• Advice and How-To's

A Perfect Week, The Perfect Day: Time Management for Recruiters

by

David Szary

Jun 6, 2003

inShare32

One of the best things about being a recruiter is that you can pretty much predict the events and activities that will occur during the day. It’s also easy to identify the things you need to get done, prioritize them accordingly, and then plow through the day and accomplish it all. Yeah, right…in our dreams! Actually, one of the biggest challenges recruiters face is trying to manage their schedules and accomplish the “tasks at hand” in a work environment of constant change, interruptions, fire fighting, etc. If you’re a recruiter, your time management, planning, multi-tasking and organizational skills are tested to the max each and every day. It’s often enough to drive a normal person crazy! A Perfect Week, The Perfect Day In a past article of mine, Steering Clear of Recruiter’s Rut, I discussed tactics you could use to inject life into the day-to-day grind of recruiting to become more productive, efficient and have more fun. In order to beat recruiter’s rut, right after that article was written (and to practice what we preach), our office adopted “A Perfect Week, The Perfect Day” routine. This routine has personally helped me (and our entire team):

• Dramatically improve my time management, planning, and organizational skills
• Manage multiple projects/ and tasks
• Not forget things that often used to fall off my plate
• Get more things accomplished in less time!

Can you have a perfect week? A perfect day? The answer is probably no. While we strive to complete each week and every day perfectly, it rarely ever happens. But if you take a defeatists’ attitude and never try to have a perfect week (or perfect day), I can pretty much promise you it will never happen. A great analogy to illustrate this point is that of a football coach (or any athletic coach for that matter) preparing for a game. All week long, a coach and his assistants spend 16 hours a day in preparation and practice to prepare the perfect game plan. They try to predict what the other team is going to do and, based on that prediction, develop a plan of action to do the things necessary to win the game. Six days of intense preparation, planning, and practice ó all to find out that one minute into the game, their opponent’s strategy is vastly different than what they prepared for! So what do they do? Throw in the towel and give up? No! They adjust their plan of action (based on the new strategy of the opponent) to win the game. If you talk to a coach, this happens more often than not. So why do they spend all that time preparing for the game if they don’t know the other teams strategy? There are lots of reasons. But minimally: “A plan that needs to be changed is better than no plan at all.” To me, this is no different than what recruiters face each and every week. How many times have you started a week thinking that you have X requisitions to work on and X things to get done ó and then by 10:00 a.m. Monday every thing has changed! Positions go on hold, candidates don’t accept offers, and new positions are thrown on your plate. This is why our office created “A Perfect Week, The Perfect Day” routine to help set a strategic course for the week AND to allow for changes that might pop up each and every day. Developing A Perfect Week At the beginning of each week (Friday before you leave for the weekend, over the weekend, or early Monday morning), we list all the activities that we want to accomplish in the upcoming week. We organize these activities into two categories:

1. Billable. Billable are activities directly related to hiring new employees (a recruiter’s primary job). In Business 101 class in school, they called these “line” activities: things that directly contribute to making money for your organization. For recruiters, we get paid for hiring quality people! Examples include prospecting for candidates, making offers, attending job fairs, setting up interviews with hiring managers, qualifying a requisition, etc.
2. Non-billable. Non-billable (or staff) activities are things that you must accomplish and typically support your line activities. Examples include entering candidates into your ATS, developing postings for the Internet, activity reporting, department meetings, training, paperwork, etc.

We then document activities in our perfect week as either actions or results. Some examples of actions:

• Source six hours on the Branch Manager position.
• Get requisition from Horseman for the SVP of IT.
• Attend EEOC/Compliance training on Wed.

Examples of results:

• Get three submittals to Koesel for the IT audit position.
• Close Doris Kellsy! Get a start date!
• Get Lisa and Catherine scheduled for interviews with Minnick.

The template (and an example) we use to document our perfect week would look something like this:

David’s Perfect Week Billable:

• Source six hours for BM position. Get three submittals to Minnick.
• Get requisition from Horseman for the SVP of IT.
• Close Kellsy and get her to start on the 24th!
• Attend job fair in Fairfax ó hopefully get 10 good candidates.
• Source four hours for SVP position ó goal is two submits to Craig.
• Set up date for Lisa and Catherine to interview with Williams. Non-Billable
• Finish website information and post.
• Do edits on website from CC.
• Make travel arrangements for Charlotte trip.
• Do expenses.
• Pull of posting of the Internet.
• Update job posting for BM position.
• Attend EEOC/Compliance training on Wed.

Every Monday morning, we have a team meeting to discuss last week results and our plan of action for the upcoming week. We have fun with this meeting! We critique our own performance. We discuss how the week went ó what we did get done; what we didn’t get done. We rate our performance like grade school: A through F, plus or minus acceptable. We post everyone’s perfect week on a flip chart for all to see. This makes it is easy for review purposes. We also use this meeting to share information, to ask for advice, and to get our “game faces” on for the week. If you are part of a “remote” team, have a conference call. If you work by yourself, meet with yourself! The Perfect Day To actually accomplish the activities outlined in our perfect week we create the perfect day. Prior to starting the day, we review our Perfect Week (to see what we still need to accomplish) and work in progress from the previous day and develop a plan of action. For peer support, we email out this schedule to our teammates to kick off the morning in a positive manner. A typical perfect day email looks like this: 7:30-8:30 Planning, return emails, call Bob about Sue
8:30-11:00 Sourcing for SVP position (database search and Internet research)
11:00-12:00 Interview with Joe Edwards
12:00-1:00 Lunch; return emails, voicemails; call to cancel hotel reservation
1:00-1:30 Meet with Barb to qualify new position
1:30-4:00 Call/email all candidates I found in dbase and through next research
4:00-5:00 Return all emails from net postings
What I want from my day: I hope to get the requisition qualified with Barb and find at least two qualified candidates (and talk to them) for the SVP position! The perfect day routine forces us to keep reviewing all the activities we want to accomplish during the week. By sending out the email (and receiving them from my peers), it forces all of us to plan our day. Questions on “A Perfect Week, The Perfect Day” Routine

