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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Recent Recruiting Blog Headlines
Weekly Article:
Moving the
'Fence-Sitting' Candidate
Employment and
Economy Stats
Special Trials and Discounts
Employment Studies and Trends
Upcoming Conferences
Site Of The Week:
BrightMove ATS
Final Note - On The Lighter Side
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Newsletter Sponsors
1.
Dice.com
Dice, the leading job
board for technology, engineering, and security-cleared
professionals, helps you reach the best candidates
available. <strong>To post online in minutes with
Job Postings Express.
2.
BrightMove ATS
BrightMove ATS, a 100% web-based
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There is no software to buy, servers to manage, or support to pay for. All
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A Note From The Editor
This was sent sent to me by
Art Koff from
RetiredBrains.com:
Google is testing classified
listings which will allow free postings.
Google Base, the name they have given this product, was
actually online earlier this week as a test. The Wall
Street Journal Online quoted Google as saying this was
"an early-stage test of a product that enables content
owners to easily send their content to Google."
I did not see the test page but friends who did while it
was briefly up said the instructions could be used to
post events or merchandise for sale or list a house for
sale or rent. The help wanted test was not included at
this time, but all assume it is coming.
Of course this could substantially change the way job
boards get their revenue. Some of the boards are already
looking at further developing their database of
candidates as an even better revenue source in case they
may eventually have to provide postings at N/C to
compete with Google. Other boards are in the process of
creating revenue streams from newsletters and working
with revenue generating partners that offer all kinds of
services to job seekers.
So it looks like Google will be competing with EBay,
Craigslist, Monster, CareerBuilder HotJobs and other
major players in the field.
Things are a changing—and changing fast.
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Useful
Links
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Breaking News
Monster Worldwide profit rises
Monster Worldwide Inc. (NasdaqNM:MNST - News) on
Wednesday said third-quarter profit rose, helped by 31
percent growth in revenue at its namesake job-search Web
site.
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Today's Recruiting News Headlines
View more HR/employment
news
headlines or our Recruiting
Newswire.
Please send us your press releases. 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 The Recruiting News.
Register
to post >>
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Recent Recruiting Blog Headlines
jobs to be part of google base
According to an eBay blogger, job listings are going to
be a part of Google Base. Might be time to push that
panic button at Monster ... and every...
10/26/2005 1:18:33 PM [Cheesman's Online Recruitment
Blog]
Why is the blogosphere dominated by dead white men?
Steve Levy asks the question and, according to Halley
Suitt, systemic non-diversity in the blogosphere is the
answer. These dead white bloggers...
10/26/2005 11:16:24 AM [Recruiting.com]
All
Recruiting/HR Blog Headlines >>
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Weekly Article
Moving the 'Fence-Sitting'
Candidate
By Scott Love
I felt like someone kicked me in the stomach. I just
left the third message for the candidate without a
getting a single call back. He had a great background
and the first time I talked with him two weeks ago he
said there were some pretty important issues motivating
him to consider other things. Just last week he seemed
interested in my client’s opportunity, but I feared that
the fear of change had taken him out of play. Finally,
with my timing just right and the planets in proper
alignment, I made one last call and caught him at his
desk as he was on his way out the door.
I told him that my client wanted to meet with him for
an interview. He responded by saying the three words
that every recruiter fears to hear: "I’ve been
thinking…" Anytime I hear a candidate say they’ve been
thinking, it usually means that they want to withdraw
their candidacy. Then they usually end this sentence
saying ‘thank you’, the same way I thank a cop for
giving me a speeding ticket.
But I did it. I was able to turn him around. This is
what I said:
 "Bob,
I’m not the kind of recruiter that pushes people to do
things that aren’t in their own best interests. I hope
I don’t come across as being pushy, but I really need
to share something with you. You really need to meet
with my client. You told me things about your
situation that were keeping you from being fulfilled
and I think you deserve better. I would hate to see
you settle for something that doesn’t fulfill you,
just because you are facing the normal fear of change.
Let me make a small suggestion. I’d recommend that you
talk with my client, meet with them for just an hour,
and then you’ll know whether or not it is something
that you want to go forward with. Either way, you’ll
never wonder about it. I think you deserve the chance
to look at something that can not only solve those
issues you told me about the week when we first spoke,
but something that can give you a better fun quotient
at work. I’ve placed four people with this company who
were just like you, and all of them met with my client
and all of them told me the same thing: they all
thanked me for getting them to meet with my client."
It worked and I think this is why: he trusted me. The
rapport was strong enough for me to give him some ‘tough
love’ and gently nudge him to meet with my client. At
the end of the call he thanked me and this time he meant
it.
