Talent search and the economy

What direction does the economy need to turn to rebound for people that like to work? These are strange days in staffing for organizations.

Networking and Such

Networking is an invaluable tool which is fairly neglected in my opinion. Networking is about meeting new people and talking with them about challenges, interesting tidbits and life experiences. It is not necessary about assessing or gauging their ability to be used to move forward your personal initiative but rather educating the other so they can benefit from your knowledge.

All to often as a recruiter, individuals on all sides (recruiters, candidates and to a lesser extent hiring managers) use the term networkng as a catch all phrase which emphasizes "me-ism". Simply stated, how can I use this contact to further my personal mission versus connecting as a professional. At one of my "previous" employers, there was an individual that constantly badgered incoming employees to share their contacts with them. Almost on a daily basis, he would reach out to new and existing employees to overtly extract the information regarding names of contacts people know to "recruit" them. Most left the conversation feeling violated in a not so pleasant way. When I think of the do's and don't of networking, I think of this person as my standard of how NOT to approach this technique.

I prefer to freely share knowledge with others, who are by my standard less egocentric in utilizing networking as a give versus get approach. With this concept as a frame of reference one gains the trust of the individual with which they network and not their disdain.

I will always be open to networking with individuals to assist in their professional development and growth. If you are interested in networking with me, please feel free to connect with me any time.

My knowledge, skills and experience are always "at your service"

Carol
Recruiting the Best Talent

"AT WILL" Employment

I have been educated in the concept of "AT WILL" employment. As a result, I am currently on the market....so as to provide a snapshot into my knowledge, skills and abilities; I would like to tell you a little bit about my last 3.5 years and highlight some of my accomplishments. Briefly:

I am an experienced technical recruiter (15 years), who has supported both direct placement and contract/interim opportunities. I am interested in assisting organizations which are looking for support and assistance from a solid technical recruiter driven to implement best practices within their recruitment process to streamline processes, identify strong candidates and increase revenue and/or control their recruitment cost.

I would be very interested in speaking with you about your current recruiting opening(s). Over the course of my career, I have been built a strong reputation of being able to take on hard to fill requirements successful which opens the door to GROW key accounts with new customers.

I am very good at building rapport with candidates to extract additional information otherwise neglected to present them in the best possible light to clients. I am self directed and highly motivated. During my tenure at VOLT, I was consistently recognized as one of the top 10 recruiters on the direct placement side and as a result of my personal efforts of generating over $511k in placement fees over the course of 3.5 years. As a result, other recruiters were able to support the accounts and generate additional fees with those accounts. One of the accounts, I personally generated over $200k in revenue and the company (VOLT) was able to grow the account to exceed $1 Million in revenue. At another client, I was able to generate over $175k in revenue for VOLT and assist this client in being able to maintain their staffing numbers in one group and fill several difficult to fill IT competencies. There are several instances where I can cite in which again, VOLT was able to capitalize on my tenacity, resourcefulness and perseverance.

Additionally, I was requested to develop, implement and train incoming recruiters on internet sourcing techniques as well as train, mentor and guide Research Specialists in learning best practices in candidate identification and qualification. I was also a regular presenter on a monthly direct placement conference call to increase the organizational knowledge of internet search techniques. I am not sure where your organization is at in its organizational development but I can definitely assist in adding value.

Another strength I possess is using Applicant Tracking Systems to maximize my efficiency and remain connect to potential candidates. These skills have been honed over the breadth of my career.

I would be open to discussing any opportunity to partner with you and fill your bounties available within your organization and look forward to speaking with you regarding next steps.

Thank you,

Carol Moore
ftnotcontract@gmail.com

Recruiting the Best Talent

It's all about you

One of my favorite statements is: "It's all about me!"  In this case, it is all about you.   How you are perceived and perceive things.  Whether you are actively looking for employment or just mildly struggling with the sense that your current career path is not satisfying enough so as to motivate you take inventory of your situation.  

How are you being perceived by others?  What is your perception of your industry, career path or your abilities?  Now ask yourself, are they accurate?  Do you work on your faults to turn them into your strengths so you can be considered an asset?  Do you consider how you can increase your visibility within an employer or "assume" there is no career growth for you?  

Are you professional?  Or do you look professional but lack substance?  My comments are meant to spur you into action.  When will you accept responsibility for your career and act?

