 |
 |
HR/Recruitment LinksThe following links are the best of class for Recruitment and Human Resource information. Most of these companies/sites have either been used while on a contract recruitment assignment or highly recommended by fellow professional recruiters. At the bottom of the page are four books that may help you improve your corporate recruiting efforts. Training and DevelopmentAs a Contract Recruiter, Bill has been exposed to many companies who provide training at the corporate level. Below are a few links to quality training opportunities for recruitment and retention.
Bill Vick is one of the icons of the professional recruiting world. He is well known for his success as a Big Biller in Professional Recruitment. As a result of his success and his passion for recruitment, he is in great demand as a speaker. His newest project is a series of podcasts on corporate recruitment for Kennedy. Look for a link here once the project is completed. Why would your business be interested in Bill Vick? Wouldn’t it be nice if your corporate recruiters had the skill and passion for recruitment that Bill exudes? "At EMERGE International we are dedicated to supporting our clients create healthy and productive work environments. We collaborate to create powerful solutions that align your employment brand with your culture so that you deliver a consistent, congruent and successful brand message. These congruent brand messages allow you to increase the ROI of recruitment and retention programs. The outcome is simple – your organization is able to attract and retain the right employees and repel the ones that just won't fit.” American Management Association American Management Association provides Management Training and Professional Development courses. They are one of the largest and most diverse of the training organizations. This is where I received my training on the legal aspects of contract recruitment. [ Back to Top ] Applicant Tracking SystemsAs a Contract Recruiter, Bill Humbert has had opportunities to work with many different Applicant Tracking Systems. While he was the Recruiting Manager at McLeod TMO in 1995, he worked with a help desk programmer to build a Lotus Notes applicant tracking system for “free” utilizing shareware. It was a robust system that enabled the company to grow from 400 employees to 8000 employees through acquisition and integration over 5 years. Deb did a great job with the technical side of the development. RecruiterGuy.com analyzed the different Applicant Tracking Systems for small and medium sized businesses and chose the SmartSearch Applicant Tracking System by APS 2k for our contract recruitment business model. It is just another differentiator for our business. It is an important differentiator for a start up business because rarely are Applicant Tracking Systems important for them. It seems that new systems pop up every month. SmartSearch is very stable and has been around for 18 years.
SmartSearch Online provides the technology framework for your Internet recruiting strategy -- it’s the smart technology for sourcing, tracking and hiring the people you need. The easiest system on the market to implement and the easiest to use, SmartSearch Online ensures the fastest adoption by your users and the quickest return on your investment. Our "customer driven" approach works effectively for both staffing firms and corporate human resource departments. SmartSearch Online is a product of Advanced Personnel Systems, Inc. (APS) a leading Application Service Provider in the automated recruiting marketplace. With over 18 years experience in the industry, APS understands how to design and implement software to help organizations recruit effectively. From the World-Class Career Center for your corporate web site to the best, 100% web-based Applicant Tracking System available, SmartSearch Online has everything you need to satisfy your most pressing staffing needs. And because we are an application service provider there is no need to buy any hardware or software - all you need is a connection to the internet and a browser. And, unlike so many products, SmartSearch Online actually works better in production than it does in the demo! Obviously that verbiage is from the APS website. However, I totally agree with them. This is a solution that scales nicely from small to medium sized businesses and is very affordable. My account representative is Sylvia Dahlby at SmartSearch. You may reach her at 480-502-4513. She is very customer focused.
Taleo is an enterprise based system, sized to fit a very high volume resume requirement. It is a nice system and fairly easy to learn and use.
Oracle iRecruitment is another enterprise model for the large corporation and based on the Oracle database management system.
[ Back to Top ] Job BoardsAs a Contract Recruiter, Bill has been working with Job Boards since 1993. Depending on the client, he has had a lot of exposure to the larger Job Boards and their Idiosyncrasies. Here is a list of Job Boards. For reviews of the 500 best job, resume, and career management sites on the web, pick up a copy of CareerXRoads by Gerry Crispin and Mark Mehler. They update it annually.
