of the online employment industry.
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Employment and Economy Stats
- New
|
Current Stats
CPI:
+0.1% in Aug 2004
Unemployment Rate:
5.4% in Aug 2004
Payroll Employment:
+144,000(p) in Aug 2004
Average Hourly Earnings:
+$0.05(p) in Aug 2004
PPI:
-0.1%(p) in Aug 2004
ECI:
+0.9% in 2nd Qtr of 2004
Productivity:
+2.9% in 2nd Qtr of 2004
U.S. Import Price Index:
+1.7% in Aug 2004
Source:
BLS.gov
(p) = projected |
Trends Unemployment Rate
5.4% Aug 2004
5.5% July 2004
5.6% Jun 2004
5.6% May 2004
5.6% Apr 2004
5.7% Mar 2004
5.6% Feb 2004
5.6% Jan 2004
Employment Cost Index
+.9% 2nd Qtr of 2004
+1.1% 1st Qtr of 2004
+0.7% 4th Qtr/2003
Change in Payroll Employment
+144,000 Aug 2004
+32,000 July 2004
+112,000 June 2004
+235,000 May 2004
+324,000 Apr 2004
+353,000 Mar 2004
+83,000 Feb 2004
+159,000 Jan 2004
Source:
BLS.gov |
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Special Trials And Discounts
Below is a partial list of trials and discounts that companies
have extended to our readers.
Click here for full list. If your company is interested in
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Recruiting Polls and Trends
EXTENSIVE RESUME SURVEY RELEASED
Recently, ResumeDoctor.com conducted a study of over
100,000 resumes to assess the relevance of the
information presented. The study found that nearly a
third [28.7%] of job seekers listed one or more pieces
of personal information on their resume. The resumes
examined were from a diverse set of industries and
represented a wide range of experience levels.
According to Brad Fredericks, a partner with
ResumeDoctor.com, "Job seekers should always focus on
professional accomplishments instead of personal ones,
as this is what hiring decisions are based upon.
Describing your hobbies, interests and marital status
can make your resume read more like a dating profile."
He adds that, "Listing your salary history in your
resume before it's requested is a bad idea, as it can
put you at a disadvantage during the negotiation process
or possibly even eliminate you from jobs that you would
have considered. It's like playing poker with your cards
showing."
The most common pieces of personal information on
resumes include:
Hobbies 23.1%
Name and Telephone of references 11.1%
Marital and family status 5.6%
Salary history 4.5%
Date of Birth / Social Security Number 2%
ResumeDoctor.com is a leading provider of resume
writing services. ResumeDoctor.com also offers
specialized job market expertise and research to
employers and members of the media.
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Layoffs and Downsizing
Report
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 >>.
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Recruiting Essential Bookmarks
3rd Party Recruiting Spilt Networks
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Other Useful Links
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Upcoming Seminars &
Conferences
Oct 8 -
Recruiting In Cyberspace
OCt 12-15 - Strategic HR:
Aligning With the Business to Drive Results
Oct 20-23
Staffing World 2004
Complete calendar for upcoming
conferences and
seminars.
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Site Of The Week
GreatInsuranceJobs.com
is the largest insurance-only career website tailored to
the insurance communities’ need that is fast,
comprehensive and all-inclusive. Search resumes, post
jobs, and find out how easy it can be to find the
right employees!
This is the work
we’ve dedicated our company to. We target a specific
audience and that's how we find high quality
candidates. We know that finding the right employees
and the right employers is a serious challenge.
We are committed to making that work
easier.
Speak to one of our
representatives at 1-800-818-4898, or check out the
website
www.GreatInsuranceJobs.com.
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Final Note - On The
Lighter Side
Fall is in the air...enjoy the weather will it is still
warm. (for those in beautiful climates all year long,
appreciate your good fortune)
*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-* All rights reserved.
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