Corporate Recruiting Diva

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Stop Putting That On Me!
2008-06-06 15:37:00
I had some down time last weekend and I decided to read the backlog of articles, blogs and forum messages that I don't have time to get to during my week. One topic that kept leaping at me from the screen was about measuring a recruiter's success based on retention of the people they hired. Recruiting and retention can be so diametrically opposed. Yes, when we recruit, it is with the intention of bringing on solid players who begin contributing to the company's bottom line from day one. If we've done our jobs right, we would have found candidates who are great fits, love the company and are in sync with their department of hire. But even the best recruiter cannot hit this mark every single time. Now, I can't realistically let corporate recruiters off the hook 100% for retention. In the grand scheme of things, I believe we are responsible for at least 25%, with the other 75% of our energy focused on full life cycle recruiting and relationship building. We do have an oblig...
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Global Landscape- Are You Prepared?
2008-06-04 21:05:00
For quite some time, I have been talking about a global economy, global diversity, and preparing myself to compete in this global society. While working on the translations of my company's new website, I've been learning a lot. I learned how having multi-lingual staff is as vitally important as having your website and other marketing material properly translated! ¡Qué usted no sabe puede lastímele! (I hope I said that right!)Over the last few months, I've been diligently restructuring my company and strategically growing my staff to include bilingual and multilingual individuals. (More on that another time). If I am serious about remaining competitive and truly focusing on global diversity, I need to not only learn foreign languages myself, but also surround myself with a multilingual team.Recruiters, how are you remaining competitive? Are you truly exploring the global landscape? Push yourself to excel and learn another language. Whether you take a formal class at the lo...
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The Future of Resume Databases
2008-06-03 20:50:00
I wanted to share with you an article that came to my inbox from CollegeRecruiter.com. As some of you may know, I am the founder of an organization called Empower Me. We recently made the decision to begin a career site for the organization, and in meetings with my colleagues, I decided against having a purchasable resume database. Some people were uneasy with that decision until I explained to them that the site should represent a chance for companies to strengthen their brand and commitment to diversity. See, the one thing I always disliked was the fact that these job sites sold the same access to everyone....corporations, agencies, everyone. How is that fair or competitive? I don't know about you, but I like to get creative with my searches. I enjoy the thrill of the hunt for the perfect candidates. I don't believe job boards are where recruiters should turn for the real intense searches. For a quick volume solution to horde resumes, yeah sure, they're fine. But I nev...
More About: Future , Resume , The Future , Databases

Diversity Initiatives & Job Boards
2008-04-29 15:47:00
There was a discussion on ERE's Diversity Forum regarding the lack luster performance (is that an accurate term for a job board?) of diversity job sites. Now, I do keep up on what sites are out there. Ethnicity specific, gender specific, disability or veteran specific, all the way to total inclusion (which would make it supposedly like all the others I suppose). But there is a lingering misconception that a diversity job board will magically bring in diversity candidates. I can't tell you how wrong that is and how frustrating it is to me as someone who specializes in diversity recruiting. I think some people just don't get it. Some companies are tight fisted with the dollars and don't want to put their money where their mouth is as far as diversity initiatives go. Recruiters on the average don't care about diversity because their objective it to fill the job by any means necessary. So here are some thoughts on including job sites in diversity initiatives.Job boards of an...

Gas Prices & Recruiting
2008-04-22 15:46:00
We can all agree that the gas prices are ridiculous. I wasn't commuting before the prices went up and I definitely won't do it now. There was a discussion on a message forum about the gas prices and how they are affecting people's jobs and overall quality of life. The general consensus was that people are tired and are starting to make dramatic changes in their lives where they can and that include their jobs.I have spoken to quite few candidates who were looking but the location and commute was a deal breaker for them. Who can blame them. The average range to fill up a car is about $40-50 and for SUVs upwards to $90. And this is per week (and in some cases twice per week). So who can blame people for turning down jobs with long commutes. It is getting harder to convince people to make a move at this time in the economy. But I love the challenge!I was recently on Linked In and someone posed a question about HR implementing transportation incentives in their benefits pac...
More About: Recruiting , Gas Prices , Prices

Social Networking: Who Are You & What Do You Want From Me?
2008-04-21 21:05:00
Hi All.This is a post I wrote for another one of my blogs. I felt it would be appropriate to share it here as well. Recruiters are heavily taping into the power of Social Networking . while some follow the internet rules of etiquette, there are some that don't. So I hope you enjoy this post. It pertains to candidates as well as recruiters.Social Networking . That seems to be the term of the decade. Everywhere you go, it's Web 2.0 this, social networking that, Linked In this, Facebook that. Who would have imagined back in the day that social forums would evolve into professional networking opportunities? I teach a few webinars that focus on not only Linked In, but social networking to its core. One of the features I read and take advantage of often is the Answers section of Linked In and Yahoo. By answering questions and giving my advice, I seem to draw a lot of people who ask to network with me. An avid user an fan of Linked In, I am cautious about how and with whom I network a...

