an unparalleled niche IT job-board for Canada to launch September 1st 2010.
JobServe Canada will provide IT World with an integrated niche IT job board that will be tied back into JobServe.ca, allowing IT jobs on both sites to be cross-advertised.
This move solidifies JobServe’s global leadership in online IT recruitment, and establishes a very strong niche IT presence in Canada.
Customers of JobServe Canada will benefit by having the ability to access the IT community of IT World’s web and print publications, creating unprecedented reach and targeted advertising for recruiters at no extra cost.
Readers of IT World Canada will now have a dedicated job board with thousands of IT jobs.
Fawn Annan, President and Group Publisher for IT World Canada recently commented, “The new partnership offers added value to our users by providing them with the opportunity to search tens of thousands of IT jobs in Canada and around the world. We are incredibly pleased with the robustness of the new platform from JobServe and are looking forward to the response from our membership to this important part of our service to them.”
Christopher Klotz, CEO of JobServe Canada said “This exciting partnership creates the first real IT niche job board in Canada that will be hard to match by anyone. With our global leadership in IT recruitment and IT World’s access to the technology worker in Canada, it is a partnership made in heaven.”
The site will be accessible across all IT World Canada’s publications including ComputerWorld, NetworkWorld, CIO Canada, CDN, itBusiness.ca and direct on the website, jobs.itworldcanada.com, live from September 1.
Formed in January 2007, JobServe Canada is the result of the acquisition of JobShark.com, Canada’s largest independent job board.
With its Canadian headquarters in Ottawa, Ontario, and its global headquarters the UK, JobServe also has offices in the USA, Australia, and Thailand.
About IT World Canada
IT World Canada is the Canadian affiliate of International Data Group (IDG), the world’s largest IT information media provider.
We’ve been creating conversations and building relationships with Canada’s technology professionals, business managers and executives for over twenty-five years by delivering timely, incisive information they can trust through a variety of digital publications, events and print brands.
ally it is not the money that makes the difference when deciding if you love what you do. The important factors are the potential to make an impact; and to have fun.
When developing my love story with recruiting, I thought it would be appropriate to spell it out!
R – Recruiting has been my professional life since 1981. This business is too easy to leave, particularly during recessions. My longevity is a demonstration of my love for recruiting.
E – Energy is required in the recruiting industry. Too often we are told we cannot do something because don’t have experience in that field. It is fun to listen to that story; and then bring the client the best candidates they have seen in ages, not just the same recycled candidates. Candidates and clients alike are attracted to people who have appropriate levels of energy.
C – Creative Juices – Every single time I begin a new recruitment contract, I am rewarded with my creative juices flowing. How can we improve current recruitment processes? What tweaks can be done to the recruitment strategy to use technology to attract candidates and not repel them? What is the best way to source each position that I need to recruit? The same process rarely works for all positions. What is the Corporate Culture? How do managers react to resumes; and how can we motivate them to be more responsive if needed? What is the best story to describe my client and its culture to show them in the best light? Each candidate has different needs. Does the client meet their needs? How do I sell reluctant (as in passive) candidates on the position?
R – Ring, Ring – How many times since 1981 have I heard that wonderful sound? Countless – probably at least several hundred thousand times, both when I was receiving calls and when I was smiling and dialing! There is that air of anticipation prior to the response of the person answering the phone. What was the sweetest ring, ring? Possibly the reluctant technology candidate who interviewed with a client on Christmas Eve morning. She was invited to stay for a small office potluck lunch (during which the hiring manager polled the interviewers), and received an offer just before she left. Ring, Ring on Christmas night – she called to accept.
U – Unique - Every company feels it is unique, and they are. However, recruiting is a sales process. If we help our clients follow the recruiting sales process, talent acquisition becomes easier because they are not fighting candidates’ instincts and conditioning. Using the sales model, it is easier to lead the candidates through the process. “Now the next little step (No Big Steps for My Candidates!) is to…”
I – Intelligent – We accept that everyone is intelligent. Well until they pull a stunt that makes you wonder what in the heck they were thinking – or smoking - or drinking. Just about the time I begin to feel neither candidates nor hiring managers can surprise me, someone does. For instance an IT Manager once asked my candidate if she was fine working 120 hour weeks! When I asked him how those weeks were structured, he replied “Well sometimes we work 80 hour weeks.” Jeese! Or, another hiring manager in DC who replied when my candidate gave her level of compensation, “So you say!” Then he pulled his lunch out of a drawer and began eating. Since he had not completed his interview, he followed his lunch with a cigar – true story! When I debriefed her, my jaw was slack. She said he reminded her of Archie Bunker – I can see why. Not saying candidates don’t pull stunts. They do, and they can be pretty darn creative – like the candidate who posed as a female recruiter referring him after he had previously burned a bridge with me – and was upset that I would not forward his resume to my client - Still not going to happen, “D”! You have to love a business that can keep you entertained with those kinds of surprises!
