Can you describe all of your distinctive attributes in 140 characters or less? Better yet, can you sum up your entire job résumé into one “tweet”?
Many people are starting to speculate that Twitter, the social networking and micro-blogging service that enables its users to send and read short messages, has the capability to transform the world of recruitment and staffing.
With more than 200 million active users, Twitter certainly has the scale to become a fundamental recruitment tool.
"Twitter is becoming the new job board. It is also becoming the new résumé," states Rachel Emma Silverman and Laura Weber in their article for the Wall Street Journal. "Fed up with traditional recruiting sites and floods of irrelevant résumés, some recruiters are turning to the social network to post jobs, hunt for candidates and research applicants. Job seekers, in turn, are trying to summarize their CV's in 140 characters..."
So how will recruiters use Twitter to find the best candidates? erecruit just announced a partnership with MBLAST, which will provide extraordinary social media intelligence, including alerts about a potential job candidate's Twitter activity, to all users of erecruit's enterprise staffing software.
Despite the format of a “twesume” being restriced to a limited character count, it is evident that the concept of landing a job via twitter is #trendingworldwide. Even the Twitter Spokeswoman, Alexandra Valasek, believes that the social networking site, “Allows you to develop a certain rapport with recruiters and companies you otherwise would not have access to. A tweet is much easier to send than an email or a phone call.”
Prafful Sharma, Co-Founder of HireRabbit, fully explains through statistics why the staffing industry should be using Twitter as a recruiting tool in his article for TheUndercoverRecruiter.com.
39% of all job seekers are on Twitter
23% of all job seekers (71% of those with a profile) have leveraged Twitter in their job hunt
8% have updated Twitter with their professional information
6% have received a job referral through Twitter
8 million Americans credit Twitter as a source that led to their current job
So how does a jobseeker go about creating a 140 character tweet that encompasses every aspect of their résumé?
According to an article by Joe Turner, a veteran recruiter for The Ladders, every Twitter résumé should include the following four major elements:
Desired job title
Keywords with hash tags
Link to résumé, personal homepage or your social-networking profile page, such as LinkedIn.
RT #Donna Molinari seeks a LEAD/SR QA ENG JOB http://bit.ly/1ThaW @teTalentNetwork - http://bit.ly/QB5DC @TweetMyResume #resume #QA-Jobs-CA
Since we live in a society where the use of online social networking is becoming more prevalent by the day, should Twitter readjust their service to better target the needs of the staffing and recruiting industry? With thousands more people signing up every day to share announcements, images, videos, and thoughts maybe Twitter should get the ball rolling on incorporating the "new elevator pitch" into their business model.
This is a guest blog post by founder and managing director of the Menemsha Group, Dan Fisher. The Menemsha Group provides sales training and consulting services to the IT staffing industry. You can connect with Dan on Linkedin, Twitter, or on his IT staffing sales blog.
Have you ever heard the tale of the woodcutters? Woodcutter A cuts wood all day long. Woodcutter B keeps stopping and sitting down. At the end of the day Woodcutter B has three times more wood than Woodcutter A. Woodcutter A asks "how could this be, you were resting all day?" Woodcutter B says, "I wasn't resting, I was sharpening my saw."
I remember after my first year in sales thinking to myself, "I want to double my income next year. I just need to double my activity level." While I did accomplish that goal, I also remember waking up to many cold Chicago winter mornings at 5:00 am so that I could get into the office and fit all of my sales tasks and activities into the day. Looking back on those days, I feel pretty foolish. What a rudimentary thought process! That was almost twenty years ago.
What continues to amaze me to this day however is that when I consult with IT staffing firms and work with IT staffing sales professionals, the mentality, philosophy and core strategy still hinges almost exclusively on activity levels. This philosophy is flawed because it's not scalable and it is rooted in the belief that sales is primarily a numbers game. But is it? Seriously, think about it. Is sales a numbers game? I think not.