• Does each week and every day go perfectly? Absolutely NOT! Like a coach preparing for a game, rarely do I see it go perfect. But I do know that with this tactical level of planning, I am getting more done and managing my time better than ever before.
• What happens if the activities you document in your perfect week change 180 degrees during the week? Then I readjust and develop a new plan of action. Plans were meant to be changed. That is what The Perfect Week routine is for. To allow for changes that occur during the week.
• How important is the format for the perfect week/day routine? Not important at all. Do what makes sense for you and document it with tools that you use. (I still use a day planner. I know many of you probably use Outlook or a Palm Pilot.)

Helpful Hints

• Frontload your week. I like to play a game with myself and try to check off as many activities as early as possible in the week. This is motivating and allows me the option of cutting out a little early on Friday knowing I had a great week. What an awesome feeling!
• Have fun with this routine. In our planning meeting, or when we shoot our perfect day routine via email, we send motivational quotes, jokes, etc. to lighten up the day.
• Create contests against your teammates or yourself. When planning your perfect day, challenge your peers (or yourself). See who gets a hold of the most candidates; gets a candidate to accept an offer; etc.

This routine has dramatically improved my planning, time management, and organization skills. More importantly, I am getting more done in less time and not forgetting to do things that in the past often fell off my plate. If your having a difficult time managing all the things us recruiters have to get done during the day, I would encourage you to develop a perfect week and plan the perfect day! Let me know how it works.

3 things you should know about your recruiting by ChrisBarblc

For any recruiting organization to be successful it is important to know what recruiting activities are driving performance in bringing in the most qualified candidates and hires. To know this information, you need to set up a way to collect metrics and analytics in your recruiting process and most importantly a way to easily display this recruitment marketing data so you can make quick informed decisions on ways to improve your recruiting strategy.

But what data and metrics should you be checking on a daily and weekly basis?  What levers are so important to your recruiting that you should know what they are at the beginning of every day.
This will be a little bit different for every organization but here are 3 that you should be able to answer about your recruiting organization today:

1. How many qualified candidates are you getting?

While you know how many applicants you are receiving for your jobs, you will want to become more specific than that. You don’t just want to know how many candidates apply but you want to know how many of those candidates are actually qualified for the position. This will give you a true view on how well your job ads are performing.

2. What is your best recruiting channel?

Once you know how many qualified candidates you have applying, it is important to know where they are coming from. By having recruiting metrics where you can see qualified applicants (and hires) for every recruiting channel you use, you’ll be able to more accurately determine your recruitment marketing mix for the best ROI instead of just using the same channels you always use. It will also tell you what types of channels bring in the most applicants: social recruiting, job boards, Google and other recruiting channels.

3. How many contacts do you have in your Talent Network?

Every job distribution campaign you run represents another opportunity to add qualified candidates to your Talent Network. To make the most out of your Talent Network, you should know how many qualified candidates you have not only overall but in the specific disciplines that you recruit in whether it be marketing, sales, engineers, etc.

Successful recruiting companies know what recruiting levers provide the best results and ROI for their organization. In order to do so, they collect the recruiting metrics and analytics that are important to them and their company.

Do you know the things you should about your recruiting organization?

Straight Talk: How Do You Tell a Bad and Persistent Candidate to Go Away?

by Tim Sackett on Aug 2, 2011, 7:45 AM  |  2 Comments

inShare22

Every Monday morning we have a recruiter meeting at my company, HRU.
The purpose of the meeting is for our recruiting department to share with each other what they are working on, what they’ve accomplished the prior week, and give updates that the full group might need to know.
Something came up this week that I wanted to share. Like most recruiting departments/companies/etc., we have our “Repeat Offenders” – these are the people who just won’t give up. At one point, a recruiter probably called them, and maybe even interviewed them, possibly even hired them, but now they won’t leave you alone – they call, they email, they LinkedIn, send Facebook Friend requests, etc. Basically, they have become a stalker!

Here’s an easy, 1-step solution

This morning, one of the recruiters says “Mr. Jones (I’ve changed the name to protect the guilty) won’t stop bugging me. He emails his resume to me ‘every’ day!”
We know Mr. Jones because Mr. Jones used to work for us at a client and it didn’t turn out so well. Now, Mr. Jones wants us to find him his next assignment. The problem with Mr. Jones isn’t skill related, it’s personality related – he’s annoying. He was annoying to the client, to his work group peers, he is annoying to us, and I’m pretty sure he was annoying to his ex-wife – thus the “ex”!
So, the BIG question. How do you get Mr. Jones to stop bugging you? This happens to every single recruiter I know eventually.
Here are the steps I use:

1. Tell them!

That’s it – no more steps.

