Trust in Split Placement Recruitment Networks

By Sarah Gawrys

19396477.thbThe business world can be an uneasy realm these days with the constant outpouring of internet information on shady practices, unethical individuals, and personal information at your fingertips. In a split placement recruitment network you are utilizing the network to place excess candidates, have help filling positions from clients, as well as connecting with trading partners for future business needs. While it can be easy to put up walls or try to withhold information from fear, I urge you to instead find a network that you feel comfortable in, and trust. Many split placement networks will have a code of ethics, or bylaws and operations that must be followed to remain a part of their network. By finding one that aligns with your own morals and ethics, you can be certain that the members you encounter all share those same values, and you can do business more confidently. Here are a couple of things to remember when splitting:

T- Talking to your trading partner on the phone instead of relying solely on email. I will always be someone that promotes the phone regardless of how into the latest technology I am. Hiding behind a computer alias or blindly sending candidates through the internet does not establish the same trust and rapport that a ten minute phone conversation does. The most successful trading partner relationships I hear about are those that constantly connect with one another on the phone throughout the entire recruitment process.

R-Relationship Building is the name of the game. I understand that conferences can be expensive. Time away from the office, travel accommodations, registration fees all add up and make it difficult to commit. I urge you to change your way of thinking on that. If one conference that you attend results in one trading partner and you make one deal together in the next two years, your money is more than paid back. When you start to eliminate the cost mindset and instead take on a relationship building one, you can find way to get a return on investment by instructing yourself to meet five trading partners, or follow up with three connections you make.

U-Understanding we all work different but figuring out ways to work together. That trading partner with the awesome SAP position in California you cannot wait to submit candidates too? He probably is just awful at responding to emails. That is frustrating, because you do not like taking the time to have a 45 minute phone call to be briefed on the client when you can just scan an emailed description. Even though his process may be different than yours, it does not mean the placement or fee earned at the end of it will be any lower, and it pays to be accommodating to different personalities. In any organization, you will find people very similar as well as very different than yourself, and incorporating their strengths into yours can only be beneficial in the long run. Perhaps in this situation you can ask for an email to scan over prior to the call, so you have the background to now only have a 15 or 30 minute discussion. Compromising can lead to a better relationship.

S- Standing up for what’s right even if no one is looking. You may still encounter someone unethical regardless of how strict a network’s rules are. If a trading partner starts to bend the rules in a way you feel uncomfortable, stick to your own ethics instead of conforming to them. If they are bending the rules in one aspect, they are probably skirting around other rules or procedures that may end up having a negative effect on your own firm reputation if it begins to translate to candidates or clients. Let them know their actions are inappropriate, and report them to a network director if a resolution is not found.

T- Trusting your trading partner like they are sitting in your office with you, this is a two way street. Making a split-placement with another recruiting firm should feel open and honest at all stages of the interview and placement. As you would expect a client to communicate with you regularly, that trading partner also deserves that same communication. The more you share with them, the more understanding they have of your firm, client relationships, and practices, and will feel comfortable providing you top candidates in the future.

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7 Questions for Finding an International Recruiter

By Dave Nerz

businessman-world-map-wallMany employers do not like working with recruitment companies. In markets that employers know well and have social media connections, perhaps it is possible to avoid independent recruiters or at a minimum reduce the dependence on outside agents.  When the needs of  companies expand beyond a local market and into countries where there is no physical presence, recruitment agencies may be the only way to achieve the results that are needed. What are some great things to know when you go searching for international recruiting expertise? Consider these basic questions to identify the strong players from those who may waste your time and money:

1. How does your fee structure work?
There are many different approaches that recruiters use. If you have a real and immediate need opt for paying some sort of engagement fee or retainer so that you know that your opening will get some attention. As you can imagine, if you are working with a 100% contingent international recruiter, then the easy jobs and the higher fee jobs get that recruiter’s attention first. Change the rules by asking — and paying — for a minimum number of hours applied to your job each day to week.

2. Does your firm have partners and connections where we are hiring?
It is often desirable to make a connection to a local recruiter with international connections rather than searching for a recruiter in the market where you have a one-off need. Develop a relationship with someone in your time zone, who speaks your language, where you can meet them for coffee or have a meeting to hold them accountable for results. Have a relationship that is more than a single transaction. Opt for a relationship that gets leveraged around the world for your benefit, but keeps you grounded right where you are.

