Recruiting101

Recruiting.com

2004-11-10T13:10:00.000-05:00

You can Visit the new site by going to Recruiting.com

Thanks Michael - Canadian Headhunter

2004-08-09T22:30:00.000-04:00

Michael from Canadian Headhunter has kindly agreed to be a contributer to this blog. Thanks for making mention I am looking to start a recruiting blog.

As a result of his mention, I have gotten a number of emails and one in particular was interesting. I will follow up tomorrow and see if I can expand on it.

Please send comments to mailto:jason@recruiting.com

2004-04-27T22:17:00.000-04:00

I am interested in creating a networking group for Individuals involved in or interested in the recruiting industry. I think having inhouse recruiters discuss issues with third party recruiters would be very interesting and quite effective. I also think that there could be advantages in having people who develop recruiting software to be included.

If you are interested in joining, please email me at jason@recruiting.com

Please send comments to Recruitingblog@hotmail.com

2004-03-01T10:45:00.000-05:00

Yahoo! News - Study: Blogging Still Infrequent

2004-02-27T13:41:00.000-05:00

Recruiters confident that employment market will improve over the next six months

2004-01-29T11:38:00.000-05:00

IHT: Outsourcing's benefits left out of the debate

2004-01-29T11:37:00.000-05:00

Economic Scene: The Trend of Vanishing Tech Jobs

2004-01-28T11:17:00.000-05:00

I have not been making entries on this blog due to my involvement with a new business I have launched called Semiconductor Jobs

I plan on contributing to this blog on a more regular basis shortly. Thanks

However one thing I would like to say to all of you recruiters out there is to start developing good trusting relationships with other effective recruiters. If you have a great relationship with a client, let the recruiters out there (your competition) know about it. You will be amazed at what starts to happen.

2004-01-10T18:24:00.000-05:00

Mercury News | 01/10/2004 | Taking the pulse of Silicon Valley's job market

2004-01-09T13:43:00.000-05:00

Economists back tech industry's overseas hiring / Workers deny U.S. lacks qualified staff

2003-12-26T16:24:00.000-05:00

Domain names once again fetch top dollar - Dec. 25, 2003 From CNN Domain name sells for 1.3 million. WOW! I thought those days were over. Not really much to do with Recruiting but.....

2003-12-22T12:13:00.000-05:00

Check out what John Sumser has to say in his writings today.

Please send comments to Recruitingblog@hotmail.com

2003-12-17T12:38:00.000-05:00

I just came across Monster.com's new blog

Please send comments to Recruitingblog@hotmail.com

2003-12-16T10:35:00.000-05:00

I recently interviewed Curt Sellers who is the staffing manager at NuCore Technologies which is a Semiconductor Company that makes image processing chipsets for Digital Cameras.

Please send comments to Recruitingblog@hotmail.com

2003-12-10T10:47:00.000-05:00

Read a great article about social networking

Please send comments to Recruitingblog@hotmail.com

A survey of Blog Owners

2003-12-08T14:51:00.000-05:00

A survey of Blog owners

2003-12-04T14:03:00.000-05:00

SAP Ventures There is an interesting and no nonsence article about building a sales team.

2003-12-04T11:36:00.000-05:00

I have just put a new blog into the link section called Venture Blog There are some very intelligent ideas being brought forth.

Please send comments to Recruitingblog@hotmail.com

2003-12-02T17:19:00.000-05:00

42% of executives do not plan on hiring next year

2003-12-02T09:10:00.000-05:00

I have recently been experimenting with a business called linkedIn I am pretty much convinced that it is amazing and that it can tremendously help your networking. The company claims it is doubling every 6 weeks.

Here is the latest press release

Please send comments to Recruitingblog@hotmail.com

2003-11-24T13:48:00.000-05:00

I had the privilege of interviewing Karina Miller who is the Staffing manager at Impinj which is a Semiconductor Company is Seattle. She definitely has her finger on the pulse of what is going on and what needs to go on in order to run an efficient staffing organization.

Here is the interview

Please send comments to Recruitingblog@hotmail.com

2003-11-21T10:13:00.000-05:00

I have added a link on this blog for Scott Love's Website called Recruiting Mastery. He is a very nice guy and has a great business. Go check it out!

Please send comments to Recruitingblog@hotmail.com

2003-11-11T15:09:00.000-05:00

The Coming Job Boom from Business 2.0

2003-11-03T10:21:00.000-05:00

John Sumser wrote and interesting article today on his site. It talks about how important the role of the recruiter is today. There is no doubt he is correct. Here is the article

Please send comments to Recruitingblog@hotmail.com

2003-10-29T14:20:00.000-05:00

I think that some very interesting things are happening right now in the recruiting world. The most interesting thing I have seen is that fee pressure from clients has all but disappeared. I can't remember the last time a client or a prospective client expected us to work a search for sub standard fees. Now, I know that most retained firms will say that most contingent firms to begin with work at sub standard fees but my opinion is that they can say whatever they want.

Companies are realizing that they need people now and that they need to stop wasting time going through the hundreds and hundreds of unqualified candidates they are receiving from internet postings. I see this as a step in the right direction but there still needs to be some changes in how internal recruiters are working with third party recruiters if they want to install a sense of urgency for the search.

1. Do not view recruiters as internet job posting sites with the view that the more visibility, the better my chances. No recruiter who views their business as a business is going to drop what they are doing to compete with 6 other firms.

