src="http://pagead2.googlesyndication.com/pagead/show_ads.js"> The Hiring Insider: 05/01/2004 - 06/01/2004

The Hiring Insider

Monday, May 31, 2004

Happy Memorial Day

Off today - hope you are as well. We'll be back tomorrow. Have a safe and happy Memorial Day.

Friday, May 28, 2004

Working with Recruiters (hot tip)

This morning I wanted to briefly discuss crafting a job description (needs analysis) when working with recruiters.

To help you - as a recruiter I will definitely want to know about the core competencies required for the job, experience level required, educational background etc and why the vacancy exists. But I will also want to know who else is on the team and for how long, what are their strengths and weaknesses? What would happen if one of them left...what is the next most critical skill set required?

A good recruiter will ask a LOT of questions. We want to know and understand what you really need. Sometimes you won't know and that's ok. We work together to find out.

So the next time you have a vacancy begin to think about other members of the team, their core competencies and strengths, so the new hire is a complement to the team instead of just the new hire.

Have a safe and happy holiday weekend.

Lucia

Wednesday, May 26, 2004

Retained Search vs. Contingent Search

I spoke to a VP of Human Resources for a large company last week who had signed on 15 contingent recruiting firms to assist his in-house recruiters to fill quite frankly, a lot of new jobs.

He was becoming frustrated because of the amount of time updating all of these firms was beginning to take. On top of that, many of the firms were overlapping with one another and beginning to submit the same candidates. How is this helping the organization that hired on these firms? I don't think it is. When trying to decide whether to go to a retained search firm or a contingent one...you have to think of many things - especially the value of your time. Many firms offer a hybrid approach - we call them engagement fees. You put a deposit down and pay the balance upon the new hire being made. Our firm charges for example, a modest $295 down and it's applicable toward the total search fee upon placement.

Why do we do this? We do it primarily to get your attention, to engage you in this process which goes very well provided there aren't 15 other firms involved. I understand the need to work with more than one firm in the event we're talking about filling multiple positions. And some firms specialize in different areas as well. But in selecting search firms, remember to work with those recruiters who work well independently - provide good updates and don't need to talk with you every day for a status update unless there is a need to do so.

By the way, as recruiters, it's our job to find out where our candidates are interviewing and where they've been submitted whether we are retained or contingent. It wastes an awful lot of time (worth money!) when we don't do our jobs well.....and it doesn't help you, the hiring managers in the least. If this is happening to you - it might be time to talk with your recruiters or account managers.

Have a question? Just ask... http://www.askhireworks.com


Tuesday, May 25, 2004

Confirm receipt of resume for each applicant

Morning,

I realize it may be difficult due to volume to confirm receipt and/or acknowledge each applicant who contacts your company. But you MUST do this. Your IT folks should be able to set up autoresponders to work with your ATS to make your life easier.

However, please put some thought into the verbiage used in these acknowledgements. I'm going to assemble some of the worst I've seen and publish them soon. Remember, some of these applicants will be people you are interested in and you leave a lasting impression on people with not only your first contact/correspondence but all of them.

Those of you with access to your marketing departments should really get them involved. Strong verbs, empathetic - caring language - personalized messages (even addressing them by first name in autoresponder thanking them for their interest) should be used here. I'll get some examples to show you and post soon.

Thanks for reading and make it a great day!

Lucia

Monday, May 24, 2004

Post a job - get a gift certificate

I receive emails about once a week from LabSitesOnline. They offer a $125 gift certificate usually to Walmart, Home Depot etc. if you purchase a job posting. If you decide not to elect a gift certificate you get a discount on your posting and it's only $170 instead of the $295.

I find this interesting. I don't think this appeals to most corporate clients, and wonder if this isn't having more success with independent recruiters (like myself). I haven't personally posted a job and will not do so. I don't believe posting jobs on traditional or even niche boards is effective anymore. Posting to a job board is like playing darts. You have no idea really who will see your ad and how well the site is actually optimized. And you are dependent upon people contacting you. Most candidates who will contact you as a result of a posting will generally be those with issues. Maybe it's a work history (lots of jobs all the time). Maybe a license has lapsed. Maybe they were terminated at one time. I'm not saying this is always the case....but usually there is something.

The best way to source candidates is still in my opinion by referrals from those who are excellent, above average performers.

But if anyone out there has tried this board...please share your feedback and I'll post for the group.

Best wishes,

Lucia

Friday, May 21, 2004

He who interviews best gets the job?

Morning!

He who interviews best gets the job? Hmmm, not sure I totally agree. Let me explain.

I found a great site today by accident really. A former pharma rep who became a recruiter is really offering a great value to potential candidates who want to break into the pharma sales field. I applaud Pat Riley (although I don't know him) for providing valuable information to interested candidates and putting in place a system for his business.

