artofrecruiting blog

So Long 2011, Hello 2012, and Best Wishes to Recruiters Everywhere!

As we approach the inevitable conclusion of yet another year, it seems wholly appropriate to reflect on the past twelve months, as well as engage in a bit of prognosticating.  From my vantage point, the year 2011 is best characterized by the word “unsettled.”  Consider the following:

Unemployment, by historic standards, remained relatively high throughout the year, although, as the year ends, there seems to be growing sentiment that job creation is beginning to gather steam.  Structural unemployment, a skills-based disconnect between existing job openings and available workers, remains prevalent.

Politically, the world has continued to be a very messy place.  Internationally, we collectively witnessed the surging momentum of the Arab Spring.  On the domestic front, the Occupy Wall Street movement emerged, but never effectively defined itself (seems like a movement in search of a cause).  Tragically, the US Congress has earned an overall annual approval rating of 17% according to Gallup, the lowest such result ever recorded.

Economically, we came to fully appreciate that we really do reside within a global economy.  While we have come to understand terms like “contagion,” and “austerity measures,” the jury is still out on what will become of the EU over the long-haul, and whether a cohesive plan will emerge to address the glaring debt load confronting the PIGS (Portugal, Italy, Greece, and Spain). 

Given the above factors, it’s easy to appreciate why the stock markets have whip-sawed investors to the point where it really is hard to be certain about anything (other than pending uncertainty).  Adding to investor ambivalence are the numerous market analysts who affirm that economically speaking, 2012 is likely to be another lackluster year.

What do I think?  Perhaps an even more important question is why would anyone care what I think!?  After all, my degree isn't in Economics or in Finance.  My degree is in Political Science (well, maybe that DOES qualify me to offer an opinion - on virtually ANYTHING!).  For whatever it may be worth, I’m going the contrarian route, but only modestly so.  And by “contrarian,” I believe that 2012 will shape up to be an okay year.  From a domestic economic perspective, I think that 2012 will be a better year than 2011.  Admittedly, there aren’t any specific indices that I can cite to support my belief that things are going to be better in 2012, so chalk my sentiments up to blind faith. 

In truth there are a few trends that I see as being generally positive.  I believe that U.S. consumers will continue to deleverage, if only because shedding debt is about the surest and most pragmatic investment out there.  I believe that job creation will only continue to improve as companies gain confidence in the broader economy and near-term potential within their respective market sectors.  This, of course, should be good news for recruiters (and for recruiting trainers!).  Speaking of training, I've worked with a number of clients in Q4 2011 that have added new recruiters, which is not a bad indicator in of itself.   Finally, I remain hopeful that European nations will formulate policies that support a greater degree of fiscal discipline moving forward (oh that the USA could adopt some fiscal discipline!), as this seems to be the only way in which the EU remains viable.   

While I maintain a modestly positive outlook, I will readily acknowledge that any number of disruptive events could occur that would throw my predictions into the proverbial compost pile, such as a significant act of terrorism, a war, or anything that threatens the global supply of oil (i.e. terrorism or war).  Despite the possibility of market disruptions, I feel like we are at the precipice of a positive economic period.  The last few years have been a slog, but with any luck we will see 2012 open with some positive indicators.  In my mind we are overdue. 

Regardless of how 2012 plays out on the global economic stage, my genuine hope is that YOUR 2012 is disproportionately wonderful, successful, and fulfilling in every respect. 

Here’s wishing you fanstastic success in the New Year!  

Paul        

What The Foo...Can Teach You...About Recruiting.

Recently, I went to see the Foo Fighters in concert at the new Consol Energy Center in my hometown of Pittsburgh, PA.  To say that it was a great show would be an incredible understatement (provided of course that you’re a fan of Rock N’ Roll).   Dave Grohl, the Band’s founder and front man is an exceptionally skilled singer, song-writer, drummer, and guitarist.  He has surrounded himself with equally talented performers, who fundamentally appear to enjoy what they are doing.   All in all, it was an energetic and gritty performance by a group that has unquestionably attained superstar status.   In short, the Foo Fighters rock! 

So, why am I posting about the Foo Fighters and what on earth might this have to do with recruiting?  Great questions!  I walked away from this concert thinking that Dave Grohl, in particular, stands out as being remarkably smart, not only with respect to music, but perhaps especially with respect to the business of music.   His leadership has directly allowed the Foo Fighters to distinguish themselves as one of Rock’s true marquee acts.