The College Job Board is very inexpensive to use. For instance, you may post a position in one school for $18 or in over 6000 colleges for $295. The site appears to navigate easily. A site developed in partnership with the Cedar Rapids Chamber of Commerce and Gazette Communications. Promoted nationally. It is an inexpensive way to get your firm's name in front of candidates searching the Cedar Rapids/Iowa City corridor. You may link to your website for more company information for the candidates and your job openings. You may search resumes that have been stored in their database. When Bill was providing Contract Recruitment support to MCI in 1992-1994, he began using OCC.com. As the Recruiting Manager for McLeod TMO, he signed McLeod TMO as an OCC member in 1994. This was McLeod’s first Internet presence. Later OCC.com was purchased by Monster.com. Monster was the largest job board up until 2006 when CareerBuilder took its place. It appears that even Monster has abandoned its model for its corporate recruitment. Recently Bill was informed that Monster’s Accounting Managers in Milwaukee “preferred only contract recruiters who have lived and worked in Milwaukee and had a rolodex of Accounting resumes”. Too bad. Monster used to be my favorite job board and I recommended quite a few companies. Careerbuilder has become the leader on job boards, primarily as a result of the strategic alliances that they have built. They allow candidates to apply directly to jobs instead of forcing them to place their resume in the general resume database to be searched by everyone. The good news as a recruiter is that the candidate who applies to your jobs may not be searched by other recruiters. The bad news is that you cannot see the candidates who have applied for other jobs unless the candidate allows it. It’s a double edged sword. Prior to its purchase by Yahoo!, HotJobs seemed to be strongest in Silicon Valley and Minnesota. Since Yahoo! has put its mark on the company, I really don’t know its strength. However, my perception is that it has gone backward relative to careerbuilder and Monster.
The strength and focus of Dice is IT and Engineering. In the past, it was always slightly behind HotJobs as a source of resumes. I feel that Dice is now ahead of HotJobs for IT candidates. Jobsinthemoney has recently been purchased by the company that owns Dice. The goal is to grow it as a niche site as they grew Dice. In the past, I had success finding Internal Audit candidates on jobsinthemoney. The caveat is to check the date the candidate put their resume on jobsinthemoney. Some of them were pretty old (2 years or more). Hopefully the new owner has changed that practice. In the spirit of the San Francisco Bay area, Craigs List is the place to post job openings at $75 per category. Inexpensive and well known in the community. Craigs List also provides links to housing, services, and the community. Craigs list has now expanded to other cities. [ Back to Top ] Background InvestigationsIn the past, background investigations required a fax with a signed authorization before a company could request a background investigation. Today most of these background investigations have web based systems that are user friendly. Many of them allow real time checks on the progress of the process. These are professional services and take that load off of Corporate Recruiters and Contract Recruiters.