Over the years I have learned that top performing sales people are usually not the hardest working nor do they work the longest hours. I could go on and on about the guys I worked with at Oracle (who killed it without working very hard) but that's another story. Top performers are top performers because of the quality of the work they produce and their ability to execute. It's not the number of meetings they go on but what they accomplish in those meetings that sets them apart.
Imagine if you could make three more placements per month without exerting any addtional effort? Even better, what if you could close more deals per month AND work less? There is a way to accomplish this. I know there is because I have done it and I have helped others do it as well.
Are You Ever Going To Get Off That Wheel?
Now please keep in mind that I have worked with thousands of sales reps in the IT staffing industry, so what I'm about to say is NOT bravado but based purely on experience. For the most part, IT staffing sales professionals "wing it." That's right. 2% call planning, strategy and execution, 98% "no guts no glory." How can I make such a generalization? Those of you who have been through my workshops know that I often start them by playing the objection rebuttal game. Real simple....I put people on the spot by giving them an objection and they have to offer up their best rebuttal. The objections are basic, stuff you hear everday. But 95% of the rebuttals I hear would never fly with a real client. Many of the rebuttals are not credible and the delivery of the rebuttal....let's just say it's not a smoothe and polished delivery. This little exericse tells me that most sales reps in the industry are investing little to no time at practicing and honing their skills. Instead of practicing and working on improving their ability to execute, they simply hop back on the hamster wheel. Why? Because sales is a numbers game. More activity means more deals right? Let me ask you, how hard and for how long can you run? Who are you, Forrest Gump?
Close More Deals....Work Less....How?
What if you knew exactly how to execute every possible sales scenario-objection, negotiation, candidate feedback, email response, f2f client meeting, etc-you face as an IT staffing sales professional? You'd clearly be a top perfomer. You can. You just need to create a sales playbook. What is a sales playbook you ask? A sales playbook is a documented guide containing content specific and experiences on the most successful ways to sell your service. Your sales playbook is the accumulated wisdom of your sales reps, and entire staff who have had experience selling to your customers. Every scenario that your staff enounters is documented so that you can learn from it and practice. The worlds leading organizations across a multitude of industries are utilizing sales playbooks. In fact, a recent study conducted by CSO (Chief Sales Officer) Insights revealed that the number one priorty on the mind of CSO's in 2013 is "improving sales effectiveness." Not on cross-selling, improving customer loyalty or opening new accounts. Improving sales effectiveness. This means improving how you execute each step of your sales process.
When you (or your employees) are in any customer facing situation, you're in one of two categories. Either you have practiced the situation before and know exactly how to handle it or you don't have the information and you have not practiced how to deal with it. Which category would you prefer to be in?
If we learned anything from our friend Woodcutter B, taking the time to sharpen your tools and hone your skills will make you FAR more productive in the long run. Think about that before you step back on your hamster wheel!
Today we are excited to announce erecruit's partnership with mBLAST, which will deliver unrivaled social media intelligence to all users of erecruit's enterprise staffing software. With this integration, erecruit users will gain valuable insights into the qualifications, history and expertise of the people behind the resumes they are reviewing as well as being alerted based upon candidates’ and contacts’ online activities, allowing immediate, thoughtful, warm follow up opportunities.
People post a wealth of information online everyday that could be used by recruiters and sales executives to improve the qualification of those they want to speak with most about potential jobs or sales opportunities. There are numerous tools everyone uses to monitor blogs, articles and social networks. That's easy. The hard part is sorting through all the data you get back in order to intelligently identify who matters the most. That's where mBLASTcomes in. mBLAST takes media monitoring, influence management and social media search and analytics to the next level by providing insight and identifying exactly who you need to target.
mBLAST’s dISTIL™ algorithms discover, analyze and rank the public content individuals create online – not only in popular social sites such as LinkedIn and Facebook, but across the entire web, including mainstream media, blogs, forums and discussion groups – to deliver detailed, scored profiles of a person’s comprehensive “web presence.”
Based on this information, erecruit customers can better identify true subject matter experts by understanding and measuring their impact on specific topics or communities of interest, as well as perform targeted sourcing of candidates and clients – whether or not they’re currently “in the market.” Additionally, the combination of erecruit and mBLAST provides a documented, repeatable process for the use of social media during screening, ensuring recruiters conform to regulatory and corporate guidelines.
