Robin Eads's Posts - RecruitingBlogs2024-03-28T18:19:46ZRobin Eadshttps://recruitingblogs.com/profile/RobinEadshttps://storage.ning.com/topology/rest/1.0/file/get/1526924703?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=0dvyzqkleraax&xn_auth=noRecruiting 101: Forget 'Active' vs. 'Passive'tag:recruitingblogs.com,2010-05-13:502551:BlogPost:9481412010-05-13T21:00:00.000ZRobin Eadshttps://recruitingblogs.com/profile/RobinEads
<p>For as long as I've been a recruiter (and probably even longer than that) there has been a methodology perpetuated among recruiters that 'passive' candidates are somehow better than 'active' candidates. The truth is, neither of these talent pools is very desirable. At least, not nearly as desirable as an 'Active Passive' candidate.</p>
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<p>What's an 'Active Passive' candidate?</p>
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<p>This is a candidate who is probably happy in their job but for the sake of making…</p>
<p>For as long as I've been a recruiter (and probably even longer than that) there has been a methodology perpetuated among recruiters that 'passive' candidates are somehow better than 'active' candidates. The truth is, neither of these talent pools is very desirable. At least, not nearly as desirable as an 'Active Passive' candidate.</p>
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<p>What's an 'Active Passive' candidate?</p>
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<p>This is a candidate who is probably happy in their job but for the sake of making themselves "open to contact" they include certain details in their publicly searchable profiles and information. A lot of recruiters I know turn their nose up at MySpace as a potential recruiting pool. What's funny to me about that is - there are plenty of teenagers still on MySpace, which means that there are still plenty of <i>parents</i> on MySpace. Moreover, MySpace profile details include information about where you work and what job you do, so that other people can <i>find</i> you and <i>network</i> with you based on that information. I think Facebook missed that memo. Sure, you can recruit from Facebook but it's much harder to do because they have everyone all freaked out about privacy issues. Guess what? If you search MySpace, you'll still find matches even if the profiles are private - and from there you can message the person to find out more. Remember, 'Active Passive' candidates really want to be found - they just don't want to put their resume out on a job board! Especially when you consider security breaches that have taken place on job sites like Monster.com.</p>
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<p>One of the biggest obstacles to recruiting 'Active Passive' candidates is the time consumption. It takes a lot of time to search each potential social site and figure out which search terms work on that particular site. If you have lots of time on your hands you could learn Boolean and X-Ray techniques from some industry experts and use your acquired knowledge in Google or Bing to produce the results. Be honest - do you have time for that? Be honest - will you remember that? Be honest - will you still use that or will you continue to search for something easier?</p>
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<p>Being a recruiter is a hard job - you wear many hats and are required to have at least 4 arms with which to function. At least, if you want to make money you do! Placements = Success whether you're corporate or agency so the more placements you can make in a shorter period of time the better. PERIOD!</p>
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<p>Here comes the part where I tell you about the product I helped to develop in order to streamline the recruitment of 'Active Passive' candidates: <a target="_blank" href="http://jobshouts.com/candidate-search">JobShouts Social Search</a>. I promise the intent of my post is not to sell you on any product, but to advise you of a GREAT product developed specifically for you hard working recruiters.<br/></p>
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<p>Social Search allows you to search Twitter, Facebook, MySpace, ZoomInfo, Spoke and Visual CV <i>all at once</i>, using whatever search criteria you desire. In addition, there's a built-in resume search feature - which finds resume documents out there on the web using Google's API. We're actually considering a switch over to Bing for this tool since Google limits us on the number of results it will deliver. Although you can still use Boolean string commands within this search tool, you don't have to. We've automated some of the most successful basic commands to eliminate your need to learn and/or remember them. :) Stay tuned - there are TONS of improvements coming for this innovative search tool. Once we have it fully integrated with our Employer Control panel, it will be a tool unparalleled by any other. /sales pitch</p>
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<p>But seriously, this app was developed using the 'Active Passive' recruitment theory which is a practice that I used very successfully for 15 years and THAT'S what this article is about. There's only 1 catch - you can't be afraid to reach out to people on social profiles!! Too many recruiters I know are afraid to do this and I really can't figure out why. If you FIND THEM they WANTED YOU TO KNOW! Happy Hunting!<br/></p>
<p><br/></p>Social Recruiting IS NOT a New Concepttag:recruitingblogs.com,2010-03-26:502551:BlogPost:9088612010-03-26T22:30:00.000ZRobin Eadshttps://recruitingblogs.com/profile/RobinEads
I find the buzz surrounding "social recruiting" kind of amusing.<br></br><br></br>I began my recruiting career in 1994. At that time, the only "job board" was Dice.com and even it was a dial-up BB. Online recruiting wasn't even a common concept yet. From 1995 to Y2K the online recruiting space exploded. Nearly every corporate environment became familiar with online recruiting through the use of job boards, primarily. Those were pretty great for a while, because they were extra hands helping to source…