However, as a hiring manager, do you really want to hire someone who interviews well or who WILL DO WELL on the job? That's not to say a good interviewer won't perform well on the job....but it can go the other way as well.

When interviewing a candidate, be sure you are asking questions that will give you an idea of future - predictable behavior. Be sure this individual is motivated, excited and driven. Ask for specific examples of how they handled challenging situations in the past. What happened, how did they react...if they didn't handle it well - but would have now ask why. What did they learn as a result and what would they do differently now.

Ask them how a colleague and/or a customer would describe them.

What we are after is high performers - strong leaders. Sometimes they may not always be the best interview...at least initially. After a bit they will open up, relax..ask good questions and show you who they are.

Wishing you more fun and success with interviewing...

Lucia

Thursday, May 20, 2004

this is an audio post - click to play

Attn: HR Managers - Are you doing exit interviews?

I talk with candidates looking (and sometimes not looking) for new and interesting career opportunities every day. Many of the candidates I talk with are leaving a current post because of a conflict or unhappiness with a manager they report to. What does that mean to you Company XYZ? Your most talented staff members may not be quitting you when they leave, but they are quitting their manager!

Of course this topic runs deep and is one we can discuss further so you can remedy it. But as turnover increases (and it will!) be sure you are conducting exit interviews to see WHY people are leaving. You can outsource the function to make it confidential or have HR staff conduct them for you.

In the era we're in with labor shortages rapidly approaching (and worsening e.g. healthcare) you need to be able to invite former staff back into your organization. Be sure to take the time to find out why they left in the first place and see if it's something that can be fixed. Asking questions is still the best way to learn what we do not yet know.

Feedback and comments welcome....

Lucia

The Hiring Insider


HireWorks...helping you make better hires faster. Posted by Hello

Wednesday, May 19, 2004

New, Improved - Hooray!

Hot Job!

Business Development Rep - CRO Experience Required - Work from home!


I’m pleased to be working with a client who was named one of Fortune's 100 Best Companies to Work for in 2004.

We’re seeking an innovative and motivated Business Development Representative to sell the services their research division has to offer clients worldwide. Your role? Expand a current customer base as well as establish new business in the field of clinical research.

Qualified candidates should have a minimum of three years experience in a CRO environment selling services (Phase I-IV). Strong project management skills and proposal writing skills are a must. The team includes 4 Business Development Associates each reporting to Director of the department. For profit organization, campus/academic setting.

Would you like to join a team of professionals in clinical research where there has been very little turnover, excellent support for research to prepare bids, quotations and proposals? Interested in experienced clinical staff to travel with you to sell your services?

Please send resume and cover letter to my attention at lshaw@hire-works.com. Tell me about the types of projects you sell and service, therapeutic areas of interest, as well as what preferences you may have.

Compensation plan includes generous base PLUS bonus and full benefits package. Should you choose to relocate to client site, relocation assistance is provided.

If you have a friend or colleague who may be interested, please feel free to have them get in touch with me.


Lucia Apollo Shaw
Recruiter
lshaw@hire-works.com


Have a question? www.askhireworks.com

HireWorks, Inc.
www.hire-works.com


Toll Free: (866) 960-3411

Phone: (919) 960-3411

FAX: (919) 960-3413




Niche Boards vs. the Big Boards

I received an email today from topusajobs.com stating niche boards hiring more than 10x the number of candidates than do the big boards (e.g. www.hotjobs.com). Well I should hope so! The big boards account for LESS than 6% of hires made on average. That figure is so low it's not worth the time you take to set up an account and post the job.

This email was promotional however, it did attempt to list a diversified list of sites, among them www.latpro.com, a site focused on diversity recruiting - specifically Latino candidates.

Please submit your favorite niche sites to me at lshaw@hire-works.com. I'd like to do a post and survey to publish and share with readers.

Make it a great day!

Lucia

Tuesday, May 18, 2004

Job Posting - Do I Dare?

In today's mail I received a coupon from monster.com offering me 2 free job posts if I post 5. The promo copy compares the value of a job posting on monster.com to a posting you might place in your local or a regional newspaper. Monster applauds its screening tools and comments that in a newspaper ad anyone can apply and you cannot screen them out. Well, screening tools on the internet are a far cry from screening anyone out. I have used several job boards (in the past...I never use them now) and anyone really can still post a resume online and apply to your posting causing you HOURS of work filtering through all of the unqualified candidates. I can almost guarantee you that within 1 hour (yes 1 hour) of posting a position to monster.com you are likely to receive over 50 resumes and that number will surely be closer to 100 by the end of the 1st 24 hour period. Ask yourself, do I have time to post a position and deal with all that comes with it?

