Everyone has their own reasons for becoming a recruiter.  For some it’s the compensation, others it’s relationship building, but for me it was the “woo” of the highly skilled candidate.  While it has been a few years since I sat in a recruiter role and there are some aspects of the job that have changed over time (thank you social media!), the principals behind how to woo top candidates have not. Here are some of my methods for wooing great candidates that led to success as a recruiter, as well as relationships that continue many years after I changed careers. 

Understand The “Why”
If you were in a candidates shoes, whom would you want to find you your next job?  Would you want a recruiter who randomly emailed you a job description you are “perfect” for (a.k.a their Boolean search results uncovered your resume), or would you want a recruiter who asked the right questions before sending you opportunities to consider?  You would want to know that the person on the other end of the phone understands your goals, whether they are professional development, increased compensation, better work-life balance, etc.  

Know Your Audience
Now that you know the “why”, use your knowledge of what the candidate does to begin establishing trust and respect.  For example, if you are recruiting UX Designers and you fully understand what this position does and the technologies (new and old) they work with, the candidate will begin to respect  your knowledge of his/her industry.  Trust me, I was no SME, but I did know more than the basics of the job titles I recruited.   I read book and articles, attended workshops (great for networking, too!), and if a new technology or methodology had emerged I sometimes asked former candidates I’d placed if they had any exposure - -if so, tell me about it!  

Do Not Go Dark
We have all experienced it at least once - - the disappearing candidate.  The candidate that you call because you have an interview or offer lined up, and they never call you back.  Would you want to work with a recruiter who did the same?  If the candidate is a casual job seeker then at a minimum make sure to check in once a week. Even if you do not have a new opportunity for them to consider, they will appreciate the follow-up. If you are working with an active job seeker you may need to check in multiple times.  Provide them with submittal updates, new opportunities, etc.  Let them know that they have not fallen into a black hole of candidates you are working with.   

Maintain The Relationship
Many times I found this to be one of the most important aspects of recruiting.  While I did not place every single person I first wooed, I still maintained contact for a few reasons.

1. Referrals.  They may no longer be looking for new opportunities but they may have some really great previous co-workers or friends that are.

2. Does anyone ever stop looking for a better career opportunity?  You may have something land in your lap a year after meeting on of your candidates who is “no longer available”. While they may not have been expecting the opportunity to come along, send it their way and see if it’s too hard for them to pass up!

While I mentioned that I enjoyed wooing the highly skilled worker, the comment is partly due to the fact that I recruited highly demanded, highly skilled, Sr. level candidates.  However I believe you could apply these methods to any level of skill set and the results would be the same.  

Super Bowl Sunday has always held a certain place in my heart. Growing up and to this day I still revel in the fanfare and excitement surrounding one of the biggest events in professional sports. Regardless of whether I have a personal interest in which team wins, I find myself rooting for the underdog and enjoy seeing players perform at their best on the biggest stage possible. A prime example is Eli Manning. Largely and unfairly (in my opinion) overshadowed by his big brother Peyton and other starting quarterbacks, Eli found himself in the Super Bowl facing an opponent and rival who many experts figured to be simply better at winning the big game. Given this pressure and ultimate opportunity, Eli did what a true champion does and stepped up. 

The theme for this post is capitalizing on opportunities when they present themselves to you. I have put together a list of ways to position yourself for and ultimately react to opportunities should they arise.

1. Say Yes: Some of the best experiences in my life have come from simply being open to them. If you are not open to opportunities you will be limited in most aspects of your life including your career. Saying yes to more situations than you say no will yield positive results. 
   
2. Prepare: Eli Manning watched hours of Tom Brady/Patriots game film and was meticulous in his preparation so when it mattered his execution would be flawless. All of this happened before stepping foot on the field on Sunday. Without preparation, victory might not have come. 
   
