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Don't forget to subscribe to my YouTube channel, favorite videos, and leave comments.
Class Description: Participate in a step-by-step instruction from the "Social Media Headhunter" on new strategies for using LinkedIn to find and hire candidates for your company. Jim Durbin will demonstrate a point by point walk through targeted for corporate and executive recruiters.
The LinkedIn website is an effective tool for building and maintaining a close network of referrers for employment, but how does that help you hire people faster and with more quality? In an age where the email and voicemail are being replaced with Facebook and Twitter, LinkedIn stands out as the professional social network at the center of your recruiting strategy.
LinkedIn remains the top business social network in the world, hosting more than 85 million profiles, including executives from every Fortune 500 company. Growing from its initial recruiting use as a merely an updated database, LinkedIn now is the dominant force in social media recruiting.
In this 90 minute teleseminar you will learn:
About the Speaker:
Jim Durbin is a headhunter specializing in social media and owner of the Durbin Media Group. As a blogger and business owner, Jim is a frequent and valued speaker on such topics as online employment, recruiting blogs and using social networks in the hiring process. Prior to starting Durbin Media Group, Jim was a top performer as an Account Executive for national staffing firms. Jim is a graduate of Washington and Lee University and currently lives in St. Louis.
Register for this class for this Thursday to learn what is new at LinkedIn and how recent changes affect your ability to search for candidates!
My annual holiday column comes a bit late, so I'll just post the ghosts of blogposts past on my recommendations for candidates and recruiters over the holiday.
This is a short week. If you hate your job, you're probably loving that you get two and a half days of work, followed by another half day on Friday. If you're freaked out by the economy, you're probably wishing you had more time, and wondering what January will be like.
I'm with you. I've been there. In December 2004, my last year working for someone else, I faced an action plan at a new company. The work I did from Thanksgiving to New Years jumpstarted my best earningyear ever. I made a placement a week from the first week in January to the third week in August, and ended the year with over 70 hires and my first six figure year.
In December 2000, I was in Los Angeles in the midst of the dot-com bust. The work I did from Thanksgiving to Christmas gave me a string of hires from January to September that built my book as other recruiters and account managers were laid off. It was my best year to date, until the September attacks cut short our recovery.
In contrast, in December 2001, I used my time unemployed to visit friends, hang out at bars, spend time with family, and stay up till three of four o'clock reading. I had a small severance and California unemployment, and so I waited until the second week in January to get started on my job search. It took me seven weeks to get hired as an account manager (which was still pretty good), but money was so tight by that point, I was living at home with my parents, driving a car with a cracked windshield, and 30 pounds overweight.
It's not too late to start.
Get your resume ready. Plan out your call list. Go to the library and build a list of companies you'd work for and with. Start calling immediately. The work you do (or don't do) right now will make the difference in the New Year. Think of it this way. If you were in a race, and got to start 10 minutes before everyone else, wouldn't you take that shot if the prize was a job? Well, it is a race, and the prize is a job. Ready, Set, Go!
I'm a big fan of social media. When pitching a program to a client, I discuss the benefits of blogging, but focus in on the money you can make blogging in excess of what you're currently making. In my view, if you're not hiring more people or making more placements with your blog, then you have no business spending working hours on your blog.
Of course, this is also true for meetings, paperwork, hour and a half long interviews with bad candidates, RFP's, reading ESPN at work, checking your e-mail, and talking about quality initiatives with your boss. The truth is that if you're not making money, most of what you do is a waste anyway.
So when I'm training, and someone asks me how long they should spend blogging a week - I tell them 3-5 hours. That's a big chunk of time, and the only people it makes sense for are those who already tightly manage their time. One of the first lessons I had in recruiting was the idea that planning was the most important consideration in my success. I had to plan my day, and then execute it. I had to know how many phone calls, interviews, submittals, sendouts, meetings and starts I needed to make quota. And over time, I saw that when you didn't hit your numbers, you didn't make your placements.
For those of you looking for new sales help in the New Year, let me offer you a tune-up for the way you hire salespeople.
Some of you have long, involved processes that include psych tests (better hope they're certified), questions about whether they were involved in sports in high school (yes, this question is still around), and the highly dubious, "Show me your W-2's" method that is supposed to show whether past performance is predictive of future success.
Forget all of that. And forget your "gut instinct," too. Salespeople are good at selling themselves, so anyone who has ever held a sales position and had any success should be able to convince you they know what they're doing. Most account managers can worm their way into a position by repeating this mantra, "I love the phone. All business starts with the phone, and if I just continue to make my calls, I'll be successful."
Of course, once they are hired, there always seems to be something that keeps them off the phone (I'm no exception, and have been guilty of it in the past, but you might consider adding this to your employment process in the hire of your next salesperson.
