Search Results - pre-paid

Topic: What about the candidates?: rlooked by far too many in the recruitment industry... WHAT ARE YOU DOING FOR YOUR CANDIDATES?! Don't you think they are all having a hard enough time right now -with so many avenues for them to look at when trying to find a new job; who can they truly turn to for help? Who can they trust to be on their side when it matters? We can all go on about how well we treat our clients, and what we can offer them - but I will say on the record that good candidates are your biggest asset if treated correctly. The war for talent has always been going on - and as many on here are saying... clients do not care where they get candidates from, as long as they can find the right ones. Agency loyalty is fading fast, amidst the pressure that bottom line costs are placing on the ability for hiring managers to make carefully planned decisions. We have job boards, RPO's, in-house teams, Managed Service Providers, recruitment market places and not forgetting our new best friend in disguise - Social Media... all competing with us to try and entice companies to use their services as opposed to engaging directly with us, the recruiters. So... the client is getting confused about whether or not they really still need to engage directly with a recruiter, or use one of the other services mentioned above. What about candidates though?! Who's looking after them - being their guide, coach, mentor through the recruitment process?? They aren't just a CV, a profile, a name, a number - they all would love to have someone that they could trust to look after their careers for them.And who can do that better than anyone else? US OF COURSE! If you as a recruiter can develop strong, loyal relationships with your best candidates, don't you think you'll be able to represent them exclusively - sort of like a sports agent model? We don't need to charge candidates to do this... and if we are the ones holding the exclusive relationships with the best talent (because we offer them a whole lot more than the services mentioned above ever can!)... then we hold all the Aces. Sure, you can't develop these relationships immediately with anyone who's desperately looking to move right now, but you can certainly do it with all of your passive candidates… which the majority of us prefer to work with anyway. "Mr client, I appreciate that you have an in-house recruitment team, an offsite RPO team, a social talent acquisition management expert (yeah, I made that one up!), your own social media company engagement job portal, and all the other stuff you are doing…. but... we exclusively represent the top 10 best FD's in your sector and region, as their career agents. They trust us to handle their careers for them just like a sports agent would look after a football player, leaving them to focus on continuing to deliver the best results to their current employers. You won't get to see them without going through us – no matter what you do. Here's their resumes (can disclose full info as we can contract with the candidate not to go outside us), here's my details, here's our rates, feel free to give me a call when your own activities fail to deliver anyone who can match the caliber of our candidates. Best of luck!" How do you like those apples all you agency haters?! Now my advice is lets get out there and show the candidates exactly why they should partner with us as their career agents. Sure, we can partner as well with the smaller clients, the ones who still value our services greatly... but forget trying to partner with the big companies right now - they just aren't interested. And that fact is even more certain if they have a .... wait for it.... HR Team involved! Before the HR players shoot me down again... you know you don't partner with agencies, you just use us as a necessary evil. If the overall climate changes - and boy will it if we all start representing the best candidates exclusively - then I'll gladly look at partnering with HR if they are willing to work WITH us, and not dictate to us how we should work FOR them. Anyway... Candidates are literally crying out for some added support to help them find their way in the dark. There are a lot of companies setting up right now in order to coach or mentor candidates - especially senior level ones; on how to find a new job or get back into work after being made redundant. They will charge a hefty fee for this too - but isn't that the type of service we should be offering to our candidates anyway, and for free?! Heck, if I'm going to place them at some point, and can get them to work with me exclusively - I'll pay them! Think about what you are doing for candidates right now :- are you truly adding value to them? Do you treat them as individuals, and not just a CV? Do you coach them and guide them, even if you know you don't have the perfect job for them right now? Do you care about the impact a new job will have on their family, and what it could do to their family if they end up taking the wrong job? Do you truly care about getting them the best salary possible, or will you pressure them to take a job at a lower salary simply so you can close the deal and get paid? Would you still offer advice to them even if they were placed this time by another agency? Why would a candidate want to work exclusively with you - can they trust you to look after them? Answers can be sent via pen and paper to my office postal address... Too much effort ??? Ok, how about we just all meet up for a few beers and chat about the joys of our work... Not enough time because you're too busy actually working or playing on social media, and somehow need to fit in time to spend with your family as well ??? OK, how about we just have a conference call... Wait.... You're telling me you still don't have enough time for that either ??? Ok, if that's all just too inconvenient for you all.... I guess you can always post a message on here then.... Damn social media, you're my friend, but also my enemy as well at times... just like my other cunning friends in disguise - McDonalds, Dominos, Pepsi, and not forgetting... Mr Jack Daniels! :-) Submitted by Sean O'Donoghue "Lead Talent Social Aquisitional Head Hunting Specialist" aka: A Recruiter …; Added by Sean O'Donoghue at 5:16am on March 31, 2011