T – Talent sourcing is one of the most important aspects of our business. This requires equal parts detective work, intuition, reading between lines, and energy! For me, I love to direct source (back to Ring, Ring!) and find that passive candidate who didn’t know they were unhappy until they met me. Isn’t it fun to enlighten people? Obviously my client has to be the right place/position/manager for the candidate. I help candidates think clearly (well, that’s what I call it!).
I – Intuitive – Aw, there’s the intuition again. It is important to have such a good understanding of my client, the hiring manager (“You’re going to Love working with Jane/Joe!”), and the job that once I have interviewed them and understand their current employment, I can confidently say, “Don’t you feel this is the best opportunity for you right now?!? Look at your growth potential!”
N – New Technology – Wasn’t it great when we were able to fax resumes!!! Wow! Instant resume, instead of waiting for the Postal Service to deliver it. Yes, I remember anxiously awaiting the mail for THAT resume (Remember the song “Anticipation”?). Then we stuffed all of that paper in file drawers with little or no chance of ever finding it again. In our agency file cabinets were everywhere. The downside of the faxes was the fax paper (Remember how it faded in sunlight??). Then we had rolls of resumes. There were times our fax machine had a pile of fax paper on the floor and we had to cut each page. You “young” recruiters are So Spoiled! We were the cutting edge of technology! Then in 1992 I began a recruiting contract with MCI in Virginia and was introduced to MCIMail. Cool! Of course, no one could penetrate MCI’s firewall so my resumes were still paper or fax paper. Email was received in hotel rooms at 2400 Baud. What’s that? Think of molasses in winter! We had wires strung across the hotel rooms because there was one outlet 10 feet in one direction and inevitably the phone was by the bed so I carried 20 feet of telephone wire with me when I traveled – even took down the telecom system at the Cornhusker Hotel in Lincoln, NE 3 times one day by polling email, but that’s another story. Remember OCC? That was Bill Warren’s company. He is the father of the Job Boards. OCC was sold to Monster and Bill became President of Monster. When I was the Recruiting Manager at McLeodUSA in 1995, I signed us up on OCC. Now that was truly cutting edge Internet recruiting! I think there were maybe 100 candidates’ resumes on there. By that time Prodigy and AOL had the edge on consumer access to the new Internet wide world web!!! Since then we have tremendous change, some is good and some is bad. Probably most is good. The problem is that some so called recruiters hide behind the Technology Also Led Exceptional Obstacles in candidate sourcing/tracking. What’s not to love when companies create business opportunities with their use of technology?
G – Growth is unavoidable when business changes as often as recruitment does. Many times I have counseled my clients that recruitment is dynamic and fluid. You have to look at the recruiter barometer to determine what will happen next. The change and growth is not for everyone. It’s only for the successful recruiters who love the industry and its changes.
When I began recruiting, there was a fledgling personal computer industry with ms/dos as the operating system. Apple came shortly after but was primarily used in schools. Our admin typed resumes with an IBM selectric typewriter – and after she left for the day, we typed the resumes for ourselves so we could get them to clients by the morning. During this period I discovered my passion for recruiting. It didn’t matter if I was paid well (my fees gave me a nice income). I was having so much fun that time flew and oh by the way, They Are PAYING Me to have this much fun!
While my recruitment model has changed to a flat monthly fee, I still calculate what my contingency fee would be. Funny! The adrenalin still flows. I love the recruiting industry!…
load of crap that is in the toughest way possible. My father started prepping me for college when I was the ripe age of 10. Yes 10. I clearly remember him telling me I had to get good grades in school then so I could get into a good college and from their grab a great career and be on my way to a bright future! So that's what I did. I was in honors and advanced placement classes through high school. I got into a good college, double majored in English Literature and English Writing, graduated with a high GPA, even studies Shakespeare and Seventeenth Century Literature at Oxford University through a study abroad program. I thought I did everything right. Then I got out into the real world.
The real world is a savage beast. I remember applying and interviewing for jobs. To my surprise, less than half of the companies I replied to called me back about a job. The interviews I did have mostly resulted in a: "Thank you for your application. Unfortunately at this time we do not feel you have the experience required for this position. Go suck an egg." That's for those companies that ever even bothered to send me a rejection letter. All I wanted was a job copy editing for a newspaper. I double majored in English! I studied at Oxford! What the hell was happening? The ever haunting post-graduate Catch-22 of requiring experience that you'll never get until someone gives you a chance and hires you for a job was kicking the life out of me. I eventually took a low paying Project Management role (actually started as a personal assistant to the owner of a small sign and lighting maintenance company--went through all that education to NOT become someone's secretary and there I was, filing, copying, and doing data entry) where the management preyed on young women with little education or options and had them working their fingers to the bone for $13/hr. Hell, I could have saved myself the $25k in student loan debt and gotten that job. It was a whirlwind from there. I did everything I could to pull myself up by the boot straps. I made some bad career decisions, then some stupid life decisions and here I am 5 years later trying like hell to make a career for myself.
