Posts Tagged ‘recruitment’

Big Jump In Outside Hiring in 2011
 

After two years of looking internally to fill vacancies, companies in 2011 again began to hire new workers, relying on referrals and job boards for nearly 50 percent of their external hires.

Social media, though it accounted for only 3.5 percent of those external hires, evidences a much greater impact on hiring than the numbers would suggest, influencing candidates whose hiring ends up being attributed to other sources.

These are but a few of the findings in the just released 2012 CareerXroads Sources of Hire survey. Conducted now for a decade by the talent consultancy of Gerry Crispin and Mark Mehler, the annual survey queries the recruiting leaders of America’s largest companies about where they source the hires they make. Additional questions touch on emerging trends.

While Crispin and Mehler caution that the results reflect only the hiring practices of the participating companies, the survey has come to be an industry standard, occupying the top Google results for “source of hire,” and is one of the tools recruiters use in developing their own recruiting strategy.

This year’s survey found that in 2011 the 36 participating companies, which collectively have 1.2 million employees, filled 59 percent of their 213,375 openings externally. It’s a dramatic change from the last two years when half the openings were filled by internal transfers and promotions.

For full article… http://www.ere.net/2012/02/20/source-of-hire-survey-big-jump-in-outside-hiring-in-2011/

by Lou Adler

This article is part of my continuing series on passive candidate recruiting. The key principle underlying all of these articles is that you can’t recruit and hire passive candidates using the same workflow, nor the same recruiters, used for active candidates.

According to a recent survey we conducted with LinkedIn, 83% of fully-employed members on LinkedIn consider themselves passive when it comes to their job-hunting status. While this is a huge and important pool, most companies over-emphasize the 17% of candidates who are active. Then to make matters worse, when they do target passive candidates, they clumsily use their active candidate processes.

To assist talent leaders in understanding the differences between active and passive candidate recruiting, I’ve developed a recruiter competency model addressing the similarities, differences, and overlaps. Contact me directly if you’d like to learn more about this. It’s highlighted in the graphic showing the 12 most important competencies alongside a very rigorous 1-5 ranking system. For example, a 4-5 ranking requires outstanding performance, some type of significant recognition, and continuing accolades from the recruiter’s hiring manager clients.

Here’s a quick summary of each of the competencies and the differences between active and passive recruiting requirements:

 
  1. Results-driven: Drive for a recruiter handling passive candidates requires the ability to tenaciously, but subtly, cajole and urge passive prospects through the hiring pipeline while deftly overcoming concerns. For a recruiter handling active candidates, drive is more about numbers and being sure there are enough reasonable candidates in the pool.

For full article… http://www.ere.net/2012/01/26/a-recruiter-competency-model-for-passive-candidates-2/

Contacts are being made; conversations are being held.

My efforts via social media to connect directly with employers and with recruiters, is resulting in some early morning and late night calls worldwide.

I’m truly honoured that key decision makers from around the world are finding me to discuss my career objectives.  I’m starting to discuss a variety of possible opportunities.

Asia?..  Australia?..  US?..  UK?..  The conversations have started in regards to some exciting ventures in all of them. 

In the meantime, I continue to temporarily offer my services to Living Social, working on filling some senior level positions in the UK and other open requisitions in Canada.

As I write this, my 21 month old daughter has fallen asleep next to me, her head snuggled up against me.  The rest of the house is quiet, time stands still.  It is our moment.

Where in the world do I want to be!  That question is to be answered in the future.

Right now, it’s right here!

This past week has seen my mind focused on growth; both my children’s and my revenue.

In the last few days, my son has turned 13 and is now officially a teenager (oh, joy!).  Also, in the past week our 3 yr old daughter officially gave up her pacifier.  To all the horrified parents out there, I know, I know – why did we leave it this long?  I admit that this was my fault, as my wife  recommended that we help her give it up for over a year and I was just too weak-willed.  In fact, I can’t even claim credit for it finally happening – it was my wife who marched our daughter to Toys-R-Us to exchange the pacifier for a toy.

I just sat at home, morose at the thought of how upset our daughter would be when she came home.  Of course and as usual, my wife was correct – our daughter had got over it in a couple of days. 