2. Understand that recruiters are in business to make money and therefore will work those searches that a) Can realistically be filled and b) pay the most

3. Allow us recruiters access to the hiring manager for the position. There are a million reasons why this is so and not one good reason not to. If the hiring manager does not want to communicate with a recruiter who is going to work to find the right candidate, well...... the search is a waste of time. Sometimes you come across an internal recruiter who gets the big picture and this is very helpful.

4. Tell us that if we can submit the right candidate within a specific time frame, there will be a bonus attached to the regular fee such as an additional 5-10 percent of the candidates yearly salary. It makes sense to do this.

Please send comments to Recruitingblog@hotmail.com

2003-10-22T22:51:00.000-04:00

My recruiting firm hired two new recruiters who started this week. I was talking to one of them and I asked if he had recruited any new candidates today. He said yes and in fact, we are presenting the candidate to a client. I said great, did you ask all of the important questions. The recruiter said yes. I asked why does the candidate want to change jobs. The recruiter let me know that the candidate did not mention why. I then asked the recruiter did you ask him why he is looking to change jobs. The recruiter said no. I said the candidate did not tell you because you did not ask. If you ask, I am sure you will get the answer.

Always ask questions!

Please send comments to Recruitingblog@hotmail.com

2003-10-22T22:43:00.000-04:00

I have built some software to run an external job referral system. I am looking for some experts in this field to evaluate it. I think it is unique and I need some verification on this.

Just for the record, when idea lab and webhire got together to run a business called refer.com, I had called the acting CEO and let him know that there was a fundamental flaw in how their system worked and, well, he said that they had done the research and it was correct. They were close to being correct.

Please email me at Recruitingblog@hotmail.com if you would be interested in seeing it work in return for some input. Thanks.

2003-10-21T17:22:00.000-04:00

There is a great blog out there called Senior Success There is a recent article there about how ineffective resume blasting services are. I get so many resumes sent to me from services like resumezapper and allagencies and couple of other ones. People.....Save your Money. These are scams. Maybe one in a million will find a job through this type of service. they prey on your fears and dwindling bank accounts.

Please send comments to Recruitingblog@hotmail.com

2003-10-20T09:24:00.000-04:00

I have started a new blog called Semiconductor Jobs using blogger software. I think blogger is great. Instant website Instantly. I am utilizing the new version of Sharepoint from Microsoft to manage the back end collaboration. Sharepoint allows you to develop web parts which are applications you build through customization. These Web Parts can then be saved and stored for use in other areas of you site. I am also using a piece of software called Resumefiler which is a very simple job posting application.

One of the first things that Semiconductor Jobs will do is communicate the needs of professional recruiting firms in the Semiconductor Industry to candidates with those skills.

There are going to be many interesting functions to this site that will be launched over the next little while.

2003-10-15T11:59:00.000-04:00

HCM Blogspot wrote a very important article yesterday about companies getting their act in order about the need attract talent. There is an immense opportunity for recruiting firms and independents to add value in this area. I believe that this function should be outsourced to those who are aware of the talent and where that talent is. If there are any recruiters out there who have an interest in discussing this, email me at recruitingblog@hotmail.com

2003-10-13T09:30:00.000-04:00

I have been checking out and communicating with a company called Resumefiler which has a very simple and easy to use application for setting up a career section on your website in less than 10 minutes. The cost is less than 10 bucks a month and they seem to be very willing to modify aspects of the program depending on your commitment of use. You can speak to someone named Carole Marshall.

2003-10-10T11:35:00.000-04:00

The Talent Management Blog Has just reviewed and given a report card on Recruitmax. They almost got a D+

2003-10-02T16:35:00.000-04:00

Interesting Article from Business Week Online about the coming war for Talent - BW Online | October 1, 2003 | Coming Next: A War for Talent

Here is the suggestion that the article gives for managers to deal and ultimately fix the problem"

"To avoid that fate, businesses need to get moving -- now. Managers need to do a better job of differentiating stars from underachievers. Well-structured incentive pay, such as stock or options tied to specific performance goals, can help. But even that will do little to motivate employees if the job feels like a dead end. Managers should be looking for ways to give star players more responsibility, greater autonomy, and a clear shot at advancement."

Being a recruiter, I might say, the damage is done. How do I on a proactive basis deal with what is about to happen. The first thing I would do is to find a recruiter who is an expert in the kinds of people who get hired at the company and get them to start building a talent pool for me so I can market on an ongoing basis the current and future needs of the company.

One of the things that companies will need to wrap their heads around is that this service will cost money. No contingency model here!

John Sumser from Interbiznet said that all companies by the year 2005 who want to succeed will need to have an effective marketing component to their Human resources department. He is right. He may have said it a little differently but the idea is the same.

2003-10-01T10:35:00.000-04:00

If you have not checked out The Talent Management Blog today, then you should. He is evaluating different ATS Vendors. RecruitSoft is the first on his list and, well, They did not do so well. Check it out!

2003-09-29T10:43:00.000-04:00

I have been following a very interesting thread on erexchange. The article is called Why You Should Stop Using Job Boards, Today!- The thread can be found here. It is an interesting article that talks about how the recruiting world would be a much better place if everyone stopped using job boards. For the record, I agree that everyone involved could be far more focused on attracting top talent. However, what I find more interesting is who has responded, what they have said and where they work. The job boards themselves obviously disagree and the recruiters completely agree. The same old disconnect. Maybe it is the disconnect and not the job boards that cause the problems. I know that at times there is a disconnect between third party recruiters and internal HR and sometimes this causes problems.