Luckily for me, I receive fantastic advice and support from my grandmother. She's in her seventies now. She left her abusive, alcoholic husband when my dad was only 8 and worked a full-time job and kicked her own arse to provide for herself and her son. Grandma Val had the support of her late mother, my Nanny, who pulled herself up by her bootsraps when her husband tragically died while she still had young children and she went on to be a cook in some of Philadelphia's premiere restaraunts. I am proud of my legacy and grateful for the lessons of the generations before me. I have been lucky to have those two strong women in my life. I spent many wonderful weekends in their beautiful home in a quiet suburban neighborhood. They taught me how to garden, how to cook, how to appreciate what you have, how to save money, how to treat people with respect, and how to work hard and be the best person you can be. I learned that life is what you make of it.
I could feel sorry for myself and my generation for the hardships we have to endure but I don't. Upon close inspection I've come to realize that everyone throughout time has to fight battles and so will I. I'll win some, I'll lose some. I'll probably lose more than I'll win. However, at the end of the day, no matter what my social status is, no matter where I am in my career, I am happy with myself because I know the true value of life. I can seed a garden, I can make a beautiful Sunday dinner, I listen to my son and enjoy my time with him, I got to study at Oxford, I know some poetry by heart, I appreciate what I have, and I never give up.
So you see, in life, throughout the generations, there are sniveling brats with a sense of self-entitlement and there are those who want nothing more than to make their way themselves, who don't expect handouts and just want a chance. Somehow very few people saw that desire in me or maybe just didn't care. Interviews are not the best forum to really understand what a person is made of. In any case, the world keeps spinning. There will always be companies looking to exploit people like me who are looking for an opportunity but those companies won't go far. Their turn-over is high, their training is crap, they have outdated systems of metrics, and they don't really care about anyone's career. They just want someone to make them money now. Kind of like how banks and credit companies used to hand out sub-prime loans like Halloween candy. They looked great on paper 10 years ago. Now look where they are...
Sandra McCartt said:Thanks Jen,Good thoughts, i thought your response about Woodstock was funny and you were being your cute , kick ass self. So was not being patronizing. A tongue in cheek response if you will.I know you are working your tail off and fighting something that you can't do anything about at this point because you are in this game at the worst possible time any young recruiter could ever try and break into it.We so tend to lump everyone in the basket of generational identification. I do know a lot of GenXY who have come to the party as you have. Just as we did when we were young and thought we could change the world. I don't think we have to be self-deprecating because i think that is also self serving to play that game in order to convince your generation to take a job that none of our own generation would take.I was your age when the original Woodstock took place in 1969. According to my calcs Mark would have been in about the 8th grade of maybe the 9th so he probably didn't make it to Woodstock. I wasn't going to go do drugs in the dirt then either because i thought it was trashy then and i think it's trashy now. And like yourself, i had kids to take care of , school and a job. It's always easy to blame parents and we deserve some of that just as ours did for convincing us that it was failure if we did something horrible like get a divorce for any reason or not stay on a job for 25 years until we got the gold watch. We were however perhaps a little more equipped to handle failure because anything that happened to us was our fault no matter what it was. As a result of that attitude of "anything that happens to you that's bad is your fault". We reversed it and wanted our kids to grow up without the feeling that everything was their fault and the pendulum went too far the other direction. Then we dumped you out on the street with no survival skills because we tried to make life easier for you. Now we bitch because of the sense of entitlement and the shock of reality has thrown your generation into a tailspin. They are scared and pissed off and don't understand why all the stuff they were told is not working.We convinced you that all you had to do was get an education and the world would be your oyster. We forgot to give you the chance to fall down and get up by yourself when it was the little things, now we expect you to jump out there and be worldly wise, self reliant and as savvy as those of us with battle scars.That's why we need to be supportive and informative not self deprecating and manipulative to get you into situations where we set you up for failure then blame you for reacting to the message that we sent you . Your generation is taking it on the chin when it really counts. And you are correct ,entitlement is a learned behavior. Some of the most "i am entitled "people i work with are baby boomers who were nasty hippies then, are aging whining hippies now. They dropped out, turned on, protested and are still doing it. Their drug of choice was booze and it still is. Those little bottles on airplanes ya know........
