I am excited about today’s post. I had the opportunity to ask Donna Troise a number of recruiting questions. For those of you who do not know her, she is the one responsible for making sure that the rest of us in the recruiting world know what is happening on a daily basis through her daily publishing of the Interbiznet Bugler.

Every morning, I eagerly await the email that lets me know that her column has been put out and I immediately visit her site. I have always found it to be educational, and at times, a real motivator from the perspective of A) I am doing the right things B) I need to be doing the right things.

Thank you Donna for taking the time to answer these questions and thanks for your daily efforts in keeping us recruiting folks informed.

Here are the questions:

1. How long have you been with the Bugler? How did you get the job and why have you stayed.

The Bugler went online in November 1999. I know the principals of interbiznet, Colleen Gildea and John Sumser, from many years ago. That summer, Colleen offered me a stab a writing a daily newsletter. Why were they willing to contract with me on something I had never done before on a subject I knew practically nothing about? Well, to really know, you’d have to ask them, but, I think it was because my professional training offers insight into the industry; I’m a quick study; I’m reliable; I consistently do the very best job I can do, thereby adding to the value of the company, and I do it with a minimum of bitching and moaning and groaning.  I continue working with them because the telecommuting offers me the flexibility I greatly desire and need to attend to other things in my life, such as my own mental health, my family, and my research.  I did the commuting-to-an-office thing, which is bad enough. But throw in sick children or days off from school and, for me, the juggling required too much of the energy I needed to be focused and productive at work. I get more work accomplished in less time working from home than I ever could going to an office. In my thinking, you can’t separate work and family. They effect each other – and this is how I balanced it out for me.

2. How long do you spend each day working on the Bugler and what occupies the rest of your day? 

That varies. On slow news days it takes, what feels like, painfully forever. Filling up the other hours of my days are my clinical practice and research. I am a licensed clinical social worker and for the past 25 years have worked with people, focusing on how they function in the world of family, friends, and work relationships, and how to get them thinking about functioning more effectively in those relationships, which improves their "performance."  I also use EEG/neurofeedback as an adjunct. Also, I recently submitted for publication my 2-year study, researching language patterns and emotional maturity.

3. Do you find that putting out information on a daily basis is satisfying and do you get feedback on a regular basis that allows you to feel good about the fact that you help many people stay informed and make good decisions?

The implication of that question is that I do just that. So, thank you. It is very satisfying. I think that the more fact-based information people have, the more informed and effective decisions they can make. And, that’s my goal – information.  And yes, I do enjoy the feedback I receive.

4. You must be sent plenty of notices and press releases regarding the recruiting Industry. There is obviously no shortage of companies out there looking for attention.  What is it you look for that makes you feel it is worthy of being mentioned in the daily Bugler? 

What I find so interesting about companies is that, indeed they are all vying for attention and name recognition, yet, there are VERY FEW, in my opinion, that can write an interesting and informative press release.  There are some companies that consistently stand out, but most PR material is indistinguishable from one another, loaded with fluff and buzz words that, to me, have little substance. There have been times when I have had to ask the PR person to explain their press release. Just think about the implication of that! There have been times, when reaching critical mass, that I have trashed the release, for this very thing.  But, for the most part I plough through and write it up. If I did not ignore the fluff and buzz, in my opinion, there would be little on which to report.

5. This is a very interesting time for recruiting and the internet. My feeling was and still kind of is that most people and companies miss the point of the internet when it comes to the business of recruiting. One company comes to mind. Refer.com (no longer in business)  This was an idea put together by Idea Lab and run by Webhire. I call it the "Great Idea, should not be a business" syndrome. Do you still see companies investing in ideas that have fundamental flaws built into them but feel since it is internet driven, it will succeed?

In my opinion, if there are fundamental flaws in the structure of any business and the thinking is such that feedback and correction isn’t built in, then yes, the company will fail – Internet or not.  Just because you feel it is a great idea, does not mean that you have an ongoing realistic and well-thought-out relationship with it. Those are two very different things.