I find the buzz surrounding "social recruiting" kind of amusing.<br/><br/>I began my recruiting career in 1994. At that time, the only "job board" was Dice.com and even it was a dial-up BB. Online recruiting wasn't even a common concept yet. From 1995 to Y2K the online recruiting space exploded. Nearly every corporate environment became familiar with online recruiting through the use of job boards, primarily. Those were pretty great for a while, because they were extra hands helping to source people from a space we weren't familiar with and they provided <span style="font-style: italic;">value</span>.<br/><br/>Over the years, recruiters became smarter about online recruiting with the help of companies like AIRS and people like Shally Steckerl. By and large though, corporate America continued to rely upon job boards. Recognizing this, the job boards continued to get greedier - each year charging more money and each year delivering less value. I don't know about you, but I got tired of sifting through the hundreds of resumes from Monster that were not at all what I needed.<br/><br/>I eventually turned inward to my own training and knowledge to source candidates. In the beginning of my career, I had been taught the value of networking and creating connections. I was taught the value of helping others in my network and the return that it would provide. I was taught that this network was to be taken very seriously because it would take much time to build but only a moment to tear down. My network was a living entity to me; I cared for it accordingly.<br/><br/>As such, when I came to the realization that job boards were simply a waste of time and money - I just quit using them. I discovered through my own sourcing efforts that I saved money and sourced more successfully using the skills I had been taught about networking - only I took it to the online world. I used my AIRS training and boolean capabilities and I harnessed my inner search queen. It was a risk that paid off. I became highly sought after for very specialized IT positions. I made a career out of sourcing this way, teaching others to source this way and managing recruiting teams that sourced this way. <br/><br/>I used my networking skills and applied them to things like online communities and groups - back in 1995 I was using Newsgroups to network and source from which was a concept completely foreign to most recruiters. My boss was pretty cutting edge - he liked technology and encouraged the use and exploration of it. Who knew it would shape the entire foundation of my recruiting career and even this phenomenon called "social media".<br/><br/>Recruiting through online networking and social sites isn't a new concept. It started more than 20 years ago, people. Before my time, before your time - it's still going on and it isn't going anywhere. In fact, networking as a whole is far more productive and lucrative than you may think. If you choose to ignore it, you may get left behind. How you address social networking and social media is critical to your success. Be an innovator, not part of the herd. Get used to this revolution and tap into it's potential. Your wallet (and your hiring managers) will thank you!<br/>Time Management: Are you working on a good job order, or a great one?tag:recruitingblogs.com,2009-11-17:502551:BlogPost:7943742009-11-17T15:44:52.000ZRobin Eadshttps://recruitingblogs.com/profile/RobinEads
With cutbacks from the economy, more recruiters than ever are running a full desk. You may have been thrust suddenly into the role of Account Manager or Business Development in addition to your normal recruiting duties. If you're new to the world of staffing sales, then you may not know that not all job orders are created equal. In fact, you might be so anxious to get a "yes" out of a client that you forget all about some important factors that will predict the outcome of any job order.<br />
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To…
With cutbacks from the economy, more recruiters than ever are running a full desk. You may have been thrust suddenly into the role of Account Manager or Business Development in addition to your normal recruiting duties. If you're new to the world of staffing sales, then you may not know that not all job orders are created equal. In fact, you might be so anxious to get a "yes" out of a client that you forget all about some important factors that will predict the outcome of any job order.<br />
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To help simplify this process and to help you better understand what job orders you <i>should</i> be working on, I will break it down into 3 categories: A, B and C job orders. Here I'm going to give you some qualifiers to help you determine what category your job order belongs in, so that you can prioritize.<br />
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"A" Job Orders:<br />
- You have a signed agreement with the client already in place (not just sent, <i><b>signed</b></i>)<br />
- The fee you've agreed upon is industry standard. (15% is NOT industry standard)<br />
- The client has agreed upon interview parameters (Interview blocks have been arranged)<br />
- The salary and position are reasonable (no low ball salary or needles in haystacks)<br />
- You have direct contact with the hiring manager or hiring authority (communication is VERY important)<br />
- You have worked with the client successfully in the past (you have placed people there and been paid)<br />
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If you are missing ANY of these parameters then you are not working with an "A" job order. You should be working on <i>mostly</i> A's or you are wasting time and losing money. I realize that our desks aren't always full of "A" job orders, but you want as many of these as possible in order to maximize your production and income.<br />
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"B" Job Orders:<br />
- You have a signed agreement with the client already in place. (not just sent, <i><b>signed</b></i>)<br />
- The fee is anything less than industry standard (15-19%)<br />
- You don't have interview parameters but you have successfully placed w/this client before.<br />
- You may or may not have direct contact w/hiring manager or authority<br />
- New clients w/signed agreement in place (newbies are never A job orders)<br />
- The salary and/or position may be more challenging (i.e. time consuming)<br />
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Let's not dismiss "B" job orders. They have potential and retain many of the "A" job qualities, there may just be some idiosyncrasies. Mostly, trust your gut but retain your ability to walk away if you see a "B" job order heading south. Don't let it suck up your time, move on to an A job order if possible.<br />
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Last but not least, let's talk about "C" job orders. "C" job orders are the bottom of the barrel. These are what you work on when you literally have <i>nothing else.</i> If you don't have an agreement in place, the position is paying crap and/or the hiring manager wants a blue monkey that spits rainbow diamonds, then you probably have a "C" job order. In most cases, these jobs will lead you to nothing but frustration and very few hires. In some cases, it is acceptable to work on a "C" job order - such as if you're courting a client or trying to weasel onto a vendor list. However, this should never be done more than once. If you truly put effort into a "C" job order and the client doesn't deliver any results (meaning, reciprocal) then walk away. Cheaters never change and not all clients are honest. Accept it.<br />
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I'm sure there are other factors we can use to distinguish A, B and C job orders. How do <i>you</i> determine what to work on? What are some of <i>your</i> qualifiers?