* Email Andrew Directly
Andrew Heywood is a veteran recruiter/sourcer with corporate staffing experience at Google, Apple, and Adobe. Andrew has developed extensive International staffing experience including Japan, Korea, India, China, Zurich, London and Australia markets. In addition, Andrew has project management, and sales expertise both in domestic and international markets.
He has lived and worked in Japan for 4.5 years and gained additional international travel experience in Germany, Singapore, Philippines, Canada, and Mexico. Andrew is multi-lingual, speaking Japanese (JLPT3) and Cantonese (basic) in addition to his native English.
Andrew's specific areas of expertise include: Diversity Recruiting Best Practices, Google ATS, HRIS, Hire.com, Filefinder, Offer Work-flow (Google specific), Internet Sourcing Training, Boolean Searches, LinkedIn, Conferences, Corporate Directories, Alumni directories, Associations, proprietary database, job boards, networking, and cold calls.
Q&A with Andrew Heywood
Six Degrees: Tell us of your home world.
Andrew: I am currently single living in Northern California with my two wonderful dogs Kiseki and Surf. They are both 4.5 years old and I adopted them from the rescue organization Norsled (http://www.norsled.org/available.html). My family (father, mother, sister, brother) all live in California and I spend time with them when I can.
I am an active person who loves the outdoors and is involved with various sport activities (triathlons, hiking, yoga, badminton). I use to be a Collegiate Division I, Cross Country runner and still love to run to this day. When I am not playing a sport, I love to keep up with my Japanese and volunteer my time with the dog rescue group Norsled. I spent over 4 years living/working in Japan prior to moving back to California (Jan 2005). I have then caught the travel bug and love to explore new parts of the world when time allows.
Six Degrees: How many years have you been in the staffing industry?
Andrew: I have been recruiting for over 7 years. I spent my first 3 years working for a recruiting agency in the heart of Tokyo Japan, then following working in house for Google, Apple, and Adobe once I moved back to the United States.
Six Degrees: How did you get started as a recruiter?
Andrew: Prior to recruiting, I had just graduated from college and spent one year as an inside sales representative for MA Laboratories in San Jose California. I then moved to Japan to teach English in the country side for a year adventure before I settle down with my career. Little did I know that coming to a country on the other side of the world would open up a new career that I am very passionate about today. I had just completed my English teaching contract with the JET Program and moved back to California two months before September 11 2001. The job market had crumbled and there were no jobs in sight. I attended an alumni networking event for the JET Program (the program I taught English for in Japan) and there was a recruiting agency there trying to find young talent to go back to Tokyo and train to become a Head Hunter/Recruitment Consultant. I had no idea of what being a Head Hunter/Recruitment Consultant was all about, however I decided to take a chance and move back to Japan.
The company Access Technology Japan (ATJ), really taught me the hard nose basics of sourcing and recruiting great talent. I was recruiting sales, marketing, IT professionals and developers. This was not only my first time in this profession, however I was recruiting Japanese nationals into foreign companies in Japan (which add another level to the learning curve). At the same time, I was also developing my Japanese language skills. I have never work so hard in my life however at the same time enjoying every minute of it. There was no such thing as a 40 hour week, I would call it more of a 60 - 80 hour week including working Saturdays. The colleagues who worked with me in the office were from all parts of the world (Japan, Canada, USA, Australia, Romania, China, Taiwan, New Zealand, etc) which made the experience even more exciting. If I look back at the various challenges learning recruiting in that market, I realize how much I learned as a 23 year old getting into the business.
After ATJ, I decided to move back to California and begin my career in recruiting in the states. I ironically had more experience working in a foreign country than I did my own. When I moved back to California in January 2005, Google had just begun its growth frenzy and I had heard great things about working there. I applied and my good friend who was working in the AdSense department referred me to the staffing department. I landed a contract role where I was able to contribute to many of the emerging technical offices (China, Japan, India, Zurich, and Australia). I focused on technical positions from individual contributor to higher management. I spent a total time of 3.7 years at Google (2 years contract and 1.7 years as a permanent employee) focusing on a variety of technical roles not just for over seas offices but the Mountain View Head Quarters and YouTube San Bruno office. I also had the pleasure of working for Apple Computer and Adobe Systems during the time I was a contract recruiter. I am currently starting to work on a free-lance basis venturing into a new chapter of my recruiting career.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Andrew: Without a doubt it would be during my first recruiting job at ATJ in Japan because it gave me the opportunity to feel the sense how much you are impacting a persons life and career. I learned so much during these years that I am using these basics to this day. A specific example of this is my experience working with a Japanese Sales Manager candidate. Although he did not accept the role I was recruiting him for due to his family situation, he told me I was one of the best recruiters he has ever worked with. It was the first deal I lost, but realized the relationship and trust I built with this person lasts a lifetime. We still keep in contact to this day and he has referred many people to me.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Andrew: I have learned so much from many people I have worked with in Japan, Google, Apple and Adobe. It is hard for me to point out one particular person as I have had the honor of working with some top notch recruiters and people. From each experience, I take aspects I lack and try to grow from there.
