Business partners = successful recruiting

A prospective client recently asked me a key question “how do you build partnerships with your hiring managers’ bosses?”  A topic of this magnitude is worth taking a few moments to reflect upon.

Successful recruiting requires that trusting relationships be built with all of my peers, direct reports, co-workers, hiring managers, hiring manager’s boss, administrative assistants, background vendors, and everyone around my work product.  If I leave anyone out of the loop my offers might get dusty awaiting someone’s attention.

Finding out my partners’ calendar preferences is crucial.  Do they prefer email, phone, face to face, or a simple invitation to read my blog to keep the communication open?  Whatever mode works for them, I figure it out and use it.  Having quick meetings with specific subjects in mind on a regular basis is a great way to build relationships, but be careful as too many meetings may get you labeled a time waster.  By working around other people’s schedule and valuing their time I build trusting business partnerships and this enhances my talent acquisition capabilities.  What about the executive that is too busy to meet with me but would like to know what is going on?

Some of my partners are too far up the ladder to meet with me on a regular basis.  For these very important people I send them a short email with a link to my blog.  It is surprising how many senior vice presidents will take the time to read a brief blog; they appreciate knowing what is going on in talent acquisition.   For example:

Dear SVP:

Check out my article “business partnering and its effect on recruiting”, only 285 words! https://recruitersrecruiter.wordpress.com/ Regards, Joe~~

I have considered her time by keeping it short and sweet.  By keeping the communication line open and taking other peoples’ schedules into consideration I have shown that I value their time and vice versa.  People begin to understand how I think, how I work and most importantly they begin to trust me.

Talent acquisition is hard work; building trusting business partnerships insures that when I need a door opened my senior vice president or the director of engineering will be there for me.

Happy hunting,

Joseph Litvin

Improving recruitment, one candidate at a time
925.817.0563
JosephLitvin@gmail.com
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CSP features Vipe!

I just returned from the monthly California Staffing Professionals Silicon Valley Chapter’s monthly lunch and discussion. Besides some great networking we were all treated to a Web 2.0 presentation by Adam Peterson, CEO of http://www.vipepower.com. Adam shared many secrets to help us market ourselves, our candidates,  and demonstrated his product. Adam’s solution is based on video clips that you tailor for your needs,  and it is definitely the cutting edge. One respected head-hunter gave a testimonial as he has been using the product for two years.  Check it out! www.vipepower.com.

…AND don’t forget to check out the CSP www.cspnet.org a non-profit membership organization that provides products and services to its members within the staffing services industry.

Need help with your current searches?

Contact the Recruiters’ Recruiter:

JoeLitvin@yahoo.com 925.817.0563

California Staffing Professionals Silicon Valley Chapter, what a breath of fresh air!

I just returned from the monthly California Staffing Professionals Silicon Valley Chapter’s monthly lunch and discussion. It was well worth the trip, what a breath of fresh air! This non-profit membership organization provides products and services to its members within the staffing services industry. There was quality networking time with top recruiters from the major agencies, independent recruiters and boutique agencies, and the icing on the cake was a panel of Senior Talent Acquisition folks: Talent Manager, Cepheid, Director of HR, Embassy Suites – Monterey Bay – Seaside, Senior Talent Engagement Manager, Plantronics, and Senior Talent Engagement Manager, Cisco.

Major tips from the panel of Senior Talent folks to the recruiters included: recruiters – slow down in our pitches & messages and learn to build relationships by being strategic rather than tactical. There was general agreement that response time for resume iteration needs to be quick and staffing managers agreed that they are more than happy to” push back” to hiring managers in order for the process to be effective.  Recruiters be patient! Don’t give up after your first business development call, try to be personal rather than robotic by leaving clear & concise messages, and say your phone number   s.l.o.w.l.y.

The recruitersrecruiter was a bit surprised that the panel members don’t Tweet, but I’m sure it won’t be long until they realize that Twitter is a great / free way to advertise their companies.

This was my first trip to the Silicon Valley CSP but you can bet that I’ll be going back next month when the CEO of VIPE, inc. will be sharing Web 2.0 secrets. I bet even the recruitersrecruiter will learn something ;*)

Contact the recruiters’ recruiter (Joe Litvin) at: JoeLitvin@yahoo.com

They’re Just Not that Into You

…or are they?

I read a recent article on Yahoo / Hot Jobs about the top six reasons companies may not be responding to your online resume submission, besides the fact that many people are applying for every job.

1. They’re just not that into you.

2. They may be into you, as soon as they get to you.

3. They would have been into you if you had followed directions.

4. They might be into you if you apply for a more appropriate job.

5. Your presentation could use some work.

6. There isn’t any job.

You can see the entire article at the following link:
http://hotjobs.yahoo.com/career-articles-6_reasons_they_didn_t_call_you_back-988

I can be reached at: