Lean, Just-in-Time Recruiting!

Archive for February, 2009

Relocation Rollercoaster

Wednesday, February 25th, 2009

Our wonderful economy has created stressful times for many folks. In order for some people to secure employment, relocation is necessary (providing they can sell their homes).

In a recent conversation I had with 2 individuals over lunch, I was reminded how stressful relocation can be even in positive career move situations (both of these folks were relocating for promotional opportunities with their respective firms).

Here are a few comments they made over a casual lunch.

  • “I’ve been traveling back and forth since June. Heavy since Oct. (every week).”
  • “I’m not going back home this weekend since my husband is home with the flu, and I have a weekends worth of work to do anyways!”
  • “I figured I would spend some time looking for temporary housing; a place I can store some items during the move.”
  • “Next Friday I have to put the house on the market; paint and clean out garage, etc. I would rather be working!”
  • “My husband needs to update his resume and start looking for a new job.”
  • “I got a call on Thursday afternoon; the Realtor locked the door after showing our house! My wife was locked out with our 6 year old and 8 month old! She was stuck at the neighbors until the Realtor made it back (2 hours later) to unlock the door. My wife told me I’d better be well rested because I would have kid duty all weekend; I’ve got to prepare for the new job…” “…I’ve been working 12 hour days just to prepare!”
  • “Next week I will be moving Monday-Wed; staying at my folk’s house in Florida from Thursday to Saturday; getting into rented condo on Monday with some of our stuff and storing the rest until we find a house. The house we wanted to buy we missed by 4 hours. I will be back in office for meetings on Thursday.”

A peer of mine shared the following story with me: She ran into a person she had recruited to her organization 10 months earlier. She had been hearing great things about this gentleman from his boss. His boss said he was assimilating well into the culture, doing a great job, etc.

When she mentioned to him how well she heard things were going . . . He commented:

“The job and company are great! It’s when I get home that is tough. We still haven’t sold our house. My daughter just started talking to me again last month. My wife is having a tough time adjusting including being home sick. The personal side of this move has been really, really tough.”

Changing jobs is one of the top 5 most stressful things humans do in their lifetime. Changing jobs and relocating in a difficult economy…? …WOW; much easier said than done!

With that said, if you and/or your organization recruit candidates that must relocate are you doing everything possible to make the process less stressful? Are you reaching out and asking how you can assist with the “personal side of the move”?

Doing any/everything you can to make the transition as smooth as possible makes all the difference in the world!

The "indirect, networking" call!

Wednesday, February 18th, 2009

While technology and web 2.0 sourcing tools are making it easier to identify talented prospects the ROI on “indirect, networking” calls is at an all time high!

For anyone not familiar with “indirect networking;” it is the art of contacting, and networking with active job seekers who interface daily with the professionals you’re trying to hire.

Let me give you an example: We are currently searching for a Senior Accountant with manufacturing experience. Given the unemployment rate, skill set, etc. you would think this would be a pretty easy search. Well – it hasn’t been. We have tried numerous sourcing tactics (Web 1.0, Web 2.0, referrals, etc.), and have not found qualified candidates that meet our criteria.

As a result, we went online and harvested resumes of Controllers from manufacturing companies in the area; ideally, folks who were recently laid off or let go. The majority of these Controllers had accountants reporting up to them, either directly, or indirectly (reporting to an Accounting Manager).


First off, these folks are active seekers and are usually easier to reach.

Secondly, if they have recently left the company, they are more inclined to provide unbiased information, referrals, etc.

Most importantly- – these calls are fun and generate qualified prospects with a built-in referral source! There is very little outright rejection. You are asking for their help, networking with them, learning more about their previous organization(s) as well as the types of opportunities that interest them.

A call can go something like this:

    “Hi John. I am searching for a SR. Accountant with manufacturing experience. I found your resume on ________ and saw that you recently worked for _____ . I see that you had a team of 5 accountants reporting to you and thought you might be able to assist me in my search.

