Being a software company, we often get questions in general about what’s happening in the world of technology. Recently we have been getting a lot of questions about Windows 10 which Microsoft released yesterday and is giving away (yes that’s right – something for nothing). For what it’s worth, my advice is you get what you pay for…
Windows 10 is being touted by Microsoft as its “last version of Windows”. What does that really mean? It means they are switching to an update based model like IOS or Android to deploy new features instead of producing brand new operating systems. For the consumer this means you would get new features faster but the elephant in the room is how is Microsoft going to monetize it?
With the old OS deployment method Microsoft made money hand in hand with hardware producers by deploying new versions of Windows on new machines. If you don’t need a new machine to get an updated OS that means Microsoft has effectively tanked the hardware market for the next few years until either their OS upgrades require additional resources not found on machines today or the old machines die. It’s just another way to beat out some competitors since Microsoft is in the hardware market now.
And what about the updates? My bet is that since they have now removed the ability to turn off automatic updates everyone will be Microsoft’s guinea pig for updates that they haven’t fully tested or that will bomb out of the gate. I’m waiting for the day that the first Windows 10 machine comes up with the message “You have an update from Microsoft but you have to pay $$ for it. Please input your credit card information to continue…” and you will have no option.
Some may say I’m a naysayer and that I need to progress like Microsoft does. Personally I don’t like to be Microsoft’s guinea pig and my response and rallying cry is “remember Windows ME”!
Admit it. We’ve all done it at least once. Yes I’m talking about Googling yourself. The term, which has been in the vernacular for less than a decade, can strike fear in the hearts of many. What comes up on a Google search of yourself can make you blush either from pride or possibly embarrassment. Keep that in mind because while we’re all Googling our candidates to make sure their online reputation is acceptable to our clients, your candidate is Googling you, your client and your business right back.
So what does your online reputation look like and why does it matter? Check out the rest of our current newsletter and find out why your online reputation is the most important piece of your marketing plan that you should be paying attention to!
Do you have things you do to watch out for your online reputation? We’d love to get your comments on this hot topic.
We have talked a lot about searching and finding candidates both in your own database and on the web because it is so crucial to your recruiting success or failure. Do you ever think about how often you are placing a candidate that you found versus one that found you? And what about your clients? If they found you, how did that happen?
The days of posting (a job) and praying (that the perfect candidate will apply) are over. The bottom line is the most viable candidates have to find you in order to start and build the lasting relationships that make good placements. See our current newsletter for the full article along with these interesting links.
Everyone is doing it. LinkedIn, Facebook, Twitter and the list goes on and on. As an industry and a society we have become consumed by the social media morass. Whether you are posting or reading posts, using social media as a tool for recruiting has become second nature. But should it be? Does it really help your recruiting effort or does it detract from your focus on the true business of making connections and finding good talent for organizations? See this news letter on social networks for recruiters for more and get some good tips with these links we recommend.
Last month we talked about filtering big data down to manageable small data and nurturing those relationships but there is a flip side. Corporate America has moved away from relationships in their corporate structures and people are becoming more like redundant and easily replaced parts. Gone are the days of companies being loyal to their employees in the way that employees are loyal to a company and contribute their lifetime of work towards making that company successful. In this dim future, nurtured relationships do not have the same value that they used to. Recruiting for parts (applicants) comes down to a numbers game of skill set matching applicants to a cog (job) in the corporate machine. Any recruiter can see signs of this bizarre future already in the big data on the internet. The idea of a proprietary candidate is falling by the wayside as the internet’s huge source of human capital is accessed by everyone. See our complete discussion on the Flip side of nurturing by recruiters in our newsletter on this topic plus these useful links.
For most recruiters these days, the “more is better” philosophy of building a database has led to big data databases filled with people that the recruiter has never actually connected with. Sourcing for new candidates via LinkedIn and other follow the herd type sourcing methods may bulk out your database but does it make you a better recruiter? The reality is finding people is easy in today’s technologically based world but recruiting people is hard. So how do you nurture the people in your 50,000+ person database and truly recruit from it?
So what’s the secret? Tier your huge database of candidates and clients so you nurture the best most often. This topic is covered in more detail in our monthly newsletter on recruiting with huge databases. Also the newsletter contains these useful links on nurturing applicants, clients and sourcing.
With as many recruiting and ATS software applications available in the market, we are often shocked at firms that are seriously considering either leaving their established recruiting system for a home grown one or actually contracting to build a recruiting system from scratch. Would a surgeon operate on himself or make his own instruments? Does a pilot build his own plane? Do pianists build their own pianos? Why would a recruiting firm build their own recruiting software? It does not make sense unless the firm is global with thousands of employees and, even then, we would question the wisdom of the decision.
Why is a custom built system so bad? The long range effects can be devastating because once the recruiting software monster is created it has to be fed and cared for. The money pits and resource drains start before the software is even done. Every time computers and/or software evolve to new heights your spiffy recruiting software stays where it was or you invest in yet another round of upgrades and retrofitting. See more on not building your own recruiting ATS in our monthly newsletter on this topic. This newsletter has these useful links.
Recently we read a Monster statistic that turnover in the recruiting industry is at 43%. Shocking! One would think that being recruiters, our easiest placement is the one we make in our own organization. After all, who knows more about what a good “fit” a person is than a professional who places people all the time? Who knows the job you are recruiting for better than you since you are recruiting for the job you do now? Clearly that’s not the case. We see recruiters come and go from recruiting firms rather hastily – some in just days or weeks after being hired. If your clients knew how bad you were at hiring for yourself, would they hire you?
So how can we turn our knowledge about recruiting into a successful tool for building a powerful and successful recruiting team? It falls into two key areas: making good hires and retaining those good people long term. For answers see our August Newsletter on this recruiting topic. Also here are some useful links for any serious recruiter.
Many recruiting firms take a forked approach to how they deliver their recruiting services. These firms split the recruiting function into separate sales and recruiting roles where sales people work with clients to unearth job requirements and the recruiters find the applicants to fill those positions. But how successful can it be when it’s like the proverbial one hand not knowing what the other is doing? We often see firms struggling in this scenario when the philosophy is that sales people don’t really need access to the ATS system and they use a different CRM software or, worse yet, nothing at all. Most small recruiting firms do not use this split model and the recruiter functions in both rolls. It would be ludicrous for that one recruiter to put data into a sales system only to have to copy it over to a recruiting system so why would you take that approach when it’s two people filling the recruitment roll? It’s the same data that needs to be used on both sides of the fence. “But our ATS isn’t a sales tool”, WRONG! It’s the best sales tool you have if you have the right ATS. Systems like Gopher can handle all of the main sales force automation tasks with ease, provide single point of data entry and integrate the two sides of your business seamlessly. See more in our newsletter on this topic and some great links like these.
Ask any pro athlete today what they attribute their success to and they will tell you it’s their consistent and persistent daily training regimen. No athlete will tell you that they did initial training and then stopped because they knew how to hit a baseball or knew the rules of football. As a recruiter, one of the big things you highlight and candidates ask about is training on their new job, but how seriously did you take your own training as a recruiter if you got any training at all? See all the excuses in our June newsletter and some great links like these.