Quest For The Best

Thriller - Recruiting the Best

Sue Danbom — Wed, 01 Jul 2009 13:26:23 -0400

A real shame about Michael Jackson. You probably have been way oversaturated by all the media coverage of his unfortunate demise. Can I take a turn - on a more positive note? No scandal. No judgment. Just a reminiscence of Michael Jackson's talent. And how it applies to recruiting.

No matter what you thought of the man personally, Michael Jackson embodied dance. When he took the stage, it was impossible to take your eyes off him. He became the visual form of sound. He was born with the talent to dance. One of the most vivid reminders of this is his 1983 music video - Thriller.

Thriller - the video was ground breaking at the time. Instead of the typical music video, it was actually a short subject film - a mini-horror film spoof. (It was almost fourteen minutes long.) It was produced on a budget of $500,000 and sold 9 million copies. It first appeared on MTV on December 2, 1983. Since then it has won a Grammy and four MTV Music Awards. Of course, everyone's attention was riveted on the star, the very, talented Michael Jackson. But when I viewed it again this week - I realized that the entire production was supported on every level by exceptional talent. Funny how a 26 year perspective reveals so many things.

World-renowned Quincy Jones produced the Thriller album which has sold 104 million copies worldwide - the most popular album ever sold. The title cut was the centerpiece for the video. (Jones hasreceived 79 nominations andwon 27 Grammys.)
John Landis directed the action and co-wrote the script and produced the video with Michael. (Landis also directed National Lampoon's Animal House, The Blues Brothers and An American Werewolf in London.)
Elmer Bernstein composed the "scary music" to set the mood. (Bernstein had scored The Great Escape, The Ten Commandments, The Magnificent Seven, which was also used as the theme for the Marlboro cigarette commercial, and wrote the title song to Ghost Busters. He was an Academy Award, Grammy and Golden Globe Winner.)
Rick Baker was in charge of make-up. (Rick Baker's first film was The Exorcist. He also worked on An American Werewolf in London and Men in Black. He's also an Academy Award winner.)
Vincent Price was a famous actor from the horror film genre. He was asked to do a "sinister rap" and a wicked, haunting laugh at the end. (From 1938 to 1993 he was in numerous films and TV shows including the original House on Haunted Hill, The Fly and Edward Scissorhands.)
Michael Peters choreographed the dance sequences with Michael. (Peters had previously worked with Donna Summer, Pat Benatar and Lionel Richie. He also collaborated with Michael on the Beat It video.) See video of Peters, Jackson and Landis in rehearsal. The Making of Thriller
Ola Ray co-starred in the video. (Ola Ray was a Playboy centerfold in 1980.)

This was definitely a dream team ensemble. Who was responsible for bringing them together? All this incredible talent. John Landis? Michael Jackson? (Networking was evident. Landis, Bernstein and Baker all worked on An American Werewolf in London.) The best really want to work with the best. Whoever it was, orchestrated the most successful, memorable music video that was ever made.

In our best form, that's what we do. Find the very best talent and bring them together.

Where and how can you build a dream team?

Fashionista or Functionista? What's Your Social Recruiting Strategy?

Sue Danbom — Tue, 16 Jun 2009 20:10:32 -0400

Lots of women have a "shoe thing." I wish I had a "shoe thing" because generally shoes continue to fit when other parts of you have grown and clothes don't. But then styles change so quickly - that you almost can't keep up. Last season's shoes - just won't do this season. Of course, fashion designers deal in planned obsolescence.

Case in point. Here's an interesting shoe.

This shoe is a Louis Vuitton Designer Shoe. It is called the "Spicy Sandal" and can be had for $3,390. It has something for everyone. A stiletto heel, lace, python, fringe, beads sequins and gold rivets. If I could squeeze my size 10's into these, I don't know if I could walk in them or what I'd wear with them. (The largest size is a 40 EU? What is that?) Next spring, when these are no longer "in", what do I do with them? Where is my $3,390?

Here's another option:

It's considered a gladiator-type sandal (Huge this season!) - and echoes some of the features of the Louis Vuitton Sandal. Admittedly not as many bells and whistles. A t-strap with a couple of stones as embellishments. A comfortable wedge at a reasonable height. I could probably find things in my closet right now that I could wear with these. This is certainly a toned down version of the designer sandal - a mere suggestion. At the end of the season, they might be worn out - but they would be out of fashion anyway. At the price tag of $26.99 - I could toss them out at the end of the season guilt-free. I could easily get my $26.99 worth of wear out of these.

Social networking is being touted as the newest and hottest thing in recruiting. Beware of extremes. When the job boards emerged in the mid 1990's, they were supposed to put an end of third party recruiters. Companies were going to post jobs, candidates would apply directly and the "middle man or woman" would be totally unnecessary. Look at the job boards now. One posting brings a zillion responses and most of them not relevant. Corporate recruiters are growing reluctant to use them. The third party recruiter with an established network and relationships is still valued. Fast-forwarding proved that predictions of planned obsolescense of recruiters hasn't held true.

Social recruiting is an important trend. Whether you are a corporate or third party recruiter, you should be learning about it and engaging in it. But it isn't the only weapon in your arsenal. It should be part of a mixed strategy to recruit. Your whole life shouldn't be consumed by social networking - and it is easy to be sucked in and spend too much time on it if you're not careful. Be reasonable. I think five years from now - social networking will still be a valuable strategy for engaging with candidates. Those who have patience and endurance to use it in that way will succeed with the strategy. Those who want a quick fix will count it as useless and drop it.

Louis Vuitton or Payless? What is your strategy for social recruiting? What's working for you?

Unmercifully Denied at the Gate

Sue Danbom — Mon, 21 Jul 2008 13:17:44 -0400

As I breathlessly ran up to the gate, I saw them shut the door!

No-o-o-o-o!

I had missed my connecting flight! And this just wasn�??t any flight. It was the one that was taking me to the Stevie Wonder Concert in Seattle. The concert that I had anticipated eagerly for months. The concert where I had to finagle and pay dearly for the tickets. The one that I would be missing because the weather at O�??Hare was crystal clear but my initial flight had an unexplained mechanical problem. That same concert that I would miss because I was three seconds late for the connecting flight and the door was slammed in my face.

�??Sorry Mrs. Danbom. The next flight will be in an hour �?? which will give you and your luggage plenty of time to find the gate.�?? (With pack animals and Sherpas. So rude! Boycott all airlines that would make a mature woman run to a distant gate. It was MILES away. As I arrived (breathlessly again) the flight was just beginning to board. Plenty of time, my eye!)

Kind of reminds me of recruiting. Ever have one of those sure fire placements? One that you�??ve been banking on, and then, at the last minute, the door gets slammed in your face! No placement. They hired another candidate. Or your candidate took the counteroffer. Or the client filled it from within. What excruciating pain! So close you could taste it. You were spending your fee. And then cruelly you�??re shut down.

