Search Results - feeling

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Blog Post: The 3 Keys to Achieving Your Career Goals: Who doesn’t want to improve and achieve their goals? Sounds like a rhetorical…; Added by Nick Tubach at 8:15am on April 6, 2018

Topic: The Truth about Social Networking, Web 2.0 and Recruiting: s to using the internet for their businesses, specifically the aspect of social networking, also called web 2.0. They believe that Linked-In, Google, MySpace, Facebook, Twitter, and all the other social media sites and blogs are the silver bullet of recruiting. These topics make for the hottest webinars and are the most-attended sessions at industry conferences. In the same way that my son wants to spend all his time playing with the newest toy, search firms and staffing agencies are investing a considerable amount of time and energy devoted to finding ways to make good use of this potentially powerful tool. If the only tool you are using is a hammer, then every problem looks like a nail. Web 2.0 brings with it not just new applications and uses, but a new way of thinking. Businesses who fail with the web ask questions like, “How can we use this tool for our business?” Instead they should be asking, “How can we re-shape our business model to use these tools?” Or one step further, “Can and should the web really help us with our business? And if not in every aspect, then where specifically can it help us?” And that question leads to the most important question you can ask about your practice: “What business am I really in?” When you finally get to that question, then you’ll see that Web 2.0 is not the great solution that so many executive search firms and third-party recruiters were hoping it would be. It’s a good tool, but it’s just a hammer, not a fork lift or a high-rise crane or a bulldozer. Here’s what I mean. Web 2.0 is about open connectedness and communication. People who want to communicate make themselves available with social media. That’s why the great blogs for our industry offer value through learning, education, training, information, industry gossip, tips, industry intelligence, and building relationships with potential trading partners, and feeling a sense of camaraderie with your peers. (Check out www.recruitingblogs.com and the Fordyce Letter’s social media site at http://network.fordyceletter.com/. In my opinion, these two sites offer the best value for the time you spend on them. Plus, they won’t send you three emails a day trying to sell you stuff. They are real organically grown social media sites and weren’t fabricated through email blasts of purchased lists). Web 2.0 is built on permission marketing, meaning that people who want to hear from you will allow you to come into their world and even actively invite you into it. This is an amazing concept when it comes to recruiting, to know that some people want you to tell them about the opportunities you have to place them with one of your clients. It makes a lot of sense for active candidates who want to hear about opportunities and eagerly pursue them. But who else can get access to these types of candidates? Everyone with a computer, like your clients. If you are a third party recruiter, you have to show value to your clients. That means that you have to be able to do things that they can’t do on their own. Otherwise, what’s the point of your existence? Can your clients surf the web and connect with these people? Yes. Can your client download resumes of active job seekers? Yes. Can your client open up portals of opportunities that active job seekers will find? Yes. If this is how you do business, then you are now irrelevant. What value are you offering? What value does surfing the web and connecting with active job-seeking candidates and downloading resumes offer? If you believe this, then you will watch your own clients become your competitors and for many of you, it’s already happened. Fortune 500 companies send their own internal recruiters to the same seminars that you attend on how to use the web to find resumes of passive candidates, how to use the job postings and how to use social media to find and connect with them. So what’s the point? Why should they use you? If they can do what you are trying to do, how can you bring value to them? If the only difference between what they do and what you do is that there’s a big fee involved, then what’s the point of having you around? They should use you because you are able to reach those people who do not want to communicate about job opportunities and are not open to hearing about them. A big part of your business is based on interruption marketing. There’s nothing wrong with that, if you do it properly. You have to interrupt people, engage them in a dialogue about opportunities, be persuasive in opening up their minds, and lead them down the scary path of interviews that is built on their greatest fear, the fear of change. And yes, it really can be done. This is why so many people fail and so many people make a fortune in our business: their single greatest core competency is to become an expert at building authentic relationships and to ethically influence other people to (1) make decisions based on the fear of change and (2) to take action. What business are you really in? If you think you are in the networking business, you are in the wrong business. If that’s the case you might as well form a book club or a supper club. You are in the business of facilitating change in other peoples’ lives through active engagement and that isn’t going to happen just over the web. It can start there, but it won’t end up there. A few years ago I keynoted at the annual sales meeting for the International Cemetery and Funeral Association. (A big part of my business is to keynote at other industry conferences on sales and leadership through my other speaking brand). When talking with the attendees, the people who sell funeral services and pre-need cemetery lots, it became clear to me that the web will never replace a good sales person. Who the heck wants to consider or make a decision about their own death? You can buy life insurance from the web. But there are still thousands of life insurance sales people who are making six figure incomes because they are able to help people face the fear of change and the fear of death. That’s also why there are no more travel agents. What’s the fear in making a decision about which airport you should fly through? Unless, of course, you have to route through O’Hare. As a third party recruiter, you offer value to your clients by getting candidates they can’t access interested in opportunities that they originally are not open to. That’s the business that you are in. You are a professional influencer. Web 2.0 is a fantastic forum to network with people and begin to open up doors. You can build a large network quite easily with people in your niche, and you really should do that. You should be visible in your space. You should learn how to find information from the web. You should harness technology to make your life easier. But when it comes to prioritizing how you develop yourself and your team to master core competencies in your business, your efforts to become a master of influence will give you the greatest value and greatest return on investment. Copyright © 2008 Scott Love www.recruitingmastery.com…; Added by Scott Love at 10:42pm on January 15, 2009

