Rant!!!!!, Reality, Recruiting, Social Media, Social Recruiting, Twitter

Are you a good fit for this job?

Who – me? You’re asking me if I’m a good fit for your job?

Well gimme a minute. You know what I do, right? I’m a recruiter! Nearly every person who follows you is a recruiter, resume coach, PR firm, ATS guy or HR lady. This is one giant fishbowl of people who DO NOT do what your client needs. So why do you keep up the exercise?

Remember waaaaaaaayyyy back a few years ago before social media? Remember how you actually had to put together a presentation? You know – a list of features and benefits? A general summary of reasons your prospect MIGHT want to consider your opportunity? Remember when the goal was to connect with people who know the skills your client is looking for? Remember the phrase “Say what you need to say to people you need to say it to?”

Did that just go out the window? Is “sales” no longer in style? Has anybody (ANYBODY) replied to your job tweets? Ever? Really? (Don’t fib now – it’s just you and me talking here…..)

My guess is no. This is not your “Talent Community.” It’s a Social Media Mutual Admiration Society. We do not know anyone who does what you are looking for.

And by they way – before you go on and on about how careful you’ve been about your follow list…..I looked. There’s not a single (fill in the blank) on your list. Or at least in the last hundred of so people that are following you. They’re all guys and gals like me…..and you. It’s us here – not them!

If someone on your list just happens to be a…….C++ Embedded SW Eng in NYC….here’s an idea. Call them. Get to know them! Why just throw out a random tweet or FB update hoping it happens to cross their newsfeed at exactly the same moment in time their eyes are looking at the screen? I mean – you don’t think they’ve got you set up with your own Tweetdeck column, do you? Just hoping, PRAYING that some point in the near future you’ll randomly tweet “Are you a good fit for this job” in front of a list of buzzwords tailored just for them….do you?

So why are you still doing it? Does it make you feel better? Like – you’re really working here? Like – this is business?

Here’s a tip for you – it’s not. You’re wasting your time. “Are you a fit for this job?” is not business – it’s a joke.

Get it? You’ve been had.


Time Kills All Deals? Nope…..

Time kills all deals, right? Or so we’ve been told. That seems to be a theme I see pop up from time to time. Almost as if we are “allowed” to blame “time” for our failures.

My concern with this excuse is quite simple. I do not believe it. Time is not the culprit in most situations – mismanagement is. Mismanagement of expectations, of process and steps along the way kills deals. Time is merely the scapegoat.

It seems over the years too many “enthused” recruiters have always appeared to be in a hurry to make things happen. So excited in fact they create a false sense of urgency for their candidates without having a thorough grasp on the time line in front of them. It’s almost as if by “telling” the client “we better move quick” they somehow change their corporate policies to accommodate your enthusiasm. It doesn’t work that way kids.

I tell each of my clients something that helps me get a handle on the process. I let them know in no uncertain terms I am in no rush. If they have a 4 week process – OK. Now I know. I’ll set the expectations with my candidates. I’m also fully prepared for a quick process. As a matter of fact – it doesn’t matter to me what kind of process (short of absurdity) is involved. I just need to know WHAT IT IS. As long as I know IN ADVANCE then I can do my job.

The key to success with any hiring process is to know WHAT it is: How many interviews, how many people, how long does it take to schedule an interview, when will I get feedback from each step, who has to agree, how that decision is made and what timeframes are involved.

It is only AFTER this discussion that I have a right, an obligation, to keep them on track. Only then can I say “Ms. Client, when we discussed this last week you told me you would be able to give me feedback within a day of the interview” or “My notes indicate there would only be 2 interviews……” whatever the case may be. Whenever things are not as previously discussed you then have the professional authority to say “Something has changed. Can you tell me what it is?”

If you don’t discuss it before it starts – how will you know when it’s not going the way it should?

Time kills all deals? Nope. Mismanagement does……..