2003-09-25T11:22:00.000-04:00

Blogging for Bucks - Wired News: Toward a Weblogging Empire - Not about recruiting but interesting.

2003-09-25T09:52:00.000-04:00

One of things I do is run a recruiting network called Splits.org As a result of this, I am able to get a good feel on what is going on in the particular Niche I work. (Semiconductor Industry)

I am seeing an immense increase in activity. Companies that have basically shunned 3rd party recruiters are now calling and looking for help. I guess all those 10% recruiters really did not solve any problems. That is another story altogether.

The future is now. The markets are much better. lets be focussed and determined and lets not let the financial stress that I know the good majority of recruiters have been under over the last few years get in the way of doing business the right way. Forget the job boards and focus on getting your phone bills at least 3 times more than last month.

2003-09-19T10:37:00.000-04:00

Brian Weiss who runs a recruiting network called Recruiters Network has recently launched a site called Recruiting Jobs. Have a look.

Speaking of jobs in recruiting, I am looking to hire 4 new recruiters for my recruiting firm. If you are interested and you live in Toronto, please email me at recruitingblog@hotmail.com

Thanks

2003-09-05T11:05:00.000-04:00

This post really has nothing to do with recruiting but not everything in life does.

I am looking to find out about software that can be purchased that can run a site like blogger so that someone can sign up for their own personal blog. I am also looking for email software that can be web driven so that someone can come an sign up for an email address with a particular domain that I have.

If you have any imput on this, please send me an email at recruitingblog@hotmail.com

Thanks

2003-09-05T10:34:00.000-04:00

Well, it's been a long time since I have posted but you know how things go in the summer. Getting back to my last post, I really do think that clients do not have the right to ask a recruiter referred candidate who they know and then go ahead and hire them without paying a fee. I do feel that if the referred candidate gets hired and then refers someone, the company is not required to pay a fee on it.

In my agency agreements, we have the following clause:

"Any referrals generated through discussions or interviews with any candidate submitted by Davis Search Group subsequently hired by Employer shall be deemed direct hires from Davis Search Group and subject to the terms and conditions herein. Employer agrees to notify Davis Search Group of any and all such referrals so that Davis Search Group can assist in facilitating the hiring process".

In most cases, prospective clients have no issue with this and do their very best in order to ensure that all parties are protected. Occassionaly, they do have an issue. My stance is one of non negotiation on this point. It should also be a non negotiating point for every recruiter.

2003-08-08T10:44:00.000-04:00

Do clients have the right to poll your candidates for names in order to hire them and not pay a fee? I of course think it is an outrageous concept and am very much against it. I am interested in finding out your views on this. Email me at recruitingblog@yahoo.com

My solutions will be posted next week.

2003-07-15T12:23:00.000-04:00

There is lots of talk these days about software for recruiting. It is so confusing and I have often written in my blog that I much prefer the 3x5 card method. Now that is a recruiting system! Granted alot of these software packages are great at tracking candidates but tracking is not recruiting.

If software was able to assess the following, I would be in heaven:

1. candidate had the right skill set,
2. was in a position to make a move in the next 2-4 weeks,
3. the candidate has cleared the move with their significant other
4. financially in a position to make the move
5. has explored all options at current company and came up with nothing
6. assertained that the reason for the move is not financially based
7. produced three outstanding references
8. understood the following Just don't get it.doc
9. candidate realizes that counteroffers are not ego boosters
10. guarantee that their resume is not on every job board
11. about 50 other very important things

I guess it is important to be able to track certain stuff and for that, you should not pay more than 50-100 bucks/month. A recruiter on the other hand who understands the real role of a recruiter is worth a heck of a lot more, and the proof is in the fees we collect.

2003-07-14T19:42:00.000-04:00

Human Resources as Product: Be the Human Resources Brand of Choice in Your Organization - John Sumser writes alot about this. I contacted Judith and she is a great lady. she is sending me some data to back her article up. I have a great idea!!

2003-07-14T17:34:00.000-04:00

Recruiting shifts offering jobhunters new options - What is interesting is how many recruiting firms went out of business last year.

2003-07-01T14:06:00.000-04:00

On erexchange there is an interesting thread on why recruiters fail and or succeed. There is the usual stuff that for the most part I do not agree with and some stuff I do agree with. One recruiter named Larry Woods from Woods and Associates had a bunch of stuff to say. You could tell that he is a little passionate about his work. If you agree with him or not, there is quite a bit of truth to what he says. One thing in particular I agree with is that computers in this business completely give you the illusion of being busy. Here are his thoughts. Larry Woods.doc (I have copied with his permission of course the entire article. Nothing has been changed.)

2003-07-01T09:13:00.000-04:00

In reference to my last post, I would like to add that I would also like to get feedback from internal staffing individuals as well who have opinions about third party recruiters. (Read my last post)

So, if you are a recruiter of any kind with and have something to say email me at recruitingblog@hotmail.com

SMS Please send me your email. I lost it and you do not have it on your new website. Thanks.

