src="http://pagead2.googlesyndication.com/pagead/show_ads.js"> The Hiring Insider: 07/01/2004 - 08/01/2004

The Hiring Insider

Thursday, July 29, 2004

How to Hire Part III (Job Posting)

So you've now got a sexy, exciting job posting written...

Where do you place the post to get your hire?

First of all, be sure that you comply with corporate policies and procedures and if required to do a 3 or 5 day internal posting for existing employees that you do so.

Then you can have some fun placing the ad/post where your target population is hanging around.

Ideas include:

User groups/forums
Google AdWords or Yahoo Overture (PPC) text ads
Flyers for bulletin boards in coffee shops, wireless cafes etc.
Blogs!
Audio Postcards
Niche web sites (don't forget the diversity sites to target women and minority groups).
Job Boards (depending upon the type of position).
Print job announcements on pay stubs, in company newsletters and more.

There are many more ideas of course - brainstorm and track your results.

We'll cover tracking and ROI tomorrow....


Tuesday, July 27, 2004

How to Hire - Part II (Writing Job Descriptions that work)

Writing Job Descriptions that pull - that folks want to read... That's today's topic.

Job postings, position descriptions, ads whatever you'd like to call them should be written from a sales or branding perspective. What are you trying to accomplish with these posts? We want folks to call or email us a resume right? Well then STOP posting job requirements that top candidates will never respond to.

Job posts should be interesting and lead the reader like a good title does a news story.   Your post should be full of action verbs and questions...

Example:

Seeking energetic multi-tasker who likes to interact with others! Does this sound like you?

Issue a challenge in the post:

Would you get excited to be charged with the task of decreasing downtime by 10% in 60 days? Would you get even more excited charged with increasing productivity by 20% in 30 days?

Top candidates, those who have the competency to do the work and the motivation to do it better than it's been done before WANT you to challenge them! Why not start with a challenge in your ad or posts and distinguish your brand or work culture?

Have a story you'd like to share? We want to hear about it!

More tomorrow.....

Monday, July 26, 2004

How to Hire

Good morning!

I'm back after 10 beautiful days of vacationing on Cape Cod. It's the longest vacation I've ever taken and I highly recommend it to anyone who needs a good break.

I'm going to cover a 5 part series this week on how to hire. We'll begin at the beginning...

So you have a vacancy to fill. Why? Where? What's the work to be done, how and when?!

Take this as an opportunity instead of looking upon it as a burden. 

What work needs to be done and with who?  Who will supervise the effort and why? How can you measure good work? What skills are required or can be learned on the job?

Take a good look around the team make-up and "re-engineer" if it's time to do so.  Become friends with your compensation department and help them to understand what you need and why.

Begin to make a good list of action verbs for the position description...which we'll tackle tomorrow.

Make it a great day. lucia

Thursday, July 15, 2004

Blog Posts

We'll be on vacation the 16th returning on the 26th....."see" you again soon.

p.s. if anyone has posts they'd like to share for future time off we'd love to review your ideas.

Lucia/HireWorks

Monday, July 12, 2004

HotJobs.com

Good morning,

CareerXroads just reported that only 1.8% of hires were made as a result of posts to www.hotjobs.com. Last year they reported that less than 10% of all hires made came from the big 3 (monster.com, hotjobs.com and caereerbuilder.com)... Feel free to click on the link above and read the full article. They've got a ton of information on their site - really a must read!

These are not great numbers folks. As I've said in the past, I do believe job boards have their place. However, if you are reading this entry - they probably aren't going to be the best tool for you based on your needs. Corporate sites (if maintained and working well) outperform boards by almost 40% on average...and of course working with recruiters really increases your success rate.

Remember customized search plans are 20% off (regular price $297) through July 31st. Email or call us today and tell us "I want to save 20% today!"

Thursday, July 08, 2004

Work Environment - Needs analysis

Usually after receiving a signed fee agreement and completing a customized search plan for a client I email the a Work Environment Questionnaire to complete. I can email the PDF file to you - just email at lshaw@hire-works.com

It's just 2 pages but gets right to the heart of the matter.

