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Companies Not Hiring, Workers Not Looking As Economy Falters

The ranks of passive jobseekers are growing as workers decide now is not the time to look for a new job. Many, in fact, are considering taking classes to improve their job prospects, while 41 percent told pollsters they intend to stay in their present job until they retire. Another 38 percent said they expected to hold onto their current job for at least another year.

Wise decisions, considering that only 23 percent of the companies surveyed intend to add full time workers in the next three months.

Whole article here.
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Best Recruiting Conferences

Adil Wali, CEO at Rich Apps Consulting, asks, over on LinkedIn:
What are the most cost-effective and useful Recruiting/Hiring conferences to attend? I know that there are a number of conferences centered around hiring and recruitment, but many such conferences are too 'commercially-tainted', and have fewer networking and learning opportunities than others. I'd like to attend a non vendor-dominated conference so that I can learn more about the recruiting space and build valuable connections. Any suggestions?

None so far here but I'm sure some of YOU can make some suggestions!
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Non-Competes

In a unanimous vote, the California State Supreme Court said (August 7, 2008) that an employer cannot limit an employee from going to work for a competitor or from contacting clients of the former company.

In other words, “An employer cannot by contract restrain a former employee from engaging in his or her profession, trade or business,” said Justice Ming Chin in today’s ruling. He said the law recognizes only a few limited exceptions, for non-compete agreements that are part of the breakup of a corporation or partnership.”

Read more here.
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Are Employee Referrals really better?

Kevin Stakelum, Staffing Manager at Microsoft asks, over on LinkedIn:
Are Employee Referrals really better?
Hello all,
From what I have read, it is generally accepted that referrals are a great source of candidates, and in many cases they are claimed to be better than any other source. "Conventional Wisdom" supports this claim. However, when I look at the hiring percentage of referrals, I find that they are hired at the same percentage as other sources of hires. It seems that if this were a "better" source of hires, the hiring percentage would be higher...What are your thoughts on this topic? Are referrals really better? Thanks, Kevin

It looks like it's going to be an interesting string, with 14 answers in the first 20hours pf posting alone!
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What Engineers WANT To Hear When You Call

You get called, emailed, contacted by a Recruiter. This person has 20 seconds to make an impression. What do you want to hear, not hear? Answers here.
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Solution Sourcing

Today, respected noted recruiting industry expert, national speaker, and columnist Lou Adler wrote, over on ERE, about sourcing. He said, “…we (recruiters, recruiting managers, and HR leaders) spend far too much effort, training, money, and resources than necessary on sourcing.”

In the preceding paragraph, this author misidentified the syndrome, saying, “If you've ever lost a good candidate because someone conducted an inaccurate interview, someone on the hiring team didn't like the person's personality, or a top candidate decided not to pursue your opportunity, you've experienced over-sourcing syndrome.”

No, what you’ve experienced is bad-hiring-practices syndrome. The fact of this complicated matter is, like Shally Steckerl has stated, most companies still don't understand what good sourcing is about. Most hiring managers and many in HR STILL haven’t heard about it and are pleasantly surprised when the solution is presented. In another past article on the esteemed network, Dr. John Sullivan, stated, “75% of the corporate recruiters and 98% of the managers I have worked with have never heard of [names sourcing]”.

SpitzerSaga=HR Challenges

Classic MBA Case Study
As it turns out, prostitution has business principles, human-resources challenges and marketing difficulties just like every other line of work.

Among conversations the FBI captured from phone calls, e-mail and text messages was one which two principals concluded that there was no point in advertising in Miami because of a tight supply of prostitutes.

In a different conversation, the two bemoaned that the Los Angeles market was sluggish because of too many girls, not enough demand. It was Economics 101, right out of Adam Smith.

To keep customers happy, the company offered lots of options. Customers who paid cash got a discount, much as you might when you fill up the car at certain gas stations.

Two prostitutes for four hours came with a price tag of $3,600 for cash, but $4,140 on the American Express card.

Taking a page from the auto industry, Emperors even offered a ``buy or lease'' option. A customer who tried a prostitute and liked her could pay a fee to buy her out, thereafter doing business with her directly and avoiding the middleman. Whole article here.

Top Candidate Concerns

Kevin Stakelum, Staffing Manager at Microsoft, asks a very interesting question over on LinkedIn: In today's hiring market, what are the top candidate concerns that you face? Is it job content? Upward mobility? Salary? Relocation/Housing related? Others? In your experiences, what are the top 3-5 concerns that you have to overcome when talking to prospective candidates and how do they compare to the top concerns that candidates shared 12 months ago? Thoughts?

See the original question and many answers here.
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Do something today you don’t think you can do. Lose phone fear here.
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Why recruit pain-in-the-neck passives

Nationally known recruitment consultant Peter Weddle tells us how (and why) to recruit passives.

...the average experience level of passive prospects was 18.4 years, with over half reporting more than 20 years in the workplace. The average for active job seekers, in contrast, was 14.9 years of experience, with slightly more than a third reporting more than 20 years on-the-job.

Sourcer vs Full Life Cycle Recruiter?

Another GREAT LinkedIn question generating GREAT LinkedIn responses!

There is a perception in recruiting that "Sourcers" are somehow less skilled than "Closers". As I was recently interviewing, I was looking at both sourcing and full lifecycle positions, and the sourcing positions I was looking at were considered "stepping stones" to full lifecycle positions. Sourcing roles also have typically paid less in my area. What is your perception? Is it more difficult to get a passive candidate interested in a new opportunity, or to close someone who has gone through the entire interview process?
Read original question and answers here.
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Sourcers! Don't be left out. Get listed in the 2008 Book of Sourcers!
Do something today you don’t think you can do. Lose phone fear here.