2003-06-27T11:46:00.000-04:00

Recently, hcm blogspot brought in other writers to give different perspectives and different content. Great Idea! Recruiting101, as John Sumser said the other day gets into the nitty gritty of recruiting.

I know there are lots of folks out there with real ideas about the recruiting industry from the perspective of picking up the phone and calling lots of people everyday. To me, this is recruiting and I know most successful recruiters agree.

I would love to share the stage on this blog with other recruiters who have lots to say. please email me at recruitingblog@hotmail.com we can pick up the conversation and add great content.

I am not interested in those recruiters who feel the first thing to do is get a subscription to Monster. Eliyon... perhaps.

2003-06-25T15:31:00.000-04:00

I went onto Google and did a search for Recruiting Blogs. One of the search results was interesting enough for me to click on it. From there, it led me to a few destinations until I finally stopped at the following article which was published in the Chicago Tribune and reposted on NBC29 Online. It has to do with a reverse strategy for a job fair. The organizers say it was a success but I came to a very different conclusion. If you read the article and know anything about recruiting I am sure you would come to the same conclusion as I did. I am going to try to contact the organizers of this fair and see if there has been any followup in terms of how many people got hired. My guess is not many.

2003-06-17T10:34:00.000-04:00

Today's rule of the day is "know the rules of recruiting but more importantly, know when to break them"

2003-06-13T11:31:00.000-04:00

I bet if you look at all of the candidates you have placed over the last couple of years you would probably come to realize that the vast majority of them shared a number of common qualities. This is important information to realize because I bet the majority of candidates you recruit and have interview with your clients do not share these qualities. I am not even talking about personality qualities, I am talking more about the way they interact with respect to you THE RECRUITER.

The nature of the realtionship needs to be driven by the recruiter. We need to be in charge of how things go, not the candidate. This does not mean that the candidate should have no say but since we as a contigent workforce work on a contingency basis, we cannot afford to knowingly walk a path that will lead nowhere.

As a recruiter you need to know what type of candidate behaviour is going to lend itself to a successful placement. Obviously, the needed skillset is going to be the right one and obviously the personality of the candidate is going to have to be the right one but there is so much more that goes into placing a candidate than just skillset and personality.

There has to be rules of engagement when working with a candidate. These rules need to be out in the open as soon as possible when working with a new recruit. You need to let them know the service that will be provided and what the expectations are.

If there is not a meeting of the minds on this, move on. You can always make another $100 bucks if it falls out of your back pocket but try getting back the weeks spent with a candidate who ended up going nowhere

2003-06-06T10:04:00.000-04:00

I saw this on the net and I thought I would post it since it is a very important part of the recruiting process. THE INTERVIEW.

LOS ANGELES--(BUSINESS WIRE)--May 27, 2003--Top executive recruiters say the most common interview mistake is verbosity -- candidates who "talk too much," according to the Executive Recruiter Index (Part II) released today by Korn/Ferry International (NYSE:KFY), the world's leading provider of recruitment solutions. Among more than 300 professional recruiters surveyed, 43 percent believe the most common interview error is when candidates "talk too much," followed by 33 percent who say candidates are unprepared and 24 percent who cite "over inflated ego."
"The strongest candidates effectively correlate their experience in a concise and compelling manner," said Caroline W. Nahas, Regional Managing Director of Korn/Ferry International's Southwest Region. "Given the general diminished demand for executives, it is imperative in today's market that candidates maximize every interview and opportunity."
The Korn/Ferry ERI survey also reveals that 41 percent of the recruiters surveyed believe the behavior most "fatal" to a candidate's chance to win a job is being "unprepared." In addition, 32 percent of the recruiters cited an "over inflated ego," followed by 17 percent who say "talk too much" and nine percent who denote "bad hygiene/poor dresser."

2003-04-16T09:46:00.000-04:00

You can know access the recruiting101 blog by typing in www.recruiting101.com It certainly makes it easier for me.

2003-04-15T17:33:00.000-04:00

The interesting thing about the recruiting business is that our product is unique. Not only can it change it's mind but it can talk back. This puts a very interesting spin on product control and management. Just imagine a truck full of Coca Cola saying "hmmm I do no think I would like to be shipped to Texas, In fact I think it is too hot there so just forget it"

In our business we hear it all of the time so we need to look at this carefully and see what can be done so that surprises don't happen. I personally hate surprises when it comes to recruiting. Sometimes, it cannot be helped but for the most part if you ask the right questions and follow the plan, everything should leave on time and end up where it is supposed to go no matter how hot the temperature.

There is a book by Bill Radin called Shut up and Make more money. You should read it. One of things that has helped the most is what he and probably others call the porcupine close. It works like a charm but understand it also benefits the candidate. That is also important.

One more thing, I do not benefit at all if you buy Bill's product. I mention it because his books have helped me.

2003-04-10T11:51:00.000-04:00

The interview I did with Bill Vick is at xtremerecruiting.org is up. We talked about Recruiting in general as well as the future of the business from a number of different perspectives. The interview is located under the interview section. It is the first interview I have ever done so........

2003-04-08T16:29:00.000-04:00

I just read an an article about HotJobs in Recruiter.com Here is the article. I kind of get the impression that it is not new news since it happened in February/03 but it is a sign...