3. Reach Out: The best part of working in an industry of top performers is absolutely no shortage of experience and inspiration. Having the ability to reach out and gain advice, capture best practices and develop is purely a benefit that cannot be overlooked. Building relationships and being open to criticism will help you to continuously improve on your core competencies and help you learn new skills. Eli Manning had big brother Peyton to reach out to. How valuable was Peyton's advice? Well, considering his team could only muster two wins this season without him, his input is probably pretty valuable. Identifying in your day to day interactions those people who can and will help you get to where you want to go should be a top priority. That is of course unless, unlike anyone who has ever succeeded, you can do it on your own. Everyone needs a support staff and a mentor. Also, being chosen as either should be seen as an honor. Pay it forward.
   
4. Embrace Your Fear: Not everything that happens will be comfortable. If you are someone who can only thrive when you remain in the safe company of the familiar you won't grow. There is an old adage that states you should do one thing a day that scares you and this can be applied to your professional career. An even older adage is that a boat in a harbor is safe, but that's not what boats are for. Branching out is by definition growing.

In summary, by being open, prepared, connected and relatively fearless you will position yourself to step up to any challenge or opportunity that comes along. You cannot fake individual effort when you are honest and enthusiastic in your approach. There were no less than a dozen interviews leading up to the Super Bowl where the interviewer asked Eli Manning if he thought himself to be an "elite" quarterback in the National Football League. I don't think the question is valid anymore.

The reason they give an MVP award is to reward a single effort that leads to a team victory. The challenge is to not only be in consideration for the title, but to remove all doubt.

Oh, the joys of business travel. What is there not to like about meeting new people, seeing new cities, spending quality time with colleagues and breaking away from the daily routine of the office?  Well, the truth is that those that travel often (road warriors) would say there are definitely aspects of Business Travel that get old, but yet they still enjoy it. The reason is that road warriors have perfected the art of travelling and used lessons learned to make it as easy as possible. Speaking from experience, Business Travel is exciting when you first start out because it is new and different. That being said, there were numerous moments where I wished someone handed me a list of tips to make those first few months simpler and easier.  There were also plenty of instances where I would have benefited from knowing something much earlier on.  Whether you travel 10% or 100% of the time, if you are a beginner, these tips will help make your experience a bit more pleasant and fruitful.