 6.  Do you feel that the vendors in the HR marketplace today are in tune with the day to day struggles of independent recruiting firms?  

In today's  (March 25) Electronic Recruiting News, John Sumser addresses that issue, once again. But for me, I think that depends on how clearly and specifically the recruiters have voiced their struggles to the vendors. There is a relationship here, or at least, in  my opinion, there ought to be. So, how many vendors in the human capital industry have recruiting firms or individual recruiters working directly with them, specifically in the development of the technology? How many recruiting firms have approached or had a round table with vendors? I think that the better each side of the equation voices what they can and cannot do, the better the fit.  Ultimately though, in my opinion, technology can take you only so far in an industry that is based on relationships.

7. On Fridays you write about the comings and goings of senior level people in the recruiting world. Do you feel the majority of these job changes are by choice? 

I have no inside or personal information as to the reasons these individuals have made their job changes. So, I can’t answer that question. Just as a point of clarification, though, the Comings and Goings column covers all levels, not just senior. 

8. One of the things I have been thinking about lately is whether there is a difference between staffing and recruiting. Do you feel there is a difference and if so what is it? 

This is my gut reaction to that question: When I hear the word “recruiting,” I think of a personal relationship between all parties, where thinking is exchanged to determine if the probability is high that both parties can effectively work together over the long term. When I hear the word “staffing,” I hear administrative function, that is, what are the plans and requirements – how many bodies are needed.  But, that is my reaction; someone else may differ in their response to those words. For me, the issue is – whatever you call it – it is the preparation and work that goes into achieving a well-defined outcome.

9. Do you see any subtle or major trends in the products being developed today versus one year ago? What do you see happening one year from now? 

I learned a long time ago that once you supply the cause, the effect will happen, so in essence the effect is a non-issue. Some of the areas that I think need refining in recruiting are not product development issues. Given the horror stories I continue to hear and read about from job seekers, I think “the industry” needs to step back and refine some of the basics. 

10. Is there a company out there that is clearly developing superior products in the recruiting industry that you would say is currently the best kept secret and one day soon revolutionize the workflow of recruiting firms? 

Yes.  I read multiple press releases daily from companies, whose superior products and services are the best kept secrets and will revolutionalize the recruiting industry.

11. If you were to start a company in the HR world. What kind of company would it be and why would it be successful. 

In my opinion, before a person can effectively manage a workforce, that person has to be able to effectively manage his/her self and have a BIG picture understanding of the forces that affect their behavior and other’s behavior. So in my practice, my focus is on teaching/coaching people in systems thinking and in managing self. It’s a life-long refining process. In my thinking, success depends on how you define it; where you put the emphasis.  As I tell my clients “I’ll keep your nose to road, but you have to do all the work.”

12. Is there anything you would like to say to all of us trying to make a living in the recruiting and Human Resources Industry?

 Rarely being short of things to say, I’ll keep it brief. This is what I remind myself of: 1. A deep breath goes a long way, as does a sense of humor. 2. No matter what it feels like, it isn’t personal. 

 

I recently had the chance to sit down with a close friend of mine. This individual has been providing me with insight and advice ever since I can remember, and in most cases, it has been very helpful. When talking about the challenges that our firm and its staff are now dealing with in the current recruiting environment, he took the time to write me a letter containing his thoughts and perspectives. Rather than attempt to paraphrase his words, I am reproducing it in its entirety for all of us to see. I think he makes some interesting points. Judge for yourself and let me know….

“These times can be very trying for many people. It is, therefore, important to learn as much as possible from every source. What can we learn from man’s best friend, the family dog? In 1972, Dr. Seligman, an animal behaviorist, manipulated the environment in which some dogs were caged and easily induced in them a frightened state and the complete loss of their ability to move themselves into a safe environment. He called this Learned Helplessness and the term is now, unhappily, a regular perception in the way so many of us look at life.