What can be done? Whining doesn�??t help. Face it. The equation we work is made up of people. You can influence people, but you can�??t control them. There are rare occurrences that just can�??t be helped. I know a recruiter who was attempting to place a high-end accounting professional. At the last minute, he succumbed to a counter offer. Not just any counteroffer. He was offered over $200,000 to stay with his company that was going through an IPO. Without him the deal would be quashed. Who could blame him for staying? Even the recruiter had to admit, faced with the same decision, two hundred grand would be hard to turn down. Another was about to place an operations manager. The morning of the start, the candidate called saying that he had traveled to another state to meet his small daughter for the first time ever. He was so captivated by her that he couldn�??t bear to leave her and was declining the offer. Understandable. Regrettable. The door slammed in the face just short of triumph again? Unquestionably. (In these cases, a small bit of self-pity would be permitted .) While people can be unpredictable, these two examples would be totally impossible to predict and both couldn�??t possibly happen to the same recruiter.

But what does it mean when the �??placement door�?? slams in your face frequently. We�??ve all met recruiters who frequently come oh so close, but no score. If it happens more than once, it�??s probably not a coincidence. It�??s time to look at the process and see what�??s happening. You may not be able to control people, but you better control your process.

1. Have you thoroughly qualified the job order and gauged its viability?

2. Do you have the true hiring authority�??s ear and cooperation?

3. Have you created a sourcing strategy that uncovers the very best employee for the position?

4. Have you thoroughly interviewed the candidate to determine that he/she is qualified, motivated and fee-worthy?

5. Do you prepare the candidate for the probability of a counteroffer? How often?

6. Do you prep and debrief all parties involved in the interview?

7. Do you lead the compensation negotiations?

8. Do you aid the candidate through the resignation notice process?

If, after examination, you can truly say that you have done everything you could, and it was just one of those unpredictable circumstances, then so be it. But if you can see where you lost control of the process, it�??s time to ask what you can do to make sure that it doesn�??t happen again. How can those occurrences be prevented?

Stevie was truly wondrous. I did make it to the concert after all. My strategy? I had designed enough time to allow for flight delays.

What�??s your strategy to make sure you are not unmercifully denied at the placement gate?

Prove Your Independence this Friday and Beyond

Sue Danbom — Thu, 03 Jul 2008 13:17:56 -0400

I�??ve had a fierce independent streak since childhood. I was the first and only child in my family for 14 years. I got used to doing things on my own. In short, I become a very independent human being. �??I do it myself!�?? was my three year old mantra. I had great pride in learning new things and not needing my parents�?? help. Always an early riser, I would climb out of bed in the morning before my mother woke up and dress myself. I would go to the closet, pull down a dress and put it on. Except �?? the typical little girl frock of the early 1950�??s buttoned in the back. Not to be stopped, I simply turned the dress backwards and fastened the buttons down my chest. I was determined to make it work. Mom, upon rising, praised my initiative for getting dressed without her, and attempted to persuade me to readjust my dress with the buttons in back where they belonged. Easier said than done. There were simply days I wore my dresses backwards. Independent? Yes. Fashion conscious? No.

That independent streak has remained and still serves me well in the recruiting world. Being an independent sort, I pride myself on not �??following the herd.�?? If I follow the herd, I end up with the same tired results that everyone else does. Going to the boards to recruit brings limited value and stale results. When I stray, I come up with unique results that no one else has visited and the very best undiscovered candidates. Think counterintuitively. Go places that other people aren�??t going. Always keep your antennae up. Do something unexpected.

One of my most gifted candidates came from a fire drill. One of those big city fire drills where you and your office mates travel down seven floors with other hapless fire drill participants. While waiting for the fire drill to end, I met the most talented CFO. Over a period of time, we built a working relationship and he has been a client and a candidate for me over the years. All from a fire drill. Who would have thought!

This summer I had a speaking engagement at a national association convention. The pressure was off after my presentation and I was enjoying the pool with my family. A participant I had met earlier in the day, dog paddled by and said that she had missed my presentation but had heard good things, and wanted the information I offered. I didn�??t have my card with me, but we connected later �?? and I hope to develop her into another candidate. This one was a no brainer. Instead of trying to unnaturally force myself on unsuspecting conventioneers, I offer solid subject matter and they approached me. It wasn�??t only in the pool. I was approached in the ladies room, during breakfast, coffee breaks and lunch. People sat down next to me before conference sessions and introduced themselves because they had attended my session. They were attracted to the information that I had to offer. I gained powerful contacts from people who sought me out. Unconventional. Counterintuitive. Call it what you will. It works.

What�??s the most independent path you�??ve taken to secure candidates or clients?

And �??Happy Fourth!�??

White Strings Hanging from Your Ears?

Sue Danbom — Thu, 19 Jun 2008 08:03:30 -0400

I work in one of the largest office buildings in Seattle. 50+ stories. A bijillion young professionals work in the building. One night I entered the elevator starting my retreat. The doors opened and I joined 10 - twenty and thirty somethings. Each stared silently and blankly at me with white strings hanging from their ears. iPods all around. I entered, turned toward the door and suddenly felt very old. I�??m surprised they even let me on sans white ear phones. I got the message that I was woefully out of step.

Actually, I received a Nano for Christmas�?? a red one.( A Nano �?? in case you are not an iPod owner is a tiny iPod that measures one inch square �?? yet allows you to carry 200 of your favorite songs. Pretty nifty idea if you want to start out slow as opposed to the full-strength iPod.) It also has stylish white earphones �?? which I�??ve only tried once. My goal on my upcoming vacation is to conquer the Nano.

The recruiting landscape changes quickly. Just as quickly as entertainment technology. If you are using the same strategies that you employed last year to find the best talent, you will find yourself woefully behind. Unemployment rose in May to 5.5%, but don�??t let that lull you into your comfort zone. Where are those lost jobs? Be aware that professional unemployment is still at 2.2%. (Bureau of Labor Statistics �?? Unemployment for those degreed and 25+ years) Thinking that this demographic is going to be �??easy pickings because unemployment has risen is a grave mistake. These people are still at a premium and hard to find and will remain so because of the following:

· Retirement of the Baby Boomers. Gen X numbers almost half.

· Import of talent from abroad has slowed. Opportunities now abound around the world.

· U.S. Educational System is not preparing for jobs in the future. (Math and Science. Only one third of Gen Y will gain degree. 80% of new jobs require degrees.)

A proactive push for talent is what is needed. Besides traditional means of recruiting, the stops need to be pulled out and employed quickly. That means proactive recruiting. More than just posting positions and waiting for the results. Those results only come from those candidates who take the time to read the postings. As unemployment rises, less people take time to peruse those. (It�??s typically only 15% - 25% of the entire labor market anyway.)

Post if you like. In addition, reach out in a variety of ways.

· Solicit Referrals. These can be one of the most effective way of finding quality employees that match your culture.

· Recruit Directly. The talent you seek is probably not at home, watching TV, eating junk food and waiting for you to call. (Professional employment rate is 97.8%.) They are employed with your competitors. Reach out to them or employ a third party recruiter to do it for you.

· Streamline the Hiring Process. The best candidates have multiple offers to consider. The best go quickly.

· Network with Regularly Candidates. Treat all candidates with respect. If it�??s not a match at this time, network with them for future possibilities.

Recruiting-wise, are you �??getting on the elevator without white strings hanging from your ears�??? Worse yet, are you ear wearing the white strings, just to look cool and not utilizing the knowledge/technology?

Recruiters Eating Their Young?

