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TAPPING THE KNOWLEDGE WORKER
The contingent workforce is changing how many jobs get filled.
RECRUITER COMPENSATION
A recent survey reveals an emerging trend toward per hire bonuses.
MINING FOR RESUMES
Using DejaNews.com.
PROFILE OF A PROFESSIONAL RECRUITER
A look at the competencies that most successful recruiters possess.
Recruiters' Update is a monthly
newsletter published for
the general information of clients and friends of Cluff & Associates.
Monthly subscriptions are available for advanced copies at $78 per year.
Comments and suggestions are always welcome via email to:
info@cluffassociates.com. -- ©1998, Cluff & Associates
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The information age is all about access and flexibility. Today's employers need to be
able to access the workers who have the knowledge and expertise to meet the demands of
the marketplace. And, the knowledge worker who possesses those skills seeks the freedom
and flexibility to exercise them whenever and however he or she chooses.
As employers and recruiters, we have not fully recognized the second part of this paradigm
shift. We are still looking for employees we can put on the payroll, and whom we can
control and even discard when and how we choose. The knowledge worker of today is less
inclined to accept that kind of relationship, so it is becoming critical for employers to
rethink their stafing strategies.
The temporary or contingent work force is rapidly increasing in size covering an estimated
24% of the jobs in the U.S. today, with independent contractors accounting for nearly
6/5% of all workers.
The message is clear. Companies need to eveolve full-service staffing functions that will
use information technology to identify and track knowledge workers wherever they are and
tap them when needed.
Last month, the Project S.A.V.E. organization conducted a survey of recruiter compensation
levels and strategies. While there were no surprises about salary levels as compared with
previous surveys, there were indications of a growing trend toward rewarding individual
recruiters with per hire bonuses.
To date, it is hard to say there is an industry standard or benchmark after which we can
all model our programs. However, there are a number of programs which were shared by the
survey participants which may provide some ideas for the creation of a pilot program
within your recruitment function.
Some employers pay a straight per hire fee, whether it be $100, $300, or $500 per hire.
Others set a quarterly target for hiring andrecruiters are rewarded bonuses of $500 or
$1000 only for those hires which exceed those targets.
Another variation, specific to the needs of one particular employer, pays $1200 for each
technical hire and $500 for each non-technical hire provided there are no agency fees
incurred in the acquisition of the new employee.
Salaries ranged from $27,ooo to $65,000 for recruiters, $41,000 to $72,000 for senior
recruiters, $42,000 to $69,000 for recruitment managers, and $68,000 to $85,000 for
employment directors.
Contract recruiters average $46.50 per hour with no per hire bonuses.
With the public stampede toward the internet as the new place to meet and do business,
is it any wonder that it is rapidly becoming the place to both find jobs and find people
for jobs?
This month's internet recruiting tip is how to use DejaNews.com to find resumes with
specific skills.
DejaNews has a power search option which allows you to do a comprehensive newsgroup
search. This is particularly helpful when you want to conduct a skill search of all the
people who have posted their resumes with the newsgroup called .
Here's how we'd suggest you do this:
From the DejaNews.com power search screen, enter your criteria in the Search For box.
We asked for <(703! 202! 301) and powerbuilder>. Note that the exclamation point means
or.
Next to Groups, type <*.resumes or *.jobs.wanted and not *.jobs.offered> The asterisk is
a wildcard which will pick up various newsgroups which end with .resumes.
Select <100> for the Number of Matches, and request the Results format to be Detailed.
Now you need to select a time period. To ensure that you capture a significant number
of matches, we'd recommend a six month period. In our search, we used Dec 1 1997 to
June 29 1998.
The results of our search produced 34 hits, all of which were resumes, and none were
job postings. As in our search, the words you enter in your search string will be
highlighted in the sesumes that are retrieved by your query.
DejaNews may not have all the bells and whistles of AltaVista or HotBot, but when it
comes to mining resumes quickly, this is probably the best, free, search engine available
at this time.
In this era of highly competitive recruiting, the skills of a true recruiting professional
are in great demand. Many people who are asked to recruit today are new human resources
generalists who are on their way up and have to get their ticket punched in the recruiter's
chair along the way.
Unfortunately, high volume competitive recruiting is not something you learn overnight.
Due to the number of critical positions which do not generate revenue if left unfilled,
most companies can ill afford to have rookies in the recruiters' chairs. To be a
productive recruiter in this labor market, you must have prior experience, good training,
current desktop technologies (such as email, resume database, etc.), and a reasonable
budget.
The individual competencies that most successful recruiters possess include:
1) Planning and organizational skills to manage the clients, applicants and employment
processes in a timely and effective manner;
2) Persuasive skills to sell the applicants on the opportunities for which they are
sought, and, to convince client managers to adopt realistic expectations about finding
appropriately qualified candidates in a tight labor market;
3) Analytical skills to determine and understand the unique requirements for every new
job assignment, to research and identify potential sources of new applicants, and to
screen candidats against the selection criteria for each position;
4) The initiative to seek out new and different resources, and to go the extra mile
with candidates and clients to close the deal: and,
5) A healthy dash of good oral and written communications skills, interpersonal
skills, energy, and the interest and motivation to be a recruiter.
Anyone possessing all of these skills is highly likely to be able to produce a
healthy flow of well-screened and appropriately qualified candidates for any
employer in any industry.
August 13, 1998 -- Project SAME meeting
Montgomery College, Rockville, MD
August 19, 1998 -- Project SAVE meeting
First Virgina Banks, Falls Church, VA
August 27, 1998 -- Internet Recruiting Strategies,
Fairview Park Marriott, Falls Church, VA
August 31, 1998 -- Computerworld Technical Recruiting Conference,
Chicago, IL
September 16, 1998 -- Project SAVE,
Fairfax County Government Center, Fairfax, VA
September 18, 1998 -- Interviewing with PROS,
Marriott Suites, Herndon, VA
September 28, 1998 -- Computerworld Technical Recruiting Conference,
Fairview Park Marriott, Falls Church, VA
Recruiters' Update is a monthly
newsletter published by Cluff & Associates
to inform our subscribers and friends about current events and trends in
the employment marketplace.
Comments and suggestions are always welcome via email to:
info@cluffassociates.com. -- ©1998, Cluff & Associates
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> Click here to see the Recruiter's Update for June
'98.
> Click here to see the Recruiter's Update for May
'98.
> Click here to see the Recruiter's Update for April
'98.
> Click here to see the Recruiter's Update for March
'98.
> Click here to see the Recruiter's Update for February
'98.
> Click here to see the Recruiter's Update for January
'98.
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