Sunday, May 27, 2007

Memorial Day

Please take time from the 3 G’s – Golf, Grilling, and God (though not necessarily in that order) to remember all of those men and women who have lost their lives protecting our freedom.

Tuesday, May 15, 2007

Congratulations New Graduates!!

Studying to complete your bachelor’s degree is done for most of you. What are you going to do next? Some of you have committed yourselves to more study to become a Doctor or Attorney or other position requiring an advanced degree. Some of you went to College Career Fairs last fall and last February and already lined up your first job. Some of you worked on an internship last summer and received an offer as a result of your demonstrated work ethic. And some of you just realized you need a job.

What do you need to do next?

First, decide what you want to do.

Second, begin to contact companies that need people to do what you want to do.

Third, set up interviews with those companies.

Wow! That sounds simple, doesn’t it? Fortunately sometimes it is that simple. Unfortunately, sometimes it is much harder. Looking for a job can be hard work if you haven’t done any prep work during your senior year. For instance, many of the entry level positions are snapped up by February around the time of the College Career Fairs. Some companies actually extend offers in the fall before you graduate.

Let’s say your ideal job has been snapped up already by someone a little more enterprising, now what?

Just get a job period. Every job has its good points and its bad points. Most times people have perceptions about jobs that aren’t true because they have never worked in that job. You hear about CEO’s who started their careers in the mail rooms (Would that be a systems administrator today? Wait and see!). It could be you.

Take a job in customer service, retail, somewhere. Learn that company’s business. Be enthusiastic. If you are done with your tasks for the day, go to your manager and ask what other responsibilities you can take on. Look around and see where else you can contribute. Decide what you enjoy doing and what you don’t enjoy. Then see if your current company has the next position for you. Always do the best job you can. I do check references and they are pretty thorough. You always want people to say good things about you and your work habits.

Good luck! If you do a great job, we may be chatting in the future!

Wednesday, May 09, 2007

When is a Person a Valued Contract Recruiter?

As I am searching for my next opportunity to serve a company, I am reading online postings for “Contract Recruiter.” Some of them require one to two years experience and the ability to develop recruitment into a world class experience – and the compensation is $20 to $30 per hour.

Whom are they kidding? Are there other occupations where people have that unrealistic requirement of an inexperienced person? Why does it seem to happen in recruitment more than other occupations?

My guess is that in recruitment we do not do a good job selling our profession and defining what title is an entry level person and what is an experienced person. Therefore, when a temp firm hears a company say they are tired of paying contingent fees, they propose a contract recruiter at a relatively low rate (that they can sell). Hopefully they provide that inexperienced person with mentoring and support.

If not, the CEO or VP HR has a poor experience; and all contract recruiters fall into the “we tried that and it didn’t work.”

My suggestion is that Contract Recruiters should be people who have recruitment seasoning. We have been in the trenches for ten or more years and survived at least one recession. Since in our economy, recessions come along every eight to ten years that could be a reasonable requirement.

A Contract Recruiter needs to have enough experience that when a situation comes along that they haven’t seen before (and after 15 years of Contract Recruitment and an additional 11 years of Contingent Recruitment, I still experience new situations), they can respond creatively with better potential solutions for their client.

A seasoned Contract Recruiter has worked with different recruitment processes and applicant tracking systems; sold candidates on the idea of working for blue chip companies and emerging companies; understands the place for Internet Recruitment and Direct Sourcing; and cares for both his/her clients and their candidates.

A seasoned Contract Recruiter learns the client’s business and advises clients on candidates based on those business goals. Importantly, a seasoned Contract Recruiter considers themselves a member of the corporate team and works to ensure the team does well.

When a seasoned Contract Recruiter does all of those things, they are invited back when the client needs them. That is the measure of success.