Sue Danbom — Wed, 11 Jun 2008 13:31:30 -0400

Recruiting as a profession has had a less than sterling image. Especially third party recruiters. We have been likened to ambulance chasing lawyers and used car salesman. We spend time compensating for this unflattering public perception. What have recruiters done to deserve such a rap? Have they eaten their young?

Wow! Besides bringing to mind a really disturbing visual �?? consider how short sighted the unscrupulous act of consuming one�??s young really is. While satisfying that nagging hunger for the moment, the result has definite long-term disadvantages. Once the offspring are consumed, no one is left to huddle together when the night is cold. No one is there to help fend off the enemy. And when you become old and infirm, no one is there to care for you, if you�??ve consumed your young. Taking that kind of action can definitely burn some bridges.

Unscrupulous, short sighted acts? Has our profession ever engaged in these?

Before the days of technology and internet research, name gathering was difficult. In order to secure names, the ruse was widely practiced. The ruse? A practiced untruth designed to extract the name of a potential candidate or client from a shrewd and cunning gatekeeper.

Looking for an auditor? Call into the Accounts Payable Department �?? because if they think you are paying a bill you owe them, you gain instant access. Then once connected�?� �??Accounts Payable? Oops �?? I think they transferred me to the wrong department. I was looking for Auditing. Who can I speak to in Auditing? Can you transfer me?�??

I still hear recruiters debate over the use of the ruse. I am not an advocate. Far from it. Longevity in this business has everything to do with excellent reputation. Entrance gained through this method is shaky at best. If the ruse is uncovered, the recruiter�??s credibility and reputation is blown. The candidate willing to look at a career move is putting his/her future in my hands. Where�??s the trust if I lied to get into the door.

How about the practice of recruiting out of existing clients? There have been unscrupulous recruiters who directly approached and extracted candidates they had placed for a fee and place them once again for another fee. There are those who have done it in the past �?? and those who still do it today. Eating their young? I think so.

My goal is to become an exceptional recruiter. A trusted confidant �?? a supportive professional like my CPA or my doctor. The employment expert that people turn to when they are considering a career move or need to find a trusted staff member. To be an exceptional recruiter, I need to adhere to ethical principles and long term relationships. Those relationships evolve over the years and are begun by being concerned about my relationship. It�??s definitely not by eating my young.

It�??s all well and good to talk about being an exceptional recruiter. Being ethical and doing the right thing. Remember when you pick up the phone and call �?? the person answering the phone doesn�??t know who you are. They may be laboring under the old perception of what a headhunter does.

Me? Eat my young? Not me!

What do you do to prove that you don�??t eat your young?

Dr. Susan Danbom, OB/GYN ?!?

Sue Danbom — Tue, 03 Jun 2008 16:27:03 -0400

As a recruiter, I want my placements to be successful. I don?t want rework. And I certainly don?t want the candidate or the hiring manager to be less than satisfied with the result. I control my process, doing my due diligence to make sure that everything fits into place. Once I complete the transaction and my candidate turns into the company?s employee, control of the process truly passes out of my hands. Do I just walk away?

I have heard the recruiter?s role compared to an obstetrician?s role instead of the pediatrician?s. I am certainly involved in the birthing process, but after that, I do not maintain the employee. I have limited influence over the employer/employee relationship. So if things ?just aren?t working out,? should I rush to replace the candidate or distance myself from the situation? I may be able consult with both sides and smooth out rough edges. I might be able to even salvage a working relationship that is teetering on the edge. Acting as true employment consultant what might I do to run interference and prevent a rocky relationship from starting in the first place?

Now more than ever, employers are truly interested in retaining employees. Hiring managers are highly concerned about retaining both existing staff, and also integrating and retaining new staff. As far as the employee is concerned, anticipating a new position is one thing. Living it is another. Is the employee feeling remorse after s/he made the move? After the placement is made, it pays to stay close to both the client and the employee to assess the success of the placement and clear up rough spots. Granted, I?ve ?delivered the baby,? but doesn?t it make sense to stay close? How can I interact with both sides to keep things positive?

1. Make Sure the Job and Employee Match Up - When the employee starts the job and begins to work in the environment, was everything as described? Was the job description, the expectations and the department described accurately? Is the employee properly qualified for the position? I have done my best to represent both sides honestly. Have there been misunderstandings? What, if appropriate, can be done to make things work?

2. Give Feedback Early and Often - Coming into a new team, a new employee needs confirmation s/he has made the right choice and s/he is on the right track. Early feedback and guidance is welcome. A supervisor?s attention and feedback can make all the difference. An assigned mentor is another option to make sure that the new employee has proper guidance and feedback in a timely manner to head of problems.

3. Make the Employee Feel Engaged and Valued. ? Has the employee been on-boarded properly? Is his workplace properly equipped? Has he been introduced and integrated into the team? Has he gotten timely and proper training for unfamiliar systems or procedures? (Helping the employer with proper on-boarding procedures can ensure a smooth transition.) With success, is the employee being recognized? (If off the track, go back to #2 ?Feedback.?) The faster the employee feels engaged with the team and has a sense of contributing, the faster he will feel at home.

4. Respect Work/Life Balance ? Starting a new position is grueling. Realize that the employee is nervous in an unfamiliar situation. Showing concern that the employee doesn?t overwork and has time to refresh is appreciated. Making sure that the employee is on the right track and not performing unnecessary tasks and knows short cuts is helpful. Flexibility means a lot. Especially in new working relationships, unanticipated personal matters may arise. As long as an emergency or other matter is legitimate, non-recurring and significant, the employee will appreciate and remember when some leniency is given at the time.

Just as the obstetrician gives the expectant mother, prenatal vitamins, suggested diet and precautions to ensure a happy, healthy baby, I?ll do my best to pave the way for a successful placement. If I?m concerned about keeping my client happy and earning continued business, it pays to stay close. The candidate may be a potential hiring manager ? or grow into that capacity. Follow up is definitely warranted on both sides. I will take a more committed, complete approach.

Just call me Dr. Susan Danbom, Obstetrician General Practitioner

The Directions Lady

Sue Danbom — Fri, 16 May 2008 21:52:19 -0400

I have just made the best purchase. I finally took the plunge when offered an upgrade on a cell phone. After years of timidly telling myself that I just wanted a phone that simply ?called people?, I decided to step up to a phone with the latest technology. I held back in the past because I was busy and told myself that I just couldn?t dedicate time to immersing myself in the technologies of the newest phones. Would I really use all those bells and whistles anyway?

I guess what did the trick was the fact that this phone upgrade had a GPS. I travel a lot and find myself trying to find my way on strange streets at night. I usually try to map things out before I travel ? but still trying to read and drive at the same time is a challenge. The sales person assured me that this phone was a ?winner? and took the time to show me the GPS feature. Several days passed before I attempted directions on my new phone.

I flew to Sacramento. Sitting in my rental car, I typed in the address of the hotel and clicked in for directions. Not only did my phone display a color map ? but it actually gave me verbal directions. And they were flawless. The ?Directions Lady? told me that I would be?

?Turning left onto West El Camino Road in 1.1 miles.?

?Turning left in .5 miles.?

?Turning left in .2 miles.?

?TURN LEFT.? In every case, she would tell me how we would progress in plenty of time to be in the correct lane and be able to execute the turn.?