American Background Information Services, Inc. For a quarter of a century American Background has provided comprehensive, compliant and innovative employment screening and verification services that enhance the safety, security and efficiency of the workplace in the North American market. Offering regulatory compliance in all 50 states and many other countries, American Background provides consultative support at all stages of the screening process. Barada Associates are reference checking professionals. In some states, third party recruiters are no longer legally able to conduct reference checks. Barada, for a modest fee, will conduct a thorough reference check to insure your candidate is the best. Kroll can help you verify the backgrounds and resumes of candidates at all levels. Kroll has more than 60 offices and fluency in nearly 40 languages. This provides their clients with an international ability that is so critical in the new Flat World. They also provide form I-9 services. MicroBilt Corporation provides candidate background checking and credit checking. They can provide up to 170 data source reports. Screening ONE provides candidate background checking, credit checking, and motor vehicle record checks. They ,ay also help you coordinate drug tests. United Screening Services Corp. United Screening Services Corp. provides full service pre-employment screening and drug testing. They claim immediate customer service response. Verifications Inc partners with their clients to provide best practices pre-employment screening solutions, including drug testing and background screening. [ Back to Top ] Candidate Skill Testing and Personality ProfilesPredix provides companies with the PDP System of behavioral assessments on the candidate, the job and the team. Additionally they provide “Know Your Talent” workshops to augment your company's orientation process. Know Your Talents™ taps the natural strengths and behaviors of your new employees and helps them successfully merge into the culture of your organization. Predix understands the importance of empowering new employees to embrace their behavioral strengths and help them take full control of their career path and opportunities offered within your organization. Predix helps each employee understand the job they are going into, the critical connections they will face, and how to work within their own personal strengths to accomplish their professional goals. Many of us heard of ACT in high school while preparing for college. However, in the business world, ACT is becoming more famous because of their WorkKeys system of testing candidates prior to their offer. [ Back to Top ] Drug TestingAlliant Diagnostics provides employment verification and drug testing services. They are a third party provider that works with the laboratories that provide the tests. The multi-state search gives an employer the ability to cover a broad range of criminal geographical or jurisdictional screening. An employer may have traditionally searched criminal records on a state or county basis. These searches are limited in scope because they only cover criminal activities occuring in the respective state or minimally within a county jurisdiction. Due to the transient nature of today's society this search may not cover the vast amount of area a person has resided or traveled through. The multi-state search, offered by Alliant Diagnostics, gives the employer the capability of searching 38 states and hundreds of county jurisdictions in one shot. To do this manually would normally cause hundreds if not thousands of dollars to perform. The multi-state search offered by Alliant Diagnostics only costs $15.00. In addition the hundreds of jurisdictions covered this search inlcudes a search of the OFAC, Foreign Nationals, and 40 sexual offender databases. The OFAC is the Office of Foreign Asset Controls list names associated as known drug trafficers and terrorists. The Foreign Nationals is a "black list" provided by the government. The downside to the Multi-State search is that it is a database and not a manual court records search. Thus, information may be delayed by 30-60-90 days. Nevertheless, it is a cost effective solution for companies recognizing the need to secure as dilligent of a background investigation possible. Background Bureau is a one stop background investigation and drug test company that was mentioned in USAToday and the Wall Street Journal. Their costs seem inexpensive for the first year. [ Back to Top ] Human ResourcesEastern Iowa Human Resource Association The Eastern Iowa Human Resource Association (EIHRA) is an excellent organization for Human Resource professionals in Eastern Iowa. This association provides Human Resource Professionals the ability to meet with others in the region to discuss topics of local and national interest. Additionally, they provide job leads and valuable training. This is a great way for Human Resource professionals to network and learn from other professionals. Northeast Human Resource Association The Northeast Human Resource Association (NEHRA) is an excellent organization for Human Resource professionals in New England. This association provides Human Resource Professionals the ability to meet with others in the region to discuss topics of local and national interest. Additionally, they provide job leads and valuable training. The Society for Human Resource Management The Society for Human Resource Management (SHRM) is an excellent organization for Human Resource professionals of any size of company. As an association, SHRM provides valuable training and information for Human Resource Departments of all sizes. [ Back to Top ] Recruiter TrainingAIRS was first introduced to us in 1998. At that time, they were