Because it is ALL ABOUT YOU!

Recruiting Etiquette-->Remembering the Golden Rule

The golden rule "treat others as you would like to be treated" so simple yet so vastly complex.   Here are what I consider the GOLDEN RULES of Recruiting Talent:

1. Read the job requirements prior to submitting your resume or bombarding a recruiter or hiring manager with phone calls, emails or impromptu visits. They also have numerous other planned activities which may take precedence.  Keep in mind that the person posting the position receives numerous responses and generally reviews them all.  The respondents who communicate their abilities the best are the ones which receive the most immediate responses.
2. Be polite and professional in your correspondence.  This will increase the likelihood of a return call. This encourages and promotes the interest of the other party.  All to often there are alternate positions which one can be considered appropriate for your background but if the time is not taken to build and cultivate a relationship that door is never visible to the person that lacks the ability to be considerate and professional in their interactions.
3. An individual only has one opportunity to make a first impression.  Be clear about your career goals and be able to clearly articulate them.  Let your career pitch be about your background, experiences and abilities.  The underlying message here is you are confident, mature and eager to show your stuff in a face to face interview. (non verbal cue equals-->I want to work for you!)
4. Job searching is only personal when one forget that it is business.  Maintain your professionalism and treat others the way you would like to be treated.  Don't let your frustration come to the surface by becoming aggressive in your communication.  This type of behavior closes the door.  If you encounter someone that is not "vibing" with you, shake the experience off and keep looking.  The negativity of their aura will follow them not you.  Be the bigger person it is truly business.
5. Be empathetic to your interviewer be it in person, via email or by phone.  A recruiter's job is to source, screen and identify qualified resources capable of being successful in a given role.  This is our business. We ask questions, probe for clarity and qualify experience to assess culture fit, aptitude and most importantly attitude.  Show your worth by being invested in the conversations and selling the experiences learned through your employment, hobbies, activities and interest.  Know you!  This type of behavior will get you in the door building your credibility and establishing an interest in learning more about you!
6. Develop a rapport and network with those you deem knowledgeable of areas which you seek to be employed.  Do your research in interacting with agency recruiters by asking them questions.  Do they have multiple opportunities in your field?  Do they specialize in filling certain positions?  Can you schedule time to meet with them? This relationship should be two way not a closed end loop.  Find out their story and become invested.  Visit their website and do your research.
7. Give the interviewer the information needed to assess your background.  Never assume that the other person knows your work history, experience or accomplishments which make you the gem you are for any organization.  Be proud of your experience and flaunt it.

One of the most challenging aspects of being a recruiter is the personal interactions it is also the most rewarding experience when I engage with people that are fully invested.  I have learned over the years when I encounter lemons I need to make lemonade and turn the interaction around.  I love to expand my network and meet new people.  This speaks to my passion and why I chose to become a recruiter.  Help me work on your behalf.

Thanks!

I look forward to working with you soon.  Drop a line and say, "Hi!" I generally respond in less than 8 business hours.  In this case, email is most appropriate.

Carol

 

ftnotcontract@gmail.com

Recruiting the best talent!

 

Recruiting Clients/Clarifying Needs

Recruiting new customers/clients is similar to the recruiting process of candidates with one exception.  While recruiting candidates, recruiters generally tend to feel more in control.  As a recruiter, I am always comfortable probing for insight with the candidates I am recruiting but the roles are a little reversed when dealing with customers.

Why?  Customers/Clients have a tendency to limit their responses much like disengaged candidates.  They tend to provide short answers based on their assumption, I should know the "ins" and "outs" of their specific requirements.  Beliefs that general is more specific and the own-ness is on the individual providing the service to be all knowing.  

The solution? Never to concede that the role of the recruiter has changed one iota.  Recruiting candidates and recruiting customers requires the same amount of work and education to determine the underlying information necessary to close the deal.  I need to understand the needs of my customer's requirement from a work function, cultural and an organizational impact standpoint so I can effectively source, identify and screen candidates for this individual requirement.  Developing a solid relationship with a customer assists me in understanding their individual work ethic and approach to work which allows me to really screen potential candidates.  

Sometimes the best customers are not the easiest to discern because they have been burned in the past by the failed relationships with their external agencies supporting their requirements. They tend to be short and curt in their responses because they don't appreciate the service being afforded to them.  