At dinnertime, I tried it again. This time I just spoke the name of a favorite chain restaurant? and the ?Directions Lady? gave me four options in town ? rating the closest one as 4 Stars. I chose my location and off ?we? went. The ?Directions Lady? understood my request, looked up the information, let me chose the location and then told me how to get there.

After dinner I wanted to go to the grocery store. I turned on the GPS and asked for ?Groceries.? The darn thing gave me options for convenience stores and grocery stores ranked closest to my proximity. I chose one ? on off ?we? went again. (She will even alter routes if she sees there is traffic congestion ahead. She actually ?out smarts? the traffic!)

Besides my husband, children, grandson and dog, my cell phone complete with GPS may be my favorite thing ever. In this short time, I consider it indispensable. I wouldn?t think of leaving home without it.

What does this have to do with recruiting? When was the last time you made yourself indispensable to your hiring managers?

Remember that hiring manager who has an opening and never seems to have the time to pay you or the urgent need proper attention?

?Yes! Yes! I really do need someone yesterday, but I only have a few minutes. Let me just shoot you the job description??

What if you acted as the GPS for your hiring manager? What if you explained your whole recruiting procedure and secured his buy-in to communicate when needed? He?s got to give you some directions. A foundation from which to work. After that, you guide him to the route of hiring the best and brightest employee.

What if you meet his expectations and then go beyond? Once he has used your service and you have not just satisfied, but delighted him, he may become a regular customer. A raving fan. He may be so pleased with your service that he insists on working with you exclusively.

In what alternate world have I placed us? It?s not happening here without a smart strategy to convince the hiring manager ?what?s in it for him? to cooperate and let you guide the hiring process.

?Dear HM?

?Let me lead this process. While I lay the ground work, I will need your participation.

Investing time in the beginning ? by carefully defining the position, will save you time in unnecessary screening and interviewing of inappropriate candidates.

Agreeing on quick meetings to choose the finalist to interview keeps the process moving in a professional manner. The candidate gets a great impression of you as a future employer.

Timely feedback on your interviews results in swift, careful decisions to hire. Those decisions ensure that the ?best ones? don?t get away because the competition for talent is getting fierce out there.?

You can let the client wander around in the dark, but the chances of his finding the way (and taking your candidate) are slim.

Be the GPS ?Directions Lady? (or ?Guy?) and lead your hiring manager efficiently and strategically into making the right hiring decision. Exceed his expectations, and he may feel you are indispensable. Just the expert to help him staff his entire department.

More Important than Winning?

Sue Danbom — Fri, 09 May 2008 01:17:51 -0400

A news story caught my eye last week. It was the one about the softball player who was carried around the bases by her opponents. It really made me think ? especially after my blog last week about the perceptions of the younger generations by management today. Hiring_Manager_in_"Cluck_and_Commiserate"_Mode?

In case you missed this news story, it was about Western Oregon University?s Sara Tucholsky, a senior on their women?s softball team. Sara hit a home run ? the first - in her high school and college career. She hit a three run homer over the centerfield fence. In her exuberance to round the bases, she missed first base and had to back track. It was then she blew out her knee and was unable to go on.

If she was touched by her team mates, her home run would be counted as a single and she would automatically be out. Her team could send in a pinch runner, but only two runs of the three would be counted. It was then that the shortstop and first baseman from the opposing Central Washington Wildcats approached the umpire with an unusual request. Unprompted, they asked if they could carry Sara around the base path and have her home run count as it should?

?I knew we could do it. I knew that she deserved it,? said Mallory Holtman, Central Washington?s First Baseman. ?I just thought, ?Let?s help her out.??

With the umpire?s approval, Holtman and CWU Shortstop, Liz Wallace, carried Tucholsky around the bases carefully touching each base with her left foot. Her three run homer counted ? causing a win for WOU and a split in the double header between the two teams. The win helped propel Western Oregon into post season. (WOU has split the Great Northwestern Athletic Conference?s Championship with Seattle University and will be playing in The NCAA Division II Western Regional Tournament this week.) Central Washington was eliminated from post season play.

How does this pertain to recruiting? These three players, solidly anchored in the ?Generation Y? demographic, will be leaving college soon and joining the workforce. What they demonstrated was the very best of Generation Y. The desire to corroborate and work for the greater good of the team. The desire to contribute and do what is morally right. And although they play hard and take the game seriously, they knew this was more important than the result of one softball game. That this unselfish act was far more important than winning.

Yes, it was a big deal and made national news. But if you want to generalize the characteristics of a whole generation, I?d love to use this. With all the ?clucking and commiserating ? of management about the supposed shortcomings of Generation Y, shouldn?t we be looking at this as an indication that we are moving toward a more ethical era? Looking at recent corporate scandals that caused legislation to protect the public, this is a great sign. I hear candidates of this generation voicing the desire to work for a company that contributes to society. They want to be proud and admire the companies and the managers they join. As this generation moves forward in the workforce, let?s hope their high ideals are not dimmed.

Hiring Managers in ?Cluck and Commiserate? Mode?

Sue Danbom — Thu, 01 May 2008 16:37:20 -0400

I was staying at a lovely hotel - a resort in the Sonoran Desert with a spa and all the amenities. I was there to give a presentation to a professional association. I checked in the night before and laid out everything I needed for the next day. I knew that time would be tight in the morning. The heat had taken its toll. I sank into the lovely, white bed amongst all the feather pillows and died ? until 5:30 the next morning.

I had a full morning of activities to attend and had just enough time to jump in the shower and go. As I gingerly stepped into the shower, I was surprised to find there was no shampoo. Wait..... I travel all the time, and even at the low-end of the hotel evolutionary chain, shampoo is always provided. At the top of the line, I get nothing? I looked in the mirror to find I definitely had ?bed-head.? Upon further investigation, I found there was no conditioner or bar soap provided either. Not in the shower. Not on the vanity. Not on any of the shelves. No where. There I stand ? like the day I was born, my hair going in ten different directions with nothing to ?freshen? myself for the upcoming presentation. What to do? What to do? I stepped out of the shower ? dripping across the floor. I raked through my toiletries in desperation. The only thing I found was a single use packet of Woolite. Isn?t Woolite supposed to be used for ?fine washables?? The old advertisement came back to me. ?Wash it in Woolite!? Praise be! That?s the answer. If I can wash my dainties in Woolite, I can surely wash my hair! It worked and was quite manageable, if I do say so myself. Actually, I was quite proud of myself. Necessity can be the mother of invention. There in my desperation, I was forced to find a solution. I washed my hair (and the rest of me) in Woolite!

I conducted the session later that day. After the presentation, a group of professionals were lamenting how hard it was to find qualified personnel. Not only were they hard to find but when the candidates interviewed, their expectations were totally unreal. (This group of Boomers were interviewing Gen X and Y?s.) In their opinion, the candidates ?expected to be paid way too much? and even worse, they demanded work/life balance ? a concept that was lost on this group. And then, after they?re hired, the praise and hand-holding that had to be done! The Boomer Professionals started to cluck and commiserate amongst themselves. They just couldn't find qualified candidates. They looked at me ? an obvious Boomer - to receive validation. Not so fast, guys. Commiseration won?t help. After letting them air out their feelings, we began to investigate solutions.