Job Description vs Job Ad
2008-03-21 13:44:00
You know it. It's part of the game. Recruiters scramble to get the word out to as many job boards, organizations, colleges, networking groups, etc, etc. You get a new req and the search is on for that perfect pipeline of candidates. There's just one thing, though. You didn't create an actual ad!I see more often than not, job postings that resemble something straight out of the legal department. When all is said and done, you have this long laundry list of duties that must be performed for the job. But who wants to read that? I know I like to see dazzling ads that catch my eye. Something creative that captures my attention and makes me want to read on to see if it is something I may (or someone else) be interested in. You must be cognizant of how you portray your company. Everything that goes out to public view says something about your company. A standard job description in an ad shows that you really don't have any flair to your company (even if you really do). It r...
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Who Are You And What Is Your Specialty?
2008-03-20 22:06:00
Hey all. It's been a while. I've been busy. Sorry!Now let me make a disclaimer before I go into "provocative thought" mode (aka rant mode...LOL). I am not speaking of me nor have I been "interviewing". I belong to several recruiter email lists. It's getting so hard to keep up with those things. I often wish there was only one main list that can consolidate all the posts just so we can avoid getting the same stuff over, and over, and over again. But I digress.Being that I know a lot of recruiters, and I like to keep current on what's out there, I will read any Contract Recruiter posting that comes across my inbox. Again, like I said, there are tons of email I get daily, but I make it a point to be in the know in case one of my recruiting buddies is on the hunt. Sometimes I like to call the poster of the email and introduce myself and offer to pass along the information to my network of friends and colleagues (nothing formal). We'll chat about what they are looking for ...
More About: Recruiting

Diversity Misconceptions
2008-01-30 23:36:00
I had a conversation with a few different people (recruiters, hiring managers, company executives, etc) regarding diversity. As you would imagine, having earned the CDR designation garners a lot of attention and is often the start of conversations.Well, I've noticed a trend in these conversations. Because I have the designation, the fact that I'm a woman, and also African American and Hispanic, it is assumed that I have some ready to tap into pipeline to "diverse" candidates. Well this is partly true. But it makes me feel as though I am being stereotyped because of my race(s) and gender. True, I have worked hard over the years to establish key relationships with minority (I hate that word) associations, alumni groups, fraternities and sororities, etc. But I find it insulting that people often look beyond my skills and see my race and gender as a trump card in diversifying their companies.Diversifying may not be an accurate term. Some of the people I speak with express their ...
More About: Diversity , Misconceptions

Adrienne Graham, CDR
2008-01-02 17:54:00
Atlanta Recruiter Announces ?Certified Diversity Recruiter? Designation We are living in a global society. It?s time our workforce accurately reflects this. Atlanta, GA -- January 2, 2008 ? Adrienne Graham announced her designation as a Certified Diversity Recruiter. The certification, granted by AIRS, signifies Ms. Graham?s commitment to diversity in the workforce. ?Living in a global society means valuing and understanding that your organization must reflect the diversity of your clients. Reaching diverse candidates requires an understanding of the values that drive candidates to choose a career, decide to apply for a particular position and ultimately accept a job offer from a company. In recruiting, it is not only a job description that appeals to the values of targeted candidates will go a long way toward attracting them, but your overall message of inclusion and diversity and how you live up to it? says Graham. ?Diversity means total inclusion, not a selective incre...

Happy New Year!
2008-01-01 19:08:00
Happy New Year to all. 2008 is going to be a wonderful year. As I closed out yesterday, I took time to reflect on my success and area where I could improve. As a Recruiter, I am always learning and ever evolving. While the successes far outweighed the not so successful, I made it my mission to continue learning and growing. One area I had slipped in was patience. In our line of work, sometimes hiring managers have a tendency to draw out processes. Instead of being upset about it, I have vowed to make a concerted effort to do what I can to facilitate the process a little quicker. I've decided to continue on my quest for certifications. I plan on earning two more in the first quarter of '08. Call it a "resolution" if you like, but I prefer to think in terms of goals instead. I also vow to be even more attentive to my managers' needs and further develop my candidate relationships. I feel that we can do more as Recruiters in embracing these relationships. Sure, I can't of...
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The Power Of Positive Candidate Relationships
2007-12-10 19:16:00
Have you ever had a candidate, when all was said and done, tell you "thank you"? If you haven't experienced this, you are doing something wrong....maybe.In the course of a day I deal with tons of candidates via email and phone. For every one gem that I find that may be a great fit, there are 25 candidates who are wrong for the position I am contacting them for. It is easy for a Recruiter to remain cheerful and friendly to the top tier candidates. But how many Recruiters actually take the time to establish a relationship with candidates who are no longer in the running?I had an incident recently where there was a candidate (bless her heart) was too green for a position I was working on. You see, she had been in her new career path for only a year but the company she was with was not going to allow much growth for her. So she decided it was time to take charge of her career (a woman after my own heart!). We had a lovely conversation, and midway through, I determined she wasn't...
More About: Power , Relationships , Positive , Candidate