3. What is the most common source of the candidates you place?
Try to find international recruiters who are recruiting (we used to call it headhunting) and not just doing LinkedIn searches. Having said that, a LinkedIn account does not make any employer a good or effective recruiter. Locating names is easy; selling people on making changes to their lives as significant as leaving one employer and moving to another is not easy work. It is even more difficult for the hiring company to be seen as an impartial coach or motivator of change. Sometimes the recruiter can do what even very talent hiring managers cannot. Also, look for recruiters with connections to a group of peers. You want the best candidate available not just the best candidate in their database. More like the best candidate in 20 or 30 recruitment companies’ databases.

4. How long will it take you to provide me a short list of 5 candidates?
If they answer this question without asking you 10 or 15 clarifying questions…run! A short list of 5 could take 1 hour or 1 year. The recruiter needs to understand the requirements of the job and the fit characteristics that will make someone a top performer in your company. They need to be a partner and not a vendor, so start treating the recruiter you select that way.

5. Can you tell me about international placement you have done or your affiliates/partners have done?
Examples or success are a good predictor of future success. Not every recruiter you connect with will have partners and connections and be able to share success stories. The ones who are capable will know others who are successful and have made international placements.

6. Does your firm belong to an international network or association of any type?
Ask what organizations they belong to. If they do not belong, then this show a lack of commitment or focus on what you are defining as necessary to support your search. They may have developed networks and connections independently…if so, they need to share some details on how they remain relevant in the market they hope to search for you.

7. Ask if they know what time it is in the market where you will be hiring or if they have a way to find that out.
If the recruiter doesn’t know how to track time globally, you might have the wrong recruiter. It is Communication 101 and everyone needs to know the country code and the current time in order to communicate. Tough to recruit someone if you are calling at 3AM. It seems silly, but it shows basic awareness and past experience in one quick question.

There are many more you can add. In the end, it is about building a partnership and developing trust. The big things to take away are: look at the need creatively, you may find someone locally that has connections where you need to be, look for the ability to communicate examples of personal/partners success stories, and find someone who is doing recruiting not just list building.

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When Checking a Reference, Don’t Just Check a Box — Use Data, Too

By Veronica Scrimshaw

Javid_color3Today’s guest blogger is Javid Muhammedali, Vice President, Product Management Technologies for Monster. Since 2008, Javid has led the team responsible for Monster’s search and match products on the global platform and has led Monster’s Semantic Search product management team to launch multiple products in the US and around the globe. 

A good recruiter uses references as part of the hiring process. Seems simple enough. But, paired with the right technology, the reference can become so much more than a form-filling phone call.

The purpose of contacting a job candidate’s references is to further get to know them, their past accomplishments, strengths, areas to improve, and previous employers. This way, if and when further conversations with that candidate are had, there can be a rapport and a truer level of understanding. A better connection.

There are inherent problems with this model. First of all, a recruiter may not be familiar with the candidate’s prior industry or space. Second, without enough background information, the recruiter can only ask rudimentary questions — Did he meet his deadlines? How would you rate this candidate on a scale of one to seven?

So why not couple this with relevant data?

With predictive analytics and the new semantic tools we have at our disposal, the guesswork, the fumbling for answers, and then having those answers miss the target are mitigated if not eliminated completely.

For example, in one scenario let’s say the candidate and reference worked at Acme Healthcare. With analytics, a recruiter can find out more relevant information about the company — titles, skills, top locations broken out by skill-set, etc. — to help give context to the call, and have a more natural conversation, rather than reading from a script.

In a second scenario: The candidate is being hired for “capture management,” a specific skill-set which involves increasing the probability of earning business opportunities — analytics would help a recruiter ask about contract management, RFPs, and get a good sense of how they helped win the deal.

In any pool of candidates there will be candidates who don’t fit, people who do, and then a group in the middle. A recruiter’s job is to work his way toward the group of best fits as efficiently as they can. Reaching out to a reference short of accompanying data and analysis is a huge opportunity lost.

Instead of allowing this portion of the life cycle to be a waste of your time, let the reference work for you. This aspect of recruiting can and should be an important tool in the toolkit, not just a checklist item or something upon which a recruiter relies solely on feel.