1. Company Travel Policy – You should familiarize yourself with your company travel policy.  Most are very comprehensive on items that range from how to book your actual travel and reimbursable travel expenses. 
2. Identification – Make sure your form of identification is valid.  I always carry two forms, my passport and license (and store them in two different locations).  Some even recommend you carry copies.
3. Credit Cards – Sign up for a new credit card or use a separate Credit Card for Business Travel (this will make expense tracking and reports a lot easier).  Also, choose a card that offers the best points and rewards system that works for you.  It could be associated with an airline or even a hotel.  You will find that some charge an annual fee (and may offer more benefits) and others are free. Take the time to do the research as it will “pay” out in the end. 
4. Cash – Always carry extra cash as you may not run into an ATM.  You may need it for transportation or tipping at your destination.
5. Airlines – Research local airports and assess airlines with the most frequent and cheapest flights from your airport to common locations you will be traveling to.  Almost all airlines have a rewards program so be sure to sign up before you fly out!  In some cases, airlines may partner up and have a shared program (i.e. Star Alliance) so be sure to investigate.  The more points you collect, the higher your status which can result in free upgrades and mileage for a personal trip.  Additionally, be sure to sign up for flight notifications so that you know about any delays or cancellations before you even get to the airport. 
6. Rail – Some rail lines, such as Amtrak, offer rewards programs as well. 
7. Car Rentals – Before you even consider renting, check your itinerary and call the hotel.  In most cases, hotels provide shuttle service to and from the airport (or local transportation center) and even within a certain radius of their location (so if your client is near the hotel, you can hop on the shuttle).  Even if they don’t offer a shuttle, the concierge or front desk may be able to provide you with details around estimated cab fares.  You can make the assessment on what is easiest for you or most cost effective for the company.  Some rental companies offer special benefits for members such as priority car pick up (where you don’t have to wait in line for a rental).
8. Hotels – Investigate what your company hotel chain of choice is as that chain may offer discounted rates.  All major chains offer rewards programs.  Collect enough points and you can plan a vacation, compliments of the rewards program.
9. What to Pack – The obvious would be to pack business trip appropriate attire.  Get a clear understanding of the itinerary, purpose of the trip, and dress code and then pack appropriately.   Make sure you bring all the toiletries you need but remember that hotels do offer the basics such as shampoo and conditioner.  When you forget something, don’t be afraid to ask the front desk as they may offer complimentary items.
10. Steaming a Suit – In most cases, you are traveling with a suit(s) in your bag.  Unfortunately, luggage isn’t always that great in keeping a suit wrinkle free.  I was taught to hang your suit in the shower and give it a nice “steaming”.  Be careful not to set off the fire-alarm (too much steam does that in some hotels, trust me).
11. Staying Healthy – Planes and trains are full of germs but there are many things you can do to prevent getting sick.  For one, be sure to wipe down any solid surface you touch with sanitizing wipes before you get comfortable.  If you want to know more, I highly recommend you click on the following link:  http://www.cnn.com/2010/TRAVEL/12/22/bt.germs.breed.on.plane/index.html. 
12. Unwanted Stowaways – Look, some people think I am crazy but I consider myself overly aware.  Bedbugs and cockroaches are not your friends.  Learn more about Bed Bugs and how to protect yourself from them via http://www.nyc.gov/html/doh/downloads/pdf/vector/bed-bug-guide.pdf. It is a great guide that gives you tips on what to look for and how to take preventative measures.  As for the roaches, just keep all your bags closed so that they don’t crawl in and come home with you.
13. Tipping – You should always follow your company policy around tipping.  However, it is important to note that tipping etiquette is different around the world.  Here is a great infographic from Mint.com that provides a snapshot on tipping suggestions in various countries:  http://www.mint.com/blog/goals/tipping-abroad-03022011/?display=wide. 

Everyone has travel tips based on their own experiences. Be sure to ask a frequent traveler and they may have a few more to add. 

If you have a great tip you would like to share, please post a comment. 

Up until that moment, I'd missed all the signs.

Earlier in the evening a few friends and I had met up for happy hour at a popular downtown DC restaurant.  Afterward, my friend Bill and I decided to grab a slice of pizza at the new Fuel Pizza that had opened up next door.  Just after we settled in, the assistant manager approached a nearby table where a young man had apparently fallen asleep.

I suddenly realized that everyone else in the restaurant had some connection to the sleeping man.  It was like a scene from a prairie dog den.  Before the assistant manager walked over everyone was hunkered down staring at their laptops screens, but when he came over they all popped their heads up and many moved as if they might intervene in the discussion.

That's when I saw the signs.  

The back of every laptop had a variety of protest stickers and every one that I could see had an Anonymous sign.  As my eyes darted from laptop to laptop I thought to look for the other telltale sign and found it hanging in the corner behind me: "Free Wi-Fi".

Yup.  This was occupied territory.  I had forgotten that just a few blocks away lay the main OccupyDC encampment.  These were all occupiers coming in for a little food, drink, and wi-fi.

I've always been fascinated by the phenomenon of one group using the tools of another to attack that same group.  Patton studied Rommel's tank strategies to in turn defeat him.  The 9/11 terrorists used cell phones and the Internet to coordinate flying jetliners into skyscrapers -- all invented in America -- to attack the US.  Now the occupiers use the laptops, free wi-fi, restaurant-space, and food of the very corporations they profess to oppose.  

I'm not the first one to point out these ironies.  But a recurring theme of my writing has been the role of HR in generating innovation, so I started wondering: what tools of Occupy could HR adopt to encourage innovation?