Recruiting, training



As a small agency – we find ourselves in an interesting “predicament” at the moment: Which assignments should we work on? Now while I’m personally overjoyed with the opportunities at hand – I’ve got to make some tough decisions here.

Normally the clients that get our attention are the ones with the highest CUE ratings. For those that haven’t heard of it – CUE is pretty simple. We look at three things: Cooperation, Urgency and Expectation. When one of these areas is lacking it makes the decision pretty easy. In fact – without either cooperation, a need to hire NOW or a realistic expectation of salary vs. skills vs. availability – it’s nearly impossible to be successful.

But what do we do when there are several clients who need to hire NOW and offer every bit of cooperation we could hope for – combined with having realistic expecations of the talent available?

I’m in a quandary……

So as I’ve thought about our situation this morning I’ve come to the realization that another level of criteria needs to join the CUE. I’m going to add an “S”: Strategic.

What placements (if made) offer the biggest strategic impact for the future? How should we look at this? Multiple hires? Is this client in a marketplace that is expanding? If they are contract roles – which ones should last longer? Are there any critical hires that would help us strengthen our role with the client? What about recruiting on the positions in HR? Or for the leadership team…..placements which may offer a stronger client relationship in the future?

Oh my. So many things to consider. I love this profession!

Thoughts anyone?

motivational, Recruiting

A word about one of the best recruiters I’ve ever met……

Her name is Holly. In all my years of recruiting she has been one of the (very) few who is somehow able to come up with a great candidate for any position – anywhere – any time. She’s been a partner for quite a while – and on our team full time since the beginning of last year.

I wanted to just take a minute and give her the recognition she deserves. Here is a quick rundown of what she’s been able to accomplish in just the past month or so. Note: This is by no means her entire contribution – just some highlights!

We’ve been working quite a few searches for one of the more “discerning” clients to cross my desk in years. We’ve been hunting for an HR Manger in Southern Wisconsin for months. Many more months that I personally would have wanted to stick with it. But Holly doesn’t give up! Our client’s new HR Manager starts on the 14th. Thank you Holly!

Last week another client gave us a 48 hour exclusive for a PLC Software Contractor. I’ve never placed anyone in that field – neither has Holly……that is….until this morning! Her guy started at 9 am today. Thank you Holly!

In January a dear friend and split partner asked for our help in another area – a Computational Linguistics/Machine Learning Software Researcher. Are you kidding me? What is that? I still have no idea. But guess who does? Holly! Her guy starts in a few weeks. Thank you Holly!

Not impressed yet? Well – how about the call I got during the Animal show last week. A new client needed some immediate PC/Networking help for a few months. They need someone to start right away. After describing our service – (wherein the resume also has a play button on the top – and he will be listening to the candidate describe his/her background while he reviews the resume) – he was looking forward to hearing someone describe their experience fixing printers, working with Group Policy and their background with Windows 2003 and 2008.

Guess what? Within 3 hours he was listening to a fully qualified and interested technician describe the exact experience and background he is looking for. They’ll be interviewing tomorrow at 9 am.

Thank you VERY MUCH Holly!


A Word on Split Placements and the Continuity of the Close

Just a quick thought here for us split recruiters. Once the handoff has taken place – it is very important to let the recruiter who is working directly with the client also be the one who the candidate talks to.

Why is this? I have found the phrase “too many cooks in the kitchen” is quite applicable. If another cook comes in, tastes the soup and decides to add a pinch of this and that…..cook number one has no idea what was put into his dish.

Bringing this analogy to a split placement is quite simple. Closing is a series of discussions – all based in part on the previous discussion. If you introduce a candidate to me and I am working on a sendout (or offer) – I need to be the one keeping all concerns/questions on one page. If you jump into the middle just to “see how things are going” you are breaking the continuity of dialogue.

Perhaps the candidate tells you something important – but you forget to tell me. What then?