Six Degrees: Tell us about your most recent gigs.
Andrew: My most recent position was recruiting technical roles for the YouTube San Bruno offices. I was located on site in San Bruno California. Google in general has a staffing organization consisting of hundreds of recruiters, although my group consisted of 5 recruiters at YouTube.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Andrew: I also had great experiences working for Apple Computer and Adobe Systems in their staffing organizations. Although each different in their own respect, they each have top notch teams and candidate process management.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Andrew: I feel the current state of the economy is definitely impacting the recruiting industry as a whole as many companies are freezing head count and laying off employees.
“HOW DOES ANDREW DO IT?”
Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?
Andrew: At Google, they would receive thousands of resumes a day. however not all the hires came from general applications. More came from sourcing, various events and referrals. Google takes recruiting very seriously and will use these methods to find the best talent.
Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #)
Andrew: The source of most hires would have to be through proactive sourcing and employee Referrals.
Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
Andrew: The source of lowest cost of hire would be through general application. Google has created a great environment in which top talent proactively apply. It is truly amazing the talent that works at the company.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Andrew: Through out the last 4 years I have focused on various software engineering professionals (back and front end software engineers, web developers, flash developers, product management, and system operations,). Also I have a niche for hard to find roles specifically language specific for instance korean and Japanese speaking engineers.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Andrew: I feel very lucky to have worked for some great corporations here in the Silicon Valley who make a great investment in the training of their staffing professionals. I have been able to take advantage of online, seminar, and video conference training. I always strive to continue and develop my skills.
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Andrew: In house ATS and the internet (Blogs, Linkedin, Twitter, Facebook, boolean searches, job boards, patent searches, alumni groups etc.) Some of the tools we use here in the U.S. do not translate to finding great talent directly as with other parts of the world. For example with a more private sensitive country like Japan, it is harder to do a Linkedin search to source good talent. Many people are very reluctant to put their information on the web. It is more about the referral process and face to face interaction which takes more time. Although the up and coming engineering talent often will have their own blogs or web site. They are more keen to engage in this but one will have to be able to at times understand Japanese as it may not be in English.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Andrew: When I first started recruiting, I used a Japanese phone book and in house database at the agency I worked for in Japan. The first three months I worked at the company, I was cold calling (cold calling was still going on strong in that market at the time) 8 hours a day then spending the rest of my day meeting candidates at coffee shops and at the office. The tools were very limited and I also attended many conferences to meet candidates and various hang out locations. Since in Japanese culture many people go out to drink after work with co-workers, I often would go to a local bar or club to meet potential candidates. In fact, some of the people I met at these local hang outs I placed into different companies.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality?
Andrew: The only expectation of being a recruiter was from my sister who first started in the business when I was in college. However at the time I didn't pay attention to her line of work and just remember her always doing research for her company. I didn't find it exciting at the time and before joining the agency in Japan and was a little hesitate but had no other job option.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Andrew: My biggest mistake when I first began recruiting was my pre-qualifying skills. It was so tough in the Japanese market to bring someone in from a cold call that I remember often times not doing a good job pre-qualifying. I learned right away how to be smarter with my efforts versus working harder.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
Andrew: One of my strengths is my customer service and relationship building skills. I believe one of the best practices I tried to leave with each opportunity is treating each candidate as if they are the only person I am dealing with. I have been commented on this often and have conducted many informal training on my style. Although very busy I always try to make each person feel specifically special trying to at least leave them with the good image of the company even if they didn't get the job.
Recommendations For Andrew Heywood
“I have known Andrew for many years. He takes great pride in matching people with the right job and takes a personal interest in their continued success and career development. I have seen many people walk up and thank Andrew for helping them years earlier.” March 18, 2009
Paul Peissner, Alliance Manager - Business Development Specialist, BMC Software
“Andrew has contributed enormously for building the engineering team for Google. He has realized great trust among line managers as a Recruiter who can actually deliver. Andrew has a very challenging assignment to hire world's top notch engineers with Japanese language qualification. Regardless of the challenge, with the three years that Andrew has worked for Google, Andrew has achieved to build a great engineering team in which the team he built is making enormous contribution to the core product development. Andrew is greatly experienced Recruiter where he can manage the entire recruiting life cycle. He has great sustainability in the way he manages candidate and client relation. He also has great interpersonal skills in the way he knows how to gain and maintain trust with candidates. I have worked very closely with Andrew at Google for two years and I highly recommend him as professional recruiter.” September 2, 2008
Tim Hayashi, Recruiter at Google Inc.