What worked in the past is not going to work anymore, and professional talent is at stake. I advised they need to stretch their normal boundaries and try things they?ve never done before. We discussed creative job restructuring that could afford some work/life balance. Would they consider a flexible work schedule that could afford some time to attend to personal issues? How about a compressed work week? (4-10?s, 9-80?s or a 3/36 ? Makes even more sense with the price of gas and commuting.) How about telecommuting? Or job shares? Even on the upper-end, job sharing is an inventive way to engage two talented people who can?t or won?t commit full-time. How about letting people go to a part-time status? Some mature workers would stay longer if they could cut back on their schedules. Then we discussed creative hiring practices. Hiring ? with a view toward the future. Not just hiring for this job ? but for the potential of the next one or two promotions. Giving the mature candidate a fair shake and listening to his motivations to work the position instead of just assuming that he is over qualified. Hiring lighter and pairing that individual with a mentor who will transfer experience and knowledge. Considering re-hires ? those ?boomerang children? that fit so well into the culture and bring back what they learned. Networking and creating positions for talented candidates. There were a lot of new alternative ideas that were shared.

My best advice is ? when you?re caught with a need and the conventional solution isn?t available, look for a new solution. Be inventive. Unlike my shower situation, life isn?t going back to status quo. (The maids stocked my room with 3 times the amount of toiletries that day.) The professional talent shortage is not predicted to let up for at least a decade. And by that time, as we all get ?more mature?, the next two generations will step up and take over and their ways will prevail. Even Ernst & Young and Merrill Lynch are looking at ways to woo Generation Y. Change or die.

Which reminds me, my boss was born when I was already in eighth grade.

How much success have you had in convincing your hiring managers to look at new staffing solutions to accommodate the new workforce? Or are they still in C&C Mode? (Cluck and Commiserate.)

Reaching Your Target Demographic

Sue Danbom — Fri, 25 Apr 2008 09:20:08 -0400

Last summer my whole familial herd descended upon us from North Dakota. (The ?herd? consists of my son, Jay, his wife, Heidi, and their son, Tyler.) Tyler was approaching his first birthday and I threw a birthday party in his honor. I bought some toys ? but mostly things to wear. He?s growing like a weed and his mom said that he needed Fall clothes. My son called before the visit to alert me not to buy Tyler a ?Pantera Onesie? for his birthday. He had already secured that for the birthday boy.

?I?m sorry ? a what? A ?Pantera Onesie??? I said. Having survived Jay?s youth and knowing his affinity for heavy metal music, I knew that Pantera was a band that he followed. (A "onesie" is a one piece infant garment. A shirt that snaps under the diaper and does not pull out of pants.) As it turned out, Jay?s warning was unnecessary. Never in my wildest dreams would I consider purchasing Tyler a Pantera Onesie. In fact, if my life depended on it, I couldn?t have produced one.

?Where in the world did you find a ?Pantera Onesie??? I asked.

?At Hot Topics,? he replied proudly. I could tell he just couldn?t wait to see his little guy in this unique find.

Then I realized the brilliance of this marketing plan. Hot Topics is a retail clothing chain that bills itself as selling ?alternative music related apparel and accessories.? They are staffed by kids who are best described as ?gothic.? Black hair, black make-up, black attire and multiple piercings. Most of the clothing is licensed with bands? logos or recognizable and diverse pop icons like Barbie, South Park, Harry Potter or Pirates of the Caribbean. Their primary audience is pre-teens to teenagers.

But wait! Hot Topics Stores are drawing back the ?Generation X? crowd who shopped them as long as 10-15 years ago. The appeal is offering baby clothes for X-er?s offspring. My son, at twenty-nine, is beyond wearing a Pantera t-shirt (I hope) but he certainly is tickled pink to pay $18 plus tax to see his son wearing one.

What do we draw from this lesson? Generation X is in the hiring cross-hairs right now. They are coming into their own and entering management positions. Employers want them because they have significant experience, but don?t require the salary that a senior manager would command. The fact they will run about 30 million shy of filling the void that retiring Boomers will leave make them even more prized. The competition to draw Generation X is heating up.

To draw and retain Generation X employees, consider the stage of life they occupy. In many cases they are creating homes for their young families. Employers who offer family-friendly benefits like daycare and flexible work schedules will win over those who don?t. Gen X were latch key kids that watched their parents slave at work and then thanklessly get laid off. Work/life balance is a major concern to this group.

Does your company ? or your clients utilize a family-friendly mindset to attract the relatively rare and much needed Generation X? Flexible work schedules? Parental leave? On-site day care? Can these types of benefits be used in crafting the offer? It might be the defining difference.

Pantera T-Shirts all around? I think not! Any good ideas for winning Gen X allegiance?

Haven't Got a Thing to Wear?

Sue Danbom — Thu, 17 Apr 2008 12:41:46 -0400

Fashion is a fleeting thing. My daughter, Laura, has a closet full of clothes ? most of which she doesn?t wear. What makes a garment desirable to her? Fit, style, originality and timeliness. Is it bleeding edge now? To say the least, many suitable items sit in her closet unworn yet I hear she ?hasn?t got a thing to wear.?

She is not unique. The American public desires the latest and greatest. Sports fans, in particular, want to align themselves with the best and they want alignment now. Case in point is the Super Bowl. Fortunes are made by instantly supplying apparel touting the Super Bowl Champion?s name and logo. Post game, retail stores immediately mushroom with apparel emblazoned with the champion?s name and logo ready to be hungrily snapped up.

How does this happen? There?s only one winner, so how do manufacturers know which items to produce? To meet the demand, apparel is prepared for both outcomes. When Super Bowl XLII ended, the Giant?s apparel was displayed and the Patriot?s apparel was pulled. The public gets what they want. Unfortunately the apparel vendors find that half their inventory can?t be given away. Or can it?

I recently discovered that all the licensed apparel from Super Bowl Losers is donated. This year New England Patriot apparel was distributed to children and families in Nicaragua, Romania and other countries where they may have never received new clothing before. World Vision, in partnership with the NFL, has been doing this since 1994. World Vision receives and distributes playoff contender apparel of all types that is not marketable in the United States and is donated by retailers and manufacturers. Last year $2.7 million dollars of merchandise was donated to impoverished families around the world through World Vision?s ?Gift in Kind? program.

In the world of recruiting ? do you find yourself without a thing to wear??? Or without exceptional candidates to present?

When presenting several candidates for a position, there is one winner. In many cases, just like the Giants and Patriots, there may be two equally strong contenders. Sometimes the decision is just too close to call. As relieved as you are to make an excellent match and placement, what typically happens to the other, very capable candidate or candidates? In the excitement, do they get left by the wayside? How many times have you considered championing these second tier candidates to employers who would truly appreciate their skills and expertise? With professional unemployment at 2.1% (that means 97.9% are employed), can you afford to forget about these talented individuals?

In any labor market, clients will pay fees for candidates who ?

� Can accomplish objectives within budget

� Work two or three positions

� Add value to the department or company

Value what you have. If your second tier candidates possess these attributes, you can open up positions where they will be appreciated. If they possess the ?fit, style, originality and timeliness? to match the organization, they will align. (Certainly there is no need to give these talented individuals away.)

Has this strategy worked for you in the past? Can it work for you in the future?

Important Health Alert for Recruiters!