Chances are I’m in a better position to address questions about my client than you. What happens when you make a few assumptions – just trying to keep things moving ahead – and those assumptions are inaccurate? Yet the candidate feels that “since he talked to one of us about it” then it’s been covered.

The reasons to keep continuity with one person are far too many to list here. Just wanted to throw the topic out here for discussion……


Recruiters – Interested in more sendouts?????

……from the same number of candidate introductions?


Numbers are important.

Ask anyone who knows me and they’ll agree – I’m all about having a complete understanding of exactly where my desk is at all times. Should I be expecting a placement this week? Am I looking at a long road before my next one? Well – rather than hope, guess and speculate, my desk is telling me every day what I can expect. I let my numbers speak to me.

SO this is what leads me to something rather exciting. For years I’ve known “MY” numbers. It takes me 1.75 Introductions (Submittals/Referrals) to make 1 Sendout. It takes roughly 4 Sendouts to make a Placement. Even if I’ve had 15 in a row without anything close to an offer – my desk is telling me the Placements are right around the corner. My next group of Sendouts will surely provide the results my desk owes me! It’s just that simple. So without getting too deep let’s just say that my faith in keeping track of all activity is what helps me take the emotional ups and downs out of this crazy business we have all chosen!

I have been using Verbal Summary as my primary means of introducing candidates to my clients for quite a while now. Simply put – when my hiring manager gets a resume from me – there is a play button on the top of it. With just one click (no downloads, passwords or funky equipment required on their end) they begin listening – yes that’s right – LISTENING to my candidate describe their background and qualifications in detail. While the audio clips last just a minute or two it is enough to bring an entirely new perspective to the candidate. My client is experiencing the PERSON – not just another resume.

I have long known this tool is a radical switch in what our clients are accustomed to. I hear them tell me how they love it. Daily. But how about some numbers? Where is the data behind my feeling great about using it? Here it is:

I have taken the number of candidates I need to introduce in order to get a Send-Out from 1.75 down to 1.25
So for you number crunchers – and we all should be number crunchers – take a look at this:

Prior to implementing Verbal Summary – 1.75 Intro to Sendout

After implementing Verbal Summary – 1.25 Intro to Sendout

So how does that fit into my bigger picture? Let’s use a nice round number. Let’s look at 100 introductions and my current Sendout to Placement Ratio of 4:1.

W/O Verbal Summary – 57 Sendouts which would in turn generate 14.25 Placements

Using Verbal Summary – 80 Sendouts which would in turn generate 20 Placements

So the specific ROI from using Verbal Summary is an additional 5.75 Placements from each 100 Introductions.

Why does this work? This isn’t about getting clients to interview the wrong candidates. Never has been. Never will be. My suspicions are that it might be a combination of several factors: The client taking an interest in my candidate before resumes from my competitors; the fact that in knowing my client will now HEAR me doing my job I have raised my personal bar; or some kind of subliminal “positive first impression” thing. Since I, as a salesman, am deciding and being a part of what they hear first I get to choose for them to hear something positive and on-target. There may be just as many other factors to the change in my numbers that right now escape me. Either way – I just don’t know. All I can do is look at the results. They’re real…………..and they’re SPECTACULAR!

Could your desk use this kind of turbo boost? If you think it could – give me a call!
260-347-1715 or Cell 260-349-2723


Why I’ll Be Tweeting This Holiday Season

I’ve been away from Twitter exactly 4 months. It’s been refreshing.

During this time I’ve been in a constant stream of actual recruiting business – you know – client visits, sendouts, placements and such. It’s been great. I feel great.

I am going to jump back on Twitter with ZERO expectations – just to enjoy the holiday season. (I typically shut down between Thanksgiving and New Years anyway.) I will not expect any ROI whatsoever and therefore will not beat myself up for all the time I plan to waste there.

So for those who said “You’ll be back!” – You’re right. You win. .

That’s it. It’s just that simple. Anyone who needs to find me on Twitter – here I am!