Shhh – don’t tell anyone, but I think that it was me who needed the Binky more!

On the same day I had to give up the pacifier, our 20 month old daughter decided that she was too old for diapers, stripped hers off and started to try to use the potty.

By the end of the day, my daughters were supremely proud of themselves, my wife was their loudest cheerleader and I sat uselessly by, lost in thoughts of ‘hang on – how did our children get this old, this quickly?!’

As my childrenare growing in front of my eyes, so is the revenue from my work with Living Social.  In 4 weeks of actual work (after training on their systems and minus vacation time), I’ve now presented 12 candidates worldwide and made 7 hires – a 1.71:1 interviews arranged/placements ratio.  Yeah!!  This kind of success will continue to allow me to take my time in sourcing the right FT job for myself in US, UK or Asia as in the meantime, I can provide as I would wish to.

I watch with unbridled pride as my children grow and develop.  I observe our income stream continue to grow with much satisfaction.  My love and respect for my wife grows quickest of all, as we live this life together.  I strive for personal growth constantly.

Gordon Gekko may have postulated that ‘greed is good’.  My view is that growth is better.

It would seem that I’m a hot commodity for the insurance/assurance market!

A few weeks after actively putting myself out there in the job market and I’m being inundated with approaches from the likes of Farmers Insurance.  Apparently, the business development success that I’ve enjoyed as part of my staffing experience makes me an ideal candidate for selling insurance!

Now, nothing against Farmers and their like but I somehow don’t see myself as an Insurance Salesman.  I’m sure that it’s a worthy field – just not for me!

It’s been a busy couple of weeks so far, balancing new temporary contract work priorities with the search for a FT job, while still trying to be the husband and father that I strive to be.

My temporary work with LivingSocial (LS), contracting through The Wetstein Group (TWG), is now up and running.  I’m up to speed on LS recruiting goals, vision and urgent staffing needs and I have been superbly trained in the processes TWG use to deliver their outstanding success to LS. 

I’ve also connected TWG with 7 of my former colleagues from within my social network, as the co seeks to meet LivingSocial’s expansion plans in 2011.  It’s been so nice to ‘pay it forward’ and give other experienced recruiters the opportunity to link up with TWG and their client, LS.

I’ve also taken on responsibility for full cycle recruiting of specific LS hiring needs in the US, UK and Australia and was flown into D.C. to sit in on one of LS’s ‘Super Session’ recruitment days and learn the methodology behind how they recruit.

Overall, it’s proving to be the new adventure that I hoped it to be – an enjoyable and professionally satisfying way to pay the bills, until such time as the right FT job comes along. 

Having now presented my 1st few applicants for consideration, we’ll soon see how many bills I can pay!

January 15th 2011

I am indeed a lucky man.

I have the most beautiful, vibrant woman in the world by my side during this period of transition.  I have 3 intelligent, healthy and passionate children.  As a family, we now walk the path which will lead to the next adventure in our lives following my job elimination.

The 1st step was taken about 10 mins after my COO and President left my office and 5 minutes after I had called my wife with the news.  I reached out to one of my contacts on LinkedIn, Jean Wetstein who I had corresponded with a few days earlier when she had announced that she had left Williams Lea and was joining her husband’s firm, The Wetstein Group.

She had let me know that they were looking for recruiters to support them in their work with their major client.  I had promised to let her know of anyone I would recommend her speaking with.

Now, on the day I was told that I had lost my job, the conversation took on a different perspective.

“Hey Jean, I’ve got someone for you – me!”

Long story short – 3 emails and 2 telephone conversations later, by the following day I was signed up to be a contract recruiter for Living Social – a great, short-term option for all sorts of reasons!

