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Marni Sampir: Staffing For Women – Recruitment Tips for All

Posted on March 8, 2011
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• Twitter: @constantsearch
• Website: TheConstantSearch
• Blog: Staffing for Women
• Office: 651-342-1620

Our audience was intrigued – the topic of women in staffing is one rarly addressed specifically, and one with its own challenges and opportunities.

Today we follow-up with the second half of our interview with our friend, Marni Sampir.

Q&A with Marni Sampair

Marni: As part of our staffing division at, we realized that there is more we can do than provide a service to our clients. We feel our mission is better served supporting our candidates and staff. As a female business owner and mother, I have many challenges to overcome every day. But the biggest challenge I have is getting out of my own way. As I go through my journey I come to realize that I need to share what I have learned and support others. You read about amazing companies like, Deloitte, Kraft, General Mills, just to name a few. These companies have won honors as being top companies for women to work for. That’s great, but what if you don’t work for them? The “Glass Ceiling” is a great concept, but it is broken. It has brought to light the problems women have faced in the workplace, and we are grateful. My question is, “does it fix the problem”? The answer is “no it does not”. We as individuals have to learn how to get out of our own way. We as women have to learn how we were designed, how we think, how we feel and how to manage ourselves. StaffingForWomen’s vision is to provide information on challenges we face as women. We are constantly searching for tools and technology to support our candidate’s personal and career goals. This is a “work in progress” and we look forward to this journey.

Six Degrees: What will this do for your clients?

Marni: We are looking to build a “best in class” Talent Management Process. Through Training, Career Planning, Onboarding and Performance Management our candidates will become the top talent your organization needs to succeed. Historically, Contract or Temporary Staff has had the stigma of being “C” players. We would like to do our part to change that. Our clients will be expected to do their part in supporting the processes we have established. If you choose to “drop the ball” on your end, our partnership will end. This is a team effort, and we take that very seriously. For our clients we also provide a strict “Job Sharing” management process. This will enable you to support a workforce that need to be more flexible or work less than a 40 hour week.

For everyone to benefit from, communication is the key ingredient. So please feel free to add your thoughts, ideas and what you would like to see us provide. Whether you are a candidate or a client it is important to “Speak Up”. Because we all need a woman’s intuition.

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?


• 75% of our hires are the result of sourcing through LinkedIn.
• 15% are the result of an ad we placed on LinkedIn.
• 10% are the result of me sourcing on the web and Jigsaw
• 5% are referals

Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)

Marni: LinkedIn by far

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?

Marni: Jigsaw

Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?

Marni: NEW Network of Executive Women is a group I am interested in. There are many women organizations out there, but very few that are corporate based. Given the fact that I own a small business, I do not have the support of a corporate setting. Other strong groups like NAWBO and WBENC are geared towards small business owners. I enjoy being a part of an organization that discusses the challenges women face in a large corporate environment

Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?

Marni: Anything that has to do with Social Media! When I first started recruiting, I took any class I could on hiring, interviewing, job boards and recruiting. Now, I read Mashable everyday-my favorite blog.

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?

Marni: Outlook, Sendouts for our ATS. I still an “Constantly Searching” (shameless plug) for the perfect solution. Sadly, the older I get, the more confusing technology seems to become. When did I start becoming my parents?

Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?

Marni: I did two things right away. Every new search was given a job number starting with the year. So if was the 30th job we received that year it would be 2007030. This way if we happen to be working on multiple HR Manger roles at the same time, we could distinguish them. Also, any cost associated would have this number referenced for ROI costs. The other thing we did was every search had a file folder with 5 dividers in them. EVERYTHING went in there, resumes, notes, job descriptions. Before we had an ATS system it was a great way to keep things organized. I just pulled out a few old folders the other day and contacted a few candidates. It was nice flipping through paper again instead of staring at my computer!

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?

Marni: It’s not about recruiting, it’s all about sales. More importantly, it’s not whether or not the candidate can do the job, but will they fit in with the culture of the company? But more important than that to me is, will my client have what they are looking for. To me my candidates are more important than my clients. Companies will recover if a candidate leaves or doesn’t work out. But to this individual it can have a major impact on their lives if things do not work out.

Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t — and how that was a learning experience?

Marni: YOUTUBE! I tried advertising my jobs on Youtube, I sound like I a 12 when my voice is recorded. It can have its advantages when telemarketers call my house and Ask for my parents. They are always “not home”, ends the phone call quickly.

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.

Marni: I would like to utilize the tools that companies use in managing and growing their talent. Implement this process in my temporary staffing business to help our contract staff learn and grow, to be more affective at their jobs.

Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?

Marni: Onboarding. Most of my clients are smaller, mid-size businesses. I feel that most candidates don’t move from their current positions because of fear. The fear of the unknown is a big factor in candidates turning down offers. Developing an Onboarding process can help a candidate feel a part of the organization before they even start. This will also force my clients to think about the candidate and their first 30-60-90 days on the job.

Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?

Marni: I have a hard time with the fact I can’t always help everyone that is referred to me. Many times and friend or candidate will refer someone to me. I take that very seriously, this person thought enough of me to suggest that I can help. I am often on the phone all day, so one more phone call can be hard to fit in. I don’t want to seem ungrateful, but I am not a career counselor or an outplacement service. Many times people think that because I am a recruiter I can help people that are unemployed find a job. I wish I could, and I do whenever I can. There have been occasions in the past where I have taken the time to show people how to use LinkedIn and find open positions. Only to get stabbed in the back when I don’t continue to spend time searching for jobs for them or finding out names of hiring managers for them. Makes me wish I trained horses again, people can be annoying some times.

Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?

Marni: Even if you have all the latest technology set in place to automate your recruiting and hiring, there is still a person on the other end of it. That will never change.

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?

Marni: I am not a doctor, or a scientist creating the next wonder drug, but I change people’s lives. I will share this story with you. I placed a candidate for a VP of Operations role this summer. He said this to me and it sums up why I do this. He said, “My wife and I have dreamed of moving back home and finally settling down out west to be by our families. My job is very demanding; I don’t have time to think about my family’s future. One day I am sitting at my desk working away and I get an email from some annoying recruiter. I get emails from recruiters every day. But this time I stopped and read her email a few times. She said “how would you like to move back out west”? I thought, “How did she know I wanted to move back out west”? What he didn’t know is that on his LinkedIn profile I read where he had grown up and where he went to college. So I thought, maybe he wants to move back there. On with this story… He goes on to say that 3 months later they are living their dream in the mountains, all because of some crazy recruiter and an email. This is why I love my job, I change people’s lives.

Six Degrees: What one thing do you ideally hope to accomplish in 2010?

Marni: Starting my staffing business, The Constant Staff, Inc. with my other piece to that- Staffing for Women When you need a woman’s intuition…

Six Degrees: Anything you want to plug?

Marni: Not really, having you put my name up in lights will be overwhelming enough

Six Degrees: How Are You Going To Change The Recruitment Industry?

Marni: One person at a time


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