working hard to discover ways of reaching resumes outside of the Job Boards. Then they taught recruiters what they discovered. Highly recommend these courses to professional recruiters. This training has been invaluable because it enables us to reach candidates that less skilled recruiters never see. [ Back to Top ] Recruitment Literature"The Art of Job Posting" by Barbara Ling As a recruiter in today's economy, you're looking for the best tools to boost your bottom line. So let me cut right to the chase - your job posts are probably only delivering 39% of what you could be receiving, this very instant. Know why? Because they most likely describe job requirements....and that's it. Let's turn that equation neatly around...if you were looking for employment, would the first goal in your mind be, oh boy, I hope I satisfy all the job requirements? Or would you want to know how a new position would benefit you and your family? Contained in The Art of Job Posting self-paced workshop module are dozens of power-packed proven techniques that push your advertisements to the eyes of the quality professionals you seek and can increase your quality response rate by over 143%. And so you maximize your time, all of the information is condensed into bite-sized nuggets that span less than 50 pages! You'll be exposed to: 20 potential hidden perks hidden within each and every one of your jobs 30 power job title suggestions 237 action words to excite your viewers about your jobs Dozens of targeted places to post your positions Barbara Ling is a nationally recognized writer of recruitment related books and a recruitment trainer. She regularly contributes to The Fordyce Letter and has contributed to Monster.com and The Boston Herald. CareerXroads 2006 by Gerry Crispin and Mark Mehler CareerXroads 2006 is a must for every recruiter's library. The book is a directory to Job, Resume, and Career Management sites on the Web. You may also click on the link above to reach the on-line version. One unique advantage to the book and the site is the monthly e-mail updates that are free. We have been receiving them for 9 years. Gerry and Mark research the 500+ sites, provide a short commentary on them, and include the cost, if any. They also select 50 sites as the best and index thousands of additional sites. In addition to this information, articles are provided to help job seekers and recruiters alike in their quests for success. This is a valuable tool for everyone in the recruitment process. "Easily Find Free Resumes Online" by Barbara Ling Instantly applicable techniques for proactively finding passive and active candidate resumes online for free. Researched and honed by the creator of the 8 hour full-day seminar series, RISE (Recruiters Internet Strategic Education). Barbara Ling is a nationally recognized writer of recruitment related books and a recruitment trainer. She regularly contributes to The Fordyce Letter and has contributed to Monster.com and The Boston Herald. Resources such as these help to make The Humbert Group a successful contract recruitment firm. The Fordyce Letter has been the official newsletter of the Recruitment Industry for thirty years. It contains a wealth of recruitment information. For instance, articles have included suggestions for guarantees, clauses to include in recruitment contracts to protect you, and how to best answer the counter offer. Every professional recruiter should be a subscriber. [ Back to Top ] SalaryOne of the best salary comparisons that compares salaries from city to city is Homefair.com. Their "Salary Calculator" is one of the best that I have found because it is based on the cost of living in compared cities. Salary.com provides a service for both corporations and candidates. Use it as a guide for salaries for many different professional positions in the United States. The salaries are based on national averages adjusted by geographic salary differentials. [ Back to Top ] SourcingWhen a Contract Recruiter has a heavy requisition load, sometimes the client will provide a sourcing company to help the Contract Recruiter identify and develop candidates. Here are several potential sources. I have used Don D’Andrea and eCyber Assistant.
Don is very effective at sourcing candidates for your recruitment team. A typical assignment will develop a minimum of 60 profiled candidates who want to hear from your firm. He will encourage the profiled candidates to explore your opportunity using the evidence that you provide. Very effective. eCyber Assistant is a US based company that provides sourcers in India to find resumes and lists of candidates based on your open requisition. Their sourcers are AIRS trained and work overnight while you sleep. This is an example of the “Flat World” (Thank you Mr. Friedman!). The key to your success with them and any sourcer is to ensure you have the requirements locked in and monitor their progress. However, it is sweet to have search results in your email every morning. They charge by the hour and you are locked in to a mutually agreed upon contract. Velocity will begin by sourcing all of the internet job boards identifying qualified candidates. Over a two week period Velocity will call candidates up to 5 times connect and to determine the level of interest in your opening. They call at night and on the weekend. Additionally, Velocity will send up to 3 emails (if necessary) to determine candidate’s level of interest. Daily interested candidates can be viewed and acted upon through “Your Velocity Status Page”. You may see the results of the previous night's calls the next morning.
Phone: 319-373-4434 Email: RecruiterGuy@msn.com All information ©2001-2008 RecruiterGuy.com a division of The Humbert Group, LLC unless otherwise noted. |