Use straight talk rather than being conflict avoidant

Here’s our problem as recruiters: we never want to burn a bridge. “Well, Tim, you don’t know where he might go, who might hire him, I don’t want to ruin my reputation.” Bullshit. You’re being conflict avoidant, and if you look at your last performance review, I bet under “opportunities” it probably says something about avoiding conflict or not confronting issues head on.
I had a very good HR mentor once tell me that “it’s best to deliver them that gift, then to allow them to walk around not knowing.” Once you start being straightforward you’ll be amazed at how many people will say, “No one has ever told me that!”
And that’s the problem – no one ever tells them the truth, thus they keep doing the wrong thing instead of trying to fix what is wrong.
How do you get an annoying candidate to stop bugging you? You tell them exactly, very specifically, very calmly, with no ill intent – “I want to give you a gift. You might not see it as a gift right now, but I hope in time you’ll understand it to be a very valuable gift. I (don’t use “we” or “us” or “the company – you’re avoiding again by using those) – I think you have a very bad personality flaw that comes across as annoying to me, and from the feedback I have received, to those you work with. If this does not change, I won’t be finding you any job in the future, and you’ll probably struggle to find one on your own as well.”

It’s rude to string a bad candidate along

OUCH! That hurt right? But read it again; was there anything mean or untrue in the statement? If this person actually listens to the statement and acts on it, will they be better for it? You can change the reason for whatever issue the person might have – maybe it’s hygiene, maybe it’s a crazy laugh, who knows – but the basic message stays the same. You need to change, or I never want to speak to you again.
It’s hard for recruiters to understand this, because 99 percent have been taught to be nice, thoughtful people and not to be rude. This sounds a bit rude. In reality, I think it’s rude to string a person along and not care enough to actually tell them what is wrong and to help them.
Stop telling candidates your blow off lines and start telling candidates the truth. At the very least, you’ll have more time on your hands to talk to the candidates you really want to speak to!
This was originally published on Tim Sackett’s blog, The Tim Sackett Project.

What Your Recruiters and Their Style Says About Your Employment Brand

by Ron Thomas 

inShare26

“You are the best interviewer I have ever had!”
That is what my wife was told last week after she finished interviewing a prospective employee. She said that the statement made her day. However, my wife is not in HR; she was the hiring manager for this role.
Contrast that with a phone call later in the evening from a friend had gone on an interview. She told me how the recruiter was so terribly rude.
“The recruiter acted as if I had ruined her day,” my friend told me. She said the recruiter rushed her through the answers to her questions and kept looking at her watch. “Why did she bother to invite me to a face to face?” she wondered. She could just as easily rescheduled if she was having a bad day.

Recruiting as the first step

There was another recent story I heard from someone who flew out to the Midwest for an interview with all the prospective team members.
First up was the hiring manager, a senior officer, for a 45 minute scheduled interview. Well, the hiring manager showed up 15 minutes late, apologized, and seemed rushed and extremely distracted.
The interview only lasted about 15 minutes. The hiring manager apologized, saying she would have to leave since she had a flight scheduled in an hour. She left the room to check on her team to see whether they were ready to see the candidate as the next step in the interview process. The hiring manager was never seen again. The candidate saw the rest of the team and had a good interview.
Weeks later, this candidate received an email stating “that after much consideration, a decision was made to go with someone else.” Upon further checking, she found out the other candidates all got their allotted time with each member of the interview team.
We have all heard these horror stories and I for one get upset when I hear them. Now, I know there are good and bad apples everywhere. We should never use a broad brush to paint any profession. Like in most industries, for every good recruiter, there are scores of incompetent, ineffective, indifferent and sometimes indiscreet recruiters. That being said, there is no excuse for rudeness.

Medical profession takes note

I read an interesting New York Times article the other day. It discussed that how, as part of the admission process to medical schools, doctors are now put through a string of assessments to gauge their bedside manner and communication skills.
At a new medical school, Virginia Tech Carilion, the administrators decided against relying solely on grades to determine who got in. Instead, the school invited candidates to the admissions equivalent of speed-dating: nine brief interviews that forced candidates to show they had the social skills to navigate a health care system in which good communication has become critical.
At least eight medical schools in the United States — including those at Stanford, UCLA, and the University of Cincinnati — and 13 in Canada, are using some variation of this procedure. Think for a moment of the impact on the health care system in the future.

Recruitment as part of the talent management strategy

Does a person finish school stating that at the top of their career pyramid is a position as a recruiter? Or is it a way-station on the road to an HR generalist position or some other role? Is this a career destination?
In companies that I have worked at, the next step up from HR coordinator was junior recruiter. In a lot of cases, there was no formal training done. Give them the low hanging fruit (entry level jobs), they can handle that.
As part of any talent management strategy, the recruiter is the “gatekeeper.” They are the face of the company. They are the brand. Should we just leave it to chance and hope that they will figure it out?
The brand of your organization is in their hands. Every potential piece of talent is going to be viewed through that initial contact prism. You cannot afford to skimp on this step.
At a former employer, my team developed a thorough interviewing & hiring seminar. Every hiring manager and recruiter was trained not only in setting up the strategy for interviewing, but also syncing that with the hiring manager. The seminar emphasized that building the relationship, and the importance of representing the brand, were key parts of the hiring strategy.