“We are excited to be integrating social media and web presence history directly into erecruit,” said Judd Hoffman, Co-CEO of erecruit. “This important enhancement will give our users the opportunity to quickly learn much more about their candidates and client contacts through the creation of real-time social profiles that take LinkedIn, Twitter, Facebook, Google+ and hundreds of thousands of free web data feeds into account. erecruit users will now have the ability to understand their candidates and contacts in greater depth and to better evaluate who is most ripe for a warm recruiting or sales call.”
As the leading enterprise staffing software solution, erecruit is committed to unifying the entire staffing lifecycle into one enterprise-class platform, empowering mid- and large-sized staffing firms to deliver exceptional talent, value and service. With the integration of mBLAST, erecruit furthers the tool set its sales and recruiter users can leverage to find, qualify and close more business.
You can find the full press release here.
In September 2012 LinkedIn introduced the clever and strategic feature of allowing users to give "kudos" to their professional connections with just one click. Only six months later the number of endorsements that have been issued on the social network has well surpassed its expectations with more than one billion endorsements to date.
According to an infographic by Peter Rusev, Associate Product Manager at LinkedIn, more than 18 million professionals have been recognized for their aptitudes. This significant volume could be attributed to LinkedIn's innovative marketing technique that encourages users to endorse others. When a user is searching through her professional network the first thing that she sees on the top of a connection’s profile is a box with suggestions reading, “Does ____ have these skills or expertise?” This online reference check for talent ranges from skills such as “Enterprise Staffing Software” to “Chemical Process Engineering.”
Since it is such an easy and simplistic way to acknowledge the abilities of your LinkedIn connections, it raises concern. Is the value of this compliment weakened due to the possible lack of thought and consideration when making an endoresment?
In her article published for BusinessInsider.com, René Shimada Siegel, Founder and President of High Tech Connect, predicts that despite the popularity of LinkedIn endorsements today, they will be extinct by 2014.
“Today, I received LinkedIn endorsements of my skills from five people I’ve never met. There’s no way these people have any context for my ability to deliver the skills and expertise they endorsed. Don’t get me wrong. LinkedIn is still an invaluable tool for my business and I’ve written about it before. But I’m worried about these endorsements which feel an awful lot like a popularity contest.”
Siegel goes on to add that, “Since endorsements involve a single mouse-click, I can endorse 60 people in 10 minutes and not break a sweat. Click, click. Then the network marketing effect takes hold. The person you just endorsed will receive an email that you’ve done so and suggesting that, perhaps, he or she would want to return the favor. Why not? Above your profile LinkedIn lists a few of your connections and their many skills and specialties. And off you go: Click, click, click. “Look at me, being nice…..” I’ll go so far as to make this prediction: By the end of this calendar year, LinkedIn will drop endorsements from its site and everyone will realize all those little blue rectangles filled with words like “Cloud Computing,” “Writing,” “Product Marketing,” etc. are worth as much as the effort it took to award them to somebody: Nothing."
In response to a LinkedIn forum started by Matthew Weaver about the value that endorsements offer, Geoff Gunner discusses the effects that the phrased testimonials have upon the staffing industry.
“As an employer, I don't think that I'd want to hear an opinion on someone's abilities that hadn't been carefully thought out. What would be the point? I could end up hiring someone that could cause serious damage to my project, just because they had lots of friends who endorsed them. And so, as the feature stands, it's really just eye-candy for LinkedIn, perhaps catching the attention of an employer but quickly fading away under detailed scrutiny. For me, I'll only endorse the skills that I know a person possesses. To do anything else would be unprofessional, and LinkedIn is for professionals, yes?”