“Andrew is such a pleasure to work with. He is a sincere, genuine, hard worker who will go above and beyond what the job entails. I enjoyed working with Andrew on my team. He's one of the most polite people I have ever met and has a kind, gentle heart. Andrew is a superstar performer and I'm glad that we were able to work together.” February 11, 2008
Gina Pak (email@example.com), Recruiter/Coordinator, Google
“It was great working with Andrew. He always has a positive attitude and develops a great rapport with his work colleagues. Andrews works hard to get things done in time. I highly recommend him to anyone!” February 11, 2008
Dennis Ho, Recruiter at Google
“Andrew is an excellent recruiter who knows how to close the deal. He finds the candidate, gets them through the process, and gets them to accept the offer in an efficient and timely manner. He understands the importance of making the sale.” February 11, 2008
Christopher Cheung, Internet Sourcer, GOOGLE
“Andrew is an amazing recruiter. He is soft spoken but articulate. I’ve worked with Andrew at Google in different groups but we often worked together to source/recruit Japanese professionals for both Mountain View and Tokyo Google offices. Andrew gave me some great tips and resources on finding Japanese candidates. We often shared ideas and brainstormed on ways to find the Japanese Google talent. He is very smart, resourceful, responsive and friendly. I had a great time working with him and he is one of the successful recruiters that I know of at Google. You can never go wrong hiring Andrew!” February 10, 2008
Ritu Singh, Partner Solutions Organization Sourcer, Google
“Andrew is a friendly and passionate recruiter. He speaks Japanese and has good skill to recruit software engineers internationally. He works hard to hire good software engineers in Japan as well as those in U.S. who would like to work for products targeted at Japanese market.” February 9, 2008
Junji Takagi, Software Engineer, Google
“Andrew is hiring lots of Japanese software engineers in US and in Japan. He works with a certain amount of teamwork and helps me often.” January 31, 2008
Jun Inada, Engineering Recruiter in Tokyo, Google Japan…
earch technique they can only aspire to understand one day, or those who think a few direct approach calls producing a handful of candidates will suffice. In my opinion both are wrong.
Conducting a headhunt does take application and an ability to see things through, however the skills required aren’t that far away from contingent recruitment. However making a few calls producing a handful of candidates is not a headhunt, and certainly will not result in loyal clients who will call you with their next senior appointment.
The ways the headhunting businesses I’ve built conduct their assignments are to excel in two very key areas.
Fill the position with the very best possible candidate available
Do it in a way the client feels they’ve had real value for money and come back for more!
What is a genuine headhunt?
My definition of a genuine headhunt is where you as a recruiter identify all the professionals possible who fit the criteria of the person specification for the headhunt you’re retained on, and make direct approaches to every single one possible (and that’s not an Inmail on LinkedIn!) If your headhunt assignment is a “generalist” headhunt i.e. not sector specific, this is one heck of a task. But even for a market specific role this means not only the clients sector but also any allied sectors where someone might exist with the skills that match your job brief. This means being very, very thorough and delivering real quality, which is the big differentiator.
For the purposes of this blog I’m going to deal only with sector specific searches, because these are the most common and the type I get asked about the most. The generalist headhunt is for another blog.
Also for this blog, I’ll keep it focused on how to deliver a headhunt, not sell one (again this is another blog). However, I will touch on some aspects of search delivery you will use to sell to your client, so if you want to learn to sell search read on, this blog might help.
The mind-set for first class headhunt assignment delivery.
The vast majority of recruiters are brought up to believe getting a candidate placed is the most important thing, not necessarily getting the best candidate for your client. Just fill it fast, get paid, and spend your commission! Yes this can make you a big biller in contingent recruiting, but it does mean you’ll always have to do new business as you won’t get as many repeat, loyal clients as you need. My ethos has always been quality, quality, quality. This ethos delivers clients who value you and return that with loyalty, your positive reputation spreads, and hey presto you spend virtually all of your recruitment day just filling assignments with clients ringing you every time they want a new hire. This is how I became such a big biller, and was reflected in the culture of the recruitment businesses I built. I also feel recruiting with quality as the main driver is a far more enjoyable and rewarding way to work.
This is also why I think I found moving to headhunting so easy; I had the right mindset. If your client is going to give you a third of the fee up front and pay you a 50% higher rate than you get for your success only work, believe me they will expect quality. This is not just the quality of candidates you put forward, but the whole process needs to be so much better than your usual candidate search. So if you’re the sort to see tasks through to the end and/ or don’t have a resourcer to do it for you, then you may struggle with the delivery aspect. There’s no room for “that’ll do” in true search delivery.