2003-04-07T11:51:00.000-04:00

I will be doing an interview tomorrow with Bill Vick who is the Principle of Xtremerecruiting.org We will be discussing my involvement with an organization I started called Splits.org

If you have never visited Xtremerecruiting, you should. There are lots of interviews with people who are involved on many different levels within the Recruiting world. When the interview gets posted, I will let you know.

2003-04-03T14:06:00.000-05:00

I have added a new link to a new blog called Staffing Management Systems. It is another blog using blogger software.

I was away for a week and was not in a position to add information to my site. I am back and ready to publish.

I saw on hcm.blogspot.com there is a poll for ATS Systems being used. One of the ones not mentioned is Staffing Soft I use it, and out of all the systems I have used and tried, it is the best as far as I'm concerned. It's not overkill and you should call them and speak to Michael if you are looking for a new system.

2003-03-25T14:23:00.000-05:00

I am excited about today’s post. I had the opportunity to ask Donna Troise a number of recruiting questions. For those of you who do not know her, she is the one responsible for making sure that the rest of us in the recruiting world know what is happening on a daily basis through her daily publishing of the Interbiznet Bugler.

Every morning, I eagerly await the email that lets me know that her column has been put out and I immediately visit her site. I have always found it to be educational, and at times, a real motivator from the perspective of A) I am doing the right things B) I need to be doing the right things.

Thank you Donna for taking the time to answer these questions and thanks for your daily efforts in keeping us recruiting folks informed.

Here are the questions:

1. How long have you been with the Bugler? How did you get the job and why have you stayed.

The Bugler went online in November 1999. I know the principals of interbiznet, Colleen Gildea and John Sumser, from many years ago. That summer, Colleen offered me a stab a writing a daily newsletter. Why were they willing to contract with me on something I had never done before on a subject I knew practically nothing about? Well, to really know, you’d have to ask them, but, I think it was because my professional training offers insight into the industry; I’m a quick study; I’m reliable; I consistently do the very best job I can do, thereby adding to the value of the company, and I do it with a minimum of bitching and moaning and groaning. I continue working with them because the telecommuting offers me the flexibility I greatly desire and need to attend to other things in my life, such as my own mental health, my family, and my research. I did the commuting-to-an-office thing, which is bad enough. But throw in sick children or days off from school and, for me, the juggling required too much of the energy I needed to be focused and productive at work. I get more work accomplished in less time working from home than I ever could going to an office. In my thinking, you can’t separate work and family. They effect each other – and this is how I balanced it out for me.

2. How long do you spend each day working on the Bugler and what occupies the rest of your day?

That varies. On slow news days it takes, what feels like, painfully forever. Filling up the other hours of my days are my clinical practice and research. I am a licensed clinical social worker and for the past 25 years have worked with people, focusing on how they function in the world of family, friends, and work relationships, and how to get them thinking about functioning more effectively in those relationships, which improves their "performance." I also use EEG/neurofeedback as an adjunct. Also, I recently submitted for publication my 2-year study, researching language patterns and emotional maturity.

3. Do you find that putting out information on a daily basis is satisfying and do you get feedback on a regular basis that allows you to feel good about the fact that you help many people stay informed and make good decisions?

The implication of that question is that I do just that. So, thank you. It is very satisfying. I think that the more fact-based information people have, the more informed and effective decisions they can make. And, that’s my goal – information. And yes, I do enjoy the feedback I receive.

4. You must be sent plenty of notices and press releases regarding the recruiting Industry. There is obviously no shortage of companies out there looking for attention. What is it you look for that makes you feel it is worthy of being mentioned in the daily Bugler?

What I find so interesting about companies is that, indeed they are all vying for attention and name recognition, yet, there are VERY FEW, in my opinion, that can write an interesting and informative press release. There are some companies that consistently stand out, but most PR material is indistinguishable from one another, loaded with fluff and buzz words that, to me, have little substance. There have been times when I have had to ask the PR person to explain their press release. Just think about the implication of that! There have been times, when reaching critical mass, that I have trashed the release, for this very thing. But, for the most part I plough through and write it up. If I did not ignore the fluff and buzz, in my opinion, there would be little on which to report.

5. This is a very interesting time for recruiting and the internet. My feeling was and still kind of is that most people and companies miss the point of the internet when it comes to the business of recruiting. One company comes to mind. Refer.com (no longer in business) This was an idea put together by Idea Lab and run by Webhire. I call it the "Great Idea, should not be a business" syndrome. Do you still see companies investing in ideas that have fundamental flaws built into them but feel since it is internet driven, it will succeed?

In my opinion, if there are fundamental flaws in the structure of any business and the thinking is such that feedback and correction isn’t built in, then yes, the company will fail – Internet or not. Just because you feel it is a great idea, does not mean that you have an ongoing realistic and well-thought-out relationship with it. Those are two very different things.

6. Do you feel that the vendors in the HR marketplace today are in tune with the day to day struggles of independent recruiting firms?

In today's (March 25) Electronic Recruiting News, John Sumser addresses that issue, once again. But for me, I think that depends on how clearly and specifically the recruiters have voiced their struggles to the vendors. There is a relationship here, or at least, in my opinion, there ought to be. So, how many vendors in the human capital industry have recruiting firms or individual recruiters working directly with them, specifically in the development of the technology? How many recruiting firms have approached or had a round table with vendors? I think that the better each side of the equation voices what they can and cannot do, the better the fit. Ultimately though, in my opinion, technology can take you only so far in an industry that is based on relationships.