But as Geoff explains, if he takes the “professional” stance of only endorsing those he personally knows possess a skill, while others continue to endorse those they are simply casually acquainted with (or do not know at all), what’s the point? As a recruiter, you cannot tell the difference, and therefore, endorsements are meaningless. Maybe LinkedIn should tweak the model so that only those people that have provided a written recommendation on a person’s LinkedIn profile can endorse a skill. Yes, an argument can be made that recommendations can be misused as well, but at least there is thought that goes into writing a recommendation for an individual, and there is level of self-policing involved with recommendations that give them more legitimacy.
What do you think? Do you believe that the value of a "kudos" on a connection's profile has diminished?
Let us know in the comment section below, we would love to hear from you!
Integration of Microsoft Dynamics GP Payroll with erecruit streamlines in-house payroll processing while reducing administrative burden.
Today erecruit, the leader in enterprise staffing software, announced its new comprehensive in-house payroll solution for the staffing industry, in addition to existing integrations with third-party payroll providers. Extending its long standing, direct integration with MS Dynamics GP to its Payroll Module, the new in-house solution gives mid-market and enterprise staffing firms more control over how they pay employees while reducing cost.
Payroll is a key component of any staffing firms’ business process and value proposition. Since erecruit stores all employee, pay and time information, those firms that require the control and flexibility of processing payroll in-house now have an efficient solution that reduces complexity, eliminates double entry and data entry errors and provides greater payroll, tax and burden reporting capabilities.
“We’re excited to offer in-house payroll services to all of our staffing customers,” said J. Danko Fatovic, managing partner at erecruit. “The new solution allows staffing firms to streamline payroll and accurately calculate gross margin and actual burdens. Our integration with GP Payroll is a natural extension to erecruit’s industry leading integration with the Dynamics platform that many of our customers use today.”
Customers that choose to process payroll with the new in-house solution can expect to benefit by:
- reducing cost and complexity while offering additional payroll services;
- eliminating duplicate data entry and manual errors;
- providing employees access to paystubs through online portals;
- providing immediate answers to payroll-related inquiries;
- calculating actual burdens and accessing real-time, accurate payroll and profitability reporting directly within erecruit.
What once was a major cost consideration, Microsoft Dynamics GP 2013 now includes its Payroll Module at no additional cost. For staffing firms processing thousands of paychecks each week, now is the perfect time to reevaluate payroll solutions for improvements and cost savings.
The addition of in-house payroll further strengthens erecruit, the industry’s only complete enterprise staffing software built exclusively for the complex needs of large staffing firms. Learn more at www.erecruit.com or call 1-888-573-2784.
As you've likely heard by now, Facebook, recently unveiled a potential revolutionary game-changer that could impact the staffing and recruiting industry...Graph Search. This tool will allow in depth searching of Facebook user profiles, which could be quite useful to recruiters looking for talent. Whether you're a believer or not, the fact that Facebook has 1 billion users is reason to take note.
According to ABC News, the innovative search engine could potentially modify the way the world uses Facebook.
“Until now, the search bar you saw when you logged in to your Facebook page wasn’tvery powerful. You could only search for Timelines – your friends’ pages, other peoples’ public pages and business or product changes. But now, after close to a year and a half of development, the new “Graph Search” will allow you to search and discover more about your friends and other information that’s been put on the world’s largest social site.”
Even though the release of Graph Search is only in the beta version, it is speculated to have the capability to transform numerous industries. One business that could benefit from the new Graph Search Engine is the world of recruitment and staffing.
Stephane Le Viet, CEO of Work4Labs, fully explains the new product and how it relates to the staffing world in her article for Forbes.com.
“Graph Search will change the game again. It allows passive and active candidates to become recruits. As this product rolls out and improves over the next few months, recruiters will have a chance to search for whom their unfilled jobs are relevant. That relevance is the most exciting part…Graph Search is about discovering people—their work history, their education, their interests and their motivations—and using that discovery to recruit better.”
In response to a blog post about Facebook's Graph Search by John Zappe of ERE, Glenn Gutmacher, founder of recruiting-online.com, is more apprehensive and cites concerns over Graph Search's dependence on user content.
“Its usefulness as a recruiting tool is limited by the number of users who have complete profiles.” If the data that Facebook uses in order to generate results is the sum of your posting history, group affiliations and friends, then recruiters and sources are going to be frustrated by a lot of false positive results.."