I don't profess to have a complete answer to that question.  Actually, I'd like to get your thoughts.  From what you know about the Occupy movement, what have you seen that HR execs could adapt for use inside of companies?

Share your thoughts and I'll put your ideas and questions along with my own to leadership-guru Jim Quigley, CEO-Emeritus of Deloitte and author of As One his great new book on how to motivate large groups of people to move and act as one.  Jim will be a keynote speaker at the upcoming HRO Today Forum in Washington, DC on May 1-2.  

Send me your ideas and questions...or better yet, join me at the Forum.  Register here.

About the Author: Richard Crespin is a successful entrepreneur, business and community organizer, and tireless advocate for global trade and corporate responsibility. He currently serves as the President of Member Services for SharedXpertise and the Executive Director of the Corporate Responsibility Officers Association.  Click here to read more about Richard or connect with Richard on LinkedIn and Twitter

We are often asked by potential customers, “So tell me … what is different about your company?” They want to understand, what differentiates us from our competitors?  Perhaps the customer currently has or previously had another RPO firm providing services or they may be exploring making the initial move to an outsourced provider. Either way, there are a few key differentiators that add value to customers, their candidates, hiring managers, and other stakeholders.

1. Recruiting resources that are “right-sized” to the customers’ hiring requirements.  At both pre and post-launch of services, providers should work side-by-side with their customers to fully analyze client historical and current data. Projected business plans must be determined so that both parties can collectively develop and agree on the scope of hiring and size, skills, competencies and location (on and off-site) of talent acquisition resources. 
2. Greater emphasis on sourcing and attracting candidates.  First, all companies should place an enormous premium on attracting, hiring and retaining the best recruiting talent in the marketplace. Recruiters must be “hunters” of talent who understand the value in identifying passive talent and then have the experience, skills and depth of knowledge to attract and present the most qualified candidates to hiring managers.  Second, recruiters  should be aware of the best social sourcing tools. Just using LinkedIn is no longer good enough. In the new social economy, recruiters must actively develop innovative sourcing strategies – and continue to evolve with the marketplace focusing on social networking, talent communities, search engines, referrals, and job boards.
3. Greater focus on alignment with business strategy.  Account leaders and their teams must be trained and experienced in developing deep and broad, relationships with senior business leaders, hiring managers and key process stakeholders to ensure that recruitment efforts are completely aligned with the goals of the business. A firm that is a seamlessly integrated partner will be the greatest value to your company.

 Focusing on these key differentiators will provide recruitment platforms that can deliver improvements in:

• Time-to-Fill
• Candidate experience through increased contact and relationship management 
• Quality of candidates through more highly focused sourcing and screening 
• Responsiveness, communications and issue resolution

Outsourcing and Employer Branding:  How do you get the best of both worlds?

How do you attract the ever growing number of Contingent Workers to your organization?  Creating a definitive employer brand to attract temp / contract staff to supplement your permanent workforce is key in today’s market. Join CMO Bruce Morton, at SIG's Toronto Innovation Forum, January 26th, as he explains ways you can create an innovative and captivating brand that will help you engage with this increasingly important cohort. He'll also look at eays to define how contractors can find out what the current needs and open assignments are, and tips on how to stay connected with resources after they have completed an assignment.  Finally, through proper branding, Bruce will explain how to demonstate “what is in it for them” and contingent staff will gain by spending time within your company.

