Search Results - solutions offered

Blog Post: Post-COVID Campus Recruiting Trends You Need to Know: Out of 929 businesses responding to Northstar Meetings Group’s latest PULSE…; Added by Ngan Pham at 11:51pm on September 20, 2021

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

Comment on: Blog Post 'Social Recruiting: The Replacement for Cold Calling': le patience and thin skin." This was from the first part of Justin's blog where he postulates that social media is going to replace cold calling. (One of those troll headlines that always elicits major levels of irritation with recruiters who have been around for long enough to make a placement or ten or twenty of fifty or have lost count.) But let's take a look at Justin's second definitive statement. He states definitively (he seems to take umbrage with definitive statements that disagree with him but seems to make several himself). "It's a main reason why the turn over rate amongest recruiting is so high, young people with little patience and thin skin." Really, so Justin believes that young people do not have the patience and are too thin skinned to make cold calls so they leave. I would have to disagree with that definitive statement. Having trained a number of baby recruiters as well as old farts who wanted to be recruiters. I will have to take issue with any recruiter being successful if they do not have the patience of Jobe and if they are thin skinned they will fall out even if all they do is flop crap on a social site and become defensive if they piss off some folks. It's a fine line between stifling the exuberance of an unknowing neophite and having to deal with the sound of people hitting the wall like a lemming going over a cliff because they truly believe in all their excited arrogance of ignorance that they can reinvent the wheel, change the image of an entire industry when they have no idea how it got that way or why, come up with a wonderful idea that nobody ever thought of before. Sometimes they do but most of the time it's being able to give them enouh rope to either hang themselves or figure out there might just might be some reason why successful recruiters (of any age) do things the way they do. And hoping that they will hit the wall hard enough to shut their mouth and give their ears a chance while someone is still willing to talk to them. Even when we get so fucking sick of them we could puke. I will agree with Justin on one point. The biggest failures i have seen with new recruiters is those who have no patience, are thin skinned, take everything personally, think every client or every candidate is arrogant if that individual does not think they are God's answer to the recruiting solution. So if Justin believes that young people don't have any patience and are too thin skinned to make cold calls are we to understand that he doesn't have much faith in his own generation or are we to embrace the twitterati so they don't get their feelers hurt and can hide in the anonymous world of the internet until they build enough intestinal fortitude to pick up a phone. Now Justin is not a recruiter and he doesn't pretend to be. He is a marketing guy who is new to recruiting marketing. Here are a couple of thoughts for you Justin. Most of the recruiting firms in the world do not have 100 recruiters. They are small firms of from one individual to at most on average 10 to 15. They do not have the budget to hire a dedicated marketing person to do nothing but sit on the net blogging, tweeting, posting on facebook and chit chatting with hundreds of folks to drum up candidates who may or may not be worth a flip for anything they have now or in the future. So postulating to 90% of an industry that anything is going to replace cold call recruiting is a sure fire way to use a howitzer to do what a BB gun can accomplish and will elicit exactly the response you have gotten. Now let's address Justin's definition of social media. He states "classical definition". The standard definition of social media is "Social media uses web-based technologies to turn communication into interactive dialogues." The fact that LinkedIn has user profiles and offers the opportunity to communicate through that space is what makes it social." I will in fact agree with that so taking that definition. Let's see, a job board uses technology or at least in my dotty little brain fogged by too many moons, i go online to a website, post a job, i get a resume emailed to me. Now i'm old but i think it takes technology to make an email get to me from monster, then i respond to that email, then i pick up the phone to call that person or they call me from my contact information on that web based technology that i just sent to them. We speak!!!! Voila! interactive dialog. Holy shit..i have utilized Justin,s definition of social media. Would ya look at that Gomer, i have been using social media effectively since , i dunno sometime in 90's. Now let's see ,that candidate was a bomb so i will get on the net and go a google search for some web site, look at the name of the head of pathology, there's that technology thing again. Man that's great, i can even drool in my oatmeal while i do it. Now what should i do, look on twitter and see if the head of pathology is twittering about digging around in Dead Ernest today and follow him for a week or so, see if i can drum up some interesting coversation to have with him and see if i can get him to call me to see how the job market is in Texas. At my age i could be dead and on his table before that happens so hmmm...now what. I seem to remember something from the distant past when i used to do something to make contact with someone in less than several weeks. Oh hell yes, i will pick up the phone call his office and see if i can have an interactive dialog, opps i missed a step here i didn't use social media. I just called Dr. Deadly. But wait a minute based on the definition of social media i used web based technology to find him so how about that, i may really be a social media GURU since i have been doing that since it took MSN a week or two to add the third server. So there must be a difference in what Justin purports to be social media and what i have been doing since the early 90's. Maybe Linkedin is a free site of profiles just like a job board only job boards aren't free so must be Linkedin. Ok get on the site, run a search, find a profile, send an inmail, response back, pick up the phone and call. Nope did the same thing i do with a resume send in reponse to a posting on a job board so that's must not be the social media that is going to replace the cold call. Gots to be twitter and Facebook or some of those thingys called talent communities where you can hear the wind whistle through the canyon unless there happens to be some perve on there who got kicked off the dating boards. Not sure how all this web based technology that creates conversation is much different than what i have been doing all these many years but sounds to me like it puts an extra step into what i already do and most of my clients don't want to wait for four weeks for me to build a relationship with somebody before i can talk to them on the phone. I would rather just find a name and give them a call. Sure do hope that social media doesn't replace the cold call it will sure slow down my ability to make a placement next week. By the way in line with all this there is an article on ERE today entitled "The (broken)Promise of Social Media." It's a good read and of more note take note of the person who wrote it. She's been in the industry for a long time.…; Added by Sandra McCartt at 5:54pm on December 2, 2010

Blog Post: Real-life Employer Branding Ideas That Work

Employer Branding…

Added by Kristina Martic at 9:46am on November 28, 2017

Blog Post: Job Fair: The Ultimate Guideline for Employers: Technological progression makes people argue that doing things online is better and job fairs should be no exception. Both recruiters and job seekers can join with a computer set at home, a…; Added by Ngan Pham at 10:28pm on April 7, 2021

Blog Post: Job Fair: The Ultimate Guideline for Employers: Technological progression makes people argue that doing things online is better and job fairs should be no exception. Both recruiters and job seekers can join with a computer set at home, a…; Added by Ngan Pham at 6:25am on April 25, 2022

Blog Post: The Best Company ‘Work for Us’ Pages

Turn Prospective Viewers…

Added by ISL Recruitment at 7:05am on September 18, 2017

Blog Post: Diversity and Inclusion Statistics To Transform Your Diversity Recruitment Strategy

diversity best practices

Is your company investing enough in diversity? Well, with the new recruiting season quickly approaching, every company should know …

Added by Ngan Pham at 3:31am on April 8, 2021

Blog Post: 15+ Diversity and Inclusion Statistics To Transform Your Diversity Recruitment Strategy: Is your company investing enough in diversity? Well, with the new recruiting season quickly approaching, every company should know …; Added by Ngan Pham at 5:31am on March 30, 2022

Blog Post: Your Job Advert - How to Maximise Online Visibility and Conversion Excellence: If you do not know this already, then let me remind you and if you do know, I…; Added by Martin Shaw at 9:17am on September 10, 2012