Posted on September 22, 2009
Filed Under Interviews | Comments Off on Meet Dan Nuroo PRT 2: What’s His Down Under Secrets to Staffing?
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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?
Dan: 5:1 referrals to website
Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)
Dan: The majority will still come from Job boards. Quality however is much better from referrals.
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?
Dan: Referrals, LinkedIn v Twitter v Facebook searches will be the cheapest sources of hire we have. However, even with the referral fee we pay our people, that would be the cheapest due to the time issues with searching those other sites.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Dan: I am always looking at better ways of identifying talent and where they like to hang out. The IT specific bits are interesting, specifically IT niche programming areas.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Dan: I haven’t had too much of formal training, but I have had an invalueable about of learning from the online communities I am part of and have learned from everyone I have worked with (good and bad things). Webinars from ERE.net are some of my favourite sources.
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?
Having our own technology is not a strong suit for us at DWS, our internal systems are a bit antiquated. Outlook and Excel are as close as we get. We could do a whole lot better, but we won’t for a while.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Dan: Rolodexes, Filing cabinets, little pink pads for messages, as Access Databases. For a little sarcasm, we also used to use a thing called the phone! We couldn’t rely on emails or internet to connect with people. Also having to focus on word count for ads in the Newspaper.
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?
Dan: This is something I am pretty strong about. It took me a while to come to grips with it myself. I think Recruitment is a much shunned industry, seen as slimy car salesmen types (no disrespect to car salesmen) who were hated by pretty much everyone. Candidates, contractors and clients alike. It is a shame that I bought into this idea for a while and caused me professional image issues. People don’t really know about what we really do or how we go about doing it. “I’ve Recruited before.. it’s easy. Stop making excuses!” or “You want what fee for that?” There is a lot more education that Recruiters need to do to their clients, internal, external and candidates to show their value.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t, and how that was a learning experience?
Dan: Early days in my career, and early days to my knowledge of technology (OK it hasn’t been that good ever), specifically email. We’d run a huge campaign to attract applications. This was great, worked well, we got thousands. As I mentioned I was new to everything. I thought it was important to respond to everyone (and I still do), so I went about drafting an email to everyone. Sounds OK right?, nope, I didn’t know about groups, or BCC or anything, so I put as many people’s email addresses in the TO or CC lines and then sent it.
Funnily enough there was the odd complaint, privacy and all that, from people who were upset that other people could see their names on this email. After I got over that real sick in my stomach feeling and nervously strode into the office the next day, fearing for my job. I got on the phone and called everyone one of those people, I ate humble pie for days!
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.
Dan: I have been building this for the last 6 or so years. I have been evangelizing the Recruitment part of our business, trying to get us seen as a strategic part of the business. To get the respect of the area within the business. It is slowly working, we have broken free from HR and now have our own clearly demarcated section of the business, as well as a seat on the National Executive team. The vision is to build on this, and set us up to be allowed to add some real value to the business, more than what they currently expect from us.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
Dan: I’ve always been proud of my ad writing abilities, I haven’t done it for a while, but I always enjoyed it. I also think my ability to think and be creative around solutions is something I am proud of, seeing opportunity to promote Recruitment or our company with cost effective campaigns.
I recently designed a cartoon for advertising purposes, which was fun, not sure if it amounted to applications, but it was fun to do.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Dan: Currently, the misnomer that with so many people out of work it will be easy to find good people. That annoys me. I won that argument in a Management meeting with my CEO last week. Having to keep my emotions in check, even if I disagree strongly with something as I am representing my corporate brand. I made a non deplume to help me vent some frustrations, which has helped. He’s getting quite a following too.
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
Dan: Going cheap, or just copying others blindly because something somewhere said it was a good idea. Believing marketing hype, or being an early adaptor has cost me a bit of pain too.
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?
Dan: Simple, the Buzz I get out of this industry. I am a really simple guy…Finding solutions, achieving the business goal, surprising people and winning. I am a competitive guy, I need to make a difference, and this job allows me to do that.
Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done.
Dan: There needs to be an easier way for people to be able to work overseas. With the global barriers lowered with the advent of such cool technology, there needs to be a way to make the people movement easier across borders.
Six Degrees: Anything you want to plug?
Dan: Yeah why not, check out my blog. http://saysomethingdan.blogspot.com I don’t sell anything, I just love to see comments though.
Six Degrees: How Are You Going To Change The Recruitment Industry?
Dan: I’ve stated I want to be a General in the War for Talent. I want to be at the forefront and I think there is a real opportunity in the Australian market at the moment to stake that claim. I will be involved at the pointy end, but most of all, “How I am going to Change the Recruitment Industry?” I have decided that I am going to help Recruiters internal, external and in the RPO getting more respect for themselves. To respect the profession and their role within all industries. As a Prime Minister of Australia once said when campaigning. “it’s Time”