I talk with recruiters and companies all the time about talent acquisition and the importance of competitive differentiators and distinguishing features, employment brand identity, crafting compelling stories, and creating a positive candidate experience.  I also speak about the importance of effective communications and expectation management.

In reflecting on the Foo Fighters concert, I was struck by the degree to which Dave Grohl was incredibly adept at both managing and exceeding the expectations of 20,000 concert attendees.  He was funny and personable; he was appreciative and genuine; he was upbeat and engaged.  He connected with the audience almost immediately, and communicated that he and his band mates were going to play for a long-time.  By “long-time,” I don’t think anyone was really counting on what ended up being a 2 hour, 45 minute show (capped off with a 6-song encore).  The bottom line is that Dave Grohl and the Foo Fighters “delivered” in every sense imaginable.  

As recruiters we have an opportunity to “deliver” every day, and every day we have an opportunity to manage or exceed the expectations of both candidates and the hiring authorities we support.  Delivering doesn’t happen by accident, but rather is the result of thoughtful planning and careful execution.  Watching Dave Grohl and the Foo Fighters was yet another reminder that more than ever, there simply is no substitution for:  1) having a great message, 2) working hard to deliver that great message, and 3) delivering the message in a manner that “drips quality.”

Wishing you ongoing recruiting success (Rock On!),

Paul

Recruiter Health - Do Something Smart...For Yourself

I know, I know!  It’s been a while since I’ve written something new!  I offer no excuses, other than to say that as last year transitioned into this year, time became a complete blur (not an excuse, just a perception).  My big goal moving forward, however, is to make my contributions here a bit more timely (we’ll see how that plays out!).

Things in the broader marketplace are continuing to heat up, and I continue to believe that barring something unforeseen, we will see ongoing improvement in many market sectors, and increasing strength in the demand for talent.  Generally speaking, all great news for those of us in recruiting, and far better than the alternative.  But, these sudden swells of activity do have a tendency to make our effective utilization of time a real challenge.  Increased activity begets even more activity, the days start moving faster and faster, and work starts taking on a bit more of a transactional feel.  All of which brings me to what I really wanted to talk about, namely the need to pause periodically, and take stock of ourselves as relates to the work we do.  In all the hustle, bustle, and increased activity that inevitably accompanies market recoveries and new initiatives, I think that it’s especially important to take the time to do something smart for yourself. 

Each of us has encountered timeframes that are a bit like transaction-laden maelstroms, where everything that can happen does happen, and we are left feeling exasperated, exhausted, or both.  While I’ve generally managed to find different ways to keep my work interesting, recently I increasingly found myself feeling like I was latched to a treadmill (one that was the ultimate embodiment of a Desk/Phone/Computer).  I felt that I could work for 18 or 24 hours straight for six consecutive weeks and still not feel as though my work was done.  The simple fact of the matter is that in recruiting THERE IS ALWAYS SOMETHING THAT NEEDS TO BE DONE! 

Despite feeling like I was dealing with a plate that was overloaded, I decided to add ONE MORE THING to my schedule.  More planning time, you ask? A more rigorous review of daily tasks completed?  An earlier start and later finish to each day?  Well, in truth, none of these.   Basically, I decided to become a bit LESS sedentary, and a bit less attached to my chair and desk.   

In short, I elected to start running again.  To be honest, it’s been YEARS (probably 6 or 7) since I ran with any regularity, but over the past 4 months I’ve plugged away at it just about every day, mostly electing to go outside, and usually without regard to weather or temperature (which, in the teeth of winter, has had me occasionally wondering – “What the hell am I doing?”).

In reading the above, some of you may be trying to control that involuntary muscle response that just occurred (you know, the one where you index finger is naturally drawn towards the Uvula in your throat....by the way, what a great word – Uvula).  I get it – running isn’t everyone’s cup of tea.  My father-in-law has long stated that one should only run, if one is being chased.  While I’m not going to lie and say that I necessarily love the actual process of jogging, I can’t deny that I DO like the way that I feel when I’ve finished a run.  There’s no doubt that it’s the best way that I’ve discovered to fight off day-to-day stress and pressure that come with working in a business that contains more than its fair share of ambiguity (it’s a people-business, after all).