Inherently, recruiting is an inexact science. And a final nod from a trusted third party — who does have real working knowledge of this candidate — feels safe, and carries a lot of value. Often, the reference is someone in a more senior or supervisory role, who has a more strategic perspective on business needs and can provide added assurance to the hiring manager.

Will you end up with a good fit through a reference without data? Sure, it’s possible. But why fly blind if you don’t have to. During that data-less conversation with a reference — Does the candidate work well with others? — and following that pre-ordained yes, of course he does answer, think about all the information you’re not getting. After all, if you have a knowledgeable call with a reference, it could well become a warm lead for next time!

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Recruitment Reading Round-Up

By Veronica Scrimshaw

airport-readingToday I’d like to share two blog posts and a magazine article in a recruitment reading round-up:

Agency recruitment is not dying. It’s growing!
Greg Savage doesn’t mince words when it comes to naysayers, pooh-poohers, and others who cheerfully proclaim the imminent demise of agency recruitment. Sales, profits, temp staffing, and direct placements are all up significantly in Australia/New Zealand. Similar stats have also been reported throughout the UK. Temp staffing in the US has reached a new all-time high. Heck, even the results of our own business barometer indicate improved business conditions for recruiters across our global network. Yes, recruiting will continue to change and recruiters who wish to remain successful will need to evolve and adapt. BUT, it’s a great time to be in recruitment. Don’t let anyone tell you differently!

Mobile Technology for Busy Recruiters
New recruitment technology crops up on an almost-daily basis. This blog from Social Hire offers a good rundown of the kinds of recruitment tech you should be incorporating into your business. They focus on just five areas: mobile-friendly websites, candidate-friendly Facebook pages, video interviewing, online feedback tools, and recruiting apps. Google will be releasing a major update to its mobile algorithm about a week from now, which is widely expected to have a significant impact on search rankings for sites that are NOT mobile-friendly. If your site includes Flash video (not supported on many mobile devices), difficult-to-tap links, and can’t easily be read or used without a lot of pinching and zooming, expect to see a drop-off in your search rankings. The most interesting quote I’ve heard about mobile is “Mobile is a behavior, not a device.” People behave differently on a mobile device than they do in a desktop environment. Make sure you’re catering to those needs.

Asked to Lower Your Prices? Try These 5 Answers
While this article from Inc. magazine definitely has a product focus, as opposed to a service such as recruitment, the suggestions are still germane. Recruiters are constantly asked/pressured to lower their fees, and often give in. It’s difficult for me to believe that other professional service providers (like attorneys and accountants) either experience this pressure, or give in to it. Imagine your attorney’s reaction if you asked for a refund because a legal decision didn’t work out in your favor! I’ve written on this subject before, and my opinion hasn’t changed. The article from Inc. offers some great responses, such as, “Are you sure the product is exactly the same?” that can be the start of a conversation that gets to the real issue (which is often value, not price).

What’s the best recruitment reading you’ve done lately? Please share in the comments below.

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30-Year Perspective on Recruiting

By Veronica Scrimshaw

DeathtoStock_Creative-Community1-300Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is the secretary/treasurer of the NPAworldwide Board of Directors.

I am often asked…. how do I stay interested in recruiting after being in the business over 30 years. I thought I would share how I keep things fresh, stay productive and relevant while continuing to love my work!

I think we all want to believe that we are spending our time doing something that matters. Please accept and understand that you do important work! Recruiting is noble work. We help connect people in ways that make a difference in the lives of our candidates and we make a difference with our clients through the impact of hiring the right people.

Spend your time doing the work you enjoy. We might all have aspects of the job that we dislike. This is true of any job. Recruiters can find ways to make money and be successful doing the business in different ways. If you love the “hunt” for that right candidate, then don’t hand over that side of the work entirely.  If you love client development and dislike the hunt (or grind) for candidates, then find someone to partner with you. For me…maintaining involvement in both areas keeps me more interested and engaged.

Find ways to renew. For me, attending the annual NPAworldwide Global Conference gives me a fresh perspective every year. Vacations are great for a break, but getting out of the office and attending a professional meeting will give you a refreshed outlook and attitude toward your work.