Sites like monster definitely have their place in the search space. I think they are great places for image advertising (good value really for that) and posts here are a great tool to see if folks really can follow directions, use email, attachment features etc. Posts are great for retail and hospitality positions when it's also important to you that future team members are computer literate.

I welcome comments and questions from readers...email me at lshaw@hire-works.com.

Make it a great day!

Monday, May 17, 2004

Getting "Linked In"

I'd like to invite those of you who have not checked out http://www.linkedin.com to do so. It's an excellent way to search for candidates if you are a recruiter. It's also a great way to network and do research for companies you think you'd like to do work for.

If you are looking for a new position, job, career, you can post a resume on-line as well so we can find you!

I'm a Spoke (http://www.spoke.com) user as well, but must admit that I much prefer the ease of use on LinkedIn. Spoke's support however is fantastic. I emailed with a question and got a call back the very same day from a member of the support team.

Remember, if you are looking for work - job boards are not the only vehicle. Do research in your field. Use boolean search strings, look for blogs like these (and others). If you are a life sciences professional I recently discovered an exellent resource www.dnajobs.com. Very organized list of positions by specialty and state.

If you have a great resource you'd like to share, email me at lshaw@hire-works.com so I can post it for others. Have a great day!

Thursday, May 13, 2004

Free Webinar, The Future of Hiring, sponsored by Deploy Solutions will be held May 18th, from 2-3pm EST. Guest host is Lou Adler, industry expert and author of "Hiring with your Head". Lou is a great presenter, speaker with over 30 years experience in the field. Not to be missed! Register at www.deploysolutions.com. Lou always has a Q&A session at the end of each call....and usually a download of the webinar...great value...! See you on the call.

Applicant Tracking, Talent Management - Deploy Solutions

Pharmiweb.com | The Heart of Life Sciences on the Web

Blog Search Engine - Blog Directory, Blog Search, Blog Directories - Add Link

Good morning!

After much work, the first issue of our monthly ezine is now available. The Hiring insider, helping you make better hires faster. To subscribe please visit http://www.hire-works-forhire.com and sign up for our newsletter. Or, send us an email at info@hire-works.com.

We look forward to your feedback. Make it a great day.

Pharmiweb.com | The Heart of Life Sciences on the Web

Pharmiweb.com | The Heart of Life Sciences on the Web

Thursday, May 06, 2004

Google Toolbar

Monday, May 03, 2004

Hot Jobs!

We're pleased to be working with a client who was named one of Fortune's 100 Best Companies to Work for in 2004.
We’re seeking an innovative and motivated Clinical Trials Account Manager to sell the services their research division has to offer clients worldwide. Your role? Expand a current customer base as well as establish new business in the field of clinical research.
Qualified candidates should have a minimum of three years experience in a CRO environment selling services (Phase I-IV). Strong project management skills and proposal writing skills are a must. The team includes 4 Business Development Associates each reporting to Director of the department. For profit organization, campus/academic setting.
Would you like to join a team of professionals in clinical research where there has been very little turnover, excellent support for research to prepare bids, quotations and proposals? Interested in experienced clinical staff to travel with you to sell your services?

Please send resume and cover letter to my attention at lshaw@hire-works.com. Tell me about the types of projects you sell and service, therapeutic areas of interest, as well as what preferences you may have.
If you have a friend or colleague who may be interested, please feel free to have them get in touch with me.

Lucia

lshaw@hire-works.com

INSIDER TIP 1: LEARN HOW TO THROW A BOOMERANG

Welcome to the Hiring Insider. Let's begin to build you a Hiring Toolkit you can use. We'll archive all posts and assemble tips and tools into a toolkit you can access, so don't worry if you are trying to figure out where to store these ideas! Besides, you must admit you’re curious about the proper way to throw a boomerang?

“The boomerang effect” is a relatively new trend of inviting back talented former employees into the fold.

Surveys indicate 12% of employers cautiously admit they would re-hire ex-employees (alumni). An additional 21% say they welcome back alumni without hesitation because of the time and dollar savings. In fact, the Gartner Group estimated that in 2003, 60% of midsize to large companies will have routinely hired back former employees.

Here are four simple strategies you can consider to reclaim lost talent swiftly:

Keep your alumni on your press release distribution list. Keep them in the loop!

Send current and former employees alike a list of your job openings!

Invite alumni to company picnics, holiday parties, and other casual, festive events!

Keep lines of communication OPEN. At the very least, you want these people might to refer other talented candidates your way.

Remember, they’re going to talk either way. Why not help your own cause?

Watch for a new tip or tool each week. To contact me directly, please email (me) Lucia at lshaw@hire-works.com. To ask us a question, please visit our new ASK page (complete with images and sound!) http://www.askhireworks.com.