I think this is a big blind spot in the industry, but understand it. Recruiting is almost always local. If you want a candidate blog, you need a local blog, and the local line recruiter is swamped with too many job orders. The time and effort to create a local recruiting blog, while I believe it will pay off in terms of placements or hires, is not yet regarded as the best use of time.
That will change, and events like the Recruiting Roadshow as well as blogs like the one you are reading will make a difference, but for the moment, the problem is one of education.
In the end, it comes down to money. If you start a blog, will it make you more money or save you more time than your current business practices. Considering a placement averages $10-$20,000, either in fees for the third party firm or in savings for an employer, it shouldn't be too difficult to make a case in terms of ROI.
The Campus Relations team at Rehabcare is a sourcing division for Rehabcare, a provider of physical rehabilitation services that hires occupational therapists, speech therapists, and physical therapists nationwide. It's a tough job - healthcare shortages affect every company, and the lack of graduates often means intense competition for the 19,000 therapy graduates each year.
So when I met Barb Wallace at the Koppen Group back in June, it made sense to talk about how a student relations blog could help them maintain contact with prospective employees. They are still in the infancy - the beta stage if you will, but I think of you head over there, you'll be more than surprised to see just how well they took to this blogging, Web 2.0 thing.
So be kind - and leave comments, if you would. And of course link them, especially if you are in the college recruiting, medical, or sourcing space (they do reciprocal links, but only within reason), and if you want to interview them, or e-mail them, or try something new - they're ready to say hello to the blogopshere.
Comsys is one of the largest staffing firms in the country. Their St Louis office, located in Chesterfield, has agreed to become the sponsor for StlRecruiting for the next three months.
What this means is they'll be headlining the advertising there to the left, and they'll have a landing page at http://comsys.stlrecruiting.com, and you'll see some of their jobs posted as in-text ads over the course of their sponsorship.
The objectivity of StlRecruiting will of course remain the same, namely my thoughts and opinions - but if you like the site, and you're looking for an IT position as a contractor or a permanent employee, you should consider clicking on the logo to the left and giving them a call. They're smart enough to read and advertise on blogs - certainly that shows a better understanding of your world then the recruiter living off the internet job boards.
We'll do some posts, interview of the Comsys recruiters, and on their landing page, they'll post technical expertise from their contractors. It's a brave new world.
Mike Tiffany has a sweet post on the difference between being given an account and actually selling an account. The difference between a manager and a seller is a different battle than the difference between a hunter and a farmer (hunter cold-calls, farmer just sits on accounts), but Mike does the industry a favor in explaining how to get the most out of your accounts, even if you're not the one to break them.
Managing: ) Am I on a preferred vendor list that my company was on before I was assigned the account?
2) Do I take the job orders and respond with resume from a VMS or email?
1) Do I actively influence clients to accept my candidates or projects when they were leaning the other way?
2) Do I push back to get higher rates every time I can?
The issue seems cut and dry, but the truth is that in places like St Louis, where vendor lists are the rage and specific rules prevent you from actually speaking to managers, there are times when even the sharpest salesmen have to learn to accept defeat.
Of course, the way to improve your standing is to have a good mix of accounts. If your accounts all want you to be managers, consider opening some accounts that allow you to be sellers.
The writing is crisp, the blog well-designed, and they had the good sense to link StlRecruiting. Moreover, Paramount is a third party firm, which means they are using their blog to make money.
Glancing through their site, I also see an interesting proposition. The fees they charge are based on the time it takes a company to make a decision.
In addition, we offer a fee structure that is unique to the industry.
We listened to the complaints from both the employer and the candidate.
Our innovative pricing model is our answer to those specific challenges.
In 2006, national rates ranged from 25% - 40%. Our approach is simple. The
quicker you make a decision, the lower the rate we charge. You can pay
as little as 10% for a successful hire, but no more than 30%.
By encouraging a timely response from the employer (our response to the challenges faced by candidates), we reward them with a lower rate for making a hiring decision sooner rather than later (our response to the challenges faced by employers).
That's an interesting fix to the dilemma of high fees and no responses. So welcome them, one and all, and good luck PRP. Keep track of the business you close from the blog. We expect to hear from you soon.
I thought to myself that this would be very easy because I don't complain. In fact, in the IT Leadership White Paper
that I wrote, one of the leadership tips is Stop Complaining,
Criticizing and Condemning. The tip is in reference to how IT
Professionals deal with decisions that are out of their control. I have
been wearing this bracelet everyday for four straight months and I am a
long way from twenty-one consecutive days of no complaints. I have had
streaks of five, five, six, eight and ten days without complaining.
In addition to being a good overall project to lower the level of global whining, it's nice to see someone actively bringing faith-based projects into the workplace.
The AdSaint, St. Louis's big, bad, adverblogger, has been searching the job boards looking for the right opportunities in advertising and marketing.
What looks like a spiffy new site has been updated, with a new blogger added, and a swarm of advertising jobs from workstl, craiglist, and various specific agencies. It's a noble effort, and I wonder where Walt's taking it - well, it seems he adding another writer, Maeve Connor, who has helpfully listed the advertising and marketing networking opportunities for St Louis.
It's a good niche to be in right now, and I'm sure that Walt and Maeve are building up to take job opportunities direct from clients. They haven't told me - but I can tell these things. If they can keep up the posting, they might have a shot at it.
Although I'd out a link to Brandstorming, the social media and marketing blog that combines with this one to be the best source of news on blogging in St Louis.
And btw - did I mention that we're looking for entry-level social media marketing types to place with clients? Low pay, but great training - which leads to higher pay.
Two Points: 1) Recruiting today has really morphed into multiple positions: Sourcer, relationship builder and maintainer. Sourcing and maintenance have been greatly assisted by good Applicant Tracking Systems (ATS). 2) In recruiting, it’s not who you know but who knows you (or can find you), in order to build a large pipeline of candidates.
I believe, a true recruiter’s strength needs to be as a relationship builder with candidates. This is the skill that is your biggest asset and will be difficult to ship overseas. This means a recruiter has to be approachable by candidates, and viewed as a subject matter expert in finding the best job for the job seeker. Blogging fit this bill for me. I’ve only been blogging for 3 months but have put real billable dollars to the bottom line for my company, Chameleon Integrated Services in three ways. Candidates will look up my blog when I send introduction emails, clients have been referred to me from the blog as someone knowing the industry, and other recruiters have contacted me to exchange best practices and splits.
In discussing my experiences and beliefs in recruiting, I am able to communicate how to treat candidates and be more productive as a recruiter. I have been able to build credibility and trust before I am even approached by candidates and clients. Last week, I had lunch with a potential client that later sent me an email and had remembered my name because she had read my blog before.
Friend and mentor Jim Durbin of Durbin Media Group has been a real help in getting me going and suggestions for improvement. I have a bad habit of typing faster then the mind can keep up and my proofing skills have a lot of room for improvement.
My suggestion for any recruiter thinking about starting a blog is just to close your eyes and jump. You will goof it up! Don’t worry about it and learn from your mistakes. Recruiting is going to change greatly in the next 3-5 years as the new era of Web 2.0 grows and your candidates will be there. If you don’t, I’d be glad to discuss my jobs with your candidates!