The recruiter as a branding agent

Do not take this step lightly. Recruiting is a nobel profession, and the weight of your company is in the recruiter’s hands.
If you can’t get this first step right, you can put a pin in all the other initiatives going forward. Otherwise, you have new employees coming in with low expectations, and the ones you passed on left on the curb having all the social media power to tell their story about your brand.

6Cs of Passive Candidates

The 6 Cs of Passive Candidate Recruiting Plus 1

by

Lou Adler

Aug 4, 2011, 6:56 pm ET

inShare102

As Malcolm Gladwell points out is his bestseller The Tipping Point, little things can make a big difference. The same is true when it comes to finding, recruiting, and hiring passive candidates. One big thing recruiters can do is tame their hiring manager clients. Taming your hiring managers is an essential first step if you want to recruit passive candidates.
As was pointed out in a major study we did last year with LinkedIn, 82% of LinkedIn’s fully employed members characterize themselves as passive candidates. While they’d be open to talk with a recruiter, they are not interested in a lateral transfer, applying through your ATS, or working for a company that doesn’t know how to hire and develop talent. To find and hire these people, especially the best of the group, recruiters need to not only tame their hiring managers, but also employ the 6 Cs for recruiting passive candidates. These represents the key tipping points involved in any passive candidate search effort.
Over many (many) years, I’ve worked on search assignments with more than 500 different hiring managers on positions ranging from staff accountants and senior engineers to functional VPs, COOs, and CEOs of all stripes and sizes. From these experiences I’ve discovered a bunch of challenges that need to be addressed before you start looking for candidates.
Collectively they represent reasons why you must tame your hiring managers as part of any search assignment — at least if you want to fill the position with some top-notch in a reasonable period of time. Here are some basic rules for taming your hiring managers. (More)

Basic Rules for Taming Hiring Managers

1. Make sure the manager understands real job needs. Ask the hiring manager what the person must accomplish over the course of the first year that would indicate why the person is a top performer. I refer to this list of performance objectives as performance profiles. The idea behind this: if the person can demonstrate they’ve done comparable work, they obviously have the requisite skills.
2. Make sure the hiring manager “owns” the employee value proposition. Before you start hunting, make sure you ask the hiring manager why a top person with a lot of upside potential would want your job. Forget the apple pie and motherhood. This EVP must be specific and related to the actual job. As you’ll see below, this forms the core of the candidate’s intrinsic motivator for looking.
3. Insist that the hiring manager be open to talking with candidates on an exploratory basis. The best people are looking for career moves, not lateral transfers. Passive candidates aren’t even looking. By giving these prospects a chance to talk with a hiring manager on a peer-to-peer level to see if your opening represents a possible career move, you’ll add a lot of strong candidates into the top of your funnel.

Of course there are more taming rules aside from these, but this is a good start. As you’ll discover though, they’re not enough. In this case — especially if you want to find and hire the best passive candidates — the 6 Cs come into play. Here’s a quick take on what they are and why they’re critical.

The Key Tipping Points for Recruiting Passive Candidates — a.k.a. “The 6Cs”

1. Compelling: you must be able to capture the candidate’s intrinsic motivator in your job posting, voice mail, or email. It’s what will get your hot prospect to pay attention to the message. For a staff engineer it might be pushing the envelope on a new technology. For an executive it might be a chance to turn around a troubled business. For a flight nurse it’s probably something related to the daily rush involved in helping save someone’s life.
2. Control: make sure your opening questions requires the prospect to tell you about him or herself before you tell the person about the job. The things that a candidate asks about when first contacted by a recruiter (pay, title, company, location) are not the same when deciding which offer to take (opportunity, growth, challenge). Control allows the recruiter to position the conversation at the beginning to ensure that the best prospects don’t opt out for the wrong reasons.
3. Career: during your first call you must be able to convert your open position into a career opportunity on the fly. If the candidate describes her job in some detail first (see point two above), the recruiter will have the opportunity to determine if your current opening offers the candidate a true career move. Part of this could be adjusting the scope of the job up or down to better meet the candidate’s career needs.
4. Connect: Even if your prospect isn’t perfect, he or she is probably only one degree of separation from someone who is. Once you decide the person isn’t ideal, start networking. One way is to connect on LinkedIn and start looking at the person’s connections and ask about specific people. Get their qualifications and then start calling.
5. Conviction: Persistence is key. You must understand your job opening, and why it offers a career opportunity — and you must not take “no” for an answer. If you’re not convinced of what you have to offer is great, neither will your candidate.
6. Close: You’ll never have enough money in the budget to pay the best prospects what they want. You can minimize the blow here by selling and closing on the career opportunity your position offers, not the compensation it pays. If you miss this critical “C” the others won’t matter.