7. On Fridays you write about the comings and goings of senior level people in the recruiting world. Do you feel the majority of these job changes are by choice?

I have no inside or personal information as to the reasons these individuals have made their job changes. So, I can’t answer that question. Just as a point of clarification, though, the Comings and Goings column covers all levels, not just senior.

8. One of the things I have been thinking about lately is whether there is a difference between staffing and recruiting. Do you feel there is a difference and if so what is it?

This is my gut reaction to that question: When I hear the word “recruiting,” I think of a personal relationship between all parties, where thinking is exchanged to determine if the probability is high that both parties can effectively work together over the long term. When I hear the word “staffing,” I hear administrative function, that is, what are the plans and requirements – how many bodies are needed. But, that is my reaction; someone else may differ in their response to those words. For me, the issue is – whatever you call it – it is the preparation and work that goes into achieving a well-defined outcome.

9. Do you see any subtle or major trends in the products being developed today versus one year ago? What do you see happening one year from now?

I learned a long time ago that once you supply the cause, the effect will happen, so in essence the effect is a non-issue. Some of the areas that I think need refining in recruiting are not product development issues. Given the horror stories I continue to hear and read about from job seekers, I think “the industry” needs to step back and refine some of the basics.

10. Is there a company out there that is clearly developing superior products in the recruiting industry that you would say is currently the best kept secret and one day soon revolutionize the workflow of recruiting firms?

Yes. I read multiple press releases daily from companies, whose superior products and services are the best kept secrets and will revolutionalize the recruiting industry.

11. If you were to start a company in the HR world. What kind of company would it be and why would it be successful.

In my opinion, before a person can effectively manage a workforce, that person has to be able to effectively manage his/her self and have a BIG picture understanding of the forces that affect their behavior and other’s behavior. So in my practice, my focus is on teaching/coaching people in systems thinking and in managing self. It’s a life-long refining process. In my thinking, success depends on how you define it; where you put the emphasis. As I tell my clients “I’ll keep your nose to road, but you have to do all the work.”

12. Is there anything you would like to say to all of us trying to make a living in the recruiting and Human Resources Industry?

Rarely being short of things to say, I’ll keep it brief. This is what I remind myself of: 1. A deep breath goes a long way, as does a sense of humor. 2. No matter what it feels like, it isn’t personal.

2003-03-25T10:16:00.000-05:00

I recently had the chance to sit down with a close friend of mine. This individual has been providing me with insight and advice ever since I can remember, and in most cases, it has been very helpful. When talking about the challenges that our firm and its staff are now dealing with in the current recruiting environment, he took the time to write me a letter containing his thoughts and perspectives. Rather than attempt to paraphrase his words, I am reproducing it in its entirety for all of us to see. I think he makes some interesting points. Judge for yourself and let me know….

“These times can be very trying for many people. It is, therefore, important to learn as much as possible from every source. What can we learn from man’s best friend, the family dog? In 1972, Dr. Seligman, an animal behaviorist, manipulated the environment in which some dogs were caged and easily induced in them a frightened state and the complete loss of their ability to move themselves into a safe environment. He called this Learned Helplessness and the term is now, unhappily, a regular perception in the way so many of us look at life.

When our success rate at work becomes variable and unpredictable we become anxious. This anxiety causes a mild degree of fear, which then puts limits on the number of options we see available to us. Limited options leads to a sense of futility and panic which then leads to hopelessness and then finally to the crippling feeling of helplessness. It is essential to recognize this spiral early so that a corrective cognitive change can lead to a more positive outcome.

There are several key aspects of our actions that it becomes vital to monitor. When the job becomes progressively more difficult, be aware that your behavior will change. You want it to change in an adaptive way. So be aware of mistake number one: becoming passive at a time when you should be more active. Your skills that have already made you successful have not disappeared. Don’t become passive; stay active. Mistake number two: don’t slow down your learning of new behavioral responses. Your memory, concentration and focus are functioning normally. Focus on learning quickly and incorporating your new behaviors into your customary repertoire of actions.

Learn to recognize that you are under a more intense degree of stress. Be aware that this stress will have an effect on you but that you can use the extra energy that is an inherent part of stress to push you forward to accomplish even more. Controlled stress can keep you sharp, alert and intense. Use it to push you through the difficult times. Don’t allow it to ambush you and rob you of your motivation and drive. It is all in how you look at it. Stress can help propel you on the road to success or it can push you into the ditch to be left behind by the competition.”

2003-03-21T12:50:00.000-05:00

I just noticed that my recruiting blog was mentioned in an HR Blog that is part of BostonWorks.com which is maintained by Svetlana Tzannos.

Thanks Svetlana.

2003-03-21T10:11:00.000-05:00

This is from the EE Times Website.

High-tech jobs down by 560,000 since 2001--
The U.S. high-tech sector lost 560,000 jobs
in the last two years, down 10 percent from
January 2001 to 5.1 million by the end of 2002

2003-03-20T17:33:00.000-05:00

I was bombarded again today by email trying to promote the quick and easy way to make lots of money in the recruiting world. I will go on record again by saying there is no quick and easy way to do it. However, if you understand that recruiting is a process driven endeavourer that takes time to master, what you should do is hook up with training material from Industry leaders.

I have learned plenty from the following two people.

