mentor of mine often says, "If youre not tooting your own horn
there is no music!" Those whose livelihoods depend on externally focused
relationships such as corporate recruiters all understand the power of
reference selling. In any economy there is an enormous level of comfort
in a candidates journey when they get unsolicited recommendations
from other satisfied candidates its simply called
"credibility by association."
In todays economy, in which organizations are slashing their HR
and recruiting functions, the ability to differentiate yourself is
When I work with professional service providers, such as recruiters, I
often ask about their current or perspective outreach efforts. Recently,
a recruiter complained that although she had extensive industry
experience and subject matter expertise, she was seldom tapped into for
higher-level engagements. So naturally, I asked her "what are you doing
to package, market, sale, and proactively reference her value add,
within the company?"
When she gave me a blank stare, I offered what I consider five best
practices to reference selling and a way to effectively "toot your own
The Five Best Practices of How to Most Effectively Reference Sell
Within Your Organization:
More. . .
Gone are the days of valuing consistency over
entrepreneurial spirit. Todays companies learn to manage the
delicate balance by hiring employees who, regardless of their position,
are infused with the ideals of entrepreneurship.
As recruiters, we have been accomplished stewards of our companys
culture. It has been an easy task to quickly ascertain, through skillful
interviewing, whether a candidate presents as a skill set and cultural
chemistry "fit" for the organization. In the past (which may be as
recent as 2008) desirable candidate attributes sounded like a laundry
list of consistent behaviors that assured 1) the candidates
ability to succeed as a team player, and 2) that the candidate did not
make waves while doing so.
Enter the economic crisis of 2009, and the criteria for hiring once
viewed by recruiters as effortless have vastly changed. The pre-layoff
staffing patterns of organizations have been drastically altered. In
these de-layered organizational models, we find certain characteristics
that mark a warning for those of us charged with casting the net for the
companys future human capital. Organizations emerge as leaner,
under more scrutiny, and more accountable for shareholder (and in some
cases, government) value, all while charged with out-performing the
competition if they are to survive. These mandates come at a time when
management and front line employees are reeling from cutbacks and the
change in the way business needs to be conducted going forward.
Consistency hiring outdated
To move beyond the cubicle culture
so pervasive in todays large companies, it is important to realize
that senior managements past hiring practices may very well have
led to the level of rampant employee disengagement we see today. By
hiring to a profile of consistency, corporations ensured a
compliant employee base, who in reality is detached from the broader
business issues of the organization. The resultant loss of productivity
is tragic, and has led to the downfall of far too many companies and
jobs across the nation.
More. . .
News for Recruiters:
Allows Green Job Employers to Post Jobs
In an effort to make the
green job search more professional and user friendly, United Green Jobs
(UGJ) offers a free employment website for potential employees looking
for the right green job as well as employers looking for the best
candidate to fill a vacancy. The Web site seeks to promote environmental
awareness and help more organizations and individuals become successful
with an easy to use site that connects both the "green" employer and
Cost Cutting Plans: Companies Foresee Economic Recovery
employers' efforts to battle the recession through cost-cutting actions
such as layoffs, hiring freezes and salary freezes may have peaked,
according to an update to an ongoing series of surveys by Watson Wyatt,
a global consulting firm. In fact, most companies are planning no
further hiring freezes (67%), organizational restructuring changes (65%)
or even layoffs (53%), according to the survey. Although the majority is
not planning any further salary reductions (89%) or salary freezes
Grab New Green Jobs
Despite being proclaimed as
hard-to-outsource, green technology jobs are being created faster in
India than America, according to the 2009 Green Outsourcing Report, an
annual industry study by research organization, Brown-Wilson Group. US
businesses focused on recession survival strategies have offshored more
than 22,000 new green tech jobs as a direct result of seeking stabilized
energy and labor costs through outsourcing their technology. "The Indian
market is creating clean tech jobs offshore because private
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