Whether the candidate is passive or not, if you want to hire top-notch talent you’ll need to employ the 6Cs on every assignment. They’re all critical tipping points in your hunt for the best people around. The biggest tipping point of them all though, is to make sure you’ve tamed your hiring manager client. Without this person onboard and committed to hire the best, all of your good efforts will have little payoff.

tags: passivecandidates

Recruiting Resources (from billradin.com)

Applicant Tracking Systems (ATS), Software & Automation Products

“Adapt”	Bond International 800-882-BOND  -  www.bondadapt.com	Details all activities and provides a full range of office automation aids.
“Akken Staffing”	Akken, Inc. 866-590-6695  -  www.akken.com	The industry's first integrated, all-in-one front and back office staffing software system.
“Alchemus”	iNetGen Inc. 949-852-2762  -  www.inetgen.net	Web-based tracking system that emulates the workflow of staffing and recruiting.
“Applicant ProTrak”	Gray Fin Technologies 949-856-9820  -  www.grayfin.com	Improves time to hire through real-time requisition status reporting
“ApplicantStack”	Racarie Software 919-654-4560  -  www.applicantstack.com	Applicant tracking and e-recruitment software specifically designed for small to medium-sized businesses.
“Apprentice”	Sourcer Products  360-737-9678  -  www.sourcer.com	Software for recruiting firms, temp agencies and companies that process resumes.
“Attract”	Evalica                +44 (0) 1342 310100 (UK) 888-362-9440 (US) - www.attract-hr.com	Flexible web-based recruitment CRM system with unique matching features.
“Avionté”	Avionté 651-556-2121  -  www.avionte.com	Easy to use, flexible, integrated front and back office software solutions for staffing and recruiting firms.
“Big Biller”	Top Echelon Network 330-455-1433  -  www.bigbiller.com	Affordable Web-based software system with an abundance of time-saving tools.
“Bullhorn Staffing”	Bullhorn, Inc.  617-464-2440  -  www.bullhornstaffing.com	ASP application offering complete, customizable control of your data and CRM.
“Candidate Manager”	Candidate Manager 416-551-9402  -  www.candidatemanager.net	Low-cost, highly functional web-based applicant tracking, talent management and restructuring solutions.
“CAPS”	CAPS Software 800-617-7810  -  www.capssoftware.com	A world-class software solution for contract staffing, contingency and retained search.
“cBizOne”	cBizSoft, Inc. 972-713-3888  -  www.cbizsoft.com	A PSA for easy management of consultants, employees, contacts and requirements.
“COATSsql”	Sarach Technologies 800-888-5894  www.coatssql.com	Fully Integrated Full Service Staffing Software for single or multi-state offices. Employees through General Ledger.
“CVTracer”	CVTracer Software (888) 329-7354  -  www.cvtracer.com	Web-based solution streamlines applicant tracking. Manages the recruitment process.
“Deskflow”	Workflow International, Inc. (416)-932-0020  -  www.workflowint.com	Automatically designs and creates web-application forms that potential candidates can respond to via a web-browser.
“eBoss Solutions”	eBoss Ltd.. +44 (0) 20 7183 0675  -  www.eboss.co.uk	Web-based recruitment software with optional website integration, unlimited CV parsing and postcode search.
“eEmpACT”	Prairie Development Co. 800-456-5660  -  www.eempact.com	Comprehensive placement and retrieval with accounting and business management.
“Encore 4.0”	The Cluen Corporation 212-255-6659  -  www.cluen.com	A scalable, comprehensive recruiting software solution.
“ePursuant”	Pursuant Technologies, Inc. 877-776-8800  -  www.pursuanttech.com	Robust and cost-effective enterprise solution for consulting, recruiting and staffing businesses of all sizes.
“EZaccess”	Personic Software Inc. 800-342-2222  -  www.personic.com	Automates the entire applicant tracking workflow process.
“Fill-Staff 10”	Fill Staff 501-205-4350   -  www.fillstaff.com	Cost-effective desktop tracking system that ties into ACT.
“Fleetware Recruiting”	Fleetware, Inc. 888-435-3389  -  www.fleetware.com	Robust & Customizable recruiting/applicant tracking software.  Desktop or web based.
“Forage Resume”	Advanced Information Management 972-618-4743  -  www.forage.net	Tracks clients, candidates, skills, projects and job orders. Supports multiple and remote users.
“Gopher for Recruiters”	BlackDog Recruiting Software, Inc. 970-349-0364  -  www.resume-software.com	Recruiting applicant tracking staffing software Since 1980.
“Head Hunting System”	Safari Software 920-485-4100 -  www.safarisoftproducts.com	Powerful, feature-packed ODBC automated software system for temp and perm.
“Hirebridge”	Hirebridge, LLC 954-974 2435  -  www.hirebridge.com	Web-based system includes searchable job board and resume submission tools.
“HireDesk”	Talent Technology 866-747-3375  -  www.talenttech.com	Complete solution includes e-mail, database, Web site posting and client management.
“HireTrack”	SIMPATIX 877-467-2849  -  www.simpatix.com	100% Web-based job posting, resume management and applicant tracking.
“Humanis”	Questek, Inc.  800-246-8526  -  www.questekinc.com	Simple and powerful front office and back office tools to manage staffing operations.
“iRecruiter”	iCIMS.COM 800-889-4422  -  www.icims.com	Next-generation ASP candidate acquisition and tracking solution for Web recruiting.
“JobDiva”	JobDiva, Inc. 866-job-diva  -  www.jobdiva.com	The future platform of search and recruitment workflow.
“Jobvite”	Jobvite 650.376.7200  -  www.jobvite.com	Complete recruiting platform: applicant tracking, social recruiting, CRM and analytics. Try Jobvite Share for free!
