KCRecruiting

RehabCare College Recruiting Blog

One of my clients, Rehabcare, just launched their campus relations blog.  This is a fun team of college grad sourcers, and they spend a lot of time on campuses talking to students about joining Rehabcare as an occupational, physical, or speech therapist.

Expect to see a lot from them.  Expect the best from them - but at least drop by and give them a shout.

For their career center, if you're a nursing student, check out their student careers website.

Kick Booty HR Leadership Role

One of my clients has a need for an HR leader.

This role will maintain total responsibility for the HR function of a 250 person organization. The role will report to the CFO and she is seeking someone to whom she can "hand over the kit and kaboodle" of HR.  Leading a small team including an HR Admin, A recruiter, An HR specialist and a Benefits/Compensation Coordinator, this opportunity will be responsible for day to day HR functions and will assume command and control of a few special projects.

Amazing company in Central Overland Park. Privately held, cash rich and VERY stable despite incredible growth.

We are seeking candidates interested in a new challenge, ability to lead in a fast paced environment. Must have more business and less HR policy banging approach to issue resolution.

This role will demand creativity, the ability to quickly build business impact relationships and implement high priority projects with little guidance.

Please contact:
Doug Burris

Intronic Solutions Group

dburris@intronicsolutions.com

913-707-4251

Trust me, this is a phenomenal opportunity.

Cost Per Hire

I have been working on a project with a client; crunching numbers, determining cost per hire and balancing costs of current state vs outsourcing vs internal build of a team rightsized to deliver increasing staffing demands.

Keep in mind I have never been one to worry about cost per hire. Rather I worry about cost per non-hire. What does it cost our clients to have an empty seat?  Personally I feel cost per hire is just another way to measure the impact of a staffing function. I can sum up the impact of a staffing function pretty easily.  Are seats getting filled or not?  Are new hires staying longer than 90 days or not? Are new hires performing at acceptable levels within 30 days? Again, humble opinion here, but does anything else really matter?

We are getting people in the door, clients want to make offers, candidates are happy and effective in the role at the 30 and 90 day mark.  I am more worried about the cost the business is putting in to RETAINING these people I have fought other companies for.

FYI, my client is spending about $2000 per hire and has maintained that cost over the past 6 years being woefully understaffed in the staffing group. Not bad...

-Doug Burris

Resumes and Football Rankings

Our friend (Heather Hamilton of Microsoft) has a great post today.

First off she discusses her Alma Mater's (USC) powerhouse football program ("Fight On!") and then launches into her thoughts on resumes.

A resume is nothing more than a marketing piece. A non legal advertisement of a candidates background.  The candidate world has been told their resumes, at best, will get a a 30 second once over from a recruiter so it must have some punch to it.  Heather hits this right on the head me thinks...What say you?

We're Here To Do It Better Than Anybody Has Every Done It Before

-Doug Burris

Intronic Solutions Group

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Social Networking Fatigue?

Social Networking was all the rage, for like what, 10 minutes?

Well, the early adopters have had enough.

Increasingly I’ve begun to feel the same way about the various social networks. How many networks can one person join? How many different identities can one person sanely manage? How many different tagging or photo-uploading or friending protocols can one person deal with?

Recently Gary McGraw echoed Ben Smith’s 1991 observation. “People keep asking me to join the LinkedIn network,” he said, “but I’m already part of a network, it’s called the Internet.”

The story has many like it, where hyper-networked and bleeding edge social media types talk about getting burnt out on all the efforts to stay connected that are available on the web.

There's just one problem.  Most people still don't know what social networking is.  Even when you tell them it's sites like MySpace and Facebook.

Part of the problem is technology is moving so quickly that the gap between the haves and the have nots is huge.  The more you know, the faster the change, and the more impact it has on your life.  The success, or somewhat success of Twitter is a perfect example.  Twitter is one-line blogging.  That's it.  One line posts to give connections a sense of what you're doing every minute of the day.  Just because it's fascinating doesn't mean it's not weird and counter productive.