 3 Learning Points:

• How to create an effective and consistent brand for contingent staffing
• Define how contractors find out what the current need/open assignments are
• How to stay connected with resources after the assignment has been completed

Toronto Innovation Forum
January 26
9am to 5:30pm
TELUS Building
25 York Street, 3rd floor
Toronto, Canada M5J 2V5

So many RPO providers today are selling the “P” in the RPO formula, rather than the “R”. They are offering “off the shelf” solutions that appear glitzy and easy to “plug in”. And while these models fit a provider’s internal financial needs, the reality in most cases is they do not have the will or the experience to put forth effort to build flexible, customized solutions that a true RPO partner will seek in order to guarantee long term success. However, the unfortunate demise of many RPO engagements can be directly attributed to the fact that many RPO providers often do not listen well. An RPO provider who is driven by the passion to find top talent in the marketplace, who listens to the client and can evangelize that message out to the marketplace, is the one that can make the most strategic impact to your organization. While everyone wants more efficient processes, it isn’t process that gets you better talent. It is innovative, unrelenting recruiting that gets you the best people for your organization.

The DNA of The RPO Provider

The difference between a successful and unsuccessful RPO often lies in the fundamental DNA of the provider. In today’s marketplace, the core of corporate recruiting has been turned into a processing and administrative function, rather than the hunt to find the best possible talent in the shortest time. For example, a vendor who is proficient in call center recruitment will find the leap to corporate/mid-level recruitment an enormous canyon to cross. Whereas, an RPO provider, whose roots are in executive search, and whose culture is focused on the relentless recruitment of top-tier talent in the marketplace, will succeed in upgrading an organization’s talent when compared to a firm that focuses primarily on the process of hiring less complex, high volume roles. RPO firms who evolved from true search are trained to dig and listen, to understand your business and then tell your “compelling story,” one candidate at a time.

Cost is Important, But so is the Cost of Failure

In today’s economy, companies understand that they are engaging RPO providers for purposes other than supplementing recruiting needs. Utilizing an RPO engagement in a volatile economic climate can keep your organization lean and efficient. In a majority of instances, RPO will be a cost efficient measure. Companies who are looking for flexible, scalable recruitment solutions should recognize that cost is as important as price flexibility in terms of selecting a provider. An RPO provider should deliver savings, however a true RPO solution is an investment into the recruitment of quality hires. The real value of an RPO provider will be determined by its ability to deliver on business strategy through full client partnership.

Choices, Choices, Choices: The Candidate Experience

Do you remember back to when you accepted your current or previous position? Why did you choose to join the firm? Research has proven we buy mostly on emotion, or the “feel” of something. The top marketing companies know they need to create an emotional connection with a buyer. An RPO provider is the face to your candidates and they are responsible for ensuring the superior candidate experience from first phone call, to interview day, to presenting the offer. Great candidates must feel at home from the very first contact if you want them to become great employees. RPO firms who evolved from search are uniquely trained to care for each candidate, recognize the value of successfully acquiring the best candidate, and ensure that all candidates have a positive “brand” experience in the process.

One Size Can Never Fit All

The best partner is one who listens to the client and then offers customized solutions which are relevant to their needs. The same then is true for the best RPO partner. They understand solutions are long term in nature and take work and mutual commitment. It’s like getting married and never taking the time to find out what the partner wants out of life. Just like in a marriage, compatibility, compromise and partnership is at the heart of success. Together, your goals, values and cultures need to fit well. As such, a successful RPO partner should be able to offer flexible solutions such as a best-in-class hybrid model. This may include integrating RPO staff with existing internal staff, focusing on process improvement and cost reductions, evaluating the workforce and changing the source mix.

Conclusion

Let’s face it - there is no mold that all companies fit. During the vetting process, it is very important to speak about the details of how a relationship might work. Be specific regarding operational issues. In order to truly succeed, partnership must go beyond just a client/vendor relationship to one that is vested in mutual success. Start listening to each other from the very first meeting and it will make the likelihood of success much greater.

Monday, January 9th, 2012
11AM - 12PM ET

There is no question that RPO is an evolving and innovative business solution, especially in the Contact Center Industry. Join Kathy Clem, Operations Manager at AllegisTalent2, as she guides you through the process of building, identifying and selecting the best practices for contact center recruitment. Contact Center businesses are obviously concerned with improving customer service, retaining top talent and increasing productivity. Complex problems require creative, innovative solutions. Quality, cost and time are the fundamental drivers in recruitment outsourcing effectiveness.