Ask them to write down a schedule of a normal day, their first week, the first 30 days, and the first 90 days.
I'm fascinated with the world of sourcing. As an account manager for six years with various staffing firms, my experience with sourcing prior to 2005 was the filing cabinet in the back of the office with 10,000 manila folders and a phone sticky from spilling coffee with too much milk and sugar on it. Ah, good memories.
After getting involved with the online employment crowd, I noticed this particular discipline starting to get a lot of attention, and names started popping up again and again. Shally Steckerl, Glenn Gutmacher, Maureen Sharib, Jim Stroud, and Dave Mendoza. Who were these sourcers, and how exactly did they make money? Were the technologically proficient versions of a reference librarian? The human variant of the manufacturer's guides I'd used to such good effect in a previous sales jobs? Or were they something new? Were they some kind of protean recruiter evolving along a different path than the rest of us? They researched, and we sold?
The jury's still out. Most recruiters, whether they be corporate or third party, still consider sourcing as an essential part of a recruiter's job. The idea of outsourcing is laughable, unless you count the "junior recruiters" who are hired to download resumes from Monster because the volume is too high. But the tide is turning. I promised that I would go through the Electronic Recruiting 101 booklet and let you see some of the nuggets of gold hidden. Written by Shally, the book of course has a section on hiring Sourcers (p.94)
Hiring Sourcers Do's and Don't
- Sourcers vs recruiters:
- Sourcers aren't junior recruiters
- Not all sourcers are created equally
- One-to-many ratio
- Where to go?
Shally covers each of these points in detail (though in telling you where to go, he pitches ERE and only ERE), and and then to make it really spicy, he shares how to compensate them.
The answer is highly. Compensate them highly, but only if they're worth it, and if you can track their results to money saved.
by the way - I'll be on a panel with Shally next week. We're speaking at an exclusive Executives only Briefing at the NAPS conference in San Antonio. There's still room, the event is free, and we'd love to see you there. Remember that you have to RSVP separately for this event by contacting Margaret Graziano <firstname.lastname@example.org>
Jim Stroud has video of big names doing God Knows What at OnRec. Cheezman, Gerry Crispin, Jim and Kevin Wheeler (who will be returning to St. Louis in December) and Mark (missed the last name) are headed, somewhere. When asked about having this many Staffing guys in a single car, Jim Stroud replied, "This is how we roll."
I looked for my own video, and couldn't decide if I wanted to show you Family Guy Numa Numa, Superman in Grand Theft Auto, or this one.
I went with Legoland, in honor of K-Fed.
I've been remiss. Scott Baxt of ERE mailed me out a copy of the 2007 Electronic Recruiting 101, the latest and greatest recruiting training tool written by Shally Steckerl and put out by the Fordyce Letter.
That was about six weeks ago - maybe longer.
The thing is - I actually read it - and was floored by it - but have neglected to do a full write-up, in order to be able to really, truly do the manual justice.
Well - if wishes were fishes...Here is the link to buy this superb manual. I will be writing up not one, but several reviews on the book - and if you are a recruiter, or a trainer, or a branch manager, may I highly recommend you pony up the cash and buy this book for your office.
It's like a Krell Mind Machine for Recruiters. And yes, Shally's a sourcer, but he writes about much more, including interviews, job postings, and blogs, and computer tricks. Please buy it, and tell them you came from StlRecruiting.com, and apologize for not buying it earlier as I was slow in posting this.
More reviews on all of my sites later.
1) Start A Blog titled: Reasonsfor[employer]tohire[yourname]com
2) Sign up for LinkedIn and contact employees at the company, asking for help getting to a hiring manager.
3) Fill out a profile on Jobster.
4) Get interviewed by a recruiting or staffing blog. Attach your resume to the post.
5) Search for local blogs in your area on the industry you want to work for. Contact the blogger and ask for referrals.
6) Leave intelligent comments at industry blogs, and leave your resume url as the hyperlink to your name in the comment section.
8) Update your LinkedIn Profile. Start putting it into your e-mail signature.
So you have an interview coming up with the branch manager of a staffing firm, and you want to be their salesperson. You are a good cold-caller, you hav a firm grasp of your industry (tech, accounting, healthcare, office), and you can point to a record of beating sales quotas, even in the tough times.
Actually, if you have all of those things, you're a shoe-in, so you can skip this advice, but if you are lacking in some areas of your resume, or if you've had some slow years and are looking to break a slump, here's a surefire way to impress your hopefully future boss.
Go to the Library.
Companies have big databases with thousands of contacts for hiring managers that you will be able to call when you are hired, but those databases are often inaccurate, old, never truly complete. Promotions, new jobs, and new hires change the make-up of a company, and you're often left dialing old phone numbers and talking to people that don't have any business for you and wonder why you're calling.