  • LivingSocial offers daily deals on handpicked experiences that can be shared with friends. Their mission is to add surprise to every calendar.  Innovation and imagination have made LivingSocial the fastest-growing company in the social-buying category.
  • LivingSocial lets anyone find restaurants, shops, activities and travel hotspots popular in their area, at a significant savings. The company has dedicated area experts on the ground in every market working directly with business owners and constantly researching the best in local attractions to bring a savings of 50% to 70% for consumers.
  • Their web site offers a new promotion every morning, announced through its website, daily email, iPhone and Android app. Live for 24 hours, the Deal is available to anyone who clicks on it. Additionally, LivingSocial’s unique referral model gives users their Deal for free if they refer three friends who also participate.
  • With an audience of 10 million subscribers, LivingSocial is able to provide local merchants with the unprecedented ability to reach both local customers and a worldwide audience as well as introduce great local experiences at incredible values.
  • Recently, LivingSocial launched LivingSocial Escapes, a travel site offering unbeatable savings on curated, unforgettable adventures. Just as LivingSocial lets people discover new services, experiences and attractions at deep discounts in their hometown or places they visit, LivingSocial Escapes helps anyone find one-of-a-kind day trips, packaged nearcations, quick escapes that don’t require air-travel or weekend excursions they might not typically pursue. LivingSocial Escapes is the company’s third vertical market launch, including its LivingSocial Family Edition with deals for families in select locations and Deals for college students offered through a partnership with Koofers.
  • They are tracking to generate $500 million in sales this year and are focused on winning new market share in 2011, following the $175 million investment from Amazon recently announced.
  • In the last year, they have grown to offering local experiences in 5 countries!

I am honored and excited to be offered the chance to assist Living Social with the latest phase of their growth; specifically in joining The Wetstein Group’s team of recruiters in sourcing Account Execs for Living Social in both the US and UK, as well as assist them in sourcing other new recruiters; utilizing the power of my own social networks.  Led by Stu Wetstein, they are a tremendously skilled and supportive group of people.

Through the power of networking, the stars have aligned to offer me this chance to flex my recruitment skills and earn some resulting income, while I search for the next big opportunity for myself and my family.

Did I mention that I feel lucky?! 

Lucky to have my family and their support, as well as being fortunate to have tremendous, generous people in my social network.

January 14th 2011

My team said some lovely things on my last day, I’ve received some wonderfully kind messages of support from others in the wider co and the references are building up on my LinkedIn profile.

Mike, my direct boss, put out an announcement about my position’s elimination which included:  “Matthew has been a man of honor through this process.  We appreciate so much the progress he has made in transitioning Therapy Solutions into our family of companies and it’s growth over the last 2 years.  We will be supporting Matthew’s transition.  We applaud Matthew for everything he’s done for Therapy Solutions and wish him the very best with his next endeavors.”

Bob (COO) wrote on my LinkedIn profile: “Matthew is a genuine individual who worked diligently to transition a company that we acquired into our family of companies. He built our employee base and streamlined/organized processes that had been antiquated. He developed social media for recruitment and sales purposes. He also developed new clients for our company and continued to contribute to the growth and building of revenue in the company. It was a sincere pleasure to work with Matthew.”

Don’t get me wrong, there will be plenty who will delighted to see the back of me – you know who are!  However, at these times of introspection, it is joyous for me to know that by following the age-old mantra of trying to ‘treat others as you would wish to be treated’ and by trying your best each and every day, more people than not respond positively; your efforts are reflected back at you as images of appreciation.

I am a lucky man.

 

 

January 7th 2011

Today was not a good day!

The email came in from the COO – “Hey Matthew, Mike (President) and I will be in the area, can we come and see you?”  Admittedly inauspicious on the surface, I’m been around the block enough times for alarm bells to immediately toll.  When neither one would return my calls, my suspicions hardened.

By the time that Bob (COO) and Mike delivered the news “I’m sorry Matthew, but to prepare for the changes in reimbursement, the overall co is having to cut costs and yours is one of the positions to go”, my reaction was one more of resignation as opposed to surprise.

Having delivered that type of news myself on many occasions and therefore knowing how stressful these situations are for all concerned, I was impressed by the humane way that the situation was handled by both of them.  It was especially nice for them to ask me as to how I wanted the team told and then for them to deliver on my request to confirm to those assembled that this was nothing to do with performance; more so, that it was to do with costs, as there was another person in the parent co who could absorb the running of my responsibilities into their role.

They were both so complimentary as to everything I had achieved over the past 2.5 years and as to the reasons that they had enjoyed working with me.  I echoed their feelings, confirming that I had the greatest respect for both of them.

An hour after they arrived, they and my job were gone.

By the end of the day, so was I.