Sue Danbom — Thu, 10 Apr 2008 00:15:39 -0400

How much time are you spending in front of your computer? With internet recruiting, research, e-mail, social networking and blogging, have you evaluated how much time you actually spend on-line? While telecommuting, are you finding yourself checking in with candidates and clients on weekends and night? Then there?s a myriad of articles and web-pages like ERE that can help improve your career which makes it even more difficult not to be sucked into the cyber world? Is your time in front of the computer screen steadily increasing? Are you approaching burnout? or are you adapting and fast becoming a ?mouse potato??

Whatis.com defines a mouse potato as ?the computer equivalent of television's couch potato: someone who tends to spend a great deal of leisure time in front of the computer in much the same way the couch potato does in front of the television. Both activities tend to be accompanied by snacking. A recent survey by the American Snack Food Association found that 85% of Web surfers snack at the computer. It has been observed that this habitual nibbling and relative inactivity can lead to development of a characteristic potato-like body form.? (And the need for a heavy duty, extra wide computer chair.)

I have to admit that I am guilty of this behavior especially since I have taken up blogging. I spend hours on the computer both at work and at home. It?s the standing family joke. ?Where did Sue go?? ?Oh, she?s upstairs ?blogging? again.?

Concerned that you are spending too much computer time? There?s actually a web-site that tests you for internet dependency. You can take the test yourself. http://www.btimes.co.za/97/tech/potato.htm.

Sharon Howard on the ESPN Web Page describes some strategies to overcome our mouse potato ways. Sharon says:

Plan Your Schedule - limit your time in front of the computer.
Get Turned on to Nutritional Foods. (We mouse potatoes seem to be drawn to sweet or fatty snacks.)
Deal with Stress Management ? Plan breaks. Get up and move. Fitness and muscle mass deteriorate quickly with inactivity. Plan to exercise aerobically at least three times a week.

When I took the ?Mouse Potato Evaluation?, I was scored as a borderline case. I was told that although, I didn?t yet have an addiction, I had better watch my p?s and q?s. If things get worse, my family and friends might band together to orchestrate an intervention. I might find myself being committed to The Bill Gates Center for Internet Addiction here in Redmond, Washington.

If the blog suddenly stops without warning, you?ll know why.

Are you at risk? What you doing to avoid internet dependency?

Who is Sarah Marshall?

Sue Danbom — Thu, 03 Apr 2008 11:00:39 -0400

I am in Chicago. On a cab, I see a sign. It reads?..

?I?m so over you, Sarah Marshall!?

?Interesting message,? I think to myself. You hear of guys that rent bill boards to propose to their girlfriends. I?m wondering if someone took the time, effort and expense to create a public message that assures his former girlfriend that he is officially through. I see a second cab with the message? and a third. I?m now haunted by the thoughts?

?Who is Sarah Marshall?
?What has she done??
?What is this all about??

I now have come to find out that ?Sarah Marshall? signs are mushrooming all across the country. It turns out that this is a viral marketing campaign for a movie being released in April called ?Forgetting Sarah Marshall.? After reading the synopsis, it?s not a movie that appeals to the ?old lady demographic? so I?ll probably take a pass. But the point is that the marketing campaign certainly grabbed my attention. With so many signs and messages that hit me on my three mile ride to work, why did this one make such an impression? Why did I ask people in my morning meeting, ?Did you see that sign? The one about Sarah Marshall?? Most had noticed them. One had actually seen the website on the bottom of the sign and taken the time to research. Regardless of the success of the upcoming movie, ?Sarah Marshall? is currently on the lips and in the thoughts of many.

Getting noticed as a company is the first step to attracting excellent employees. When you are a Fortune 100 Company, you have no problem bringing candidates to your door. But what do you do if you are a small to mid-sized company and don?t have a big public relations budget? What do you do, if your industry is not glamorous ? or worse ? has a negative connotation ? despite being a great company to work for. (i.e. funeral home, cemetery) How do you get positive attention and draw people to your opportunities when people just don?t know about your company or have misconceptions? Outside of creating a clever viral marketing message, what can you do to get noticed?

Engaging the services of a third party recruiter can be the answer. After taking an in-depth job description, a reputable third party recruiter can create a recruiting campaign that will uncover qualified and motivated candidates and present those overlooked, misunderstood companies in a positive light. Being able to determine what the candidate is looking for and matching that with what the company provides creates a successful union that couldn?t have happened without the recruiter?s help.

Any additional thoughts for creating excitement and attention?

Handle with Care and Creativity

Sue Danbom — Fri, 21 Mar 2008 15:39:36 -0400

My childhood Easter basket held all the usual goodies. Jelly beans, marshmallow Peeps, chocolate bunnies and Easter eggs. But I had the best Easter basket of all. My basket held the plaid Easter egg!

Most unusual ? a plaid Easter egg. My father was a tool designer. Along with his technical talents, he was incredibly inventive. My father created a plaid egg. He patiently used four different colors. He would balance the egg on the delicate wire egg holder and submerge it a third of the way in the first color. Then he would turn it 90� and redip in a new color. After two more 90� rotations and a total of four dips, the egg appeared plaid. It took the skill and steady hands of a surgeon to accomplish this feat. It was an amazement. People marveled when they saw it. So untypical ? so very unusual. But he only made one each Easter ? which greatly enhanced its value.

How could a plaid Easter egg possibly be related to recruiting?

It?s all in the presentation. To be successful, you must be noticed. Are you using your recruiting tools to present yourself as an exceptional (plaid Easter egg) recruiter? Not the run of the mill (just drop ?em in the single dye color) recruiter. It takes skill and preparation to be able to pull that off.

? Strategize what you want to accomplish before you make the call.

? Prepare your message ? don?t shoot from the hip.

? Ask questions ? find out about what your client/candidate wants.

? Use your creativity ? make them sit up and take notice

? Tell don?t sell. Use examples and proofs

? Consult, don?t push. Clients and candidates are like eggs. Push too hard and they will break (and want to avoid you.)

If you accomplish these things, you will distinguish yourself among recruiters. Your calls will be well received ? and clients and candidates will be searching for you. Just like the plaid Easter egg, they will eagerly seek you out.

Going Green

Sue Danbom — Wed, 12 Mar 2008 21:25:40 -0400

?Going Green? is all the rage. Everyone wants to jump on the conservation band wagon with their green initiatives to save the environment. If you are reading this to learn how your company can ?Go Green?, read no further. This is about one wild party in Chicago.

Chicago will be celebrating St. Patrick?s Day this weekend. If you?ve never been to Chicago on St. Patrick?s Day ? you haven?t lived. (Especially if you?re Irish. And I am.) Yes, New York has its celebration ? and so does Boston ? and Savannah, GA. They all have Irish descendants that revel in honoring Ireland?s Patron Saint, but none can compare to Chicago?s celebration. Chicago ?Goes Green.?

Oh, Chicago has Irish parades and serves traditional Irish fare in their pubs. However - Chicago takes it quite a bit farther than that. The tops of John Hancock Building and the Sears Tower ? the two tallest buildings in town, are spotlighted in green. The fountain at Chicago?s Daley Plaza bubbles up green. But the crowning glory of Chicago?s St. Patrick?s Day Celebration is the Chicago River. They dye the Chicago River green.

