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! 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

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 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!

…AND don’t forget to check out the CSP 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: 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:

Robots Replacing Recruiters?

Future Trends

As a result of Talent Acquisition now setting up computerized gatekeepers in the form of online questionnaires, candidates applying for jobs now screen themselves out if they answer incorrectly.  Recruiters will need to increase the breadth of their skills in the hard sciences in order to survive.  Recruiters’ toolboxes need to grow and include Math, Psychology, Statistics and Computer Science if they wish to survive.

Is there hope?

Yes, There is Hope For A Brighter Future!

Scientific recruiters of today and the future need to couple good old fashioned business partnering skills with their new found ‘hard science’ skills to be successful.  Mathematical recruiters use statistics and their other new found skills to provide their managers with real time metrics. Managers will be able to walk the walk of Workforce Planning rather than just talking the talk. Workforce Planning can become a reality rather then just a pipedream when recruiters learn to marry the science with the art and Talent Acquisition will reap the rewards.

What do you think? Post a comment and let us know.

Joseph Litvin

I invite you to network with my connections in Linkedin by clicking the “tiny” url below.

Get a Job! e-Scout Shares His Secrets

Joseph Litvin

I was recruited into the #1 utility in America after a decade of recruiting and sourcing. What a challenge to source and recruit for all six business units in a 23,000-employee, $20 billion company.

My role is to find the candidates that don’t apply to my company’s website. The corporate recruiters and hiring managers have exhausted all of their resources. This is where I come in with my e-tools and social networks. My view from the inside may help you.

Rather than drive around, my spiders (developed by Intelligent Algorithms, Broadlook, and AIRS) crawl the internet in search of candidates via the major boards (Monster, Dice, Hotjobs, CareerBuilder, Craig’s List), and social networking sites (Linkedin, Facebook, MySpace). Leverage my “view from the inside” into your job search.

The goal here is to get you on the inside in these hard times!

Your resume is scanned by human and auto-tools in just a few seconds using algorithms made up of Boolean strings, based on the keywords in your resume. Do you have the right keywords? Start researching ‘Boolean’ on Wikipedia so you will better understand how to have your keywords attract the spiders and bots.

But, before you leave, post a comment here so that someone else in our “village” will come up with an idea or brainstorm that will put your job search into overdrive.