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Hiring Trends for Independent Recruiters

by Veronica Blatt

This week I read an interesting article by Jason Warner, Founder at RecruitingDash, about trends that are creating a challenging landscape for employers and independent recruiters. Economic factors, candidate behaviors and increasing social media usage is reshaping the way independent recruiters connect with candidates and vice versa. According to Jason, “There’s a bit of a perfect storm that has happened as a result of all the trends that have played out in the last few years.”

Below are Jason’s three key trends. I’ve also included solutions for recruiters to ensure you present your candidates with the best and most consistent client information possible. Read the rest of this entry »

Will Semantic Searching Reshape Global Recruiting?

by Veronica Blatt

Today’s installment is courtesy of guest blogger Brock Vaughters. Brock is an Account Manager with Monster®, the worldwide leader in successfully connecting people to job opportunities. Monster Worldwide, Inc. (NYSE:MWW), is the global leader in successfully connecting job opportunities and people. Monster uses the world’s most advanced technology to help people Find Better, matching job seekers to opportunities via digital, social and mobile solutions including monster.com®, our flagship website, and employers to the best talent using a vast array of products and services. As an Internet pioneer, more than 200 million people have registered on the Monster Worldwide network.  Today, with operations in more than 40 countries, Monster provides the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities globally. For more information visit about-monster.com.

Google’s doing it! Apple’s doing it! Microsoft’s doing it! Oracle’s doing it! Are you doing it? Wait… Wait… What is everybody doing?

Well, it’s called semantic searching. It is hard to explain in words (because it doesn’t use keywords), but it uses the concepts behind words – and the context of those words in relation to every other word – in order to search information and return results. If that explanation is still a little fuzzy, let me give you an example.

If a recruiter were looking for a programmer’s resume, using semantic search, he could simply type in the word ‘programmer’, and the system will automatically find matching concepts like Software Developer, J2EE Engineer, and .Net Technical Lead,  without having to construct a complicated Boolean string.

At Monster, with our Power Resume Search, the best part about using semantic search is that you don’t have to understand the technology to use it effectively. Maybe the most surprising aspect of semantic search is that it lets you describe who you’re looking for, almost as if you were speaking with a networking contact who knew all the top candidates out there.

So let’s answer the title question of this post, “Will Semantic Search Reshape Global Recruiting?”

Do companies still need recruiters when semantic search is available? The fact is that most employers who have been using recruiters will find that these human experts will remain essential to the sourcing, recruiting and hiring cycles.

The goal with any advancement in technology is to improve the process and make it user- friendly. The key here is the word “user.” Semantic search will allow global recruiters to do what they do best, which is develop relationships, screen out candidates that look good on paper but aren’t a great fit for one reason or another. Remember that semantic searching using Monster’s Power Resume Search will bring the best candidates to the top of the list, but then the best recruiters take that list and make actual placements. At Monster, our goal is to give the best recruiters the best tools to find that best candidates. Recruiters are a big part of this process.

How much time would you save if your recruiters had a tool that could:

  • Recognize a candidate’s breadth and depth of experience?
  • Identify job hoppers from long-tenured employees?
  • Distinguish “must have” vs. “nice to have” skills?
  • Assess a candidate’s context of experience (i.e. 3 months vs. 10 yrs)?
  • Score a candidate based on recent vs. outdated skills?
  • Automatically identify related skills?
  • Understand the latest industry acronyms?

Monster Power Resume Search uses Monster’s patented 6Sense technology to do all of these things — at lightning speed. How much is your time worth?

International Recruiting News Round-Up

by Veronica Blatt

Whatsapp Can Be a Useful Tool for Global Recruiting

by Veronica Blatt

Are you doing any global recruiting? Have you ever wished for a quick and inexpensive way to reach out to clients, candidates, or other recruiters? Recently I was made aware of a mobile phone application, Whatsapp, which is basically an IM service for your cell phone. It’s available for iPhone, Android, Blackberry, and Nokia phones. Whatsapp uses your phone’s Internet connection and even supports audio and video transfer. Oh, and did I mention you won’t pay international text fees?

That’s right. Free international texting.

I realize there are lots of other communication tools, but they tend to have limitations in terms of platform support, accessibility, cost, and speed. Whatsapp avoids these issues by making use of the same data plan you already have on your phone. Here are some ways you can use Whatsapp in your global recruiting efforts:

  • Confirm interviews with candidates (or clients) without having to rely on email, which may not be received on time
  • Reach out to global recruiting partners for communication updates such as, “Thanks for forwarding that resume. I got it.”
  • Connect with clients for issues that are time-sensitive and/or happen outside normal working hours.

People are relying more and more on their mobile devices, and are connected to them from very early in the morning until very late at night, including weekends. In our global recruiting network, we are continually frustrated with delayed responses due to the huge time zone differences. It’s especially frustrating when the weekend has already started in other countries and by the time a response is seen, it’s already someone else’s Tuesday.  Using a tool like Whatsapp can help get faster answers to time-sensitive questions.

For Android users (including me) Whatsapp is a free download. iPhone users pay US$.99 to download the app. After a free one-year trial, the service costs a whopping US$1.99 annually. Oh, and Whatsapp doesn’t sell ads.

What’s your favorite app to assist with your global recruiting activities?

8 Critical Mistakes of Independent Recruiting Firm Owners

by Terri Piersma

In the September 2012 issue of EMinfo, Industry Trainer and Recruiting Firm Owner, Barb Bruno, CPC, CTS, submitted an article directed towards recruiting firm owners. I believe it is a recruiting resource that should not be ignored. The article lists 8 critical mistakes Barb believes recruiting firm owners make and offers solutions.

I’ve listed the mistakes below. Go to page five of EMInfo to read the solutions!

MISTAKE #1 – Expectations are not written down

MISTAKE #2 – Planning is not mandatory

MISTAKE #3 – You are expecting not inspecting or implementing

MISTAKE #4 – You don’t monitor daily send-outs

MISTAKE #5 – Your open door policy

MISTAKE #6 – Lack of systems

MISTAKE #7 – Holding on to ducks

MISTAKE  #8 – You are your company

When Barb discusses Mistake #4, she suggests you request a copy of a sample Send-out Hot Sheet. If you are a recruiter or a recruiting firm owner, monitoring daily send-outs as well as placements, revenue, and the send-out to placement ratio are building blocks that result in success.

If you are a recruiting firm owner, are there any other critical mistakes you believe are more important than the ones listed above?

 

Image:   FreeDigitalPhotos.net

 

Contingent Recruiters or Retained Headhunters…Which is Best?

by Dave Nerz

I just read a blog post on ere.net by Fraser Hill.  The premise is about RPO, but the stereotyping of recruiters is what was most fascinating to me.  It seems that Mr. Hill believes the “Headhunter” (retained) recruiter to be more capable than the “RPO” or “Contingent” recruiter.

In my opinion, it’s all about how the client wants to pay, not the result they are looking to achieve.  Each model provides ample opportunity for the client to specify what they want and expect.  If the client is willing to pay a reasonable fee to gain the result, I think any of the many recruitment models and recruiters available can do the work to find top talent.

It is particularly interesting to see that “contingent recruiters” are evolving to more complex payment models as they engage multiple times with the same client.  I see “containers” (a mixed contingent and retained fee), small retainers, recruiter engagement fees, pay for hours worked, pay per candidate, and increased total fee payouts all be effective to motivate and incentivize a contingent recruiter to work a complex and longer-term search.  Again, it is just a payment issue not a capability issue that drives recruitment models.  It is interesting to see that not everyone views it that way.

Do you feel one recruitment model is more capable or effective than the other?