Comment on: Topic 'No one returns emails or calls any more. Did professionalism go out the door wi…': ming negative responses to my sparked debate. It seems to be a sensitive subject on both sides but I'm probably debating a losing battle. You really hit the nail on the head for ME. One of those aha moments. Enthusiasm and belief in ones product or service is so very important, especially now in this economy. I know this, but, being reminded certainly does not hurt. Maybe I've just become less optimisitc and that's what people are hearing from me. I really need to think about my message and how I am being perceived, regardless of the fact that I really do believe my company provides value add! (Perception is Reality). I've been in sales for over 20 years personally, but I have only been in this particular business for approximately 4 years. I love it believe it or not, but, even in my first year of recruiting and being an absolute novice I never saw the lack of response as I do now. I guess that's where my frustration lies. I in no way intended this subject to turn into a pity party for Jill I just wanted to make my point hoping it would at least resonate for people who are on the side of the desk making hiring decisions or the decision on who to respond too and who not too. Jack Young said:I attended my first recruiter’s work shop in September 1986. I unfortunately can’t remember the name of the presenter, although I do remember his diamond studded cufflinks, embroidered/monogrammed shirt, and a smirk that said, “90% of you newbies will never make it past the first 60 days.”We had to learn the “pitch”, and it went something like this, “Hi, my name is Jack Young I’m an executive recruiter I take it you know what I mean.” Depending on whether you were cold calling a candidate or a client you then went further in your spiel with, CANDIDATE: “I’m calling you today because I just received a fabulous assignment to recruit a Director of Operations for a wonderful manufacturing company in your area, and I was wondering if you’d be interested in hearing about this opportunity?”Jill, apropos your discussion from the CLIENT SIDE circa 1986, “I was calling you today because I just met an incredibly talented Director of Operations. I’m handling a search for another distribution company, and frankly, this particular Director of Ops is too senior for my current client company. Do you think you’d be interested in hearing about this very talented operations professional?”Here’s a laugh from these pre-scripted call days; I worked with another new recruiter “Bob”. Bob really took the training literally, and committed to memory the opening phrase, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Well, we all worked off of paper company lists at the time, and you simply were “dialing for dollars”, not paying too much attention to who, what and where. Bob is on his umpteenth call of the day, and about twelve of us in the “recruiting bullpen” were making calls, and hated hearing Bob and his inane rendition of, “Hi my name is Bob I’m an executive recruiter I take it you know what I mean.” Finally, Bob get’s the next potential client or candidate on the phone, and he starts his pitch when all of a sudden we hear him say, “Hi my name is Bob I’m an executive recruiter I TAKE IT I KNOW WHAT I MEAN”. Jill, I’ve laughed a lot during my years in this business, but maybe never harder than hearing Bob utter that one phrase. Imagine the thoughts going on in the mind of the person listening to that pitch.It is amazing with this training I ever survived in the business. On and on, evolving and evolving we’ve trekked. Always trying to professionalize our approach, and gain entre' to the next great client, or superstar “Operations Manager”.I find myself having morphed from newbie/novice salesman, agency proprietor, to seasoned showman/schmoozer. A day does not go by where I’m not formulating a strategy of how to break into an account. How can I reinvigorate enthusiasm with a long standing client company that’s been