?Sure? you say. ?Water can look green.? And in truth, the Chicago River always presents a murky green hue, but that?s not what I mean. In honor of St. Patrick?s Day they take forty pounds of vegetable coloring and dye the Chicago River a shockingly, bright, shamrock green. The shade of phosphorescent green that reminds you of lime Kool-Aid. For one glorious day, the river is a Gaelic green and all who are Irish come to witness it. The following day, the green is gone ? traveling toward the Mississippi. What once appeared a liquid, stream of emeralds, now returns to its usual, less than pristine state.

Many hiring managers have seen candidates who do a great imitation of the Chicago River. In fact, in some cases, they have hired them. You know those candidates. For a short time, they appear to dazzle and amaze the hiring manager. They are adept at interviewing, full of promises, and seem like the hands down choice to fill the position. (A ?bit of the blarney? perhaps?) And yet, after the hire, they return to their former, sloth-like, less than average state. What happened? And what can you do to make sure that you don?t present and/or charge a fee for this type of disappointing candidate?

One possibility is that it?s just a bad fit. The candidate truly didn?t understand the scope of the job, what needed to be accomplished, or what the culture was like. He just wanted the job and desperately wanted to make it fit.

Oops! Whose fault was that? It may be hiring managers really don?t know what they want. They were busy and didn?t take the time to formulate a complete job description. They were shooting from the hip. A kind of ?I know ?em when I see ?em? mentality that allows first impressions and personalities to cloud clear judgment. Or even if they knew what they wanted, they were not able to clearly convey what really needed to be accomplished ? or what challenge this person would have to surmount to be successful in the position. If that happens, the candidate may sit in the job for a few months and then approach the employer saying, ?I?m leaving. This isn?t really what I thought it would be.?

Hiring managers clearly need your help. Taking a complete job order. Aiding hiring managers in solidifying what needs to be accomplished. Finding the answers to the many questions that define the position. Relaying that accurately to candidates so they know what they will be doing on the job, and they know what defines success before they entertain the offer. That?s what we do.

Or?the candidates are desperate. They are out of work and have bills to pay and commitments to meet. They?ll take the job, if offered, until something better comes along. Or, they are so desperate in their current situation, they will take anything to escape. Later, they will regroup and plan the next move to something more appropriate. Candidates in that situation have been known to say and do almost anything to get the job.

How do you protect your hiring managers? Third party recruiters have the distinct advantage of interviewing candidates objectively. Since the company isn?t revealed, the recruiter can get real insights to true candidate motivations. The candidates can?t formulate answers that they think the company wants to hear. What they have left to report is the earnest truth. Is what the company has to offer, the same as what the candidates want? Are the candidates desperate to escape their current situation? Or are they truly enthusiastic about the offer? Checking references. Verifying accomplishments. Protecting the hiring manager by supplying the real deal. That?s why they pay us our fee.

Even the best of us get stung on occasion. But we must do our best to ensure that our candidate placed on the job turns out to be the very best employee for our hiring manager. The month, or quarter, or year after the celebratory welcome, the employee is performing as expected. (Or better yet, surpasses expectations.) S/He is as s/he appears.

Success! And we?ve earned the pot of gold!

Oh, by the way...Erin go bragh!

Made You Look!

Sue Danbom — Wed, 05 Mar 2008 17:01:08 -0400

I live in suburban Seattle. The location we selected is referred to as ?The Plateau.? Basically, it?s a large, volcanic rock that 40,000 people call home. I would estimate that there are about 15,000 homes on the Plateau. The vast majority are built in a woodsy Northwest style and painted a drab grey or beige. (I find it odd that a place that is known for somber, gray skies so much of the year, would decorate its dwellings in such a drab manner.) As I commute home, most homes just blend into the scenery. Nothing exceptional.

But there is one house in my neighborhood that demands attention. As I come up the Plateau at night, my eyes dart to the right to make sure it?s still there. Out of all the 15,000⁺ homes on the Plateau, what makes this house so unique? Sitting in a cul de sac, built in very, traditional Northwest Style and painted the usual boring beige, it screams for my attention because? today, March 6th, this house still has a Christmas tree glittering in the front window.

March in the Northwest is mild enough for flowers to start to emerge. Daffodils and hyacinths appear. The trees are flowering. And unbelievably, there still is a Christmas tree still on display in this very ordinary house in my neighborhood. Make no mistake about it. It is a Christmas tree for sure. Not a house plant decorated with white lights. It is conical in shape and sits square in the front window with shiny balls and colored lights blinking on and off. It?s not displayed all year. It goes up in December and remains until Easter. And it?s not just this year. It started about five years ago and reoccurs every year. I don?t know why. I stop just short of knocking on the door and rudely asking, ?So why do you leave your Christmas Tree up through Easter?? even though I?m dying to know. Every night when I come up the hill, my gaze turns to the right to make sure it?s still there. I stop searching for it when the tree goes down. The watch starts the following January when it remains as the sole seasonal decoration to remain standing after the holidays. They make me look! They have even trained me when to look! January through March! Right up to Easter.

As a recruiter, what can you take from this??? Your candidates have a myriad of employment options thanks to the internet and job boards, if they chose to look. If you are a third party recruiter ? or a corporate recruiter with a company brand that is not clearly recognized, you need to grab candidates? attention in order to convey your message. How do you grab their attention and ?make them look? at you? How do you make them look ? even if they?re not looking? (Those desirable passive candidates.)

Be unique and exceptional ?

1. Specifically target your candidate and carefully craft your message.

2. Make sure that your message has meaning and is individualized, if possible, to fit the candidate.

3. Ask yourself why the candidate would be interested in your message ? how it benefits him or her? Focus on the candidate instead of what?s in it for you. (You come later.)

Be consistent and patient ?

1. Create a recruiting plan to contact on an appropriately consistent basis. The consistency will make you exceptional.

2. You will need 5-8 connects (could be phone, e-mail or snail mail) on the average, before you have trained your target to respond positively. (Face it. If you are in a relationship, you didn?t agree to ?go steady? on the first phone call, did you?)

Studies have even proven that if you start a pattern, stop it and then restart it again, it is even more powerful in training behavior. (So, in other words, if the Christmas tree was up all year round, I would get used to seeing it there. Though unique, I would eventually just know that it was there, and lose interest.) In a recruiting campaign, you could call once a week for a month and then stop for a month before calling again. You might find that your target candidate is actually relieved that you have reconnected.

With all the recruiters fighting for the best talent, with all the ways that candidates could find opportunities on their own, what distinguishes you, your company or your opportunity? Why is that important to the candidate?

What have you done to make your candidates look at you?

The Sky Is Falling?

Sue Danbom — Thu, 28 Feb 2008 01:23:30 -0400

Today kids watch DVD?s and iPods as their form of entertainment. Way back when, around the beginning of time, I had a phonograph player and a vinyl 45. The title of my favorite record was ?Chicken Little? and at age six, I wore the groves out on it. The 1950?s version told about a chicken, hit on the head by an acorn, who erroneously spread the word that ?The sky is falling!? All her barnyard associates (Henny Penny, Goosey Loosey, Turkey Lurkey, etc) all believed the concerning news and general panic ensued.