Have You Earned Your Recruiter Certification Yet? Why Not?

by Dave Nerz

Let ‘s start one step back from recruiter certification. I view recruiter certification as the culmination of a commitment to your profession as a recruiter. So maybe we should start at the beginning.

Where does the commitment to the profession begin? To me, it is connecting with and getting connected to others that are working in the same profession as you, a recruiting industry trade association or group. To me, there are many professions that are legitimized by a governing body or an association that ensures professionalism and standards. I want my lawyer to pass the bar exam, I want my doctor to be a member of the appropriate medical association and I want my pilot to be a member of the trade association or governing body that pilots belong to. I expect professionals to be connected to other professionals so that I don’t get bad medical advice or a pilot who doesn’t understand the dangers of wind shear.

So for me…

  • STEP 1. Join a recruiting industry trade association or recruiter association like the National Association of Personnel Services (NAPS) in the US. There are other groups in Canada like ACCESS or in Australia like RCSA. As a point of reference only, our organization so believes in this that we have corporately joined NAPS and make NAPS membership available to our members for just $100 annually. We are committed and walking the talk.
  • STEP 2. Study the manuals necessary to become an expert on issues and legal requirements of performing to the highest and most ethical standards of your profession. Look for a certification class and take it. Finally once you are confident, take the recruiting association’s exam to become a certified recruiter.

If you expect to be treated like a professional and want your clients to view you as committed to the profession, do these two things. Join your industry’s trade association and get your professional certification. It doesn’t cost much or require much time, and it will set you apart from the crowd.

Independent Recruiters, Does Relocation Have You Singing the Blues?

by Veronica Blatt

Today’s installment is courtesy of guest blogger Laurie Johnson. Laurie is Vice President of Account Management with Recruiter Relocation, a firm that provides relocation support for recruiters and their candidates domestically and internationally. Laurie has over 11 years of service with Recruiter Relocation and is considered the “go-to” person for best practices and industry resources regarding placements and relocation. For more information, contact Laurie at www.recruiterrelocation.com

For any independent recruiter involved in a search assignment, the more complicated the prerequisite skill-set, the more likely it is that the placement will involve a candidate relocation. This can certainly present a challenge – for both the candidate and the recruiter. Relocations can fail if certain details are not addressed EARLY- pre-hire/pre offer. The following song titles suggest some important points to help independent recruiters maximize successful relocation rates:

Should I Stay or Should I Go – Companies go to great lengths with their relocation partners to write policies that work both for their employees and meet their fiscal bottom lines. A cost of living adjustment is one item that is often overlooked. A salary increase may initially look good, but if it doesn’t go as far in the new location, it may spell disaster in the long term. Find out the COLA early, and immediately dialogue with the candidate on the results.

How Deep is Your Love? – You’ve found the ideal person for the position. They have accepted. And while that’s a great feeling, this positive circumstance really only represents half the battle. For a great, lasting result, they are going to have to perform in the position for a substantial amount of time. A relocation that fails to address the concerns of the new hire’s immediate family: spouse, children, or elderly parent could be destined to fall short of a company’s objectives. These familial difficulties and challenges should be identified and addressed from the very beginning. Converse with your candidate and their family on realistic relocation costs and expectations before an offer is extended.

Dancing on the Ceiling – In this market, there are few who are unaware of the equity position with their home. However, secondary and tertiary considerations such as title charges, taxes, fees, and commission expenses may factor in to a candidate’s willingness to get on board due to a small relocation allowance. Uncover early-on whether a home sale (or inability, therewith) could present a problem.

Pump Up the Volume – Often we use ourselves as an instrument by which to measure other people’s preferences. If a potential candidate is considering a move to a small New England town that we find quaint, it is easy to overlook some of the cultural or even infrastructure issues that might be less than ideal for them. It is important listen and find out what is most important to the candidate and their family – so all their needs are being adequately addressed.

While it may be painful to lose an otherwise acceptable candidate to relocation incompatibility issues, both the company and the candidate will be far better off if the considerations above are addressed from the beginning. Independent recruiters can benefit from working with a relocation partner to help resolve these concerns.