hit hard by the economic downturn?No one returns my calls, where has professionalism gone was the salesman’s lament in 1986; it is still a challenge to overcome today in 2009. The biggest difference is that the snub can emanate from so many different forms of media. Our email can be ignored, our voicemail can be ignored, our text can be ignored, and the greatest indignity of all, our Tweet can be ignored…I posted a blog on April 23rd. titled “I just want someone to call me” http://www.allowmetointroducemyself.com/blog/ from the 100’s of candidate calls I receive and their pleas for help in connecting with a potential hiring authority or recruiter that can offer them some hope.Man, I don’t want to be preaching, (particularly to this choir), but many of us face the same challenge as the candidate(s) wanting audience with a hiring manager. Reinvent, or as our President sold us, “change”… and so I shall.I’ve reinvented my recruiting model for the fourth time in 23 years. This incarnation is the most drastic, innovative, and circular in design. I’ve tried to consider the most glaring needs of the client, candidate, and recruiter. This new model gives me reason, and purpose to reach out to 23 years of connections. I won’t be sending a single postcard, letter or facsimile.There’ll be links to PowerPoint presentations stored online. Announcements throughout the Social Networking community, and yes, old fashion phone calls to my most valued accounts. Jill, I need to be extraordinarily compelling in my message.I need to be inventive in my service, and need to employ strategic risks that look good on paper, but are wholly unproven in practical application. I can do this because I am convinced my plan is solid, and the implementation benefits everyone.I’m leaving emails regarding this launch that are being returned. I’m calling my client base with a message that goes something like this, “Hi, it’s Jack Young, and I would like to speak to you about a new recruiting solution for your company. I’ve crafted a unique way for us to work together that will dramatically reduce your cost in utilizing my service, and provide you greater access to my network.” I’m receiving a call back of about 90% of the time. As a maniacal Class A lunatic, the 10% not responding still drives me nuts. My attitude is once the program roles out and gains it’s first, and second success, the ten-percenters will come along as well.Be compelling, be beyond excited, be positive – if you believe you are calling with a product or service that will definitely improve the functionality, productivity, and profitability of a company, and that belief is born from solid research and experience, keep calling until the CEO, President or owner of the company tells you to stop! …; Added by Jill Rosenfield at 4:40pm on May 13, 2009

Blog Post: Is Making a "Career Investment" like Swallowing a Dead Fish? - PART I: (With 2/3 of the workforce or about 60-70 million people actively looking or open to a new job…; Added by K.C. at 2:00pm on February 10, 2011

Blog Post: The Pursuit of Happiness In Recruiting & Life - It's Like a Light House

Ahh. Now that is a…

Added by Mike Rasmussen at 4:37am on June 24, 2010

Blog Post: YOU WANT WHAT?: Monday of this week started off on an upbeat note. Two potential placements coming to a close after months of what I am beginning to regard as not recruiting but “search and rescue missions”.…; Added by Sandra McCartt at 2:41pm on October 26, 2011

Blog Post: Conducting the Interview: During the interview your goal is to gather information so you can make a solid hiring recommendation. It is important to remember that candidates come from a variety of sources. Not all…; Added by Dean Da Costa at 4:53pm on May 15, 2012

Blog Post: Recruiters Guide to Email Marketing and the Law. AKA Don't let CAN-SPAM make mince meat out of you: The laws surrounding email SPAM are somewhat of a mystery to many recruiters, with many actually violating the law on a regular basis…; Added by Jeff Wood at 7:21pm on April 21, 2013