I think there were five key ingredients of this call
that made it work. If you make sure your next call with
a fence-sitter has all of these, then you can put the
odds in your favor:
- The candidate trusted me.
If the candidate
thinks you are just another pushy recruiter then
forget about even trying. I used powerful and
emotional phrases like ‘you deserve better’ and ‘I
would hate to see you settle’. The candidate must feel
that you are trying to help him or her.
I was believable. I was
believable because I really believed in what I was
telling him. Every word was true and I meant it, so I
could confidently nudge him off the fence because I
really knew that his situation wasn’t as good as my
client’s opportunity. He was working for a generic
company at a below-average salary level with a commute
that was three times as long as my client’s. I felt
confident that he would be much happier at my client’s
position so I was able to let my natural enthusiasm
come out, and I think that’s what got him excited
enough to change his mind. Your enthusiasm will
naturally spill out when you believe in what you are
telling your candidate and that can make all the
difference.
I liked the guy. He was
someone that I would want to have a beer with. The
rapport was strong enough for me to talk to him
candidly as if he was a friend. If you don’t have
rapport with the candidate then it’s harder to give
them the ‘tough love’ and nudge them. If they like you
and you like them, then you have earned the right to
nudge.
I made the commitment seem like no big deal.
It’s just an hour of his life to check out something
important.
I used the principle of social proof.
By telling him a story of what others had said to me,
then it became real and not just my opinion. Your
opinion as a recruiter is forever going to be in
question, but when you share the opinions of others
who have made the move that you want this candidate to
make, then it has more authority because now it’s a
fact. People generally make decisions that others have
made, so share with the candidate how others just like
him made the decision to talk with your client.
Remember that when you deal with people, the formula
for influence is never a guarantee, but it does give you
better odds of gaining a commitment and compliance from
someone else. And at the end of the deal when the
candidate makes the move to your client, he’ll be the
one thanking you for getting him there.
About Author
Scott Love improves the performance of recruiters and
the margins of search firms by working as a consultant,
in-house trainer, and keynote motivational speaker.
Scott believes that burning desire outperforms natural
talent and reminds his audiences that it was the
tortoise who won the race. To have Scott inspire,
motivate and train your team to bill more than they ever
thought they could, call him today at 828-225-7700, ext.
11.
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Employment and Economy Stats
|
Current Stats
Unemployment Rate:
5.1% in Sep 2005
Payroll Employment:
-35,000 in Sep 2005
Average Hourly Earnings:
+$0.03 in Sep 2005
CPI:
+1.2% in Sep 2005
ECI:
+0.7% in 2nd Qtr of 2005
Productivity:
+2.2% in 2nd Qtr of 2005
Source:
BLS.gov
(p) = projected |
Trends Unemployment Rate
5.1% in Sep 2005
4.9% in Aug 2005
5.0% in Jul 2005
5.0% June 2005
5.1% May 2005
5.2% Apr 2005
Employment Cost Index
+0.7% in 2nd Qtr of 2005
+0.7% in 1st Qtr of 2005
+0.7% in 4th Qtr of 2004
+0.9% in 3rd Qtr of 2004
Change in Payroll Employment
-35,000 in Sep 2005
+169,000 in Aug 2005
+207,000 in Jul 2005
+146,000 in June 2005
+78,000 in May 2005
Source:
BLS.gov |
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Special Trials And Discounts
Below is a partial list of trials and discounts that companies
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Click here for full list. If your company is interested in
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Employment Studies
and Trends
The Conference Board Help-Wanted Online Data Series™
Declines In September
The number of new online job
ads declined to 2,038,500 in September.
The Conference Board Consumer Confidence Index Declines
Again in October
Much of the recent declines can
be attributed to the hurricanes, pump shock and a
weakening labor market.
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Upcoming Seminars &
Conferences
Nov 17 -
Recruiting 2005 Conference and Expo
Feb 19 -
The HR Summit 2006
Mar 1 -
Strategic E-HR Conference
Mar 7 -
2005 Staffing Industry Executive Forum Program
Complete calendar for upcoming
conferences and
seminars.
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Site of the Week
BrightMove ATS
BrightMove ATS, a 100% web-based
applicant tracking system, is a powerful tool for managing and tracking
resumes and communications with potential employees and hiring managers.
There is no software to buy, servers to manage, or support to pay for. All
support, enhancements and upgrades at no additional cost.
SPECIAL
OFFER – Free 30-Day Trial and more!
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Final Note - On The
Lighter Side
Thirty-One Percent of Workers May Show Up to Work in a
Halloween Costume This Year, CareerBuilder.com Survey
Reveals
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