I have the benefit of running in a rural setting, which I really love.  Most days, it’s just me, a dirt road, and some neighboring cows (see pictures).  My point is this:  If you want to work smarter – do something healthy for yourself.  At least for me, physical activity has proven to help me clear my mind (nothing like cutting through the clutter), and work smarter.  Further, I’ve found that I arrive at that point of diminishing returns (the point in the work day where you simply aren’t productive) less frequently.  Best of all, I feel like I’ve got a bit more balance to my day.  If you are physically active and regularly work-out, good for you!  If you haven’t been active in the recent past, I encourage you to give some kind of workout routine a try.  Not only will you be doing something good for your body and mind, but I believe you will come to appreciate a greater degree of calm and clarity in each business day. 

Wishing you ongoing recruiting success!

Paul

Economics & Recruiting - Where Are We Headed?

Geez, it's been awhile - in fact, quite a while.  Between personal and professional travel, search assignments, training engagements, and a few other odds and ends, I just haven't had much time to write - until now.  I wanted to briefly address the economy and how prevailing economic trends are likely to impact the recruiting landscape for the near-term. 

While anyone who follows the news, even passively, is undoubtedly aware of the fact that the National Bureau of Economic Research (NBER) officially declared that the recession which began in December of 2007, officially ended in June 2009.  All in all, the recession lasted 18 months, which is quite long by most economic standards.

We all know that employment is a lagging indicator, so it makes sense that even though the recession ended over a year ago, for many it sure doesn't feel that way - does it?  That said, every recession seems to operate a little bit differently.  The people impacted, the root causes, and the long-term ramifications are seemingly unique.

I absolutely believe that a recovery is underway.  But, and I don't count myself to be particularly prescient in stating that it will likely be a choppy recovery with tangible fits and starts.  I talk with lots of recruiters - in house and 3rd party alike - and the general sense is that things are improving, but not in a manner that makes anyone feel overly secure.  So, I try to pay attention to interesting news stories about the marketplace, and especially the employment marketplace.

I was en route to the airport last week, and found myself listening to Charles Osgood, who was talking about those who have been impacted by unemployment.  Interestingly, Osgood was speaking with Timothy Smeeding, of the Institute for Poverty at the University of Wisconsin, who said, ""Low-skilled labor is really in trouble in this economy. The demand for their services is shrinking like crazy. The traditional ways that they moved into the middle class - manufacturing, construction - are dead in the water."

Anthony Mason, another CBS correspondent, added this perspective, "The great divide is a college degree: the unemployment rate for college graduates is less than 5%. For those with just a high school diploma, it's more than 10%. And according to another study, the median income for a college grad - nearly $56,000 - is more than double that of workers who finished only high school."

Furthermore, I read a fascinating piece in the Washington Post, entitled, "Why It Doesn't Feel Like A Recovery," by Neil Irwin, that addressed the "Output Gap."  The Output Gap is essentially the difference between what U.S. companies produce, and what they are capable of producing.  The current Output Gap is estimated to be in the neighborhood of $900 Billion.

The bottom line conclusions of this article were that in order to bridge the Gap by 2012, we need our economy to grow at an annualized rate of 6%.  If our economy only grows by a rate of 3%, the Gap doesn't close until 2020.  And, if the economy grows at a rate of only 2%, the Gap wouldn't close, as potential output is always on the rise as a result of a growing population and increased worker productivity.

My personal belief is that the market will continue to improve, but in spasms.  My genuine hope is that those who have been displaced will get training that enables them to be relevant in what increasingly is a services economy.  My other genuine hope is that we see solid yet sustainable economic growth - I'd much prefer this scenario over a V type of recovery.  Only time will tell.

Preparation Goes A Long Way When Executing Recruiting Cold Calls

Several weeks ago I delivered a webinar presentation entitled, “Advanced Introductory Calls to Passive Candidate Prospects – Making Every Call A Great Call.”   With roughly 200 or so recruiters on the call, it seemed only logical to start out the presentation by ascertaining the audience’s overall comfort level with respect to making cold calls.   I provided four options that program participants could respond to, as follows:

1)      I am highly comfortable making recruiting cold calls (I live, breathe, and eat this stuff!);

2)      I am fairly comfortable making recruiting cold calls (I’m effective at making cold calls but interested in seeing if there’s a better approach);

3)      I am fairly uncomfortable making recruiting cold calls (Making cold calls gives me the “Willies” – I’d like to get more comfortable);

4)      I am highly uncomfortable making recruiting cold calls (These types of call make me break out into a cold sweat).