    This is an excellent opportunity for someone to interface with key executives performing analysis and auditing for three divisions that operate globally.

    Of the 5 folks that worked for you, do you think anyone of those folks would be qualified for this position? If so, I would sure like to talk to them about the opportunity…”

After they provide feedback, I would ask if I could use them as a referral source.

    “John – is it ok to mention I received their name from you?”

After I have harvested some qualified leads, I would return the favor and ask if there was anything I could do to assist them with their search.

    “John – we are not looking for a controller today but will keep your resume on file. Is there anything else I can assist you with in your job search . . .? “

Indirect, networking calls are low-tech, BUT, highly effective and fun.

Think of your current searches today and if this tactic might apply! Happy Recruiting!

"Changing People’s Lives"

Wednesday, February 11th, 2009

Are we forgetting what we do for a living?

Are we getting complacent and forgetting how we impact an organization? Have we forgotten the critical role we play in people’s lives every day?

Anyone that has recruited for any length of time has probably experienced a wonderful and gracious thank you from a candidate. We all know how amazing it feels when a candidate shares their sincere gratitude and deep appreciation for “changing their life” for the better.

Here are 10 things you should consider each and every day to ensure you are motivated with the proper mindset to have an “impact on people’s lives” as a recruiter.

  1. Every candidate is someone’s brother, sister, father or mother. Treat candidates like you would treat your own family.
  2. Do you recall that passive candidate you called some time ago who said they were not interested in your opening, but called you back a month later and got engaged, got hired and is grateful you called that day? You will make more of those calls today!
  3. Most people (candidates) don’t interview for a living. If you can provide constructive advice that may improve someone’s resume or interview skills, please do it; regardless if the position is with your firm/client or not. It’s the right thing to do!
  4. Be respectful of every person’s time. If you made a commitment to call at a scheduled time; then call at that time; Interview at 2 – - meet in lobby at 2!
  5. Everyone deserves feedback. Be respectful and return all calls/emails!
  6. “Be There” – - while it might be your 10th interview, it is the candidate’s first interview with you. Engage, focus and provide them 100% of your attention.
  7. Don’t let them see you sweat! Don’t wear your emotions on your sleeve. If you’re having a bad day leave it at the door and delight everyone you are in contact with each day.
  8. Remember, the majority of hiring managers want positions filled as much as you! Yes, hiring managers can be frustrating, but understand why they don’t like your candidate(s) and then be a true consultant and come up with a solution.
  9. Be interested, not interesting. Engaging with candidates, learning about what they do, and understanding how we can help them achieve their goals is the best part of this job!
  10. Before you start each day, remember; you can (and will) impact people’s lives. Today you have the opportunity to pick up the phone, engage in conversation with someone, schedule a meeting with your hiring manager and potentially make both parties very happy (a 2 for 1 day!).

"Eating Frogs & Moving the needle"

Wednesday, February 4th, 2009

lets eat a frog, move the needle and get out early tomorrow!

For those of you that know me, and/or, have attended one of our workshops, you know a couple of things:

1. I am a Brian Tracy (www.briantracy.com) fan.

2. I am passionate about time management, planning and continuous improvement.

Having read many books (and studied the experts) on this subject over the years, I am constantly trying to find new ways to maximize my schedule and get the most critical things accomplished in the shortest period of time.

To that effort, our team has kicked off the New Year utilizing two questions to plan our day?

What Frogs do I have to eat?

What do I have to do to ‘move the needle’ on critical projects/tasks that need to get completed?

We end each day reflecting on these two questions?

Did I “eat any frogs”?

Did I “move the needle” on critical, urgent project/tasks that need to get accomplished?

If you “Eat that Frog(s)” and “Move the needle” on critical projects/searches each day, good things will result over time.

From two recent training sessions, colleagues sent me this video clip ( http://www.eatthatfrogmovie.com/ ) and picture below!

I love it!!!

I hope you ‘eat some frogs’ and ‘move the needle’ today!