I am working on two searches that have turned out to be somewhat of a purple squirrel and shouldn't be..I thought. Having advertised the positions, direct called, asked for personal referrals etc. etc. Still no viable candidates that are of interest to my client. Now, they have changed the job requirements mid search which caused some whiplash. But here's my thought. To all you who believe that social media recruiting is the holy grail..show me the candidates. If you can find candidates for these two positions using only social media, no posting ads, no direct calls, if you have one in the data base he/she has to be the result of social media recruiting, i'll split with you.
These will not make you rich, but on the surface they won't seem to be that difficult so if you want to give it a try, let's see if your medicine works. If it works we'll post about how you did it and give you the opportunity to show us how you did it.
Here's the job description:
Position: Staff Level Operations Manager - Wholesale Distribution
Location: Atlanta, Georgia - Here's the catch. Must be within 20 minutes commute time from the Lawrenceville, Georgia area. Prefer not to relo.
Salary Range: 50 to 60K. No bonus potential. 401K, Medical insurance effective after 90 days and expensive for family coverage first year. Fee is 20% of base, split paid upon receipt of check from company. 90 day replacement guarantee.
Deg. Supply Chain Management, Logistics, Business with supply chain management or other four year degree with Supply Chain/wholesale distribution experience..
Functional Responsibility: Supervise a team of 20 -25 hourly associates in a fast paced , automated pick, pack ship environment. Flexible for second shift or weekend shift work. Position is one of 12 Ops Managers at this level reporting to the AGM and GM. Experience with SAP, Red Prairie, High Jump or Manhattan WMS PkMS.
What the client wants. Min. of 3-4 years management experience in the wholesale distribution warehouse facility of any of the big box DC's ie; Target, K-Mart, Toys R. Us, Best Buy, etc. Can not consider candidates coming directily from Wal Mart distribution. Manufacturing background not a fit.
Retail not a fit. Stable job record. Heavy on the stable job record. Good reasons for change.
If you can find candidates using social media only i will be impressed. Questions, comments, my email address is firstname.lastname@example.org. Or post it here. We have looked at a lot of candidates for these positions. If we already have them from ads or direct recruiting will let you know immediately. I want to see if social media is really a tool that will produce candidates who are not findable using other recruiting processes. Wanna play?
Linkedin is working big time it seems for all of us. Michelle and Karie are rockin and rollin with it.
Will it change the dynamic if the cost to use linkedin for recruiters goes up to 5 or 6K a year? And will it then become a job board?
Nick - this is perhaps one of the most well written responses I've seen in quite a while. You have a gift. Thanks!
An erudite response that begs reading, digestion and contemplation.
I bet you can write one hell of a cover letter. We would all be better served if we indeed recognized the "subtitle" differences, as well as what really happens when a good recruiter, a candidate and a client triangulate.
So what do you think of Twitter and the viability of talent communities?
As to mossy old headhunters who have evolved with several revolutions. I was having a conversation this week with a sophisticated recruiter who has been in the industry a bit over 10 years. He was astounded when i described typing a cover letter on a typewriter, sticking the copied resume and cover letter in an envelope, adding a stamp then waiting 3 to 5 days for the client to get the resume but he did giggle when i mentioned that it was so much faster than that tray of letters that had to dipped in ink and hit with a mallet when they were pressed to the paper.
He asked, "How did you find candidates?"
I had to think a minute, it's been a long time. "We advertised in newspapers and trade journals but the real treasure trove was the little room in the office that contained the yellow page phone books of every major and many minor cities in the United States". "We joined professional groups, wrote letters to people talking about positions that we were working on and to introduce ourselves and our services, we made "warm" calls, cold calls were as irritating to people as they are today, we built our reputations without using a bevy of trendy buzz words by proving our knowledge of business in general and learning enough about an individual business to be able to make a judgement call as to who would fit in that organization." We learned to sell and negotiate and close. We depended heavily on referrals from relationships that were developed over years.
Notice anything? As Nick says, "the more things change the more they stay the same". The only difference is speed, accessability, more tools and the ability to use the ones that work without getting bogged down by realizing the objective is drain the swamp. Ask me about the time i sent out 500 personal letters to the CEO's of every manufacturing company listed in the Thomas Registry in the city of Fort Worth, Texas. It had about the same result as tweeting a job to 1500 connections. Social networking is not new...taking pen in hand just went on for more than 140 characters but stamps were a lot cheaper at that point. Nobody was more excited about a computer than those of us who had blisters on our fingers from creative writing to sell a candidate.
May i suggest gentle readers that recruiting is effective interaction with people. Any interaction with people is social networking and it always has been. The question is..is it effective?