1. Bill Radin - He has a number of excellent books a. Shut up and make more money b. Billing Power
2. Steve Finkel - He has some excellent training videos. Kind of long but very good.

Then there is of course the fordyce letter which no recruiting firm should be without.

2003-03-19T09:38:00.000-05:00

Here is something for all of you recruiters who are tired of dealing with candidates who just don't get it.

It is not easy to give up being a child. The whole world is a toy for the typical two year old. It is a toy and a game. Sure, we have to learn the rules of the game, but most of us eventually turn three and have won the game of being two. And then there is three, and then four and we are still winning and then at some point we become thirty or forty and are still playing the game. Problem is, we can no longer dictate the rules of the game and it is not so easy to win anymore.

The introspective mind realizes that everyone else is also trying to win and that everyone else thinks and truly believes that they are as entitled to win as you are. The insightful mind realizes that you cannot have it all. It doesn’t even really matter what the all is. You just simply cannot have it. You have to learn to accept and to be content with part of it. It is a tough lesson to learn but an important one. The question is, what part of it can you learn to be content with.

Now what does this have to do with being a successful recruiter? The answer, quite simply, is everything. Because in some secret place in the mind and heart of every candidate, is a narcissistic two year old with an unreasonably profound sense of entitlement who thinks he is justifiably entitled to everything he wants, that the world is his oyster, ripe for the picking, and who just cannot accept that the world won’t play the game by his rules and give him all the toys, candies and everything else. The successful recruiter must be aware of this and direct his persuasive comments not to the regressed two year old candidate on the other end of the telephone, the frustrated, angry, wounded and betrayed child who is having trouble coming to terms with the reality of a world and a game about which he cannot make the rules or control the outcome.

Have you ever tried to convince a two or three year old that it is reasonable and fair that he not have as much as his older brother? That he cannot have all the toys in the toy store? All the candy in the candy store? Well, try convincing the “two year old candidate” that it is reasonable and fair that he cannot have all the money he wants from the prospective employer’s piggy bank!

The recruiter’s plan must involve a “here and now” approach to the hurt candidate. Don’t argue with him that it isn’t right or fair or appropriate that he is not being given what he wants. Don’t argue that he is not entitled to more or bigger. You won’t win. Remember the two year old. Tell him this is the way it is. Don’t allow him to focus on what he is not getting. Stay focused on what he is getting and what that will lead to in the short-term future. Keep reality in his approach to his decision-making. There are a lot of other kids who want the candies, too, and a lot of them are bigger and stronger. His turn will come some day but today may not be that day. Help him to see that he should not miss an opportunity to get something of value even if it is not exactly what he had wanted or expected. It can still be good enough even if it not perfect.

Direct your persuasive powers to the grown up and not the child within.

2003-03-18T11:13:00.000-05:00

I want to thank Donna Troisi from the Interbiznet Buglar for making mention of my recruiting blog today. I am an avid reader of her daily comments.

I was just thinking about a story I read a while ago and published in a newsletter called crazybyte about a guy who was mostly blind who ran a hotdog stand on the side of the road. Business for him was doing great. He had a snazzy sign and the freshest hot dogs and buns one could ever hope for. he was not educated and was the first to admit he really did not know the first thing about business. He was always amazed when people stopped to buy his hotdogs. Business was booming.

His son, who was a very smart guy with the best business education one could hope to have, came home for the holidays. After reviewing his dad's business and reviewing the state of the economy said "dad, you are crazy for making further investments in your hot dog stand business. Don't you know that we are in a downturn, people are holding on to their cash. You should scale back and wait for better times" The father thought to himself and agreed that he should probably listen to his smart son.

He took down the sign and started buying second rate hot dogs and buns in order to conserve money. After a number of weeks, the business virtually disappeared. Wow, my son was right, thought the father, we really are in a downturn. I hope things get better soon. I need to make a living.

2003-03-13T22:15:00.000-05:00

I am starting a new blog to support an organization I helped develop called Splits.org It is a recruiting organization that is focused on the recruiting needs within the Semiconductor Industry. This blog is going to promote real job opportunities from Splits.org member firms.

This new splits.org recruiting blog will be interesting to both recruiting firms, and top performing engineers and marketing professionals. This site will go live shortly at the following location. splits.blogspot.com

2003-03-06T15:40:00.000-05:00

I'm slipping fast. Hard to see. Everything seems to dreadfully far away. I
am taken with severe bouts of coughing. My office has suddenly become very
dark but I can see a bright white light at the end of what appears to be a
tunnel. I see people in the light and it feels so comfortingly warm and
serene.I am moving toward the light. Someone is calling my name -Fred,
Fred, Fred. Oh, I guess its not for me.

2003-03-06T12:44:00.000-05:00

There is an interesting post on erexchange in the forum section. It basically describes a situation where a recruiting company submitted a candidate to a client and after a period of time, word got out to the former boss of the candidate who contacted the client company and let them know that in their opinion, the candidate is the worst person they could have ever hired and that the reference letter provided was a forgery. The client company turned around and wants a full fee refund even though the recruiting firm has in the contract a credit note to deal with these types of issues.

PLEASE read the original post before continuing.

Now, Here come my thoughts.... No recruiter should be in business if they handle references the way this recruiting firm handled the references. references are perhaps one of the most valuable resource a recruiter can have for so many reasons. A BAD REFERENCE is also a sure fire way to make sure that your candidate is not going to be hired, and I might add, rightfully so.

