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Her favorite TV Shows: American Idol and The Oprah Winfrey Show
Fan of the following: Captain C.B. Sully Sullenberger and Starbucks Coffee Company
Admirer of : Shally Steckerl and JobMachine Cheatsheets
Quote: ” .. You can find us walking the dogs downtown Willow Glen stopping at Starbucks to refuel”
Community Volunteering: Human Society, ASPCA, PugPros, Local Hospital, Reading for elementary school students through a Junior Achievement program”
• Email Julia: firstname.lastname@example.org
• Phone 408-504-4061
** Currently Seeking New Opportunities**
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?
Julia: In my experience, the companies I have worked for have focused on continually increasing the number of hires through employee referrals. In general, the number of hires from referrals fluctuates between 30-40%. It seems companies are constantly trying to improve their employee referral programs to make the rewards more enticing for employees to refer great people but truth is, in this economy, it is more challenging.
In general, I think about 10% of hires come from a corporation’s website or posting.
A strong number of my hires have come from Linked In. I think in this economy, people are more open to networking and referring colleagues/friends for open jobs. In these tough times, people are more apt to help one another.
Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)
Julia: In my experience, it really depends on the positions you are recruiting for. If I’m looking for a Computer Scientist or a specific type of Engineer, most of these hires seem to come from recruitment research done either internally or externally. Typically, these guys won’t have their resumes posted on job boards so a passive pipeline must be identified. There are some positions that are filled by job board resumes however, the types of positions I have worked on, require much more digging!
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?
Julia: In my experience, a low cost hire is someone who has applied or submitted their resume in response to a posting or a resume posted on a job board. Also, prospective candidates who are already in our resume database are a good source. There could be someone who applied for one job but may be right for another. I usually go after the “low hanging fruit” first and I’m not implying they may be less qualified in any way — the right candidate could be there right under your nose!! Another way to keep the cost of hires low is to leverage your own network. Reach out to current and former colleagues to see who they may know. Linked In has a great feature where you can send out job descriptions to your network to help with your sourcing efforts. No matter where I go or who I meet, I try to network — you never know who you could meet!
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Julia: I have had the opportunity to research and target numerous niche groups for the areas I have supported. Most of the positions I work on require digging and finding conference attendee lists, white papers and other publications, user groups, etc. For example, I have worked on a lot of User Experience Designer positions and this talent pool does not post their resumes on general job boards. The good talent is usually already working and in high demand AND receiving lots of calls from recruiters! There are a handful of niche designer websites/job boards I have to target to get their attention and potentially look at their portfolio.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Julia: In the past I have taken a few of Shally Steckerl’s seminars as well as attended AIRS training classes. I still use JobMachine’s cheat sheets! I recently participated in one of Craig Silverman’s webinars. I also subscribe to the recruiting/sourcing blogs and keep abreast of the news that way. I really like reading the daily blogs for tips from other sourcers or recruiters.
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?
Julia: Google and Yahoo search engines for Boolean searches of course! I have also been exposed to Virtual Edge, Filefinder and other ATS. Most of the jobs I have worked on have been based in the U.S. or Canada but it is important that any tool we utilize can be used globally as well.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Julia: When I worked for the agency, we were still using hard copies of job orders and Excel spreadsheets to track candidates! I also used something similar to ResumeMix.
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?
Julia: When I worked for the agency, it was easy because all the candidates I called or interviewed came to us to register so there was no fear of the “unknown response!” I remember the day I made my first cold call — sweaty palms and all! Of course the person on the other end of the call was rude and eventually told me never to call them at work again! What a way to start! But I kept going and it got easier as time went by. It’s easy to sell the company you are working for but it’s another story when you don’t know ANYTHING about what the person does that you are targeting!! I find it easier to let them talk about what they do. It helps me really learn the technology.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Julia: Well, everyone makes mistakes now and then! I think the most important thing I’ve learned is to gather all of the pertinent information from the candidate the hiring manager is looking for — leave no stone unturned. You really need to know their compensation expectations, relocation requirements (if needed), visa needs and any other expectations in the beginning of the process to avoid any obstacles down the road.
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.
Julia: I don’t know that I can change our industry but I can certainly work on changing and improving on my skills. If I can contribute creative ideas to an organization, I will feel good about what I am doing every day. I have good days and bad days — there are some days when I feel like I’ve been spinning my wheels with no results but that is what happens in the staffing world!
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Julia: There are some days when I feel I haven’t accomplished much…..no matter how much research or digging I do, I still haven’t produced a viable candidate! I will complain and be frustrated one day and the next I will find three great candidates — it’s very cyclical.
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
Julia: I think staffing organizations sometimes get a bad rap. There are some individuals out there that think recruiters are paper pushers who sit back and wait for resumes to come in and offer no value to an organization. When in fact the reality is, there is a lot of strategic work that goes on behind the scenes. There is a perception out there that most staffing organizations out there are more reactive than proactive. This is simply not the case.
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?
I try to remember all of the hires and successes I’ve had. It is so satisfying identifying and developing a candidate who gets hired and eventually comes on board and is so ultimately happy where they are. Also, working with a supportive team keeps me going. If my colleagues are happy and are having fun with what they are doing, it is very refreshing!
Six Degrees: What one thing do you ideally hope to accomplish in 2009?
Julia: I really want to double or even triple my current networks!
Six Degrees: Anything you want to plug?
Julia: I am currently looking for my next sourcing opportunity – please contact me if you are interested in reviewing my resume!