In candor, I really had no idea of how the audience would respond, but the results were as follows:

1)      11% Responded: I am highly comfortable making recruiting cold calls;

2)      40% Responded: I am fairly comfortable making recruiting cold calls;

3)      33% Responded: I am fairly uncomfortable making recruiting cold calls;

4)      8%  Responded:  I am highly uncomfortable making recruiting cold calls;

5)      8% Provided No Response

In simple terms, 51%, or roughly half of the participants felt that they were good at, or at least comfortable with making cold calls.  Interestingly, however, another 41% were far less comfortable with making cold calls.  Why?  Well, there are lots of reasons why people feel uncomfortable with respect to making cold calls, including: Fear of Rejection, fear of the unknown, fear of seeming unknowledgeable, and finally a fear of intrusion or imposition.   In my experience, the best way to conquer a fear is to recognize it, embrace it, and to devise a rational approach to overcoming it.  With respect to overcoming a fear of making recruiting cold calls, the most important antidote is proper preparation. 

From my vantage point, proper preparation is much more than having a written script to use when making calls (and frankly while I see great value in drafting call scripts, I certainly don’t advocate reading from a piece of paper, as there's nothing worse than sounding “canned”).

Proper preparation starts with being able to articulate your firm’s compelling story (or that of your client firm, if you are a 3^rd party recruiter).  It may seem terribly simplistic, but over the years I’ve been amazed by the number of recruiters, and hiring managers for that matter, who are not especially adept at crafting and utilizing recruiting selling messages that will resonate with prospective candidates.  After all, as recruiters we would ideally like to secure what I call the “WOW” response from candidates, as in “WOW!  Your company has a great story!”

The second aspect of proper preparation ties into the exact words, phraseology, and speaking pace that you use when making recruiting cold calls.  I’m a huge proponent of Unfocused Cold Calls, as opposed to Focused Cold Calls, because I’ve found that it’s far more effective to orient the call around discussing a prospect’s career first and our opportunity second. While there’s not enough space here to adequately address the many distinctions between these calling formats, trust me, Unfocused Cold Calls work.

The third component that ties into proper preparation is knowing exactly how to respond to the candidate prospect regardless of whether the individual is interested in hearing about a potential new situation or not.  This is the part of the call where you have to be able to think on your feet and come across as a genuine, engaging, and “no pressure” recruiter.  Too often, it seems that recruiters measure whether or not a cold call has been effective based entirely upon whether or not the call yields an immediate candidate for a given opportunity, when the real measure should be whether the call ultimately resulted in the creation of an actionable business relationship that can be appropriately leveraged over time.

While there is no magic elixir that will make everyone comfortable when executing cold calls, there’s also no substitute for solid preparation.  Knowing who you are calling, what you want to say, how you want to say it, and having a clear appreciation for the specifics associated with a particular position or opportunity that you may be interested in sharing with a prospective candidate collectively reflect on your expertise and ability as a recruiting professional.

The Candidate Experience & Fine Dining - Service In Recruiting Matters

Recently, I delivered a presentation to a group of recruiting professionals that addressed how an organization's employment brand is directly impacted by the positive and/or negative experiences of individual candidates in consideration for existing openings.  The underlying premise of the presentation was that the manner in which a job applicant is engaged throughout the recruiting process has significant bearing on a candidate's perceptions about an organization's values, culture, and people.

In kicking off the presentation, I decided to do a quick social experiment by asking everyone in the audience whether or not they could identify the single finest dining experience that they had ever enjoyed.  As I began to poll audience members, I was struck by the fact that everyone could identify one particular dining encounter that was truly exceptional and that stood out among all of the others.  One individual cited an incredible meal at a restaurant in Orlando - a meal that she had over seven years ago.   Another individual highlighted a D.C. based restaurant that was consistently superior (and regrettably, was no longer in business).  A third individual became sentimental about a small bistro in Italy's Dolomite region.  As these dining experiences were briefly recounted, you could see other participants nodding in acknowledgement.  In short, everyone was able to think of a specific time, place, and experience that approximated dining excellence in every respect.

As the dialogue progressed, it became apparent that the common denominator that made each dining experience outstanding was directly tied to the quality of the service that each individual had received.  While fine dining is synonymous with great food, great service was unquestionably the critical factor that made the total dining experience unlike any other.