So for those who fear the end of blogs, social networking and social media, let me pull you back from the precipice.

Two years ago - the blogerati were yapping about how over the term Web 2.0 was.  They were tired of hearing it, and said it represented a bubble.

Today - most people still don't know what Web 2.0 means.  The problem is not the public, but the desire to be unique and the ability to publish information.  We have access to more data than ever before, and the self-anointed tip of the spear marketing people haven't learned to use the tools we have to make money.  Slow down - focus on a few things you do well, and that fatigue will go away. 

Social media is just getting started.  It's too early to start saying it's over.

Kansas City Recruiters Roundtable

For the unitiated, the Kansas City Recruiters Roundtable is a group of, you guessed it, recruiters that meet monthly to discuss the hot topics surrounding corporate recruiting in the KC market.

Our standing agenda includes:

Hot Topics - Any pressing issue affecting the KC market

Hot Candidates - Any candidates known to recruiters that are worth taking a look at

Hot Jobs - Any jobs recruiters are struggling to fill. We discuss strategies for sourcing, networking, etc to develop candidates

Monthly Topic: In past months/years we have discussed, among other things:

• Internet Sourcing
• Networking
• Working with 3rd party agencies
• Employment Branding
• Employment Law
• Blogging and Recruiting
• Candidate Management
• Working better with Operations clients

We are meeting this month, August 17th, at the Kansas City Zoo.  The topic will certainly be entertaining as we are discussing Odd and Quirky Candidates.

If you would like to attend, email me at: dburris@intronicsolutions.com

This is a great group for networking, learning about different topics and open discussion regarding anything recruiting.

We are a group focused on corporate recruiting and try to keep our attendees limited to either corporate recruiters or contract recruiters currently engaged on site with a client.

BroadLook Preview Of Diver

Stephen over at Recruitment Views has word on a new freebie using the prospect searching tools at Broadlook. I use the Eclipse product myself, but there are a whole series of tools for the professional sourcer (and those recruiters who still source) that would make your life a lot easier.

So a new tool, Diver, helps you pull contacts from SERPs (you should know what it means).  There's a three day trial on, but you have to go to Stephen's site to get the code.

There's even a feedback e-mail for Andy at Broadlook if you have questions.  Check this deal out.  Go Now.  You can thank me later.

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If You're Wondering What Franki's Been Up To

My wife writes a style and fashion blog, and so for those people who met her when we were last in Kansas City, let me share a little of her writing.  No, it's not recruiting related, but she really does have a way with words.

We like to shop in Kansas City, so consider this a Kansas City style post.

Today, she talks about mirrors.  Gihugic (ji-huge-ic) on sale mirrors.

Then again, my life would not be as rich if I'd left this great looking feature unused and unappreciated in an overcrowded showroom. Much like animals, well-designed furnishings enrich our lives and have the power to affect our moods. This mirror may not have a space to live today, but in just a few short months we'll be moving into new digs (yes, we scored that studio space) and there's an empty wall just crying out for this lovely accessory. In fact, the new space really needs a mirror just like this.

Minneapolis Hosts First Recruiting Road Show

John Sumser took the band on the road, and headed out to Minneapolis-St Paul recently to meet with local recruiters in what was termed, the Recruiting Road Show.

Local Bloggers Paul DeBettignies, Steven Rothberg and Andy Keith were all there at the Best Buy Headquarters, along with 120 local recruiters.

Now those are some impressive numbers.  Here's a recap of all the people that were to be thanked from the MNHeadhunter blog, photos from the event are at Flikr, Steven Rothberg says they sold out their tickets, and more, and of course, the wrap up at Recruiting.com.

Here's the official site.  It shows that there is a pent-up demand in local metropolises for recruiting information and conferences.  The original idea, like mos good ones these days, started at a Chipotle, and the next event is in Atlanta.

I'd be willing to bet Hallmark could drum up a pretty spectacular one here in KC.  Just as a thought. If only there were more recruiting bloggers.

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