“MaxHire”	MaxHire Solutions, Inc. 800-206-7934  -  www.maxhire.net	Full-featured client/server program includes advanced resume parsing.
“mindSCOPE”	One On One Staffing Software 888-264-7236  -  www.mindSCOPE.com	Provides full functionality and customization required by progressive staffing agencies.
“MrTedTalentLink”	MrTed Ltd  -  707-206-6246 +31 (0) 6 27 062 580  -  www.mrted.com	Collaborative environment integrates into any infrastructure and brings stakeholders together in an easy, intuitive way.
“NowHire”	Interactive Solutions Group    800.724.8546  -  www.nowhire.com	Fully automated tracking system that utilizes Web, phone and kiosk technology.
“OpenHire”	SilkRoad Technology Inc. 866.329.3363  -  www.silkroadtech.com	Patented browser integrates with hundreds of job boards for one-click job posting and resume importing.
“PC Hunter” “Mac Hunter”	Micro J Systems, Inc. 800-995-HUNT  -  www.microj.com	Software solutions for staffing professionals.
“PCRecruiter”	Main Sequence Technologies 440-946-5214  -  www.pcrecruiter.com	Microsoft-based applicant-tracking software for any size organization.
“PeopleFilter”	PeopleFilter Technology, Inc. 847.253.9300  -  www.peoplefilter.com	Scoring engine ranks candidates based on a proprietary library of over 13,000 unique occupational skills.
“Persona”	Applied Systems Technology 800-929-3711  -  www.astusa.com	Role-based software that offers different interfaces for each critical job within your staffing organization.
“ProHire”	RecruitMAX 877-394-5644  -  www.prohire.com	Automates recruiting and job posting using artificial intelligence for matching & search.
pssRecruit”	Progressive Software Solutions www.progressivesoft.com	Secure interface allows recruiters to upload & manage job postings on their own sites.
“RDB ProNet”	First Choice Software  +44 01256 314600  -  www.rdbpro.co.uk	Feature rich client server application able to provide "access from anywhere, anytime" capability.
“Recruiter”  “HireSpider”	Pharaoh Software  888-233-4651  -  www.hiringsoftware.com	Supports job and candidate tracking and creates a powerful career Web site.
“RecruitingCenter”	Recruiting Solutions International 877 998-1550  -  www.RecruitingSoftware.com	Web-based recruiting management, skills assessments and timesheets.
“RecruitingWare.com”	RecruitingWare.com 207-255-0900  -  www.recruitingware.com	Provides online recruiting software designed specifically for healthcare recruiters.
“Recruitmax”	Recruitmax   877-394-5644  -  www.recruitmax.com	Tools to manage the recruiting and placement process from beginning to end.
“RecruitTrack”	DGCC.com LLC  877-55-TRACK  -   www.recruittrack.com	Features MS Outlook integration, resume parsing, and advanced search capabilities.
“RESUMate”	RESUMate, Inc.  800-530-9310  -  www.resumate.com	Converts resumes into database records in a single action.
“ResumeGrabber”	eGrabber Inc.  408-872-3103  -  www.egrabber.com	Captures info and resumes from e-mail, attachments, web forms, job boards and enters them into a contact manager.
“Resumix Internet Recruiter”	Resumix 800-988-0003  -  www.resumix.com	Tools to source and track applicants, manage skills and integrate with HRMS.
“RezKeeper”	RezLogic 877-265-6525  -  www.rezlogic.com	Web-based solutions for employers, staffing agencies and recruiting firms.
“Sarah”	HireAbility 650-378-8592  -  www.hireability.com/SARAH	Integrated applicant tracking system, job board, splits network and résumé processing services.
“Sendouts Pro”	Sendouts.com  877-309-5222  -  www.sendouts.com	Integrates applicant tracking & job matching with background checks, skills tests and job posting.
“SimpleSearch”	SimpleSoft, Inc. 503-620-0636  -  www.simple-search.com	Complete, custom systems specifically designed for the recruiting business.
“SmartSearch II” “SmartSearch Online”	Advanced Personnel Systems 800-875-0588  -  www.smartsearchonline.com	Easy-to-use, workable solution to growing employment management needs.
“SonicRecruit”	CareerExchange.com 888-817-9698  -  www.sonicrecruit.com	Affordable, comprehensive and customizable Web-based tracking system.
“StaffingSoft”	StaffingSoft, Inc. 972-267-5194  -  www.staffingsoft.com	Manages talent recruiting, retention, and management from internal staff, to outside vendors, to candidates globally.
“StarSearcher”	StarSearcher ATS 800-762-4185  -  www.starsearcherats.com	Customizable ATS that easily handles all aspects of the hiring process.
“Swiftpro”	Swiftpro +44 (0) 870 873 1270  -  www.swiftpro.com	Recruiting software for organising, automating and streamlining every aspect of the recruitment process
“Taleo”	Taleo Corporation 877-818-2536  -  www.taleo.com	enables small and medium organizations to set up a career site in an hour, configure in minutes
“TeamSpirit”	Bond TeamSpirit  -  +44 (0) 1376 519413 www.teamspiritsoftware.co.uk	An integrated, standalone or outsourced Human Resource system.
“!Trak-It”	!Trak-It Solutions 916-780-8767 x128  -  www.trak-it.com	Includes many standard features found only in much more expensive recruiting solutions.
“WebLoom Recruiter”	Jeda Systems, Inc. 614-985-3664  -  www.jedasys.com	Affordable Web-based recruiting designed for small and medium sized firms.
“WebPAS”	VCG, Inc. 800-318-4983  -  www.webpas.com	Incorporates client, candidate and resume tracking in a single relational database.
“WinSearch”	Relational Systems, Inc. 800-346-7156  -  www.winsearch.com	A turnkey solution for applicant tracking.
“Zoho Recruit”	Zoho  -  888-900-9646 (US)  www.zoho.com/recruit/index.html	easy-to-use ATS that helps track job openings, resumes, candidates and contacts more quickly and efficiently.