As recruiters we are ultimately afforded the opportunity to create a highly memorable experience for the candidates that we navigate through our hiring process (or client's hiring process).  As recruiters we have the capacity to directly engage candidates in a manner that embodies great service.  This, of course, doesn't mean that every candidate will end up getting a job.  But, by providing candidates with candid feedback, by managing expectations, and by responding to candidate inquiries or requests for status updates in a timely manner, we not only are provided with an opportunity to distinguish ourselves as being highly professional, but are also more likely to mitigate the potential for hard feelings or a negative experience - especially if a candidate doesn't end up getting an offer of employment.

It may sound simplistic, but if we can take steps that result in candidates feeling that they have been well treated throughout all phases of the recruitment process, there will be a favorable impact on our employment brand.  And, while we may not be able to leave candidates feeling quite the same way that they would upon departing a fine restaurant that provided a superior meal, we can leave them feeling that they were respected, treated with integrity, and well served by working with us.

If you would like to view a short video that highlights some of the concepts inherent to providing quality service (from a recruiting standpoint), check out "Protecting Your Employment Brand From Social Media Backlash," available here on the artofrecruiting.com website.  Alternatively, you can access the program via YouTube, by clicking here.

Wishing you ongoing recruiting success!

Paul

Recruiting & Unvarnished - A Lawsuit In The Making??

While watching the evening news recently, I learned about a fascinating new website that will likely impact recruiters and the candidates they engage.  The website is called Unvarnished (http://www.getunvarnished.com/).  

According to the "About Us" page, "Unvarnished is an online resource for building, managing, and researching professional reputation, using community-contributed, professional reviews. Unvarnished reviews help you get the inside scoop on other business professionals, providing candid assessments of coworkers, potential hires, business partners, and more." 

Essentially, Unvarnished is a place where you can provide ratings on peers, superiors, subordinates, etc.  What's interesting, of course, is that these ratings remain anonymous to anyone viewing them.  To create a rating, you do need to register for Unvarnished via Facebook, which means that any rating that is published can be traced back to the author.  This begs a really interesting question: How long will it take before someone files a suit against Unvarnished because they feel that a reviewers comments are libelous? 

Of additional interest will be how the courts evaluate the applicability of the Communications Decency Act of 1996 as relates to reviews that are posted on Unvarnished.  Section 230 of this law stipulates that the courts can't entertain claims that would place a computer service provider in a publisher's role, which means that if Unvarnished is deemed to be a distributor of negative posts, and not a publisher (i.e.: creator) - little can be done.

And, of course, we can only wonder how this service might be used or viewed by recruiters.  If a recruiter finds a negative review or even a mediocre review of a prospective candidate or active candidate, what impact will this have?  How long will it take for one individual to potentially "trash" a current or former colleague?  Lots of questions, but we will have to wait to learn the answers.  One thing for certain is that with the advent of Unvarnished, we see yet another illustration of how the internet continues to shape and impact the world of recruiting.

Protecting Your Employment Brand From Social Media Backlash

As social media channels gain traction, individuals will continue to cultivate a greater degree of comfort in expressing their views and experiences online regarding everything - including recruiters and employers. 

In fact, you don't need to look very hard on the internet to find candidates regularly venting about their "not-so-positive" experiences in working with recruiters, or their efforts to navigate through an organization's recruitment process.

There are several key things that recruiters need to do in order to protect the employment brand of the organizations they represent, as well as protect their individual brand or reputation. 

To this end, I encourage you to check out the presentation that I just produced, entitled, "Protecting Your Employment Brand From Social Media Backlash."  Click to access this 15 minute training program for free, or upon the icon at the top of this thread.

I hope that you enjoy the program, and get some worthwhile takeaways.

Wishing you ongoing recruiting success! 

Paul

Recruiting, Recruiting, Recruiting & Blogging...

Well - it had to happen at some point, right?  Over the recent past I've debated the wisdom of firing up a blog.  My primary concern has been whether or not I can allocate the time to creating what will hopefully be both timely and relevant posts.  As the saying goes, however, "nothing ventured, nothing gained."

Hopefully, the posts that appear here periodically are both relevant and interesting (on some level) to anyone working as a recruiter or within the talent acquisition landscape - believe me, that will be the goal. 

Also, I hope to provide posts that also focus on recruitment training, and more specifically on proactive recruiting best practices.  To this end, if you see something that you like - let me know.  If you see something with which you disagree - let me know that, as well.  Regardless, I look forward to the dialogue. 

Wishing you ongoing recruiting success - Paul.