Sorry if this has put you off, but this is a blog to help you complete searches in a way that I have experienced will generate regular repeat business from your client, not hit and run recruitment.
Where to start.
During the sales process you should have sold to your client that you will not only show them the list of target companies you will headhunt from, but also a report to show who you have identified and what their responses were to your approach. This is important in the sales pitch because it reassures the client that they will be able to see what they get for their money. It also transforms your intangible “trust me” to that of substance.
Showing your client the source company list is great for both sides. This allows the client to remove any companies that a) they don’t respect and so wouldn’t take someone from, b) have too good a relationship with to headhunt from and c) any group companies you may have unwittingly included! This saves you wasted time, plus it reassures the client on the work you’ll be doing on their search. The latter is extremely helpful for two reasons: -
a) Your client is far more likely to leave you alone to get on with the headhunt rather than asking for constant updates.
b) Your client is far more likely to take someone from your shortlist, secure in the knowledge there are no other places as a recruiter you could’ve looked.
This second reason is key; having the millstone round your neck of a client who has paid you a retainer but expects you to do the search again because they’re not satisfied with your shortlist is no fun at all. So you need to do all you can to get your client to see the shortlist you present as the very best they could possibly get, with no doubt there may be more out there.
Word of caution.
Before you show your client the list of target companies, here’s a clever little safe guard. Compile your list, then name gather on that list of companies BEFORE you show the list of companies to the client. “But I thought them seeing the list first saved me time?” you ask. Yes, but it could also leave you open to looking like you don’t know your market, plus a search report list with lots of companies with no names identified to headhunt.
Your list of source companies should cover every single company out there that could contain your placement/candidate. To put this list together, in addition to your sector knowledge, you will have to use Internet research to cover all bases. In doing this you are open to old or misleading information e.g. businesses that have gone bump or changed their name, one-man bands and businesses that purport to be in the sector you’re targeting but in reality it’s only a tiny part of what they do. If you do your name gathering and research before you give your list to your client, you have a far higher chance of eliminating these businesses out. It also means you’re only presenting companies you can actually gather names from. Some companies you may come up against a brick wall in identifying who in that business can do your role, or there being no one in the company who undertakes that role. So finding this out first, and taking these companies off your list removes those conspicuous gaps with no name next to any companies on your report. Lastly, you can be picking up market info during this process. So when you give your client the list, if they ask any challenging questions on your market knowledge you’re more likely to have the smart answers ready!
It’s also good practice to go through the list with your client and probe for any candidates known to them in these companies they wouldn’t take, any they’ve already spoken to, and importantly any they know of that they rate. Again, another way of saving yourself time. You can also be quite smart in dropping a few names into the conversation you’ve picked up at the name gathering stage and look even more well connected!
To present your list to your client, ask that they add or omit any businesses from the list and “sign it off”. Getting them to sign off or OK the list means they are semi committed to your list as the only place you need to conduct your search, leading them to be far more likely to simply choose from your candidates shorltist, safe in the knowledge you’ve looked everywhere.
Otherwise known as mining for candidates, but regardless of what you call it, it’s compiling your target list of people to approach.
How to name gather well is a key subject and will be influenced on the type of role you are headhunting on and the sector. It could also be another blog as it is a skill in itself. But for as much as illustrative purposes I’ll touch on a few techniques to get those names.
Call the company
This is where I prefer my recruiters to start. It’s too easy to rely on LinkedIn, often this info is old, candidates use poetic license to describe their role, and wont allow you to be thorough. Lazy recruiters rely too heavily on LinkedIn and you can’t be lazy if you want to deliver a quality headhunt. So start with ringing the company and using whatever story you think best to get the info of the name of person or people that cover the role you’re headhunting on. You may want to pretend to be a potential client, trade association or discipline association. Simply be creative to gather the name(s) you need. Depending on the role, I’d suggest you find out who else is in the surrounding roles in case they also fit your spec.
Yes still use LinkedIn, it is an amazing tool. You can check out the profiles of “people similar” and “people also viewed” to those you’ve identified on the phone that could also be right for your job.
Playing around with search terms, look for job titles in the sector, discipline directories, and trade directories. Again depending on the role, there could be some smart search string to use here.
Also boolean searching …
Some of the good database systems will allow you to Boolean search through their interface, and there are also other tools that conduct long tail Boolean string searches from a variety of sources all in one place, a good example is Source Hub.
