One of the points we always push when it comes to sourcing is to use multiple channels that still includes online job boards. In fact we use them during our sourcing efforts, however if you talk to other recruiters you will probably hear that running ads on the boards will only get you active job seekers (the unemployed). We find that at least half of the salespeople that respond to our ads are currently working or what other recruiters call passive job seekers. So the one thing we are always looking for are niche job boards to try out. What we are finding is that the niche job boards deliver on their… Read More
Continue ReadingI May Know This Person
From the title of a resume posted online: receptionist,homemaker,health aide,sales ass,youth counselor,or daycare aide I know I have worked with many a sales ass. In the resume, this person lists a job from years ago in which they worked the retail cash register at a drug store. I particularly enjoyed their description of that work: SALES ASSOCIATE:RECEIVE CASH FROM CUSTOMRES IN PAYMENT FOR GOODS.PROCESS SALES TRANSCATIONS AND ISSUE RECEIPTS. “Issue receipts” just kills me.
Continue ReadingMulti-Channel Sourcing
We preach to our clients that simply placing an onlie ad is not a sound sourcing strategy. Managesmarter.com has an article that gives 3 good, quick tips for leveraging the Internet to fill open positions. The only way to effectively recruit is to use multiple channels. You’re trying to find that one person who is exactly right, and that means exploring multiple avenues. This includes your offline efforts, by the way—don’t stop networking just because you’ve posted a job online. Work multiple sources (both online and real world) to get the word out about your opening. Make sure you’ve got an accurate, well-written, exciting job description. You need a posting that… Read More
Continue ReadingFirst Round Cuts
The frequency of layoffs has started to rise as the economy continues it’s slow progression (no, it hasn’t recessed). Up here in Minnesota we have experienced some large layoffs recently. But there is an interesting point in all of these layoffs when it comes to salespeople. Many times the underperformers are released first as a method for upgrading the sales force. One of the large corporations up here announced a sizeable layoff that reduced their employee count by 5%. Yet, the following week they had multiple employment ads on multiple sites looking for different levels of salespeople. This approach is not surprising as you will see it often during slow… Read More
Continue ReadingFictitious Selling
Ok, the title is a bit of a minomer. The reference is to a Kelley Robertson post on the S&MM SoundOff blog. He provides 3 sales tips based on a fiction writer’s boot camp he recently attended. Here is an abridged version of those tips (my bold): Start with a hook. The best novels usually start with a great hook. The more compelling your opening statement or question, the greater the likelihood your prospect will listen to the rest of your message. Show, don’t tell. Showing characters in action instead of telling the reader what the characters are doing creates a more interesting story. Show the results your prospects can… Read More
Continue ReadingA Database Of The Discarded
A headline from the Wall Street Journal – Employer Alliance Aims To Streamline Recruiting. “Streamline” is one of those overused business terms that I find annoying. Yet, the article is rather interesting: Seven of the nation’s largest employers have teamed up to help one another with recruiting. They’ve formed a consortium called AllianceQ, which allows them and future members to share information about job applicants they don’t hire. Which leads to this: Since QuietAgent.com doesn’t feature job ads, professionals will only learn about career opportunities if employers contact them. By giving out referrals to QuietAgent.com, AllianceQ members are helping job hunters they don’t hire find employment elsewhere, says Jason Kerr,… Read More
Continue ReadingClient Or Customer?
This has been a topic of discussion here at Select Metrix several times. So how do you refer to the companies with whom you do business? Kendra Lee, guest author for Jonathan Farrington has this to say. From my perspective a client is a person whose business you have a vested interest in, and for whom you perform as a partner within their business. Not everything you provide is billable. And not every opportunity you are awarded was shopped with the competition for the best price. In contrast, customers are people who you help meet a need. They have a problem. You address the problem. You may invest long hours… Read More
Continue ReadingGenerational Differences-Dressing Like Murphy Brown
Funny article here from BusinessWeek.com titled Office Wear: A Tale of Two Generations. There is a definite clash of generations when it comes to business attire, especially among women. This article provides a discussion from both the Baby Boomer perspective and the Millennial perspective. Some pull quotes: It’s no wonder then that she is unnerved by women who drift into work wearing bright tops or fitted dress pants. Or that she is downright shocked when they wear even less, baring bellies, toes, or tattoos. “We banned flip-flops here two years ago,” says Gaines. “I still can’t believe we had to tell people not to wear them.” Apparently I am dating… Read More
Continue ReadingTightening The Ad
I’ve been reading through many sales employment ads recently and am seeing a trend – the ads are written tighter. A couple of examples: -Minimum of 5 years of related public accounting and/or corporate sales -A minimum of two years’ business development experience in a pharmaceutical and/or CRO biotechnology, or drug development company. Nothing wrong with this approach since the candidate pool is still relatively large due to the slow economy. One thing to be sure of – the labor pool will tighten up again soon. At that point, it is wiser to move these requirements into preferences and look outside of your industry for transferable skills. One interesting point… Read More
Continue ReadingTurnover Reflects Your Onramping Program
When you look at your employee turnover are you content or confounded? If confounded, what have you done to improve it? You may want to start by reviewing your onramping program. Managesmarter.com had an interesting article on this subject and provided the following findings: 22 percent of staff turnover occurs in the first 45 days of employment. (The Wynhurst Group) 46 percent of rookies wash out in their first 18 months. (Leadership IQ) Companies that leave onboarding (ed. what we call onramping) to chance experience failure rates in excess of 50 percent when it comes to retaining new talent. (Egon Zehnder International, 2007) More than a 50% failure rate? Ouch! I have seen… Read More
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