Balance. I have found over the years that volunteering in community and professional organizations has helped me add needed dimensions to my professional life. We all need new learning, new mentor relationships and variety to stay sharp. Balancing work life with personal life is also a key to staying interested. No one looks back from the end of their life and wishes they had worked more. We all need part of our identity wrapped into our outside relationships and interests. Recruiting is a great profession where we can make good money and keep a flexible schedule. Go to your kids’ soccer games!

Don’t get too high when things are going great and don’t let yourself get low when you are in a slump. This business is a roller coaster. The fastest way to burn out is failing to understand this basic reality. Keeping an even keel will give you a sustainable attitude and approach toward your work.

Don’t worry. Despite the noise…third party recruiting is not going away. BountyHunter, Job Scout, RPO’s, Recruiter Uber etc., etc. will not replace the need. I remember when Monster was going to do away with third party recruiters. It is important to find your niche, add value and build client relationships. Client relationships will help you sustain your business in the long run but it is not the only way. Getting very deep in a particular niche is another way. Mostly…hard work sustains success.

Hopefully, some of these thoughts from a (young) old timer will give you some new perspectives. What can you add to the list?

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Call Three Times

By Veronica Scrimshaw

MaureenToday’s guest blogger is Maureen Sharib, owner of phone sourcing company TechTrak, Inc. See the end of this post for more information about Maureen, including contact details.

A recent tweet at a spring sourcing conference bleated alarmingly during one of the earliest presentations; it just so happened to be during the phone sourcing presentation.

It sounded defensive:

“What professions are likely to pick up the phone versus respond to other ways?”

I looked at the tweeter’s profile and saw that she was tasked with sourcing and contacting developers.

I get the defensiveness; it’s hard getting developers to answer their phones.

There are, however some professions that do pick up their phones when you call, more readily than others.

Before I go into those let me say that developers weren’t always so gun-shy. Used to be they’d answer their phones – before they were bullet-riddled by the side effects of social media and were way more amenable than they are today to having a conversation.

But then – ten, fifteen twenty years ago many were of a different generation too and they communicated in a different way. They were accustomed to telephones ringing and they grew up in environments that saw their parents answering telephones and conducting business on the phone.

That isn’t so much the norm today – especially in high tech.

For this discussion we’re going to veer away (mostly) from high tech and talk about many of the other professions where people still communicate “on the phone.”

When I talk about “answering the phone” I’m speaking of someone answering their phones within a space of you calling them approximately three times. Many of you would be happy to reach a potential candidate within three calls – wouldn’t you?

For those of you who are surprised it’s necessary to call someone three times – don’t be.

Most of you wouldn’t not email someone three times (if required/pushed to) though I’d bet the majority of you don’t do this either. Did you know you have to email someone (a stranger) five times before some of them will respond? And that’s just some of them? Many find that number hard to believe but it’s true.

Recruiting (and sourcing) isn’t a piker’s game; it requires not just skill and know—how but also perspicacity, audacity and tenacity!

So who answers their phones?

Finance professionals answer their phones. Answers regarding finance tend to require immediacy and this may have something to do with the better average than the normal 8 out of 10 answer ratio encountered in some departments.

Health care professionals tend to answer their phones if they’re in the office – the trick is in knowing when they’re in the office. Some work three or four very long days a week or on weekends or nights so you have to be prepared to adapt to their schedules if you want to reach them.

Workers in manufacturing answer their phones (if they have one) and again – be prepared to adapt to their schedules. Some manufacturing environments run two and three shifts so you may find yourself calling a third shift Sanitation Manager at three a.m. in the morning!

For a list of 12,000 jobs and job descriptions go here and read through them:

Not only will many of them give you ideas on different professions that are likely to pick up their phones but in the descriptions you’ll also find the reasons why they do this.

For instance, in this one – the Hydraulic Engineer, the job description states that this person:

  1. Designs and directs construction of power and other hydraulic engineering projects for control and use of water: Computes and estimates rates of waterflow.
  2. Specifies type and size of equipment, such as conduits, pumps, turbines, pressure valves, and surge tanks, used in transporting water and converting water power into electricity.
  3. Directs, through subordinate supervisors, activities of workers engaged in dredging, digging cutoffs, placing jetties, and constructing levees to stabilize streams or open waterways.
  4. Designs and coordinates construction of artificial canals, conduits, and mains to transport and distribute water; and plans reservoirs, pressure valves, and booster stations to obtain proper water pressure at all levels.
  5. Frequently builds laboratory models to study construction and flow problems.