Let's reflect on this at a granular level.  As a contingent based recruiter,  I do not generate revenue unless I make a placement for the order being supported.  So, if this is the scenario, I have to identify the best candidates to bring forward to my customer.  Although I fill technical positions, often times candidates are disqualified because they lack the soft skills necessary to communicate their abilities.  Oddly, the same challenge usually presents itself when qualifying orders with our customer.  

Solution:  Work on building a better method of communicating with both sides.  I see my role as a intermediary, someone that is a conduit for others to connect and network.  I enjoy supporting the customers I work with and I also enjoy working with candidates.  I don't always succeed with everyone but I take my time and do my part to understand the others need so I can effectively communicate it in performing my work duties.

How would you rate your ability to clarify your need?

Recruiting for you  

What motivates you?

Part of my role recruiting technical talent relates to understanding motivations. Did your career choose you or did you choose your career? When speaking with highly skilled professionals, my senses are stimulated as we review the characteristics of their motivations, what influenced their career direction and why this was important?

Individuals that enjoy what they do are much more concerned with the role and how it relates back to their ability to continue growing versus does this job meet my minimum requirements, namely, being able to support the need for food, water, clothing and a place to stay (although, I think most people want to be challenged by their work, this is not a necessity).

I enjoy working with self motivated individuals. On going learning and professional development for self motivated individuals leads to greater job satisfaction; one is capable of managing their ability to aid in the corporate growth and achieve long term objectives related to career progression. It also provides challenge.

Depending on the individual, this may also encompass the ability to achieve the greater good. The ability to address societal issues and affect the masses versus a select group. Believe it or not, individuals working in the private sector in technical roles can and do possess this desire. Sometimes these individuals are so insulated in their roles it can be difficult to reach them directly. Their needs, at this point in time, are proverbially being met.

As a contingency recruiter, I am working with a customer, client or business entity which has an opening which needs to be filled. In a "best in class" employer, one of the first questions a job seeker will need to address for the employer relates to motivation because candidates with the appropriate technical skills can be identified but not necessarily the right motivation. Customers enlist my aid to identify candidates based on this criteria, it relates to my passion and I can appreciate their pain.

Third party contingent direct placement recruiting is more than just a skill match although it may not seem so to on-lookers; employers and candidates require that the individual recruiting is knowledgeable about their field and their customers. Over the course of my career, I have had many successes and probably, equally if not, more situations of failure. The one certainty lies in my ability and willingness to identify the motivating factors essential to make a credible placement which is a win-win for all parties.

So what motivates you at your core as it pertains to employment? Are you willing to take a closer look?

Recruiting the best talent!

If you are happy in your current position, what would it take to be happier?

As a recruiter, I generally spend my time speaking with individuals who may or may not be actively involved in a job search. Usually, a common initial comment I am faced with is, "I am pretty happy and not currently looking"; from a recruiters perspective this is a polite brush off. Professional Recruiters are not always seen in a positive light shall we say, so, unless there is a need or a compelling reason to speak with us most people choose not to engage. (What a missed opportunity to become happy!)

I am generally appreciative of the individuals' position but I being a recruiter my natural tendency is to gravitate to thinking just how happy are you in your role and how can I assist in helping you move from being happy to being happier? As I screen candidates on a daily basis, I am looking for strong communication skills. This is quantified as being the ability to articulate the skills necessary to be successful in the workplace. What are the challenges encountered while performing your work? How do you overcome them? Are they overcome-able? What changes have you been able to implement in the workplace that improve the internal processes and how does it affect the work flow in the environment? Are you knowledgeable of the tools that you are working with? Are you organized?

When a person can speak coherently about these things with an underlying passion; I get excited and enthusiasm also pours from my voice because I know I can help. I can also help others unable to quantify their knowledge to this extent. This just takes a little bit more effort on both of our parts to communicate and work to define it.

Being happy at work is a very important component of our lives and working with people that enjoy what they do is also important. I predominately recruit in the technical market for IT professionals. I have also recruited sales, marketing, engineering, field service and human resource professionals. I like to work with passionate people as clients and candidates. Feel free to bookmark my blog and visit regularly.

Cheers, I am out hunting for those that want to be happier professionally.