So what do you think about the prediction of the ?Impending U.S. Recession?? ERE?s own Weekly Poll is posing the question by stating, ?Former Federal Reserve Chairman Alan Greenspan recently said he thinks the odds are 50% or better the country is headed into a recession. What do you think?? Is the sky falling?

Recession. What does it mean to staffing? Historically it has signaled layoffs and a decline or an end to hiring. Contract labor goes first before the fulltime employed. Wages are frozen and offers, if made, are low. Employees are afraid to leave their positions. Stability is sought. The hiring process slows as employers gain the upper hand and candidates are at a disadvantage.

For those of us who saw the last recession ? what we have here is definitely going to be different. If, in fact, we are heading into a recession, it?s not going to be your ?Turn of the Millennium? type of recession. This is a history re-write. It?s hard to predict what will happen.

c Historically, staffing is hard-hit 3-6 months prior to a recession. At least for now, staffing has been flat.

c Global competition will counter-balance a down-turn in staffing.

c The exit of the Baby Boomers will affect the supply of talent for the next 10 years. The labor deficit seems a demographic structural problem instead of an economical cyclical problem

c It?s dependent on your geographic area ? Forbes just named Salt Lake City, Wichita and Austin, Texas as the best cities to find a job in 2008. No one is clambering to move to Detroit.

c Some segments are hot. Others are not. Healthcare, engineering, environmental and utilities are strong. Real estate, mortgage and mortgage backed securities are suffering.

c The educated (degreed) workforce is in short supply ? 2.1% unemployment in January.

No wonder Alan Greenspan treads lightly. Even if the country slides into recession, it depends on your geographic area, demographic make up and niche specialty, whether you personally will be suffering as a recruiter. Some companies and recruiters are definitely feeling the pinch ? others are going great guns.

Many of my new recruiters are approaching the future with trepidation. ?But what if we go into a recession?? they ask. My suggestion ? don?t run around like Chicken Little proclaiming certain doom. Proclaiming doom can be a self-fulfilling prophesy. Depending on the above factors, you will definitely have to work harder. When times were great, some recruiters jumped on the recruiting bandwagon because it seemed like easy money. Those fade quickly in the heat of battle. (As many expired 2000-2002.) Forging relationships with hiring managers and providing the best talent will always be prized. Keeping your head and following the professional processes instead of running in panic will serve you well. Adjusting your specialty or entering a new one may be appropriate.

Are you in it for the long haul or did you just come from the mortgage industry, because that looked easy too?

Times change. I see they?ve re-done ?Chicken Little? into a Disney film ? available in Blue Ray. (Don?t buy DVD ? it?s so over, I?m told.) Chicken Little has changed from a ?she? to a ?he.? The sky is really falling because aliens are invading and Chicken Little must save the world. I guess he?ll save Henny Penny and Turkey Lurkey in this version too. Everything is such a big deal now!

Are we approaching recession? It depends where you are, who you serve and what you do.

Holey Moley!

Virtual Job Fairs? Virtual Jobs?

Sue Danbom — Wed, 20 Feb 2008 19:59:18 -0400

I am very heavy of foot ? meaning I?ve collected my share of traffic tickets. Recently I have become painfully aware of signs that cameras have been mounted in traffic intersections to catch offenders who run through intersections. Not that I would ever purposefully do that, but it has happened when I?ve been distracted. Guilty as charged.

I read an article about a traffic offender who was issued a ?virtual ticket? ? a moving traffic violation by mail. There was the pictorial evidence ? unmistakably him, with the back of his car and his license tag in clear view. Thinking perhaps he could outwit ? or at least out charm his accusers, he took a picture of five crisp $20 bills, the amount of the fine for the violation, fanned out in a careful display. He placed the photo in the remittance envelope and mailed it back to the law enforcement billing office. Upon receipt, the billing office displayed their sense of humor and creativity by taking a picture of hand cuffs, a billy-club and keys to the jail retention cell and returned it to the offender. They included a new remittance envelope. He promptly responded with his personal check for $100. Case closed.

There?s a lot of buzz about virtual recruiting and job fairs.

If I?m a virtual candidate and I attend a virtual job fair, will I fill out a virtual application, have a virtual interview and then receive a virtual rejection letter? (I?m trying to create an avatar ? why don?t they have anything matronly with sensible shoes? Bifocals, a double chin and spider veins? Female and over forty are two protected classes, right?)

If I set up a virtual recruiting booth at a virtual job fair, who will I attract? Active or passive candidates? Will I attract only Generation X and Y Candidates? Will any Boomers apply? Will candidates only be technically oriented? Programmers and gamers? Will engineers and accountants virtually participate? Will candidates be ?left brain oriented? ? very logical ? or ?right brain? oriented ? very creative? How much time will this take and who can help me? Is it worth the effort?

Please help me here. I?m doing research for a presentation on attracting and recruiting Generation X and Y Candidates and I want to cover conventional as well as cutting edge. Can you suggest methods or venues to attract Gen X and Y Candidates that have worked for you? If you are an ?X? or a ?Y?, what would attract or draw you to an opportunity if you were looking?

Your thoughts and input are virtually appreciated.

Driven to Distraction

Sue Danbom — Wed, 13 Feb 2008 23:25:11 -0400

Driven to Distraction

Did you catch the ?Tide to Go? Super Bowl Spot? Talk about a commercial that speaks directly to recruiters (and candidates.) A young man dressed in a white shirt and tie begins an interview. The interviewer starts with a question, but when the candidate speaks, the interviewer?s attention is riveted to the obvious stain on his white shirt. Every time the candidate begins, the stain screams. The stain?s screaming is unintelligible, but its volume completely over powers anything the candidate says and continues to get louder. The candidate can?t get his message across. The interviewer can?t hear anything but the stain. The stain wins.

When you first meet a candidate, and there is something that is distracting about him or her, what do you do? (I?m not talking about disabilities that the candidate cannot control, in which case you would be looking for reasonable accommodations.) Instead, like the stain, these are things that distract and could be corrected. The candidate doesn?t know how to shake hands. (Either does the ?limp fish? or the ?over the top ? bone crusher? handshake.) The candidate is dressed inappropriately, or grooming needs more attention. The candidate is ?super-scented? ? with either an overdose of perfume or an offensive body odor. A candidate needs a shave ? both male and female. A candidate has a nervous laugh or overuses a phrase. You want all candidates to leave with a positive impression of you and your company. When do you address these concerns, what do you say and when to leave well enough alone?

While first impressions are important and hard to reverse, you may throw away the most qualified candidate ? the best employees - by letting your first impression rule your judgment. It?s important to take note of the first impression, because your hiring managers will certainly formulate their own. If this is a candidate that you end up endorsing, will you decide to coach your candidate to ensure your hiring manager formulates a positive first impression?

Give the candidate a fair chance to prove himself or herself in the interview. Does the candidate have the experience or expertise required? Does the candidate demonstrate quantifiable achievements? Does the candidate possess characteristics that the hiring manager desires? Can the candidate be motivated to make a move for something better? Is the candidate cooperative (or coach-able)? The bottom line is, after interviewing the candidate who is fully qualified and motivated, how do you move forward and what do you say? Or do you just not go there and let the chips fall where they may?

Do you??

a.) Coach. If so, what have you said?

b.) Quit. Leave it well enough alone.

If you didn?t catch it, watch this! Tide_to_Go:_My_Talking_Stain