Posted on September 23, 2009
Filed Under Interviews | Comments Off on Meet Sandra McCartt, “The Quotable, Equine Expert” – PART 2
• RecruitingBlogs Profile
• Linkedin Profile
• Facebook Profile
• Twitter Profile
• Community Volunteering: Animal Cruelty Investigator, Suicide Prevention-Crisis Intervention Hot Line. Panhandle Heritage Foundation
• Personal Causes: Humane Society, Shop with a Cop
• My favorite Sandra Post
• Phone: 806-359-0335, 806-433-5500
• Email Sandra
Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?
Sandra: Since we don’t have a web site our referrals are job boards, personal referrals and direct recruiting.
Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)
Sandra: Direct Recruiting 60%, job boards and personal referrals 40%
Six Degrees: What is the source of your “LOWEST COST OF HIRES” – (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
Sandra: LinkedIn, personal referrals
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Sandra: If it breaths we place it.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Sandra: If I am not trained by now it’s too late. I do read a lot and learn a lot from the blogs of other recruiters. There is always something new or different and I will try it all to see if it works for me. If not I move on but basically I recruit the way I learned to do it , so as long as it works I add a little here and there or move it to a new technology that’s faster. I like speed and action.
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Sandra: Outlook works just fine for me. If I wanted to be a computer operator I would have gotten another 30 hours in computer science.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Sandra: A little wooden box with a hinged lid full of 5 X 7 applications and a little black three ring binder with job orders in it. We wrote on the back of the app where we sent the candidate and we wrote on the job order which candidates we sent on that job. If we didn’t have names on cards and names on job orders it was all over.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people’s assumptions about our vocation differ from reality?
Sandra: Not sure if I had any expectations I just knew that the object of the game was get somebody hired some where. The phone never bothered me. I worked for my brother as an accountant for about 4 months. He got so tired of me being on the phone so much that he fired me and told me to go get a job where I could do what I was really good at…talk on the phone. So I did . People generally think anybody can do what we do until they try to hire one or two people or they try being a recruiter. It’s a lot tougher than most people think. We are a combination of a super sales person, shrink, babysitter, trusted advisor or jerk depending on what happened in the last two hours. We are a lot like a cafeteria, as good or as bad as the last meal you had there.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Sandra: The great advertising campaign of 1998. I bought billboards and TV spots. Had a dramatic picture of myself in a black hat and coat with my Doberman. The only copy was , PROFESSIONAL SEARCH, INC, INT’L. in big letters with the phone number in big numbers. In much smaller letters at the bottom it said , “Recruiting and Placment”.
I got over 140 calls from people who wanted me to track their cheating husband or wife or find their lost kid or grandmother and a few stalkers and obscene phone callers. It was the longest 30 days of my life until those billboards came down. The ad club awarded me the “Missed the Target” award at the addy awards banquet that year.
The learning experience was….always ask somebody who is not in your business to look at an ad campaign before you run it and tell you what it says to them.
Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision.
Sandra: I don’t see myself as a change agent. What I have to offer our industry at this point is perhaps some sage advice based on longevity and encouragement for the new breed of recruiters who are beating their heads against walls. The walls may be different but the heads are shaped about the same way. The only problem I see for TPR’s is the increase in the ability of internal recruiters. The solution I see for TPR’s is to quit acting like pushy, used car salesmen and strive to be part of the team with the internal recruiters.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
Sandra: Strong client/candidate relationships that have lasted for years. The ability to laugh at myself, keep my ego in order, get over my cheap self when something doesn’t work. Get up tomorrow and do it all over again and have fun doing it.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Sandra: Candidates who can’t read an ad and argue when they are told they don’t fit a job. Crazy people and people who whine. Ego driven people with nothing to back it up. As we say in Texas. “Big Hat – No Cattle.
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
Sandra: Not understanding who signs the front of the check and who signs the back as well as trying to tell clients how to run their business instead of listening.
Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, — what inspires you as you continue in your career?
Sandra: It is never dull, working with people in crisis whether it’s a client in a press for a top person or a candidate making a life change , good or bad ie; a better job or being without one. I love speed and making things happen. I am not a sappy social worker but I feel like I make a contribution. Money motivates the hell out of me and I love the thrill of a close. Recruiting to me is like a giant Easter Egg hunt or a puzzle. I like working problems and finding the gold egg. I love the crazy, funny things that happen when you work with people.
Six Degrees: What one thing do you ideally hope to accomplish in 2008?
Sandra: I want a stopping point where I can walk away from things for one week, sleep two days and shop for three.
Six Degrees: How Are You Going To Change The Recruitment Industry?
Sandra: When I die it will lower the average age in recruiting by 15 years.