When our success rate at work becomes variable and unpredictable we become anxious. This anxiety causes a mild degree of fear, which then puts limits on the number of options we see available to us. Limited options leads to a sense of futility and panic which then leads to hopelessness and then finally to the crippling feeling of helplessness. It is essential to recognize this spiral early so that a corrective cognitive change can lead to a more positive outcome.

There are several key aspects of our actions that it becomes vital to monitor. When the job becomes progressively more difficult, be aware that your behavior will change. You want it to change in an adaptive way. So be aware of mistake number one: becoming passive at a time when you should be more active. Your skills that have already made you successful have not disappeared. Don’t become passive; stay active. Mistake number two: don’t slow down your learning of new behavioral responses. Your memory, concentration and focus are functioning normally. Focus on learning quickly and incorporating your new behaviors into your customary repertoire of actions.

Learn to recognize that you are under a more intense degree of stress. Be aware that this stress will have an effect on you but that you can use the extra energy that is an inherent part of stress to push you forward to accomplish even more. Controlled stress can keep you sharp, alert and intense. Use it to push you through the difficult times. Don’t allow it to ambush you and rob you of your motivation and drive. It is all in how you look at it. Stress can help propel you on the road to success or it can push you into the ditch to be left behind by the competition.”

I just noticed that my recruiting blog was mentioned in an HR Blog that is part of BostonWorks.com which is maintained by Svetlana Tzannos.

Thanks Svetlana.

This is from the EE Times Website.

High-tech jobs down by 560,000 since 2001--
The U.S. high-tech sector lost 560,000 jobs
in the last two years, down 10 percent from
January 2001 to 5.1 million by the end of 2002

I was bombarded again today by email trying to promote the quick and easy way to make lots of money in the recruiting world. I will go on record again by saying there is no quick and easy way to do it. However, if you understand that recruiting is a process driven endeavourer that takes time to master, what you should do is hook up with training material from Industry leaders.

I have learned plenty from the following two people.

1. Bill Radin - He has a number of excellent books a. Shut up and make more money b. Billing Power
2. Steve Finkel - He has some excellent training videos. Kind of long but very good.

Then there is of course the fordyce letter which no recruiting firm should be without.

Here is something for all of you recruiters who are tired of dealing with candidates who just don't get it.

It is not easy to give up being a child. The whole world is a toy for the typical two year old. It is a toy and a game. Sure, we have to learn the rules of the game, but most of us eventually turn three and have won the game of being two. And then there is three, and then four and we are still winning and then at some point we become thirty or forty and are still playing the game. Problem is, we can no longer dictate the rules of the game and it is not so easy to win anymore.

The introspective mind realizes that everyone else is also trying to win and that everyone else thinks and truly believes that they are as entitled to win as you are. The insightful mind realizes that you cannot have it all. It doesn’t even really matter what the all is. You just simply cannot have it. You have to learn to accept and to be content with part of it. It is a tough lesson to learn but an important one. The question is, what part of it can you learn to be content with.

Now what does this have to do with being a successful recruiter? The answer, quite simply, is everything. Because in some secret place in the mind and heart of every candidate, is a narcissistic two year old with an unreasonably profound sense of entitlement who thinks he is justifiably entitled to everything he wants, that the world is his oyster, ripe for the picking, and who just cannot accept that the world won’t play the game by his rules and give him all the toys, candies and everything else. The successful recruiter must be aware of this and direct his persuasive comments not to the regressed two year old candidate on the other end of the telephone, the frustrated, angry, wounded and betrayed child who is having trouble coming to terms with the reality of a world and a game about which he cannot make the rules or control the outcome.

Have you ever tried to convince a two or three year old that it is reasonable and fair that he not have as much as his older brother? That he cannot have all the toys in the toy store? All the candy in the candy store? Well, try convincing the “two year old candidate” that it is reasonable and fair that he cannot have all the money he wants from the prospective employer’s piggy bank!

