The Career Tree Network Blog

I feel bad for Office Assistants. Let me tell you why…

When I call a company I typically need to get past an Office Assistant, aka “The Gate-Keeper”. It’s her job to screen the calls; most people go to voicemail and a few important people get through to the boss.

After I’ve stated my name and the nature of my call, I’m then put on hold while the info is passed along. When the assistant comes back she often says, “I’m sorry Jane Doe isn’t in the office, would you like her voicemail?”

At this point, I usually say yes, but what would happen if I responded with: “Are you lying to me?” Most likely she just spoke with Jane Doe and now she’s suddenly not in the office. Incredible.

It must be difficult for that assistant to work in an organization where “Integrity” is probably a core value, yet at the same time she lies to people each and every day.

Let’s put this in a recruitment context, we’re not off the hook! How often do you lie to candidates? “Your application is still being processed, but thanks for the call.” “I don’t make the hiring decisions; all candidates are passed along to the Director for consideration.” etc. Lord knows that back in my recruiting days, our company policy involved lying to candidates. It was often easier to lie then to tell the truth. At some point they’ll get the rejection letter and realize that they didn’t get the position, right?

I think we’re moving towards an age of honesty and openness. Recruiters are often connecting with candidates on social networking websites, like Facebook and LinkedIn. These connections offer direct two-way communication channels. Candidates now sit with a good level of access and visibility to your company and stakeholders. Treating these candidates poorly will lead to negative experiences…which make great stories to share with friends.

In this new world, the organizations that treat candidates with Genuine Transparency will win.

- - I wrote this article for ERE.net. It was originally published on their website earlier today. - - 

It’s very difficult to secure tickets to the Green Bay Packers.  In fact, they’ve had a waiting list for season tickets since 1960.  You can add your name to the list, but it might take many years until you even have the opportunity to purchase tickets.

The Packers never need to worry about an empty seat because people are waiting, ready to come forward when an opportunity becomes available. 

The Packers don’t want any empty seats at their games and your CEO doesn’t want any empty seats either.  (Three words:  Cost of Vacancy.) 

From a recruitment perspective, this is precisely my vision for your organization….candidates are waiting, ready to come forward when an opportunity becomes available.

Easier said than done, right? 

Here are three ways to make it happen:

1.  Network - Build a large network of people who have an affinity towards your organization. 

2.  Maintain Relationships - Keep track of emails, phone numbers, and basic qualifications of the people in your network.  Build relationships with those people and understand their skills and interest areas.     

3.  Communicate - Stay in contact with your network on a quarterly basis through mass messages and targeted personalized communications for high potential individuals. 

This is just the tip of the iceberg; give me a call to start a dialogue, 414-231-3500.

In 1993 I was in the 7th grade and developed a crush on a girl named Ericka (I haven’t changed her name, because you don’t know her).  Ericka was a year older in school and way out of my league (seventh grade boys can’t date eighth grade girls…it’s unheard of).   I was afraid to talk to her and have only said a total five words to her in my whole life. 

Flash forward to the year 2010 and with the advent of Facebook, we’ve become “friends”.  (Facebook has redefined what it means to be someone’s friend.) 

Tomorrow night Ericka is hosting a party in Chicago and I’ve been invited!  This invitation was sent to me through Facebook, where in a few clicks of the mouse she was able to invite all 300 of her Facebook “friends” to attend.  Since the initial invitation, I’ve also received six follow-up messages (again via Facebook and sent to lots of people) with reminders and encouraging notes to attend the event tomorrow night. 

I won’t be attending her party.  Can you guess why? 

The key here is relates to how the invite was extended.  When I’m solicited as part of a larger group I don’t feel that the message is actually meant for me.  A broadcasted message isn’t really meant for any one person; rather it’s a general appeal for someone to raise their hand. 

It’s similar to what happens when a professor asks a classroom a question and no one responds.  There are lots of students available to answer, but the question really wasn’t directed at them, so they don’t respond.   

With advances in technology it’s become easy to solicit large groups.  Twitter is a great example, when I post something on Twitter it literally goes out for everyone to see.  Anyone using Twitter can see everything posted and respond to whatever they’d like. 

People crave for that genuine one-to-one interaction.  If Ericka would have called or sent a personal email to invite me to her party, I probably would have made plans to attend. 

And now to apply this concept to recruitment, (so that your boss doesn’t think you spent the last five minutes reading about my social calendar)…

When you post a job advertisement on a Career Tree Network website or update your Facebook page to let people know that you’re hiring, these messages are not directed to one person and therefore people are unlikely to respond. 

The key to increase your candidate flow for hard to fill positions is to engage in one-to-one communication with candidates and potential candidates. 

And if you want me attend your party…please don’t invite me on Facebook.