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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:
A Great Idea That Will Never Happen
Employment and
Economy Stats
Special Trials and Discounts
Employment Studies and Trends
Upcoming Conferences
Site Of The Week:
EmploymentGuide.com
Final Note - On The Lighter Side
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A Note From The Editor
The Associated Press launched a new multimedia news
service aimed at young adults Monday in the latest
effort by the newspaper industry to attract young
readers.
The new service will produce original news using text,
photos, video and audio, to be offered to U.S.
newspapers that are members of the 157-year-old news
cooperative. The service will be called asap, pronounced
"a-s-a-p."
Complete Story >>
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Useful
Links
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Breaking News
CareerBuilder.com Makes Recruitment Easier With New
State-wide Job Postings
CareerBuilder.com is providing a
faster, simpler way for employers to target qualified
job seekers in their local area. CareerBuilder.com’s new
State Job Postings offering enables employers with
several locations to post one job to an entire state
instead of having to post multiple jobs to individual
cities - resulting in less work, less time and less
cost.
"State job postings appear when job seekers search any
city within the state and are ideal for companies with
overlapping opportunities in the area," said Mary
Delaney, Chief Sales Officer at CareerBuilder.com.
"Adding this option to our national, regional and city
postings provides more flexibility and cost-savings for
our customers and reduces time spent posting jobs and
sorting through resumes for the right candidate."
Complete Story >>
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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
Poor Sales Etiquette
Last weekend I was on a mission to find brown shoes. I
went to the mall, hopeful I could find what I was
looking for and still have time to make it...
9/22/2005 10:37:27 AM [The Monster Blog]
We're Number 18
St Louis is the Number 18 metro area in country in
population. Woohoo!The metro area had a population of
2.74 million in 2003, up 1.4 percent,...
9/22/2005 8:41:56 AM [StlRecruiting]
All
Recruiting/HR Blog Headlines >>
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Weekly Article
A Great
Idea That Will Never Happen
By Jim Stroud
It is too easy to become a recruiter. I suppose that
can be said for a variety of disciplines, but I would
wonder how closely those positions affect the bottom
line the way recruiting does. A company is powered by
its people and the gas of that engine is recruiting.
Staffing professionals know this, C-level executives are
aware of the fact and likewise savvy investors who bet
on the jockey rather than the horse they ride on.
However, across many organizations the staffing
department is grudgingly regarded as a resource of
necessity that is wholly unappreciated. To make an
unfair comparison, recruiters are often thought of like
Firemen; well appreciated in times of fire, but
forgotten otherwise. Sure, there are organizations that
give lip service to the value of recruiting, but
consider these questions. How often does the CEO of your
company wander the cubicles of the staffing department
to personally congratulate their contribution? When was
the last time the staffing department was given kudos in
a press release from upper management? When the stock
goes up in your company, is staffing cited as a factor?
 Recruiting
overall suffers from bad publicity (or the lack of a
significant amount of good publicity) reflected in the
unspoken accolades from above and the occasional disdain
from candidates. What do I mean? If a candidate is
unemployed, unhappily employed or under-employed, then a
call from a recruiter is a welcome God-send. Conversely,
if the candidate is comfortable in their present role,
such solicitations can be a nuisance. Furthermore,
consider those recruiters who engage unqualified
candidates and handle their candidates haphazardly. The
end result is a negative impression of a certain company
and a black eye on recruiting in general. It would seem
that when recruiting (in any discipline) you have to
contend not only with the requirements you are trying to
fill, but also the biases of recruiting coming from all
concerned. Fortunately, I have a strategy for turning
this around.
Simply put, serving as a recruiter does not carry the
prestige of being a doctor or lawyer; neither high
school nor college students decide early on to become a
recruiter. (How many graduate programs offer an
intensive training in recruiting?) It has been my
observation that people tend to “stumble” into
recruiting and therein lies the issue. Returning to my
initial statement, it is too easy to become a recruiter.
