Are we treading on dangerous grounds when using Social Media to recruit? Do we know what the limits are? What the rules are? For a Third Party Recruiter maybe it is not that big of a deal and we may have free reign but for the ultimate hiring company, there is much gray to be deciphered.  Social Networks and Employment Law is a very thorough white paper on this timely topic.

Well mine does, sometimes!

I’ve always had a tough time being succinct. Blame it on being a detail oriented, “transparent with the client”; hate to leave out anything Ms. Perfectionist”. My boss’s boss likes to say my middle name is “one hundred percent”. (Actually I quite like that though am not sure who’s getting the last laugh here) And, on the other hand, one of my managers says I write too much aka The Gettysburg. Geez, how to please ‘em all?? I am trying hard to be succinct. Frankly it’s been a bunch of years of trying. HA. OK seriously, I get better each year like a fine wine.

Now here’s what I think about this process. There is really no right or wrong here. Common sense should prevail and of course a good command of the English language or for that matter whatever language you are presenting in. We are so “globally local” these days that you have to “Think Global, Act Local” all the time. So go with what your Hiring Manager likes, go with what your Client likes. Mirror the recipient’s style and you will likely succeed.

Here’s a little ditty I composed (think of Peas Porridge Hot, Peas Porridge Cold)

Some like it long,
Some like it short,
Some like it to the point,
As long as the story is told.

It also depends on the type of recruiting firm (Third Party Recruiter) presenting a candidate – if you are an Executive Retained Search firm (all the details, some use a standard template even), Contingency firm (a resume and few lines may work) or a Staffing firm (take the middle ground here). Moreover, the quality and quantity of details varies by the candidate’s experience, length of work history, accomplishments/accolades not mentioned on a resume (every candidate should be smart enough to list this), the level of the position within the company, the impact this position has/will have on the organization and reporting hierarchy which may lead you to have some additional information than just the usual.

You have to build your case – the story has to be told. After all YOU were the first one to talk with the candidate, weren’t you? Clients have less time and Corporate Client Hiring Managers have even less time so I make sure I include the following data points, at a minimum, in my presentation write-up, aka The Story.

1. Candidate’s full name in the introductory line. Then refer by first name or nickname or with an Honorific (Mr./Ms./Sir) if you need to be formal. This identifies The Who & sets the stage.
2. Brief intro paragraph to summarize what you think this candidate can bring to the table and how his skill set would fit in with the organization. This Justifies the Who.
3. Brief paragraph about candidate’s current job situation and why they may be looking. This is like the main plot.
4. More brief paragraphs about prior work history, reasons for leaving each position. Here you introduce the “Other Characters”.
5. Details on candidate current/most recent compensation. Some history or comp range on previous positions. These are details you don’t want to make obvious but you can’t afford not to share!
6. If the position requires relocation, make sure you discuss this with your candidate (& he/she with the family) and let the client know the candidate is able to and provide soft details if the candidate has family in that area. Otherwise, this can be quite the anticlimactic show stopper in your story!
7. Sum up with a few personal details if gathered on your screening call and wrap it up, re-iterating what great fit the candidate would be. The End.
8. Always ask for the client’s/ hiring manager’s feedback and next steps on the candidate. Action Items.

Don’t ramble, stick to the facts, and interject some opinions.

As for that Gettysburg Address reference – well guess what – the client thanked us for the details and thought it very informative. Lucked out on that one!

We all have our styles and checklists. So how do you write yours? What do you include? What do you stay away from?

A word of warning to all of you FaceBookers out there that may soon be looking for a new job. Knock knock…”We can see you!”. Example, you just graduated from college and you want to get that dream job. You apply for positions at a few companies and you do not get the job though you seem really qualified for. Why you ask?!? Because perspective employers are using the likes of FaceBook, MySpace and other “personal” sites to get a little better look at who they are about to hire. Do you really want a soon to be manager looking at pictures of you getting wasted at a fraternity party? See you later job offer! BYE BYE! To avoid this, #1 Keep it clean or #2, Keep your profile “exclusive” and/or private to select friends. Good luck and happy FaceBooking!

 In my last BLOG, I talked about the Recession and “is it over?!?”.  Well, the consensus from all the experts seems to be “YES!”.  Does this mean hiring is next?  I do not know about you, but I am tired of all of the monkeying around and I am ready to be so busy that I will not be able to take a break to even peel a banana.  Ok, maybe not THAT busy but I think you get the picture. 

The answer to “Is Hiring Next” is mostly positive with feedback showing hiring in the next quarter. Many economists, corporate leaders, and others supposedly “in the know” seem mostly upbeat about a recovering economy. Also, many executive recruiters are advising employers to “start getting ready to start hiring.”  HIP HIP HOORAY!!!!  I go ape over news like this! Here is some of what I have read condensed to be easy on the eyes, short and to the point:

• Workforce Management magazine (http://www.workforce.com/) recently reported that “Recruitment process outsourcing providers are seeing an increase in interest from employers…now realizing the need to start hiring again in the next few months.”

• The smartbrief.com survey asked this question: “…when would you expect to restore more normal investment in business, including inventory, staffing, expense budgets and capital projects?” More than 1,000 respondents recorded with these results: 44 percent expect to restore more normal investment in the first half of 2010… 29 percent in the second half of 2010… 12 percent in the fourth quarter of 2010… and 10 percent in 2011 or later. Only 5 percent expect to restore more normal investment in business in the current quarter.

• Recently, CNNMoney.com reported the Leading Economic Index (from the Conference Board) “for a fourth straight month, another sign that the recession is bottoming…”  The report quoted Ken Goldstein, economist at The Conference Board, as saying, “The indicators suggest that the recession is bottoming out, and that economic activity will likely begin recovering soon.”

• Recent survey results released by CareerBuilder.com and Robert Half International, Inc., found that 53 percent of employers surveyed plan to hire full-time employees in the next 12 months. Another 40 percent plan to hire contract, temporary or project professionals in the next 12 months. Survey results came from 500 hiring managers. The respondents reported the average time to recruit a new full-time employee was ranged from 4.5 to 14.4 weeks.

In summary, yes, hiring seems to be next; it’s music to my ears.  We just need to get these companies to buy into it and get that consumer confidence up and through the roof.  No more monkeying around…it is time to get down to business! Let the hiring begin!

It’s ALL in the Details – From a Recruiter’s perspective

What do we recruiters need to know to help find that perfect candidate for our clients?  Is more information or less information better? Is just a job description enough?  Well for me, a recruiter at a contract research recruiting firm, partnering with our clients is almost as if we work at their site.  We are actually an extension of their recruitment team and sharing the right information is key to our success. 

Sure, job descriptions are important and yes, all the technical requirements are a must have to find the right candidates, but honestly it’s not enough. Clients need to provide details such as:

-why the positions are open
-team or department structure
-details on hiring manager (his/her management style)
-expectations
-what the team lacks
-how long positions are open
- challenges as to why they have not been able to fill the position on their own to date

I can go on and on; you get my drift, right?  Details!!!  Speaking to a hiring manager is also a bonus; his/her version of the position and ideal candidate provides incredible insight.  Sharing their knowledge, what he/she really is looking for, what the must haves are for this candidate, what he/she is willing to bend on or be flexible on is very valuable.  This type of information can’t be picked up from a job description alone. So yes, hiring managers on intake calls should be a RULE.

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