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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly Article: Be One of the “Best Recruiters”
Employment and Economy Stats
Special Trials and Discounts
Employment Studies and Trends
Layoffs and Downsizing Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week: EntryLevelPR.com
Final Note - On The Lighter Side

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Newsletter Sponsors

1. Recruiting Professionals - Join the Microsoft research panel!
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2. Free Recruiting Webinar
Doug Beabout's webinar Power Recruiting Realities & Research features his best tactics for recruiting smart and fast in a tight market. Register now >>

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A Note From The Editor

WEDDLE’s, a niche publisher specializing in employment and HR leadership, announces the release of its 2005 edition of WEDDLE’s Guide to Employment Web Sites. Providing detailed information on 350 of the best job boards and career portals on the Internet, the book is widely regarded for its accuracy and usefulness. The American Staffing Association has called its editor, Peter Weddle, “the Zagat of the online employment industry.”

View Weddles.com >>

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Breaking News

Hiring Managers Predicting Significant Jump in Hiring in Second Quarter, According to CareerBuilder.com Survey

CareerBuilder.com, the nation's largest online job network with more than 20 million unique visitors and over 600,000 jobs, released the results of its latest survey tracking projected recruitment and job search activities for the upcoming quarter. The survey, titled "Q2 2005 Job Forecast," was conducted from February 24, 2005 to March 3, 2005 of more than 1,700 workers, including over 600 hiring managers primarily operating in services industries.

Complete Story >>

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Today's Recruiting News Headlines

View more HR/employment news headlines or our Recruiting Newswire. Please send us your press releases. Click here for submission instructions.

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Featured Recruiting Jobs

This section highlights several recruiting related positions recently posted on Recruiting Jobs. To view all jobs or to register for a career agent click here.

Looking to hire recruiting professionals?  Post a 60 day job posting ad on RecruitingJobs.com for $225 and be featured in The Recruiting News.
Register to post >>

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Weekly Article
Be One of the “Best Recruiters”
By Peter Weddle

Perhaps you’ve heard of them. They’re called “retronyms.” They are words that have been redefined by the advent of new technology. They range from the anachronistic “snail mail” to the quaint “black and white television.” Once familiar and well understood, these words from the past now require a descriptive label to explain their meaning in the present and the future.

We in recruiting have seen this phenomenon occur in our own profession. We use a retronym to describe what we are about in the labor market these days. It’s a war, right? But not just any war; it’s a War for the “Best Talent.” Thanks to the Internet, it’s now necessary to add an adjective to a word that should be sufficient in and of itself.

Talent is defined by Webster’s Dictionary as “a special often creative or artistic aptitude.” Recruiting people of talent, therefore, is the goal of every organization. Some may do it better than others, but every employer sets out, at least, to attract and hire those who have that special aptitude in the skill areas it needs to accomplish its business operations. They know they need the competitive advantage that talent provides. And, they know that their probability of success declines dramatically with the “untalented.”

Why, then, do recruiters now believe that they have to recruit the “best talent”—the talent whose aptitude is more special than the rest? There are at least three reasons:

• First, unlike other retronyms, the “best talent” is not a pejorative term. It isn’t something that technology has made obsolete, but rather something that it has made possible. By properly tapping the power of the Internet, we can reach into that very small population of the truly superior talent in the workforce and present a case for their moving to our organization.
• Second, we have proof that the economic value of truly superior talent is greater—indeed, considerably greater—than that of even good talent. The McKinsey & Company study that was, ironically, called The War for Talent provided quantified confirmation that “A” level performers are 50-100% more productive than “C” level performers. We’ve always know that intuitively; now, we can demonstrate it with numbers, so even the Chief Financial Officer will understand.
• Third, many corporate leaders, including some in the HR profession itself, believe that they can acquire the best talent with a minimum of fuss. All they have to do is bolt a little e-recruiting technology onto what recruiters have done in the past. There’s no need to change policy or procedures or even the capabilities of the recruiting staff (witness the number of HR Generalists being asked to recruit as an additional duty in an already overloaded day). As long as they have the Internet and a shiny, new career area on their corporate Web-site, pulling in the best talent is as easy as fishing in a barrel.

The first two of these reasons make sense to me, but third … well, the third is just way off the mark. The best talent may be a retronym, but recruiting it with the Internet is not like using other technology. Take the television, for example. The viewer’s experience is enhanced by simply flipping a switch on their color, flat screen, high definition, surround sound set. As long as they can find the on-off button, they’re good to go. e-Recruiting, on the other hand, requires considerable understanding and skill. The Internet does not enable us to recruit the best talent; that capability is achieved only with a fundamental change in the way recruiting is done—one that is carefully designed to capture the full potential of the technology.

What does that change involve? As a minimum, it must incorporate the following:

• A change in recruitment advertising. It doesn’t do any good to use the Internet to connect with previously inaccessible populations of great workers if your message has all the appeal of a wet mop. Unfortunately, however, that’s the nature of most job postings today. They are uninformative, uninspiring and therefore uninviting to all but the untalented. To access the best talent with Internet, companies are going to have to change their view of the purpose and content of recruitment advertising posted on that medium. They must give it the same priority as that of their product and service advertising and develop it with the same care and creative energy. They must see their job postings not as simple notices of open positions, but as electronic advertising brochures that have the power to differentiate and sell their special value proposition as an employer.
• A change in branding. An organization’s employment brand isn’t conveyed via a slogan or a marketing campaign; it is, instead, the sum of the experiences that are provided to candidates throughout its recruitment process. And in many organizations, those experiences are off-putting to all but the most desperate of job seekers. Candidates are subjected to the “black hole” feel of online resume submission and to the generic content of corporate career sites; they have to endure being kept in the dark on their status as they move through the process and the frustrating inability to connect with a human being at almost any point during the process. To recruit the best talent, companies must re-design their processes to improve the way they touch people on the Internet. While administrative efficiency is important, the critical objective is to provide a total consumer experience that is so unique and compelling that it attracts and sells even the most reluctant (i.e., passive) of superior talent.
• A change in individual communications. At one time or another, every employer attracts prospects. For that reason, virtually every candidate management system on the market these days has some functionality for communicating with them. Unlike applicants, these individuals are not yet ready to submit a resume (in fact, they probably don’t have one), but they are interested in learning more about what an employer has to offer. In most cases, they are successful and employed (somewhere else) and all but ignored by the recruiting team. Why? Because the team lacks the staff with the skills and time necessary to communicate with these individuals. Doing so, however, is the one sure way to enhance the quality of a company’s applicants and to cut the time and cost of reaching them in the future. To capture those advantages, companies must change their view of the timing and purpose of individual communications on the Internet. Their goal is not to develop a database of static resumes, but rather to build a vast web of active relationships that nurture interest and trust among the best and brightest.

Recruiting the best talent may be a retronym—a capability made possible by technology—but it cannot be accomplished by technology alone. Indeed, the War for the Best Talent will only be won by the “best recruiters”—those who most effectively adapt their organizations and operations to capture the full potential of the technology.

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Special Trials And Discounts

Below is a partial list of trials and discounts that companies have extended to our readers. Click here for full list. If your company is interested in offering a promotion/discount, please contact us.

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Site of the Week

EntryLevelPR.com, a new site to post entry-level (0-2 years experience) and internship positions in public relations and communications, now offers search agents so job seekers can be easily updated about openings.

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Final Note - On The Lighter Side

Let March Madness begin! Good luck in everyone's tournament bracket.

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