We're trying to find out if there is turnover, what can we do? Is it a fun place to work? Do coworkers like and trust one another? Is management open to listening to new ideas? It's a good exercise...

Make it a great day.

Wednesday, July 07, 2004

Search Plan - 20% discount through July 31


Calling All Hiring Managers! Take 20% off your initial consultation and customized, written search plan (value $297). Simply subscribe to our e-zine, The Hiring Insider by July 31st. The Hiring Insider, a monthly e-zine, provides hot tips and tools to help you make better hires faster.


Email us at info@hire-works.com and in the subject line type “I want to save 20% today!”.


We look forward to serving you. Lucia

Tuesday, July 06, 2004

Search Plans - Putting it all together (Part IV and V)

Part IV and V

Part IV of the search plan is usually where we include a bit of information about us (and I include my Bio). I do this since the person with signature authority might not know much about the process to date and we want them to have a clear document with an articulated path that is easy to understand and sign off on.

Part V. Proposal of Services and Terms.

1. Planning
2. Execution
3. Working Status
4. Expenses
5. Rate or Fee (depending upon the type of work or project engaged in).
6. Termination Notice
7. Related and on-going services

I'll put this all together and publish a live search plan to illustrate these points below:


Example of Live Search Plan (some information omitted to protect client confidentiality)

Recruiting Plan for "client"

HireWorks has prepared a proposed Recruiting Plan to serve as the blueprint to meet client's recruitment and retention goals.

I. Needs Summary:

Company name:
Title of positions: Customer Service Representatives
Location:
Number of employees: 40 + (high-volume recruiting needs)
Orientation: Nine-week training program
Salary:
Bonus:
Benefits:
Environment:


Skills and competencies: Strong multi-task abilities
Flexibility in work scheduling
(The facility will be open from 8:00 am to 8:00 PM Monday – Friday)
Clear communication skills
Problem solving orientation
Critical thinking skills
Previous experience working in a call center environment preferred
College degree preferred
Works well independently as well as interdependently (in a team environment)
PC literate (ability to type minimum 35-40 WPM) and possibly other minimum requirements as determined by client.
Positive attitude, patience, strong commitment to excellence with fortitude to see a case through to completion.


II. Suggested Process

An initial review of both job descriptions and the complete life cycle of the current recruitment process (including metrics and related hiring and retention statistics) shall be conducted. As part of this process, input from key managers and call center reps (staff) should be solicited. All comments and suggestions should be considered.

The existing process should be mapped out so that process improvements can be introduced and rolled out. For example, is client conducting exit interviews? If so, why are people leaving? Can any imrovements be made to increase retention? Finally, a timeline for current hiring needs shall be defined, as well as a master plan for overall hiring needs as of January 1, 2005. Note: Be sure to secure buy-in from the management team as part of this process!


Projected timing and planning:

Since this call center is a benefits call center for client base, and open enrollment is July through October, all new hires must begin their nine-week training program by the last week of April. Therefore, offers must be extended to determine the actual level of staffing by late March or early April. Of course additional flexibility will be built into the plan in the event additional contracts are accepted, and staffing levels need to increase or decrease accordingly.



III. Sourcing

I would suggest the engagement of multiple, simultaneous sourcing activities to keep the center staffed properly. While I have not listed all possible methods, below are a few ideas to get started:

1. Boomerang campaign (“We want you back!”): Who left the center that you’d like to return?
2. Sourcing from competitors (locally and regionally).
3. Sourcing from like industries, based on specific skill sets required (i.e. hospitality, airlines etc.)
4. Campus recruiting (two and four year schools). Sell the management as well as the global opportunity with client, and promotional opportunities therein. Does client assist with college education for staff as an incentive?

5. Diversity Recruitment (on-line, career fairs etc.). Is there a need for bilingual phone reps?
6. Job Boards: Monster, HotJobs, local boards (e.g. trianglejobs.com and use of MetaPosts.)
7. Internet Sourcing (AIRS Oxygen, Boolean Search, etc).
8. Open Houses (to be held at call center) followed by an Ambassador Program.
9. Career fairs (locally and nationally).
10. Online communities (e.g. Topica, AOL etc.)
11. Media outlets: Print advertising, billboards, possible use of radio and internet radio shows in to reach the appropriate target market.