Recruiting Across Generations

by Veronica Blatt

When I started working at NPA there was an article pinned to my desk about the differences in characteristics of people from different generations. Being the only person in the NPA Headquarters office of my generation, it was helpful in understanding the differences between me and my co-workers. For recruiters, it’s important to understand the differences between generations (of job seekers, hiring managers, global recruiters, etc.) and be prepared to answer questions and tailor messages accordingly. The hiring manager might have a preference so the more you know,  the better chance you have at making a successful placement. Below I’ve outlined some of the characteristics of each generation:

Traditionalists (born between 1900 – 1945)

  • Have a strong work ethic
  • Are respectful of authority
  • Value work and their job
  • Place duty before pleasure
  • Are loyal
  • Are patient
  • May have a hard time accepting changes in technology
  • Prefer a command and control style of leadership
  • Rarely say no

Baby Boomers (born between 1946 – 1964)

  • Live to work
  • Invented the 60-hour work week
  • Are loyal
  • Are extremely competitive in work and life
  • Look for leadership
  • Sense of who they are is deeply connected to their career and achievements
  • Still have the mentality that a job can be for life
  • Have some trouble with change

Genxers (born between 1965-1980)

  • Strive for a work-life balance
  • Tend to be less loyal than Baby Boomers
  • Are technology savvy
  • Crave feedback
  • Are independent and resourceful
  • Are entrepreneurial
  • Want to be kept busy with challenging work
  • Look at a job as a contract

Millennials (born between 1981-1999)

  • Are technology savvy
  • Are the digital generation
  • Prefer a team based environment
  • Are collaborative
  • Relate well to Traditionalists
  • Are energetic

Understanding the differences between generations will give you a better idea of some of the things you can expect from a job seeker of a particular generation. These characteristics will help you in working in a global recruiting network as well. Recruiters of all ages are looking to make money and work together to be successful. Part of that success may stem from your understanding of how to work with a recruiter 20 years older or younger than you.

What is your experience in working with a recruiter or job seeker of a different generation than your own?  Do you find the characteristics above to be true?

 

Plenty of U.S. job openings for independent recruiters

by Veronica Blatt

Today’s guest blogger is Anne Downing with Demetrio & Associates, LLC located in greater Phoenix, Arizona. Demetrio & Associates is a boutique recruitment firm that has clients across the US as well as in international locations. The firm places candidates in sales & marketing, advertising, wireless and software positions.

It seems independent recruiters hear about unemployment, job openings, layoffs etc. each and every day. One day there is news of low unemployment rates, and then the next thing you know it we hear something negative and we are left thinking that there are few job openings in the US and it may stay this way for a long time.

As of the end of June, there were 3.8 million job openings in the US., the most since July 2008. Even the lukewarm jobs report for July was the best in five months. Where are all of these jobs you might ask… according to the Bureau of Labor Statistics from the US Department of Labor, the industries with the greatest amount of job openings as of June 2012 are the following:

  • Professional and Business Services (718,000 openings)
  • Healthcare Services (700,000 openings)
  • Healthcare Assistance (644,000 openings), and
  • Transportation and Utilities (601,000 openings).

Other sources, including Monster.com, indicate that highly skilled workers and entry-level workers have the biggest pool of jobs to choose from. Industries including finance, engineering and technology have numerous job openings across the US for the highly skilled workers. Entry-level candidates have the greatest opportunity to find positions in the healthcare and hospitality industries.

We have a long way to go to get back to our pre-recession employment market because the US lost 9 million positions during the recession. It has been predicted by Moody’s that if things stay on course the US will create 2.7 million jobs in 2012 and 4.5 million jobs in 2014. If this turns out to be the case, we will be back to our prerecession number by the end of 2014.

There are a lot of great job opportunities out there and a lot of qualified job seekers. It’s a great time to be an independent recruiter!

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