To x-ray search LinkedIn yourself directly via Google (particularly useful at the moment if you don’t have some of the higher level LinkedIn subscriptions to access full profiles of 3rd degree connections). Use the below command followed by any additional search phrases such as job title, skill or location, separated by the syntax operators (), “”, AND, OR.
((site:www.linkedin.com AND (inurl:linkedin.com/pub/ OR inurl:linkedin.com/in/)) AND -dir)
Do you show the client the populated target list?
You can show your client the list of names identified before you make your calls, however if it’s a new client I’d probably hold back. The reasons for this is, on the odd rare occasion it can lead to reminding your client of someone they “know”, commenting they’re already in conversation with the prospect when in fact its someone they know is right for the job and they’re kicking themselves for not tapping them up before retaining you! Also as it’s the first time they’ve used you for a headhunt, they may read your list thoroughly and spot some mistakes you’ve made in the name gathering or some of your web research maybe out of date and which will undermine their confidence in you.
One you’ve conducted one or more searches for your client I would suggest showing them the list, by then you should have built trust and respect so the above shouldn’t apply.
How to make the headhunt call.
Since the advent of LinkedIn, it’s handy to have it open on the target candidates profile for every call. This way when you do get into a conversation with the target candidate you can drop in details of their career to sound like you’ve really done your research, so inflating their ego plus gaining respect for your work. It can also help if they aren’t interested, to use the follow up referral question “I understand you used to work at ABC company who there in your opinion would be best suited to this role”.
How to make your approach call.
We all know most candidates complain about “recruiters pestering me all the time” so this can bring on the PPI call syndrome i.e. they just fob you off without even listening to the fantastic new employment opportunity you’re offering them . The pre pitch intro should at the very least get past this ever increasing PPI call syndrome, plus it may not actually be convenient for your target to concentrate on what you’re saying so if you pile into your pitch you could lose a great candidate who’ll just fob you off.
The pre pitch intro is your greeting and opening hook of what the call is about, before you sell the opportunity to your target candidate. As an example, below is a standard intro I have passed on to some of the headhunters I had in my businesses to use as a starting point. The reason I say starting point is, I do recommend measuring the ratio of success of call-to -interest in your pre pitch intro, then altering your pitch, measuring again, and over time honing a pitch that has the best call to interest ratio for you and your sector.
“Good morning/ afternoon Mr. /Mrs. X or Christian name (your sector will generally prefer one of Christian name or Mr. /Mrs. so you choose) we’ve not spoken before my name is Joe Bloggs, I’m a specialist headhunter for the ABC sector. I’ve found specialist headhunter gets the attention more than recruiter.
“The reason why I’m calling you is I’ve been retained by one of my key clients.” Keeps the senior headhunter style going.
“to search for the very best person possible (optional insert of generic role e.g. in the Design arena) for a role that’s pivotal to the growth of their business.” This bit may need some finessing depending on your role but make sure you pump up your need to find the best talent, and a phrase that ups the importance of the role in your clients business.
“You’ve been recommended to me as being highly regarded in this area.” People love to think someone else is saying good things about them hence the recommended and the phrase highly regarded.
“and I wanted to speak with you about this role, is now a good time to speak?” As you want to speak with them about this role even if they’re not interested in the role themselves, hopefully you’ll have pumped up their ego and your headhunter status enough they’ll still be happy to talk more to you, which may lead to a referral, them as a future candidate or even better a future client.
This might need to be adapted depending on the role but it’s a very good starting point. Try using this against your usual intro and measure the ratio of success, adapt and find the best one for you.
Do you initially leave a voice mail?
I prefer not to so I would suggest you try a few times, and leave no message . But this can’t go on forever, so you will eventually have to leave a message. I’d also vary between calling from a landline, mobile and even a second mobile number. If your office number is withheld a lot of people now won’t take anonymous calls to avoid the dreaded telesales of PPI, plus if you have alternate numbers you can use you won’t look like a stalker! To increase the chances of a return call, I try the vanity card again; “Hi Christian name (Mr. or Mrs. will sound like sales call) you’ve been recommended to me can you call me back on” and leave a mobile number. They won’t always call back but this isn’t a bad way to increase your chances through intrigue.
The second blog in this series of two covers:
The headhunt call to get the highest interest to call ratio
How to interview the candidate in a way that creates business and gives you plenty for your interview notes
How to present your client with the shortlist in a way they see huge value and commit to interviewing all your shortlist
And finally how to add the real value to ensure your clients come back to you every time for more.
- Written by Davidson Gray Managing Director Rhys Jones.
Rhys’ experience has come from progressing from a big billing contingent recruiter to a successful headhunter and onto building two Headhunting firms. Rhys sold out of those businesses in 2014 to focus on working with recruitment start ups with every one to date being a success.…