There’s a lot of “design” and “estimating” and “computing” and “direction” and “build” and “specifying” and “planning” and “directing/coordinating” going on in that resume, many activities which are generally done in two places: 1) at a desk and 2) in a field.

By thinking like your prey – becoming like your quarry you can imagine what is done when (generally) and plan your hunting activities accordingly. Call in the morning with the anticipation that this person will be at their desk. Call in the afternoon and anticipate this person maybe being in the field – taking an assumptive attitude with a Gatekeeper may be just what it takes to get through to this person on the first call:

Is Bob Martin in?
Oh? He’s not? Is he out in the field already?
Can you give me his cell? I don’t have it.

She won’t always give it to you but she will sometimes and if you’re calling twenty Bob Martins and she gives you ten of them there’s a very good chance eight of them are going to answer your call to their cell phones.

When she doesn’t give it to you it sounds like this:

Is Bob Martin in?
Oh? He’s not? Is he out in the field already?
Can you give me his cell? I don’t have it.
Oh? You can’t? Can you transfer me to him?

Some of them will transfer your call and again, there’s a very good chance some of those Bob Martins will answer that call being transferred to their cell from the office.

Take your time and peruse that Jobs Directory and read through some of those job titles and job descriptions. You have 12,000 to choose from – sure, not all of them will be the kind of positions you may want to recruit or source in but I’m quite sure there are enough in there to light a fire in your imagination about some that will be more than happy – more than willing to answer their phones and take a call from a recruiter- or a sourcer – like you!


I really appreciate that you took the time to read my post. I regularly write about phone sourcing and business development issues and trends. If you’d like to read more about the mysterious world of phone sourcing (it’s really not that mysterious!), Google my name and the word gatekeeper – lots of articles will come up for you that I’ve written over the years. It’ll be a good introduction for you to the subject!

Follow me on Twitter at @MaureenSharib and/or join my sourcing group on Facebook – Sourcers Unleashed.

Yes, I do (grudgingly) have a LinkedIn profile – send me an invite at maureen at – I’ll accept. I do post articles over there as well.

I own the phone sourcing/competitive sniffing firm, Inc. that helps companies find and telephone contact candidates for their hard-to-place positions at fractional traditional recruiting costs.

You can always contact me at 513 646 7306.

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Wealth Management Recruitment Remains a Need

By Veronica Scrimshaw

investing-stocksToday’s guest blogger is Liz Carey, network coordinator for NBN, operators of and NPAworldwide and NBN merged in September 2014, and our two networks are working toward a full integration effective January 1, 2016. We look forward to having Liz as a regular part of our blogging team.

Opportunities to hire wealth management talent are increasing because there’s more talent on the market due to layoffs and attrition, salary levels are normalizing, and, there’s an ever-evolving need and demand for financial advisors.

“People are more aware of the need for financial advice,” said Dave Glaser of ECG Resources, a national executive search firm focused on wealth management. “Baby boomers are growing up – there’s a higher level of need out there. Also, the average age of a financial adviser is near retirement, and there are not enough new people to fill in that gap.”

Glaser said despite the overall growth in wealth management – including credit, lending, and other categories that fall under the umbrella – ECG is “hyperfocused” on High Net Worth (HNW), which hovers around $1-10M, and Ultra High Net Worth (UHNW), which is a $25M+ net worth and above, though the terms are relative.

“We see clients dealing with Goldman Sachs, clients who are multi-billionaires… in a good market, obviously financial advice is key for those people,” he said. “The reality is, even if it’s a down market, someone who has a quarter billion dollars and gets hit hard and now only has 100 million, they still need financial advice. And for all those reasons, the market is definitely growing.” All segments of the market are growing, such as RIAS, multi-family offices, and even single family offices – though that’s a tricky market, Glaser said.

“It has a lot of appeal to it,” Glaser said. “Single family offices are easy to recruit for – it’s easy to pick up candidates for it, but it’s a tricky market. We had 3 searches for SFOs last year, one was filled and two were put on hold. It’s not a corporate structure; it’s an individual, so they can change their mind.”