12. Employee referral program (ERP).


IV. Lucia’s Bio

Lucia Apollo Shaw is President and CEO of HireWorks, Inc.

She has been helping her customers for nearly nine years, working both as a third-party recruiter for CDI Corp. (staffing customers like IBM), Trilogy Consulting (now Venturi Partners), staffing the Biotech and Pharmaceutical industry, and in places like Duke University where she was a corporate recruiter and Team Leader for recruitment for Duke University Hospital.

Prior to her recruiting career, Lucia was among the first group of trainees hired when Phoenix and Home Life (PHL) Insurance merged and created a new call center in New York. Lucia was promoted to Team Leader, responsible for hiring, training and managing a group of 12 staff members. At that time, the reps averaged approximately 100 incoming calls per day (in a four-hour time frame). Lucia was employed by PHL for a period of four years before relocating to North Carolina.

Lucia earned a B.A. from the State University of New York (University Center at Albany) and pursued Graduate Studies in Public Administration at the Sage Graduate School in Albany, NY.

V. Proposal of Services and Terms


Per our conversation on, I understand that the current need is for a senior recruiter to work for a period of three to six months. I am incorporated, and currently have an office, equipment, etc. in Chapel Hill.

I propose the following (and welcome further discussion):

1. Planning: I will create a specific recruitment and hiring plan as outlined in this document (which will include feedback and input from client) for implementation.

2. Execution: I will work from my office in Chapel Hill three days per week, and report to client site two days per week (with the understanding that there may be occasions where additional on-site time is required). When off-site, I will be available via telephone, fax and e-mail.

3. Working status: The contract that both parties (client and HireWorks) will sign will recognize that neither HireWorks, nor Lucia Apollo Shaw, will be an employee of client.

4. Expenses: HireWorks will not seek reimbursement for costs of operation relating to phone, internet charges, or travel expenses to and from the client Site.

5. Rate: $35.00 per hour, on 40 hours per week, for a period of three to six months. Invoice remuneration to be submitted to HireWorks on net 30-day terms, which shall be inclusive of actual hours of service performed.

6. Termination notice: Minimum 30-day notice required to HireWorks. Regardless of the timing of the termination notice, all billable time for services rendered, but not yet paid, to HireWorks, Inc. shall be recognized as the final payment to Hireworks.

7. Related and on-going services: HireWorks welcomes any future discussion of on-going contract services beyond the anticipated three to six month initial requirement. Additional recruiting services and searches for specific positions can be initiated upon request.

Thursday, July 01, 2004

Search Plans - Part III - Sourcing

Customized, written search plans continued...

My favorite part - sourcing candidates!

Most recruiters will suggest the engagement of MULTIPLE, simultaneous sourcing activities to keep the flow of candidates moving for both the short and long term. Remember, you are also always seeking profile candidates for positions you don't even have vacant now as well!

Here is an example from a live search plan I'm currently working for a client:

1. Boomerang campaign (“We want you back!”): Who left that you’d like to return?
2. Sourcing from competitors (locally and regionally).
3. Sourcing from like industries, based on specific skill sets required (i.e. hospitality, airlines etc.)
4. Campus recruiting (two and four year schools). Sell the management as well as the global opportunity, and promotional opportunities therein. Do you assist with college education for staff as an incentive?

5. Diversity Recruitment (on-line, career fairs etc.). Is there a need for bilingual staff?
6. Job Boards: Monster, HotJobs, local boards (e.g. trianglejobs.com and use of MetaPosts.)
7. Internet Sourcing (AIRS Oxygen, Boolean Search, etc).
8. Open Houses (to be held at call center) followed by an Ambassador Program.
9. Career fairs (locally and nationally).
10. Online communities (e.g. Topica, AOL etc.)
11. Media outlets: Print advertising, billboards, possible use of radio and internet radio shows in to reach the appropriate target market.

12. Employee referral program (ERP). Does it need a refresher? Do staff members know all there is to know?

Tomorrow we'll close this up and put it all together.

Questions/comments??? email lucia at lshaw@hire-works.com or post a comment on the site right here.