Attending this webinar will help you to broaden your knowledge on: 

• Building Success Profiles

• Leveraging social media to attract top talent

• Comprehensive analytics and reporting

• Customizing talent resourcing and consulting solutions

• Improving both quality of candidate and the time it takes to fill your position

Addressing the advantages of RPO for Contact Center Recruitment is just the beginning to success. Recruitment Outsourcing solutions drive businesses to rapidly acquire high performing staff, optimize their workforce and reduce operational costs and risks, while benefiting from unparalleled recruitment expertise.  Click here to register now.

This webinar is done in parternship with HR.com

For those of you that attended our December 15th webinar, Best Practices in Managing & Analyzing Services Procurement Spend, thank you for joining us.

For those of you that were unable to join, click here to listen to the very informative recording.

Please click on the image below to review the full deck.  

Kunal Gill, Program Manager for the Allianz and Blue Shield of CA programs, traveled with Sten Johnson, Implementation Specialist, to Hyderabad, India on December 3rd to assist in growing AGS’ Microsoft India operations.  They were warmly welcomed by the AGS India Talent Source Team – Divakar, Sonal, Rineesh, Shruti, Jay, Sahana and Suresh. 

For Kunal, a 3-year veteran of AGS, it was amazing to see and feel AGS’ global reach.  “Just a couple of years ago, I was at the US Talent Source office in Kirkland, WA as an Acquisition Specialist sitting side-by-side with Sten and here we were working together again, but this time on the other side of the world.” Both Kunal and Sten believed it showcased a great sign of AGS’ fast international growth and a strong indication of our worldwide presence.

Getting More Than Business Done

Kunal’s parents were both born and raised in India and it has always been a goal of his to help out underprivileged children in India as there is a significant amount of young children living in severe circumstances.  On the first weekend of the business trip, Kunal headed to the local market to buy some souvenirs for his family and saw several young children on the side of the road – homeless; some without clothes.  He returned to his hotel and asked if they could help him facilitate getting these kids some food and water.  The hotel recommended he visit a local orphanage instead. 

Empowered to help these kids out, Kunal rented a car for the day, stopped at the grocery store and purchased fruit, water, candy, bread and several large bags of rice and flour.  From there, Kunal was

taxied to an orphanage about 30 kilometers away.  As his taxi approached, around 20 kids came running up, knocking on the windows and giving him “thumbs up”.  When he exited the car, the kids were very friendly and excited to have a guest visit them.  The great people that run the orphanage had the kids congregate in the cafeteria where Kunal was able to provide about 80 boys and girls with an afternoon meal.  Kunal remarked “There is no better feeling than providing for kids who don’t know when their next meal is coming.” After the meal, they took the remaining bags of rice and flour out of the car and put them in the storage area.  “I thought it was great that when I was pulling the bags out of the car, the kids would run up to help.”

This special moment shared with such loving and grateful children made Kunal’s trip especially amazing. Not only was he able to gain a new, invaluable experience by supporting one of AGS’ global accounts, he was able to understand how great it feels to be able to give back.  He told the kids that he hopes to be able to come back and do more the next time.  “When I was asked about the unique opportunity of being able to assist our international team, I never imagined how much I would have learned and experienced both inside and outside of work.”

Kunal has a few more days left before he comes home, so this weekend Kunal, Jay and Suresh are returning to another orphanage, one that is focused on taking in children ages 3 – 13 years that are found in the streets without parents.   If you like, you may contact Kunal to either wish him well this weekend, or if you feel compelled, to offer to contribute to the food, clothing and supplies that Kunal and team will be taking to the orphanage.
 
Thank you for all that you’ve done Kunal and Sten – what a heartwarming story of grace and compassion to inspire others during the holiday season!

Click here to view the full photo album.