As a recruiter, you need to make sure that your clients see value in what you do. Part of that value is making sure you only refer great candidates to your clients and the only way to do that, amongst othere things, is to CHECK REFERENCES. You will be amazed at the results. You will also start geting more referrals because everyone knows someone and references are people too. There is so much more that can be said with respect to references but right now, I need to recruit so......... Check references and make sure you ask If given the opportunity to hire "so and so" again, would you.

2003-03-05T11:17:00.000-05:00

Some of the places I go everyday on the internet are as follows. They keep me up to date with what is happening in the recruiting world.

Electronic Recruiting News - I like both the buglar and John Sumser's Views
Hunt Scanlon
Erexhange - Check out the recruiting forum
Splits.org - You need to be a member to get into the site
Chess Base - I love Chess

2003-02-28T18:02:00.000-05:00

Well I was almost out the door today when I happened to stumble across this article. It seems that Santa Clara County is going to see no new jobs this year. This whole article is about how the situation in Silicon Valley with respect to employment is not a great one. I do have to leave now so lots more on this later.

2003-02-26T13:44:00.000-05:00

I can't believe how much stuff I get sent to me on a daily basis that claims to solve the problems of recruiting. Here are some of the slogans of today's email blitz:
1. Try Before you Buy - This was sent from Recruiters Network on behalf of Dice ( I thought they were in financial trouble)
2. Something from EGRABBER I get stuff from these guys all of the time.
3. Another email. Actually the same email again from EGRABBER
4. Something from deals4recruiters on behalf of Candidate Seeker It claims to be "The ULTIMATE Candidate Sourcing Solution!" Hmm.... I will try it and let you know if it is actually "The ULTIMATE Candidate Sourcing Solution! Maybe if it is, I can get rid off all of the recruiters at my company and make way more money.
5. Deals4recruiters again. This time it is on behalf of Jessie Han Enterprises. He claims to have a system that eliminates the need to ever have to make a cold call again. Wow!! I would think if a system like this really worked, it would cost more than $49.95
6. Job.com sent me a note as well. 25 free postings, unlimited candidate database access. Maybe if I had 25 Real Bonified Poitions I would be interested.

I can't finish this right now. One of my recruiters just wrote an order for a VP of Software development - 25% fee. Someone Please Please Please send me an email right now with the person's name who is ready and able to accept and start in two weeks. I promise to pay much more than $49.95

2003-02-24T12:38:00.000-05:00

This is an article written by my good friend Gary Fowler who runs a search fiirm called Analog Solutions. He has been in the business a long time and has a reputation of being one of the finer more effective recruiters out there. If you want to see a picture of him, here he is

The name of this article is Analog hiring trends: From good to bad to really ugly It appeared in Planet Analog on Feb 4/2003

"The dramatic and unprecedented meltdown in the semiconductor industry has induced many bad feelings within our unique space! Companies have continued to cut costs through hiring freezes and layoffs. While the more junior individuals are taking the brunt, a number of very senior people have been displaced as a result of companies canceling projects and dropping major programs within saturated spaces like 802.11.

A major digital semiconductor company engaged me to build an analog team for their communications projects, only to cancel the entire effort within two months. During my search for an engineering director, several prospective candidates expressed concern about this company's reputation starting and then canceling projects. Rumors of this behavior spreads fast in our industry - adding to the prejudices many analog professionals may have about working for a digital company.

Another ugly trend recruiters see are with companies attempting to create a sense that “all is well” with bogus hiring requisitions. They'll send me on a hiring mission, interview anyone and everyone, and then reject everyone they talk with. One major analog/mixed signal IC company encouraged their design centers to interview a massive number of experienced people over the last year but remained ambiguous about when and who they would actually hire. Consequently, this company has a hugely negative reputation within the analog labor pool. Almost everyone I speak with has felt jilted (or knows someone jilted) by this analog kingpin. When the market begins to grow again, this company will have a huge hurdle to overcome to expand their design teams.

Company politics do not help. In some companies, the Board of Directors (or the VC financers) may be looking to replace high-level executives - in some cases, early Founders. But these actions can have severe consequences and ripple effects all the way to the lowest levels of an organization. In one company, a Founder who had served as both CTO and VP of engineering was under pressure to separate the roles, and give up the latter. He was “less than enthusiastic” and wound up sabotaging the recruiting process for his replacement by failing to show for interviews with prospective candidates. But this conveyed a very politically charged internal environment to the candidates.

Even in difficult times companies must be especially careful to follow a process in recruiting that will not shoot holes in their own feet. Horror stories move extremely fast within our small niche! We can only hope that profitability in 2003 will put an end to the hiring stalemate, and provide a better recruitment environment for us all."

2003-02-21T23:36:00.000-05:00

I saw a thread on erexchange talking about if there is a better system than dtsearch for indexing resumes. Someone suggested Choosing the Right Resume Search Tool I checked it out and there are a number of different programs that compare functions.

I wonder if we would all be better off using the old 3 by 5 card system. We never had the illusion of being very busy on the computer. I knew who I had to call, I knew who I had to bug, I knew who I needed reminding about sending a resume. It was so easy then.

Having said that, I use DT Search and I can tell you it's great. I used to use Eliyon but they now charge a thousand bucks a month and I won't pay it. It's a great product though.

See Ya