The recruiter’s plan must involve a “here and now” approach to the hurt candidate. Don’t argue with him that it isn’t right or fair or appropriate that he is not being given what he wants. Don’t argue that he is not entitled to more or bigger. You won’t win. Remember the two year old. Tell him this is the way it is. Don’t allow him to focus on what he is not getting. Stay focused on what he is getting and what that will lead to in the short-term future. Keep reality in his approach to his decision-making. There are a lot of other kids who want the candies, too, and a lot of them are bigger and stronger. His turn will come some day but today may not be that day. Help him to see that he should not miss an opportunity to get something of value even if it is not exactly what he had wanted or expected. It can still be good enough even if it not perfect.

Direct your persuasive powers to the grown up and not the child within.

I want to thank Donna Troisi from the Interbiznet Buglar for making mention of my recruiting blog today. I am an avid reader of her daily comments.

I was just thinking about a story I read a while ago and published in a newsletter called crazybyte about a guy who was mostly blind who ran a hotdog stand on the side of the road. Business for him was doing great. He had a snazzy sign and the freshest hot dogs and buns one could ever hope for. he was not educated and was the first to admit he really did not know the first thing about business. He was always amazed when people stopped to buy his hotdogs. Business was booming.

His son, who was a very smart guy with the best business education one could hope to have, came home for the holidays. After reviewing his dad's business and reviewing the state of the economy said "dad, you are crazy for making further investments in your hot dog stand business. Don't you know that we are in a downturn, people are holding on to their cash. You should scale back and wait for better times" The father thought to himself and agreed that he should probably listen to his smart son.

He took down the sign and started buying second rate hot dogs and buns in order to conserve money. After a number of weeks, the business virtually disappeared. Wow, my son was right, thought the father, we really are in a downturn. I hope things get better soon. I need to make a living.

I am starting a new blog to support an organization I helped develop called Splits.org It is a recruiting organization that is focused on the recruiting needs within the Semiconductor Industry. This blog is going to promote real job opportunities from Splits.org member firms.

This new splits.org recruiting blog will be interesting to both recruiting firms, and top performing engineers and marketing professionals. This site will go live shortly at the following location. splits.blogspot.com

I'm slipping fast. Hard to see. Everything seems to dreadfully far away. I
am taken with severe bouts of coughing. My office has suddenly become very
dark but I can see a bright white light at the end of what appears to be a
tunnel. I see people in the light and it feels so comfortingly warm and
serene.I am moving toward the light. Someone is calling my name -Fred,
Fred, Fred. Oh, I guess its not for me.

There is an interesting post on erexchange in the forum section. It basically describes a situation where a recruiting company submitted a candidate to a client and after a period of time, word got out to the former boss of the candidate who contacted the client company and let them know that in their opinion, the candidate is the worst person they could have ever hired and that the reference letter provided was a forgery. The client company turned around and wants a full fee refund even though the recruiting firm has in the contract a credit note to deal with these types of issues.

PLEASE read the original post before continuing.

Now, Here come my thoughts.... No recruiter should be in business if they handle references the way this recruiting firm handled the references. references are perhaps one of the most valuable resource a recruiter can have for so many reasons. A BAD REFERENCE is also a sure fire way to make sure that your candidate is not going to be hired, and I might add, rightfully so.

As a recruiter, you need to make sure that your clients see value in what you do. Part of that value is making sure you only refer great candidates to your clients and the only way to do that, amongst othere things, is to CHECK REFERENCES. You will be amazed at the results. You will also start geting more referrals because everyone knows someone and references are people too. There is so much more that can be said with respect to references but right now, I need to recruit so......... Check references and make sure you ask If given the opportunity to hire "so and so" again, would you.

Some of the places I go everyday on the internet are as follows. They keep me up to date with what is happening in the recruiting world.

Electronic Recruiting News - I like both the buglar and John Sumser's Views
Hunt Scanlon
Erexhange - Check out the recruiting forum
Splits.org - You need to be a member to get into the site
Chess Base - I love Chess