Gutmacher goes on to ad that, “The most hopeful part of this article was the link to Facebook’s profile completion testing. Hopefully it will push people beyond just filling out their city and start asking for the data that recruiters need to separate wheat from chaff (e.g., current job title and company, if not skills).”
If implemented correctly, it is rumored that the Facebook Graph Tool may empower job seekers to market themselves in new ways, similar to LinkedIn. If that becomes reality, recruiters will have yet another go-to source to uncover the best talent. How do you think Facebook's graph search will impact staffing and recruiting? Not sure? Here's a collection of recent articles that shed more light on the subject.
Image Credit: niallkennedy
Wal-Mart, the nation’s largest retailer, announced a plan to hire every veteran who honorably left the military in the last year over the next five years. It is expected that more than 100,000 people are expected to find work through the program, making Wal-Mart’s effort one of the largest hiring commitments for veterans on record.
There are roughly 900,000 unemployed veterans in the U.S. according to the Department of Labor. When signing the "VOW to Hire Heroes Act" in 2011, President Obama said when referring to veterans’ wide range of skills, “… it is exactly the kind of leadership and responsibility that every American business should be competing to attract.”
Many employers fail to recognize the unique value military experience can bring to the workplace. Job skills are learned through previous experiences and military service should be recognized as a valuable addition to any resume. So here are five reasons why you should start recruiting veterans:
Leadership: The military trains people to lead by example, creating a more respectful and productive workplace environment.
Teamwork: Veterans understand how genuine teamwork grows out of a responsibility to one’s colleagues and superiors.
Performance under pressure: They know the critical importance of staying with a task until it is done correctly, no matter the circumstances.
Diligence: The work ethic of veterans is incomparable due to their front line experience. Veterans know how to get things done, are goal driven and results orientated.
Problem Solving: As the Marines say, vets are able to “improvise, adapt and overcome.” Regardless of the issue at hand, vets are likely to come up with a creative and effective solution.
Military personnel skills obtained during military service will benefit employers. Considering these attributes, veterans could be great hires who can add value to the workplace by contributing the skills acquired through their military experience. With Wal-Mart spearheading the veterans hiring effort, recruiters should refocus their staffing efforts on sourcing candidates who are making the transition from military to civilian life.
What do you think? Have you placed candidates with past military experience? Let us know in the comment section below, we would love to hear from you.
Image Credit: ABC News
LinkedIn, the social network for professionals, has announced that they have reached 200 million members. This infographic from the LinkedIn blog breaks down how they are made up. Here are a few facts that stood out to us most:
- 74 million of LinkedIn users are from the United States.- 2 new members are added per second.- Information Technology is the largest industry represented with 4 million members.- If LinkedIn were a country, it would have the 5th largest population in the world.
Where do you think LinkedIn will go next? Let us know in the comment section below, we would love to hear from you!
Photo Credit: LinkedIn
This is a guest post by founder and managing director of the Menemsha Group, Dan Fisher. The Menemsha Group provides sales training and consulting services to the IT staffing industry. You can connect with Dan on LinkedIn, Twitter, or on his IT staffing sales blog.
What are you doing with your holiday hangover? The end of the holidays and the start of a New Year seems like the perfect moment to jump start your 2013 IT staffing sales year. Doesn’t everybody wake up on day one of the New Year raring to go? Actually they don’t. It’s true that despite all the New Year hype and constant resolution recitations, many people and businesses begin the New Year rather slowly, in a stupor I have dubbed the “Holiday Hangover.”
This Holiday Hangover period is a very tricky time for sales people who want to start the year off strong. They begin enthusiastically with sales calls and happy New Year messages to their prospect lists. In no time at all, they are discouraged as clients and prospects tell them “it’s just too soon” or “I have no needs.” Businesses are still getting organized for the year ahead. Many have not yet set their priorities, budgets or staffing plans.
