id...although I'll note that I've seen some pretty questionable TPR behaviors along the way, and I think it's a shared responsibility. I also think HR has every right to black list agencies that won't play nicely in the sandbox -- and the place to start that conversation is by providing an approved vendor list to Accounting: ain't nobody getting paid unless they're on the list. Hehehe, the bad boys listen up pretty quick after that.
@See_Jane_Recruit: You are right in so many things today, but most especially in your respect to Sandra-the-Wise. A wham-bam-thank-you-ma'am recruiter demonstrates commitment to self over commitment to the me as the customer, which makes me wonder what else you might do to pad your own pockets at my expense. Do I have to worry that you'll steal my employees out the back door? Not fun if what you're hoping for is a long term professional relationship built on trust. It also demonstrates a lack of concern for my retention numbers, which are the most expensive hiring-related costs for an employer; in the best case I have an empty seat and work backing up or spilling over to others in an understaffed department (affecting revenue or productivity or even more turnover for the business); in the worst case I may also have legal complications related to termination. I once inherited an employee that HR called a "Trifecta": Female, Hispanic, and Over 40. Under no circumstances was I allowed to fire her for dismal performance, even if she was the most expensive employee on my staff. Not pretty. Not pretty at all.
@Sandra: You Goddess You. I can't even think of anything to add, except to agree with Jane that you are the Sensei.
@Thomas: You are completely on the mark - it's kind of like making friends with your mother-in-law to have a happy marriage (or the father-in-law if you're the husband). Life is a little bit less like hell if they like you and want to keep you around.…
e until I met him face-to-face, eye-to-eye. I drummed my fingers over my revolver as I surveyed the dark and smoky room. Then I saw him. He was hunched over the playing table, clutching cards and staring down the other players. Smoke slowly curled from his lips, as he exhaled dispassionately. He glanced my way, noticed where my fingers rested and ever-so slightly shifted his weight. Tipping his chin down, he pushed his hat back with one finger and signaled the dealer for one card. A wicked grin twisted up the corners of his mouth as he laid down the winning hand. Taking his winnings, he left the table with confidence and strolled right past me, pausing only a second to say, "There is no way I can know my client's culture." I let him pass because for some odd reason I believe him.
This is what it is like to meet and/or speak with Jerry Albright. His down-to-earth, Old West way of cutting straight to the heart of any conversation is not only endearing but also very refreshing. His seat on the couch next to Recruiting Animal is rarely cold and he is an innovator extraordinaire. Jerry founded Verbal Summary as a result of several conversations, with himself, that centered around thoughts like, "Why should they hire me? I don't do anything new. Why should they give me a shot? You know, I don't really offer anything different. I am an excellent recruiter but a company I have never worked with doesn't know that." Jerry knew he had to think of something different..., and Voilá, a new idea was born.
In Jerry's Wild West days of recruiting, there was not a résumé in front of him, only a "data sheet" - a full candidate profile that was filled in during the course of an in-depth conversation. And interviews were usually conducted at night. "We would never dream of interviewing someone during the day, during business hours." Pitting what the customer needs against what the candidate had done or Building the Match, findings were shared with the client, helping the client to form an opinion of the candidate. Jerry knew he possessed a special gift: his uncanny ability to really understand each candidate. But with the onslaught of the internet and email, a considerable amount of that talent was shoved under the mouse pad. "I was left hitting the send button; just vanilla words on a computer screen. And that's the last progression our profession has seen."
Jerry wanted to do business but what could he do that was different than email? After countless phone interviews and the resultant game of interview scheduling, he brewed on the idea of eliminating a step in the process. If he recorded his phone interview, tailoring questions that the client would specifically ask, perhaps the Hiring Manager would go straight to a face-to-face interview... Ta-Dah! A new recruiting tool was born to a very proud parent. "This isn't a tool I have developed to trick my clients into hiring the wrong people. It simply gives me the opportunity to make more plays."
If you know Jerry at all, you immediately recognize the Old West attitude and deep and gravel-y vocal stylings. They are hard to miss but underneath it all, his wisdom comes shining through. While he readily admits, and with all sincerity, that his favorite part about recruiting is sending an invoice, he also confesses that "fall offs" are his least favorite aspect of the job. Most social media is using the very latest technologies. These are all well and good. But are all those you seek using those latest technologies? Here, this is Jerry's way of explaining: "Hey! I'm the first recruiter on the moon! Oh, but my clients aren't on the moon and well, neither are candidates." Focus and relevance. It's all part of being the best shot in the west.