[Return to Top] Tools for Finding Active & Passive Candidates

Vendor	Product, Service or Seminar
www.airsdirectory.com - 888-999-8844	Software to implement the AIRS techniques to automate your Internet search.
www.alumwire.com - 800.808.2240 x1533	A professional social media platform to connect with degreed alumni & students.
www.broadlook.com - 877-977-8080	Search tool for finding candidates and companies online.
www.cardbrowser.com - 407-956-2672	Directory of passive candidates in sales, marketing and management positions.
www.doostang.com	Professional networking site.
www.free-for-recruiters.com	An up-to-date list of free resume sites and resume search tools.
www.getautosearch.com - 616-954-9445	Candidate generation tool that searches numerous sites and search engines.
www.hirehub.com - 512-327-9332	Finds, matches and facilitates relationships between companies and job candidates.
www.infogist.com	Fee-based meta search engine designed to scan the Web for resumes.
www.linkedin.com	Professional networking site.
www.resumerobot.com - 888-999-2181	Delivers targeted resumes to the recruiter’s desktop.
www.spoke.com	Professional networking site.
www.staffbots.com - 800-664-7671	Resume mining tools that include Resume Seeker, Resume Mole and Fast Search.
www.talenthook.com - 800-979-HOOK	Scans resume boards and performs x-ray, flip search and e-mail functions.
www.zillionresumes.com - 512-327-9332	Searchable database with over 3 million resumes.
www.zoominfo.com - 866-904-ZOOM (9666)	A search engine with profiles on 35 million people and 3.8 million companies.

Recruiter Training & Professional Services

Vendor	Product, Service or Seminar
ActiveCampaign, Inc. (312) 201-0300  www.activecampaign.com	Automates the email marketing function. Features include newsletter subscription, unsubscription, bounce detection, autoresponders, date-based mailings and more.
AIRS Internet Intelligent Search 888-999-8844   www.airsdirectory.com	“Advanced Internet Recruitment Strategies” is designed to sharpen your online recruiting skills.
AlertSite 877-302-5378   www.alertsite.com	Systems monitoring and security scanning to ensure that your Web-based services are always available and running at peak performance.
Amerinet International, Inc. 800-890-8902   www.cyberrecruitingsecrets.com	“Cyber Recruiting Secrets” training seminar and reference materials for online recruiting by Judy West.
Assessment and Development Group, Inc. 910-221-9053   www.recruiter.personex.com	Specialized job analysis and candidate assessment tools for recruiters.
AutoSearch (800) 518-5644   www.getautosearch.com	Web-based sourcing tool that finds prospective candidates using automated, highly-targeted Internet keyword searches.
Bradley & Parker 516-364-5500   www.bradley-parker.com	Professional property and casualty insurance, including errors & omissions, business interruption and liability.
Employment Agencies www.employmentagencies.org	Directory and referral service that points employers to more than 6500 employment agencies worldwide.
Great Sample Resume www.greatsampleresume.com	Hundreds of sample resumes and resume templates for job seekers.
Haley Marketing Group (888) 696-2900   www.haleymarketing.com	Web site design and full-service marketing, specializing in staffing industry clients.
IBN Interbiznet.com 800-358-2278   www.interbiznet.com/ern/2day	“Advanced Internet Searching and Sourcing” seminar.
Innovative Employee Solutions - 858-300-2752  www.innovativeemployeesolutions.com	Provides support to independent recruiters and staffing firms through back-office assistance, payroll and benefits administration, and employer of record services.
Kenexa Skill Assessment 800-935-6694   www.proveit.com	Skills and competency-based assessments to assist in the selection of qualified employees.
Online Solutions 612-920-3150    www.onlinesolutions-adv.com	Third-party "broker" sells job board (Monster, HotJobs, CareerBuilder, etc.) subscriptions at discounted prices.
Recruiter Support Services 877-772-8777   www.recruitersupportservices.com	Payroll funding, financing, back office administration and accounting for contractors and temp-to-perm.
Recruiter’s Aid 888-654-0020   www.recruiters-aid.com	A fee-based service that performs Internet resume searches and candidate screening.
Recruiting-Online 508-930-9391   www.recruiting-online.com	Customized Internet recruiting seminars by Glenn Gutmacher.
Recruiting Pods 203-572-2053   http://recruitingpods.com	Podcasts that are specifically designed as a marketing tool for staffing firms.
“Reference Checkup” by Checkster 866-800 0709   www.checkster.com	Provides a full graphical reference check report that only requires 2 minute of your time.
Riseway 732-563-9849   www.riseway.com	Internet training seminars by Barbara Ling.
Search Placement Pros 800-803-4071   www.SearchPlacementPros.com	Provides search engine optimization (SEO) that has given 90% of their customers top 3 listings on Google for the search terms of their choice.
StaffingU 866-SU-WORKS (789-6757)    www.staffingu.com	Training, coaching and consulting services in the staffing and recruiting industry.
Streamsend (877) 439-4078    www.streamsend.com	Commercial third-party email services for sending large quantities of email.
SWAT Recruiting 314-962-7515   www.swatrecruiting.com	Training, tips and resources for Internet recruiting by Mark Berger; includes reviews of applicant tracking systems (ATS).
Virtual Coach 732-563-9849   www.virtual-coach.com	Consulting services and publications for Web site design, visibility and internet recruiting.