While it takes a lot of effort to be a good recruiter
and great experience to be seen as superlative, only a
nominal effort is required to become an “official”
recruiter. This is why I propose that the recruiting
industry submit itself to a national standard that is
regulated by an outside agency. Specifically, I would
like to see the following:
- That a license be required before one can recruit
for any entity and that said license can be revoked if
the licensee fails to maintain a minimum of continuing
education credits.
- That a national code of ethics is established and
that an ethics review board be created as well. Said
review board would operate to investigate major
complaints and discrepancies jobseekers and
organizations have lodged against a particular
recruiter (and not necessarily a certain company.)
- That an agency be created for the purpose of
reviewing the practices, complaints and feedback of
recruiters; after which, a ratings point will be
given. Recruiters would then have the right to display
their customer rating (akin to how restaurants display
their health code ratings) and include these ratings
within their sales collateral.
- That a standard for resumes be established to
include no more than four different formats. In this
way, each recruiter and/or the company they represent
may announce the style they prefer to receive from
applicants.
- That a reporting standard be established enabling
job seekers to research the status of their candidacy
in real-time.
- That each recruiting entity post on their website
a link to the national code of ethics they adhere to
and information on how to lodge a complaint and/or
testimonial.
Is this too much to ask for? Maybe not; perhaps we as
recruiters will one day demand a new level of excellence
and take it upon ourselves to regulate ourselves. When
the labor shortage hits and companies are scrambling to
secure top talent, management will appreciate our
efforts to adhere to new principles and see staffing in
a new light. And then there is the ultimate triumph of
people aspiring from highschool to join the recruiting
industry. Realizing the influence, prestige and
distinction that come with being a trained and licensed
recruiter, the average career span of a recruiter would
more than double.
Jim Stroud, Licensed Recruiter
Certified since 1997
Professional review rating of 98.5%.
On second thought, naaahh… It will never happen.
About Author
Jim Stroud is a Recruitment Specialist with over seven
years in the Human Resources industry. He has consulted
for such companies as Google, Siemens, MCI and a host of
start-up companies. He is the author of "The Job Search
Strategist" and creator/publisher of "Jobseeker's
Revenge," a blog of career advice, news and resources
for jobseekers.
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Employment and Economy Stats
|
Current Stats
Unemployment Rate:
4.9% in Aug 2005
Payroll Employment:
+169,000 in Aug 2005
Average Hourly Earnings:
+$0.02 in Aug 2005
CPI:
+0.5% in Aug 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
4.9% in Aug 2005
5.0% in Jul 2005
5.0% June 2005
5.1% May 2005
5.2% Apr 2005
5.2% Mar 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
+169,000(p) in Aug 2005
+207,000 in Jul 2005
+146,000 in June 2005
+78,000 in May 2005
+274,000 in Apr 2005
+110,000 in Mar 2005
Source:
BLS.gov |
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Employment Studies
and Trends
Manpower Employment Outlook Survey Shows That Hiring
Confidence Among U.S. Employers Will Continue for
Remainder of 2005
Complete Story >>
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Upcoming Seminars &
Conferences
Sept 28 -
Diversity Summit West
Oct 19 -
8th Annual HR Technology® Conference & Exposition
Oct 19 -
Staffing World 2005
Oct 20 -
Executive Search Summit 2005
Nov 17 -
Recruiting 2005 Conference and Expo
Complete calendar for upcoming
conferences and
seminars.
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Site of the Week
EmploymentGuide.com
For exact hiring at your
fingertips, visit
http://www.employmentguide.com/tracking/redirect.cfm?clid=3103,
offering cost-effective and unique pre-qualified
candidate recruiting solutions in nearly 40 industries.
Find and hire hourly to mid-management candidates. A
division of Trader Publishing Company, EmploymentGuide.com
is partnered with HealthCareerWeb.com and The
Employment Guide, the nation's largest employment
weekly.
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Final Note - On The
Lighter Side
Recruiting office sign
During the 1960's, when the draft law could induct most
young men into military service, the announcement was
made that very few (if any) married men would be
drafted, war or not.
One Army recruiting office fought back by posting a sign
that read: "Better two years than life."
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