Because the market is growing, search firms are experiencing unprecedented years. Glaser said ECG has double revenues over the past year, has almost doubled staff, and has rolled out a new website. In the first quarter of this year, they are ahead of last year, and are projecting growth going forward.

But it’s not easy, he said. Wealth management is a relatively small close market — it takes work to gain the confidence of a client and to find the right people for those clients, Glaser said.

The real need is candidates coming in from either a strong ethical background with experience in ethical work — including estate planning, CFPs, attorneys, and CPAs who have diverse background — or financial advisors coming from the investment side – such as an RA going into HNW space, such as an estate planning professional, tax planning professional, investment advisory, diversified financial planning, relationship management, and business development officers.

In addition to wealth management experience, companies want candidates with interpersonal client skills. Glaser, who has been recruiting for nearly 37 years, said the wealth management recruiting world has changed – clients are not just looking for someone who’s really technical, he said, they want candidates with client-facing skills and some new business skills – someone who’s not afraid to ask for referrals.

Those that are recruiting are being very selective, and becoming increasingly essential is the acceleration of growth in performance of newer advisers and encouraging long-term retention with incentives.


Is the Impact of the Strong US Dollar Good or Bad for Recruitment?

By Dave Nerz

dollar-bill-med-resYou knew it was coming…it depends. Particularly as an independent recruiter, you have to read the tea leaves carefully.

The strong US dollar makes the things the US imports cheaper, so it should drive up production from off shore producers. Cars made in Europe and Asia are getting cheaper with each percentage point of growth for the dollar. If you do international recruitment, there should be increased demand for employees in manufacturing jobs overseas. If you have global employers as clients, ask them where they are adding the most people. Work with partners to fill those global openings. Global recruitment should see a nice increase in the year ahead.

Since the US is a consumer economy, the typical US citizen will have more to spend and will have a better standard of living because of the growing strength of the dollar. More employees and candidates will want to work for US companies and get paid in US dollars. In time, people will feel better about their situation and perhaps be more open to career moves. This is the time to search for the passive candidates in your globally branded source employment companies. Folks tend to hold on tight to what they have in a declining economy; the opposite is true when things go well. Over the long haul, too much strength will make US domestically-built products too expensive to those outside the US and employment in manufacturing may again begin to shift to offshore production facilities. Yes, the cycle starts all over again.

The weaker an economy is, the more a strong currency creates and spells trouble ahead. The good news is that the strong dollar may reduce the demand for US products and slow the inflationary effects of a warming economy. That is drawing good news from bad!

What is the current state of the US economy? It is not at a historically strong benchmark. The major reason for the strong dollar is the falling Euro, Japanese yen, Australian and Canadian dollars. To some extent policymakers, especially in the Euro-zone, are using currency depreciation as a policy tool to stimulate economies. This runs parallel to the situation with oil prices and the oil price decline. Things are fine when the markets drive results. When foreign economies start taking action to further deflate their currencies to the dollar, then we are in trouble. It will signal a strategy to kill US jobs and replace them with offshore workers. Look for European and global manufacturers to grow in the year ahead. If you are an independent recruiter, get ready for demand for engineers, manufacturing expertise, logistics and other production-related talent demands from employers building products outside the US.

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How Job Seekers Feel About Recruiter Text Messaging

By Veronica Scrimshaw

DeathtoStock_Creative-Community5-300Recently, I retweeted a lengthy article from technology reviewer Software Advice about recruiter text messaging and whether or not job seekers prefer this method of communication. I thought it was fascinating research, so today I’d like to summarize some of those findings for you here.

First off, research indicates that as many as 60 percent of recruiters now use text messaging to communicate with job candidates as part of their process. In fact, I’ve suggested it myself in this blog. And, I still maintain that text messaging CAN be a great way to communicate with candidates. However, as with so many things in life, the adage “know your audience” must be considered when using text messaging. (NOTE: The report from Software Advice assumes that job seekers have opted-in to receiving recruiter text messaging – if you have not EXPLICITLY obtained permission to text your job seekers, don’t do it!)

