Recruiters Network

June 10, 2004  

VOLUME 6 ISSUE 19

   
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RECRUITING NEWS

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. 

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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: Signs of a genuine Diversity Program
 Special Trials and Discounts
Recruiting Polls and Trends
 Layoffs and Downsizing Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week: RetiredBrains.com
Final Note - On The Lighter Side

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Newsletter Sponsors

1. Unlimited Free Job Postings on RetiredBrains.com

RetiredBrains is a suite of 12 sites focused on retirees and seniors
about to retire and is part of the 4Jobs Network which receives over
3 million unique visitors a month. 65,000 new candidates are added
to the database monthly.

Employers can post their openings to RetiredBrains at no charge
and searching for a job or posting a resume is free to seniors.

Recruiters Network members can post a job simply by clicking
on "Post Jobs" and when the posting tool asks for a credit card,
entering RBFREE and your job will be posted for free. Visit RetiredBrains.com.

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

May showed a gain of 248,000 jobs. This makes a total of 947,000 jobs gained in the last 3 months.

The March 2001 to thru May 2004 still reflects a 1% overall job loss vs. a 1.4% gain between July 1990 and Sept 1993 the period following the last "recession". And a 4.1% gain during the 38 months July 1981 thru Sept 1984.

The change for private sector employment during this last period is a bit worse. It's actually off 1.7% .07% more than the total.

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Breaking News

US online job vacancies rise in May-Monster survey.

Online vacancies for jobs in the United States increased in May for the fifth month running, according to a survey by Monster Worldwide.

The Monster Employment Index rose to 128 in May from 125 in April, though the gain was more modest compared to the 16 point jump enjoyed from March to April, the parent of job-hunting web site Monster.com said.

The March to April rise coincided with a strong 288,000 gain in April U.S. non-farm payrolls. The May payrolls report is due on Friday and expectations are high that it will again show jobs growth above 200,000.

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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
 Signs of a genuine Diversity Program
 By Yvonne LaRose

A question came to me last November. The person wanted to know how a jobseeker can tell if an organization is truly diverse or committed to diversity. In light of the fact that "diversity" has been among the top five initiatives of the recruiting and staffing industry for at least the past 18 months, and in light of the fact that it is also one of the top five imperatives of management theory goals, this was more than a provocative question.

However, a line or so of text out of more than a thousand-word response just doesn't seem to give justice to such a pressing question. There are a number of things that indicate a legitimate interest in delivering diversity to the workplace. Dedicated programs is one. Everyday internal language is another. Company "thinkspeak" is another extremely telling indicator. Actual practice speaks volumes.

So, as a recruiter or manager, it's probably worth it to take a look at what the applicant -- more importantly, your candidates -- see and sense as they come to you and examine what you profess to be your diversity program. Here is the full response to the interviewer.

Recognizing whether an organization is truly committed to diversity is very important. Some will say they believe in diversity but are hard pressed to show evidence of the practice within their organization. However, there are a number of things both overt and subtle that show how committed the company is to this very important issue.

It's On The Web
Two noted experts on recruiting on the web have pointed out public signs of a company's commitment to diversity. During AIRS/New York Times Diversity Summits in Spring 2003 and at one of Gerry Crispin's presentations the following July, there was an entire segment devoted to discussing the message sent by the company's website. What images are on all of the pages? Are they only older white men? If so, this tells a candidate that women or people of color or younger people do not stand too much of a chance of significant advancement into the upper echelons of management. AIRS/New York Times and Crispin's recommendation was to put actual action images of the people in the company on the web pages. These will show how much diversity there actually is and will give a sense of the various types of work available in the company.

Who's Here
The next way to tell if the company is diverse is to pay attention to the people who are in the company as you visit for a personal interview, an informational interview, or as you do business with them. Take note of what types of diversity is there. Take note of the types of positions the people hold. Certainly, there may be lots of women and people of color. There may be older and young workers. And there may be some in the office who have some type of disability or workplace accommodation.

The critical issue is not that there are bodies in the workplace accounting for all of these differences. The important factor is what types of positions they hold. Going along with that is how they got into positions of responsibility and how many of these types of people hold those positions. Equally important is how long they've held those positions.

So seeing who is where both via the web pages and as far as actual presence is one way to see how committed a company is to diversity.

The Diversity Statement
Another way to learn about a company's commitment to its diversity program is to read the company's web page statement. Again, both AIRS/New York Times Diversity Summits and Gerry Crispin talked about having a diversity statement on the company website. Another place to find this statement is in the company's brochure. But the bigger question is does actual day-to-day practice match and support the statement?

Proof of the Pudding
It's one thing to have these wonderful proclamations regarding one's support of a diverse workforce and how it is one of the goals of the company. But putting teeth and backbone into the statement give it substance. A job seeker should find not only staff and administrative support people who are diverse and on the workforce but also all levels of managers who are also working effectively within the tiers of the company.