Diversity Recruiting
2007-12-10 05:01:00
Well, I did it. After years of diversity based recruiting, I finally made it official. In November, I took the class and passed the certification test for the CDR (Certified Diversity Recruiter). I admit, when I registered for the class I had no idea what to expect. Would it be cookie cutter "politically correct" content? Would it give me a new perspective on diversity? Would it be more of the same "hire more African Americans, Hispanics and Asians"? I went in without any expectations other than to prepare for the certification exam. Well I was pleasantly surprised. While most of it was refresher for me, a good portion was stuff I hadn't thought of before. We are a global society and we as Recruiters should think beyond ourselves (so-called minorities in the U.S.) and think of other countries. As technology continues to advance and as trade agreements are created, we need to start thinking in terms of a level playing field. With online tools and technology, I have been ab...
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U.S. Recruiting vs EMEA Recruiting
2007-10-31 15:48:00
Hi everyone.Wow! It has been more than a month since my last post! I must be that busy! :)Not too long ago, I was allowed to join an EMEA Recruiting blog by one of my Linked In contacts. I was thrilled to be allowed access to such a great group. I see it as a way to finally begin growing my network abroad and learning from the fingertips of others who experience the day to day of recruiting across the pond. I have a passion for what I do and I am always looking to learn more and grow. I have emersed myself in continuing recruitment education here is the U.S., but for the last 3 years I have been on the search to learn about recruiting practices abroad. I have been taking language classes and researching as much as I can about the various countries I would like to eventually recruit in. But I feel it isn't enough to give me a clear view of international recruiting.I have posted questions in forums such as Linked In and have gotten some great responses from expats working abroad...

Career Fair Recruiting
2007-09-05 15:08:00
Diversity fairs, open houses, invitation only interview days, industry fairs, conference sponsored fairs. They all seem to have a similar tone and reaction.I often hear many recruiters and HR staff lament that career fairs don't often provide the best return on their investments. And for the most part, I agree. I have attended many fairs and conferences during the life of my career. I've polled attendees and exhibitors and often get the same message. Less than desirable results. Candidates feel they don't get the attention of recruiters, and recruiters feel that the open call type of environment doesn't yield the desired results. The only ones who truly benefit from them are the hosts. Have you seen the fees to exhibit at those things? There are companies that only care about aligning their name with the latest greatest cause (think Diversity, Women, etc). They don't really have any openings nor do they anticipate having any in the next quarter or so. They don't even h...
More About: Recruiting , Career , Fair

Recruiting, Rocket Science??
2007-08-28 19:40:00
Recruiting Is Not Rocket Science I often speak with other recruiters about recruiting. Sure we chat about other things (it's not like that's all we have in common or care to talk about!) but we always end up having a discussion about recruiting and recruiting styles (or skills).Recruiting can be whatever you make it out to be. If you stay on top of the "new and improved ways" to recruit and source, then nothing much should shock you. One of the ongoing conversations I have is the lack of good recruiters in the market. One confidant told me that she often gets tons of resume submissions from recruiters who look fabulous on paper. But when interviewed can't clearly convey what differentiates them from others. One person replied "it ain't exactly rocket science. You screen some people, schedule some interviews, make some offers. How hard could it be?". Well, I used to be shocked but I can't legitimately be shocked any more. Mostly because I hear this often myself.I take off...
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Candidate Development
2007-08-26 01:01:00
Candidate Development One of the most important aspects of recruiting is Candidate Development. Any true blue recruiter will tell you that this is vitally important to the process. Why? Because you need to be sure of what you're getting and the candidate needs to be sure of what they're joining. There are two definitions of Candidate Development:1) Sourcing- Personal contact by recruiters to develop candidates into qualified and interested professionals who are within your hiring parameters.2) Preparation- Preparing your candidates for the interview and hiring process within your company and possibly for a continued relationship even if they are not selected.For the purposes of this blog entry, I'll focus on #2. Candidate Development (CD) is especially critical in executive recruitment, but that isn't the only place that it is necessary. I think people forget that even if it's an entry level position, candidates still need to be developed, coached and prepared. I think it ...
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