Here’s the good news. Though the Holiday Hangover cannot be avoided, it doesn’t have to slow your 2013 sales momentum down. Instead of giving into it and losing time, use these tips for overcoming the resistance you will encounter as an IT staffing sales professional in these first few weeks of 2013:
1. Be Ready for the “Not Now.” Be mentally prepared for this standard New Year put off. You can even bring this objection up on your terms. You might say, “Mr. client, many of my other customer’s are still setting their priorities, budgets and staffing plans for 2013. Can I assume this is the case with you? When they say “yes” share with them how you have helped clients with their staffing plans. Or you may ask How could I help you with your planning by providing workforce data or skill insights? Let prospects and clients know you can be a resource as they get ready for the year ahead. If you are ready to hear “not yet” from the start, you will come to the call prepared for a different kind of conversation and ready to offer non-traditional insights and support that will set you apart as a workforce partner.
2.Call with Purpose. What is the lamest sales pitch an IT staffing sales professional can make? ” “do you have any needs?” It’s trite and it’s so easy to decline. “No, there isn’t. Thank you and goodbye.”
This overused pitch is sales laziness 101 and prospects in the midst of their Holiday Hangover challenges will not warm to it at all. So be proactive, be smart and plan each sales call with purpose and thought.
If you’re not sure where to start, let social media be your guide. Follow your prospects’ companies on Twitter and Facebook. Read their press releases and seek out triggering events to find out what’s happening in their worlds and where you might be able to provide insight, support and knowledge.
It’s also smart to go back to your notes on previous conversations if this is a prospect you have had in your pipeline for a while. Look back to see what challenges and/or goals they have mentioned before. Finding out if those obstacles or goals s remain or have changed is a great way to open the door in the New Year and remind prospects that you are paying attention.
3. Be a Good Conversationalist. Any experienced sales professional, especially those of us in IT staffing sales, will tell you that a cold call rarely takes an expected or planned path. You have to be ready for the conversation to go in surprising directions and that takes practice. I invite you to use some of your 2013 Holiday Hangover period refining your conversational skills and using my Conversation Starters Resource Guide as a practice tool. Use this list of useful opening questions to practice the kinds of conversations your prospects are ready to have in early 2013.
I am a firm believer that in IT staffing sales you can overcome any obstacle with a good plan, good information and a great attitude—even the unavoidable Holiday Hangover. Here’s hoping your hangover is short and that your 2013 is a record breaker. I look forward to being an IT staffing sales and business resource to you throughout the year ahead.
This is a guest post by Dawn Standerwick, Vice President of Business Development for Credential Check Corporation which specializes in employment screening for mid to large size organizations. Read more of Credential Check's HR Solutions Blog here.
As of January 1, 2013, three notices required under the Fair Credit Reporting Act will change. The modifications affect users of employment background checks (employers), consumers and furnishers.
Historically, the Federal Trade Commission (FTC) had oversight for all things related to the Fair Credit Reporting Act (FCRA). As of July 21, 2012, President Obama signed into law the Dodd-Frank Wall Street Reform and Consumer Protection Act (Pub. L. 111-203, H.R. 4173), which transferred rulemaking authority for the FCRA to the Consumer Financial Protection Bureau (CFPB) while the FTC retained supervisory powers.
Specifically what this means for employers is that the CFPB has made modifications to the three notices to ensure that consumers look to the CFPB for information about their rights under the FCRA and no longer to the FTC.
To comply with the new requirements, the following forms must be replaced no later than January 1, 2013.
A Summary of Your Rights Under the FCRA
Obligations of Users Under the FCRA
Obligation of Furnishers Under the FCRA
We are observing an interesting confluence of events that includes added scrutiny within the regulatory framework, increased legislative activity at the local, state and federal levels and increased litigation surrounding the FCRA. In light of the present regulatory and legislative landscape, employers are advised to review current practices within their screening programs to ensure compliance with the law.
Credential Check will continue to monitor these activities and provide updates on this and other legislative concerns that affect human resource professionals. Please direct questions regarding the new forms or requirements under the FCRA to our office at (888) 689-2000 or to email@example.com.