Glad to Meet You
As the job seeker interviews, they should take note of who they are scheduled to meet. One sign that a company is merely pandering to the idea of diversity is when the candidate is met by only those who look like the candidate or else nearly all share some form of identity. This is extremely telling if during a walk-through, there are all manner of diverse personnel in the office.

What Language Do You Speak?
What's the language used during the interview? A sure sign that what's being said is only propaganda is when the statements become grandiose or else they dot so much of the conversation that they overwhelm everything else discussed.

If it's taken for granted that a particular person holds a managerial or responsible position (because they're really the greatest) and this attitude pervades most of the conversation, you can pretty much rest assured that diversity is not only a goal it is the corporate culture way of life.

Room to Grow
Ask questions about opportunity for growth within the company. If you're interviewing with several people within the company and some of them are of one type of diversity or another, ask how they got to where they are. Critical is whether they had or have a mentor, either internal or personal. Incidentally, how's your mentor program doing?

Also critical is whether a friend within the company referred them.

The Reason We Jump Through Hoops
Ask about the company policy on training. You want to find out if the company makes a point of grooming their best and brightest for the next level up or do they get into the company at one position and then stay at that level until they finally leave? Does the company encourage additional learning and reward that enhanced knowledge with promotion or change in title that reflects the value of the person's input? If not, maybe this isn't the right place. A serious candidate is not looking for a change in order to stagnate.

I'm a Newbie; I've Been Here Since Dirt
Accompanying these factors is how long the managers have been in their positions. There is little credibility for a diversity program if all or most of the managers who are part of it were only recently put into those positions. Don't be afraid to ask how long they've held these positions if they don't volunteer the information.

The Diversity Formula
One word of caution. Don't feel that just because no women or people of color hold significant positions is a reflection of the lack of devotion to having the best diversity program around. There are a lot of factors that go into determining who gets the nod. Evidence of that came to me during an overheard elevator conversation.

A man and a woman who worked for a company in a downtown Los Angeles skyscraper were trying to decide which of two employees would be the company representative at a public function for some type of public speaking or training provided by the company. They debated the pros and cons of the woman. "But she gets nervous and can't handle the pressure," was one objection that was confirmed. The woman was the one they wanted to send. In the end though, the man was the one selected because, although he did not have a solid a grip on the material, he was indeed the one who could deliver the payload effectively.

Effective and Effectiveness
While you notice whether there is diversity, also take note of how effective the personnel is. That is another telling sign of whether the diversity program is merely lip service or if the people who hold the positions are those who have actually earned their way up.

Turning Theory Into Practice
So that was the advice given to the interviewer. The message was intended for the job seeker. But it's a message that a manager needs to hear so that if their department doesn't reflect the traits of a good diversity program, some changes can be implemented so that the best possible candidate doesn't go to the competition -- that implemented and supports its diversity program.

About the Author

Yvonne LaRose is a California Accredited Consultant. She combines her years of experience in law, business, recruiting and executive responsibilities to provide management and recruiting consultation in addition to career development coaching. Her column, CERA (Career and Executive Recruiting Advice), and her main website, Executive Recruiting Entrances, provide news, advice and tools for one’s professional development and recruiting interests. She is a contributing author to the ebook, The Last Job Search Guide You'll Ever Need and is available for consultations, speaking engagements, training sessions, content creation, research or special reports by contacting her at consultant@entrance-s.com.

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Special Trials And Discounts

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Recruiting Polls and Trends

US online job vacancies rise in May-Monster survey.

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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 here.

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Recruiting Essential Bookmarks

Diversity Sites

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Upcoming Seminars & Conferences

Zero Based Hiring - Lou Adler
Performance-based, Interviewing, Assessment and Recruiting Techniques

Click here for schedules for upcoming conferences and seminars.

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Site Of The Week

Unlimited Free Job Postings on RetiredBrains.com

RetiredBrains is a suite of 12 sites focused on retirees and seniors
about to retire and is part of the 4Jobs Network which receives over
3 million unique visitors a month. 65,000 new candidates are added
to the database monthly.

Employers can post their openings to RetiredBrains at no charge
and searching for a job or posting a resume is free to seniors.

Recruiters Network members can post a job simply by clicking
on "Post Jobs" and when the posting tool asks for a credit card,
entering RBFREE and your job will be posted for free. Visit RetiredBrains.com.

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Final Note - On The Lighter Side

The Secrets To Success

"Sir, What is the secret of your success?" a reporter asked a bank president.
"Two words"
"And, Sir, what are they?"
"Right decisions."
"And how do you make right decisions?"
"One word."
"And, sir, What is that?"
"Experience."
"And how do you get Experience?"
"Two words"
"And, Sir, what are they?"

"Wrong decisions"


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