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Scott Gordon, Partner at Vaco Shares His Expertise

Posted on November 16, 2009
Filed Under Interviews, Recruitingblogs.com | Comments Off on Scott Gordon, Partner at Vaco Shares His Expertise


• Scott Gordon, Partner at Vaco
• Location: Nashville, TN
RecruitingBlogs Profile
• Linkedin Profile: linkedin/in/scotthgordon
• Facebook Profile: http://facebook.com/sgordon70
• Twitter Profile: http://twitter.com/sgordon70
• Your Website: www.TheAntiPimp.com
Personal Email
RecruitingBlogs Article Contributions: “How to Tweet Yourself Out of a Job!“, “Renegades are the people with their own Philosophies“, “How many pound puppies have you hired?

Q&A with Scott Gordon

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?

Scott: The majority of our candidates are hired through our networks. The corporate websites of today are becoming static and most job seekers are searching through larger boards dedicated to jobs only.

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

Scott: Our reputation. Period.

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?

Scott: Referrals are always the lowest cost. We do pay referral fees but those tend to be much lower if you look at the cost per hire when you incorporate job board subscription fees, time spent doing unknown references (vs. referrals who already have one good reference – the person that referred them!)

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

Scott: The best training I can get is from asking questions. I used to attend training sessions/courses but they all “ran together” and seemed to say the same thing over and over. I make it a goal to learn something new every day. Whether through my social network or through someone I’m trying to hire. That’s a lot to hold in my big head but I try.

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?

Scott: I use Bond/Adapt. There are hundreds available and we’ve chosen this one.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?

Scott: A hard back diary that contains the names, salaries and contact info of my “best of the best”. I still have it.

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?

Scott: They were what I thought they’d be. Wall street’ish type cubes , paper everywhere, wireless head sets, people yelling…it was awesome and I loved it. It’s exactly the same as people think.

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

Scott: In my first year as a recruiter, I made an offer to someone before my client did. They (the client) never did. My candidate gave notice and didn’t have a job to go back to. I was a total dumb ass.

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.

ADD YOUR FIRST NAME: Change starts at the ground floor. Lead by example and when your successes grow hopefully it will be noticed by others and change will be basal.

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

Scott: At the beginning of each interview, discussing empathy.

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

Scott: The speed at which a client responds is typically at the top but as the market grows, the switch from a one on one relationship with direct managers who hire, being pushed in the direction of VMS’s that take away the human factor.

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

Scott: Failure to listen and putting too much process in front of the placement. You can hug something to tight…so tight that it cracks.

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?

Scott: I receive most of my inspiration from my partners and from the people that I’ve hired.

Six Degrees: What one thing do you ideally hope to accomplish in 2008? (OR) Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done.

Scott: to do all I can to help pull the economy up by the boot straps.

Six Degrees: Anything you want to plug?

Scott: of course my company, Vaco.com. We’ve recently been named (for the 3rd year in a row) one of the fastest growing companies in America by INC. Magazine.

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

Scott: I’m going to keep my head down and work until I get tired.

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