[Return to Table of Contents]

Split Networks & Collaboratives

Alliance of Medical Recruiters	417-866-1898	www.physicianrecruiters.com
ARG | AgentHR Recruiting Group	877-243-6847	www.IndependentRecruiting.com
Association of Financial Search Consultants	727-521-0477	www.afsc-jobs.com
AtRecruiter.com	877-893-8522	www.atrecruiter.com
BountyJobs Inc.	646-329-9833	www.bountyjobs.com
Dayak	760-444-0150	www.dayak.com
Fee Trader, LLC	720-292-7041	www.feetrader.com
First Interview Network		www.firstinterview.net
FloodGate Medical Jobs	866-885-9778	www.floodgatemedical.jobs
Hireability	603.432.6653	www.hireability.com/recruiter-network
Insurance National Search, Inc.	281-497-5840	www.insurancerecruiters.com
Internet Recruiting Group, Inc. (IRG)	314-439-5186	www.teamirg.com
JobPocrates - Online Physician Recruiting Network	888-926-JOBS	http://jobpocrates.com/index.php
iPRO Staffing	866-504-4776	www.iprostaffing.com
iThrive Pay-for-Performance Network	949-380-8478	www.ithrive.com
Marketing Recruiters Network	972-461-0682	www.marketingrecruitersnetwork.com
National Association of Legal Search Consultants	407-774-7880	www.nalsc.org
National Association of Physician Recruiters	800-726-5613	www.napr.org
National Banking & Financial Services Network	757-463-5766	www.banking-financejobs.com
National Insurance Recruiters Association	714-536-8603	www.nirassn.com
NPA, The Worldwide Recruiting Network	616-455-6555	www.npaworldwide.com
OpenReq - Recruiting Recruiters	800-231-4172	www.openreq.com
Recruiter 2 Recruiter		www.Recruiter2Recruiter.biz
Recruiters Alliance	414-357-8350	www.recruitersalliance.com
Recruiters OnLine Network, Inc.	888-810-0110	www.recruitersonline.com
Recruiting Pipeline - Real Estate Recruiting Network	800-562-6593	www.RecruitingPipeline.com
Search Entrepreneurs	866-443-9621	www.searchentrepreneurs.com
SplitNow.com	315-404-6964	www.splitnow.com
StaffReady.com	866-228-1441	www.staffready.com
TALENThire, LLC	866-561-4473	www.talenthire.com
TalentHog.com	877-577-HOGS	www.talenthog.com
Top Echelon, Inc.	330-455-1433	www.topechelon.com
U.S. Recruiters Network	952-435-6457	www.us-recruiters.com
For Recruiters O

Industry Trade Associations & Societies

Association of Executive Search Consultants	212-398-9560	www.aesc.org
National Association of Executive Recruiters	312-701-0744	www.naer.org
National Association of Computer Consulting Businesses	703-838-2050	www.naccb.org
National Association of Legal Search Consultants	407-774-7880	www.nalsc.org
National Association of Personnel Services	703-684-0180	www.napsweb.org
National Technical Services Association	703-684-4722	www.ntsa.com
Pinnacle Society (honors organization for recruiters)		www.pinnaclesociety.org
For Recruiters Only

Recruiter Publications, Blogs & Directories

AgencyConnect	416 988 0085	www.agencyconnect.ca
E-cruitingbusiness	650-948-9303	www.ecruitingbusiness.com
Electronic Recruiting Exchange	212-671-1181	www.erexchange.com
Electronic Recruiting News	800-358-2278	www.interbiznet.com/hrstart.html
Employment Marketplace	314-560-2627	www.eminfo.com
Executive Recruiter News	800-531-1026	www.kennedyinfo.com
Executive Search Research Directory	850-235-3733
Executive Search Review		www.hunt-scanlon.com/newsletters/search.htm
Human Resource Directory		www.humamresourcedirectory.com
IT Recruiter	800-788-1900	www.pinnaclepublishing.com/IT
Fordyce Letter	314-965-3883	www.fordyceletter.com
Networking News for Recruiters	330-455-1433	www.topechelon.com
Online Recruiter's Directory		www.onlinerecruitersdirectory.com
Online Recruiting Strategist		www.hunt-scanlon.com/newsletters/strat.htm
Oya's Directory of Recruiters		www.i-recruit.com
Recruit Directory		www.recruitdirectory.com
Recruiter Magazine - Recruiter.com	973-509-2300	www.recruiter.com
Recruiter’s Cafe	905-470-2029	www.recruiterscafe.com
RecruitersConnection	860-635-3900	www.recruitersconnection.com
Recruiters Directory		www.recruitersdirectory.com
Recruiter’s Network	414-357-8350	www.recruitersnetwork.com
Recruiters Online Network		www.recruitersonline.com
RecruitersWorld	214-696-4845	www.recruitersworld.com
Recruitment International	+44 (0) 1932 351144	www.recruitment-intl.com
Recruiting.com		www.recruiting.com
SearchFirm.com		www.searchfirm.com
Staffing Industry Report	650-948-9303	www.sireport.com
Weddle’s Newsletter	203-964-1888	www.weddles.com