Comment on: Blog Post 'How Obama Will Fix the Economy And Re-Invent Recruiting': ALUABLE. Highly experienced, trained, and networked 3PRs can provide recruiting that other types of recruiters can't do as well or at all, and for that I think they should be paid 30% or higher fees. The problems: 1) Companies really don't need that type of premiums service very often, and 2) What most agencies deliver from my experience is having newbies dial for job order dollars and try and sell candidates from job boards, sourcers, and RPOs for 15-25%, because the clients aren't aware they could go to those same sources directly for far less than the 15-20%. My GUESS is that some of the folks who've said they'll use 3PRs less often are learning they don't need to pay 20% fees when the could get just as good or better people for $225/week. “I will assume that most are satisfied with the way things are-and that is fine with me” Most of the people who make the rules ARE pretty satisfied with how things are if they’ve got an easy re-election, but the folks that own many of them AREN’T satisfied- they want more, more, MORE! @ Steve: Most of us (including me) don't have problems with your dispatches from Galt's Gulch in Laissez-Faireyland, so why should you have so much problem with a mildly-political-at-best commentary from Ken? @ Kelly: "How exactly does CP3 or NBA drafts and trades correlate to this particular topic? Running a professional sports team or league doesn't seem analogous to running (or recruiting for) an organization in the corporate world." I've observed that talking about sports in recruiting columns tends to drum up some interest. @ Amy: “With or without gov't intervention (and God help us if they DO get involved!) How do recruiters get people skilled in the RIGHT AREAS?” Find desperate employers with MONEY. Example: Employers who'd 1) Be willing to hire successfully re-trained 50+ year olds at the going rate for that type of skills. 2) Provide/subsidized housing in high-cost areas. 3) Take over under-water mortgages for skilled candidates to be able to move. 4) Commit to "multi-year, guaranteed raise/bonus- no layoff without cause" employment contracts for hires. 5) Minimize the amount of onsite time needed in noncustomer facing jobs (have telecommuting as the "opt out" option)so you can have people work from ANYWHERE Any others, Folks? -kh …; Added by Keith D. Halperin at 2:17pm on February 17, 2014

Blog Post: Diversity Hiring: importance, strategies, mistakes, & laws [2022]: Have you ever heard of the term "diversity or inclusive hiring"? Well, if you're an HR professional, then chances are you've already dealt with this type of recruitment strategy before and are…; Added by Phil Strazzulla at 3:40am on November 14, 2022

Topic: Meet Andrew Heywood, Global Recruiter Veteran from Google, Apple, Adobe - Dog's Best Friend: dogs. * 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 (gpak@longview-inc.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…; Added by Dave Mendoza at 2:51am on March 30, 2009

Blog Post: Meet Kevin Plantan, VP of Sales at ERE Media - King of The Mohito Handshake: By Dave Mendoza, Master Cybersleuth, Author, SixDegreesfromDave.com

VP of Sales, ERE Media Advertising and…; Added by Dave Mendoza at 2:31am on May 12, 2008

Blog Post: Resume Book Release Dates for September 2010: Added by Ryan Pratt at 2:25pm on August 30, 2010

Interviewing 101!!

Over the last 2-3 months I have been hit up about interviewing. Different interviewing styles, questions, setup etc. I remembered a set of posting I…

Added by Dean Da Costa at 8:05pm on May 1, 2012

Blog Post: Follow the Process...Even in an Ocean of Candidates

Added by Mark Tortorici at 1:42pm on July 22, 2014

Blog Post: Why It's Important To Manage Your Clients' Expectations

I’m sure we all have a few “life lessons” that we…

Added by Paul Slezak at 6:10am on January 28, 2015

Blog Post: Faking It On LinkedIn For The Week (UPDATED Friday 7:10 AM ET): I'm going to continue the LinkedIn Lovefest from last week by detailing here the fake connection requests I receive for the week as well as the subsequent research I conduct to determine how deep…; Added by Steve Levy at 11:22am on March 2, 2015