Here are a few of the most important take-aways:

Job seekers under the age of 45 mostly consider recruiters who send text messages professional (43% of respondents). Only 30% of job seekers aged 45-54 consider text messaging professional, and for candidates 55 or older, it dropped to a paltry 17% of respondents.

graph courtesy of: Software Advice

Next, even though recruiter text messaging is considered ‘professional,’ there are NO scenarios in which a job seeker PREFERS text messaging over other methods of communication. Job seekers are most agreeable to receiving a text message to confirm a job interview, but even then only 21% of respondents prefer this. For six common scenarios—initial outreach, to obtain additional information, to tell them about a job opening, to schedule an  interview, to confirm a job interview time, and to follow-up post-interview—job seekers STRONGLY PREFER  to be contacted via email or phone. Recruiter tip: don’t use text messaging for messages that are lengthy, or require two-way conversation.

graph courtesy of: Software Advice

Software Advice also asked job seekers if there were any scenarios in which recruiter text messaging is completely inappropriate. Survey responses varied widely for this question, often based on personal preference. However, 24% of job seekers do not want to receive texts during non-business hours. One respondent defined that as anything earlier than 9AM or later than 5PM, while another indicated that only texts received in the middle of the night would be considered “non-business hours.” Eleven percent of survey respondents indicated that interview follow-up should not be delivered via text messaging. For starters, the follow-up is often too lengthy for a single text message. Furthermore, it’s fairly normal to have some back-and-forth conversation about the follow-up. Text messaging is not a great medium for detailed conversations. If there is negative feedback to share, my opinion is that should ALWAYS be delivered in a phone call.

In conclusion, recruiter text messaging is an acceptable communication method. Recruiters are advised to be sure job seekers have expressly opted-in to receiving text messages. It is also a good idea to ask job seekers to indicated their PREFERRED communication mode. Pay attention to time of day, don’t send lengthy texts, and pick up the phone EVERY TIME the conversation warrants it.

What is your experience with text messaging?

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How to Follow-Up from Conferences or Events

By Sarah Gawrys

10410359_10153198569106974_3499108434394499467_nWe all have that feeling after attending large conferences or networking events where our minds are completely fried. Knowing all the great ideas that were swirling around your head the past couple of days now have to be implemented can make you feel more overworked than you have energy for. However, the key to good follow-up after these events is immediate action. So go for a walk, get your favorite coffee drink in hand, and sit down and try some of these tips.

  1. Business Cards. Start by taking out all of the business cards you collected that are now likely nestled in between speaker notes and restaurant receipts and separate them into two simple piles: Now and Later. Make notes on the back of these business cards as you travel through memory lane, indicating how you want to work with that person, what conversation you might have had with them, or why that service might be a good one. The “now” pile should be those contacts that you need to connect with within a few days, and the “later” pile can be saved for a week or two. This way you have cut down the pile to a less overwhelming amount, and refreshed your mind to all the connections you made.
  2. To do List. Get out a large piece of notebook paper and title it with the name of the conference and take a moment to review the agenda of the event. As you mentally walk yourself through the agenda, topics, and speakers, you will start to remember tasks or ideas you had taken away from each one and you can list them down. Next, go through each scrap paper or notebook you had during the conference also adding items that need attention to your master list. Then, feel a sigh of accomplishment at you throw out all those little notes and admire your task list. Jot down a day of the week next to each item, promising yourself to attend to them all, while prioritizing the most pressing ones.
  3. Don’t send out any emails the day after. The day after a conference is done, everyone is looking at a hefty inbox, and your message may get deleted, or not given the best attention while the other party is working to catch up on missed time.
  4. Personalize. As many people are sending follow ups out after events, it is easy to get brain fog when trying to remember every connection that is now saying, “great to meet you!” Try your best to remember a specific conversation or interaction, even, “sat at your table during that delicious salmon lunch!” gives a hint to those not especially good at remembering names.
  5. Be useful. While it is always nice to simply connect as a follow-up and state how nice it was to meet someone, a stronger follow up always offers the connection something. For example, in our split placement network, a good follow-up after a conference might be sharing a position you need help on or a strong candidate you could use help placing. Other ideas are sharing a post or a tool/tip/trick you use that they could benefit from. Try to keep these emails short, and if you are really interested in working with them in the future, use an action step or keep the conversation going. Scheduling a call or even just asking a question develops relationships.

These events are really the keys to developing as professionals and everyone you meet can be an asset to you and your business, so keep that in mind when receiving follow-ups as well.

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