Ready, Aim, Fire!

What's left of the recruiting industry is ready for 2010~
So many agencies have given up the ghost- it is enough to depress even the most optimistic recruiter. But many of us have been shining up ours shoes, so to speak... and investing in our infrastructure, and working on making 2010 our best year ever. And your 2010 much better than 2009!

So, make it your New Year's resolution to :
*As a candidate, reach out to network with recruiters as well as others who can facilitate your finding the next job
* As a hiring manager, reach out for the help of independent recruiters to fill those positions you have been toiling with on your own and not filling (now that you realize it is not as easy as you thought :^)
* As a CEO, recognize how much time your managers are wasting in the recruiting process - they are not getting their own work done because they are not using outside, smarter resources for these activities
* As a Corporate HR Leader, ditto the above - you are in charge of smart resource allocation, so start practicing it!
As a Corporate HR Leader, think about smart ways to leverage your current staff through other use of outside HR Consulting resources (you don't need to hire employees - use a consultant for just the projects that you need completed now)

Employee Engagement is the next challenge

Hey, Employer of Choice,
Think everyone you've retained through the downturn is going to stick with you as the economy improves? Think again! John Holton has an interesting article in Workforce Management regarding the current level of job dissatisfaction across the board. An Adecco survey shows 77% of workers critical of their organization's braintrust and dissatisfied with the strategy and vision of their company and its leadership. Another survey last month showed 64% of workers said there is just too much work and not enough people left to do it.

Think again, Employer of Choice, as jobs open up in other companies, your valued employees will be bolting for the door. So start thinking now about how to re-engage your existing employees as well as fully engaging your new employees or those you hope to employ.

Lack of Civility Rampant part 2

And would Kanye West have done what he did if his mother was still alive? Me thinks not...
We're always better about enforcing that acceptable social norm for ourselves when we think our Mom might hear about it. I know Kanye was brought up better than to interject a dis into an awards ceremony - you didn't see that in the Emmy's on Sunday.

Lack of Civility Rampant

Here's an article from another blog I read - the point is well made about the rampant lack of civil discourse, basic courtesy, and the ill mannered actions of the week.

http://www.fistfuloftalent.com/

Check it out. And remember that Mom always told you "If you can't say anything nice, don't say anything at all".

Why Won't That Silicon Valley HeadHunter talk to me?

Maybe it's your location - you may be willing to take on a long commute, but the recruiter has assumed that this would work for only a short time. It is difficult to commit to an hour commute twice a day - be real about it. If you live in Emeryville, chances are that a commute to San Jose is doable, but it's probably not sustainable on a long term basis.

If you really are a close to perfect match for the job, and you think the zip code problem has aced you out, follow up with the headhunter and let them know that :

• you may be willing to move
• you are willing to commute on an ongoing basis
• there are public transit options that work for you to make your commute productive time
• you can adjust around a schedule that minimizes the traffic congestion
• you have alternative weekday living arrangements that minimize the need to commute

Here in the Bay Area, recruiters often work by area code or zip code, so recognize that you need to make the case around this issue, and take the initiative. And sell me on the idea that you are not geographically undesirable for the position that is a long way away. If I believe you, I can go back to my client and open the discussion with them.

Why Won't That Silicon Valley HeadHunter Talk to Me?

Maybe it's because you are not in the niche or specialty that this particular recruiter works in. Many times, headhunters are quite specialized - they only work a specific niche within semiconductors, for instance, and only recruit design engineers with master's degrees in electrical engineering for that work. Further detailing the specifications they're looking for, the recruiter may only be interested in people with experience in a specific product type, like systems on a chip. If you don't meet every one of these specifications, you are not in their target space.

And they won't call you back, or even respond to your email. Which is bad manners, but understandable... The better headhunter will give you feedback, tell you what you're missing that is on their specification. And in a perfect world, suggest what other experience that you need and how/where to get it.

Why Won't that Silicon Valley HeadHunter Talk to ME?

Sometimes we're actually on vacation, or busy on another project... Sometimes it is just about task interference. You remember that? What happens when you have competing priorities, that you really can't prioritize? You remember those days - everything has a deadline, and it's today.

Be mindful of the fact that the recruiter can be in overwhelm. And the fact that s/he has 150 resumes in the queue to review makes her/him pretty cranky. And that pushy phone call that you made really is annoying. A better way to handle it is a well-written and respectful email - recognize that we have multiple jobs we're trying to fill, and that they may not have read your credentials yet. Especially in sales and marketing roles, I'm always looking for great follow up skills.