eReHarmony.com Recruiting

Posted by Steve on May 17, 2005
Posted in: Assessment, eHarmony.com. Leave a comment

Originally published over on my ERE.net blog in May 2005…

 

Voiceover: “When you’re ready to find the best recruiter of your life!”

Amanda B. Reckondwith, Recruiting Manager: “As soon as I saw Paul, I knew he was the one. Especially after his comment about FlipDog – for the life of me, I didn’t think anyone thought that it was the bomb!”

Bill Ding, Recruiter: “Hi, my name’s Bill and I met my manager on eReHarmony.com. And she didn’t care that I thought a Booleans was a new beer by Coors.”

Jose Canusee, Recruiter: “Hi, my name’s Jose and I met my manager Wendy on eReHarmony.com. She was so cool and understanding – I just couldn’t believe I was hired without ever being asked a question about my recruiting skills.”

Cindy Skool, Recruiter: “Hi, I’m Cindy and I met my manager Bill M. Laite on eReHarmony.com. I was amazed that he thought Altavista was far better than Google – I never thought managers like him existed! It was almost a religious experience?”

Hiram N. Firem, Manager: “I really love working with my recruiters. It feels as if we were mean to be headhunters together! Viva les passive candidates!”

Distinguished looking former SVP of HR: “Hi, I’m Dr. Willy Findem. My wife, Betty Wont, MA, and I want to show you how to build a great recruiting team. With eReHarmony.com and your burning desire to build world-class teams tasked with finding those pockets of passive-only talent, you can be the top lifeguard who oversees your own Olympic-size talent pool. But don?t take it from me; listen to what the experts have to say?”

Manager 1: “It was eReHarmony.com’s 429 dimensions of recruiter competencies that reeled me in,” says Reid Palms. “When I saw the eReHarmony commercials in a popup window on one of those job board sites. I wasn’t sure if I believed what they claimed, but I’m a believer now. I do think there is such a thing as a perfect recruiting team and I’ve found it. Maria’s background in forensic pathology, anthropology and executive search was perfect. How could it be that someone with so much in common would be located halfway around the world leading a dig in Egypt?”

Manager 2: “eReHarmony was different from everything else I’ve seen,” added Gladys Eeya. “It just had a more authentic approach – it didn’t care whether I preferred someone who was passive or active, that was all figured into the equation. Plus, it asked some deep and highly relevant questions like “what were my strengths and weaknesses.” eReHarmony allowed me to cut to the chase and find someone who from the beginning point had the same foundation that I did: the same background in agency search, a love for arcane search engine collectibles – God how I miss Webcrawler, and absolutely no knowledge of strategic planning – I wish that Levy guy would just shut up for one minute and show us if he can find people instead of telling us that planning is important. And please, stop shilling that dang Samsung phone for just one blessed blog post.”

Dr. Findem: “Each new eReHarmony user is asked to fill out a comprehensive, 5,436-question relationship questionnaire. This inventory was developed by Ph.D.’s from the Marquis de Sade School of Psychology and is designed to identify a person’s recruiting characteristics, beliefs, values, emotional intelligence and skills. eReHarmony is the only recruiting team site that delves this deeply into the important aspects of personality that influence our use of search engines, telephone techniques, and customer relationship management, as well as even more covert tools, providing a comprehensive profile for each user.”

“Once the profile is complete, eReHarmony’s patented scientific matching methodology matches people based on 429 key dimensions that are necessary for compatibility and relationship success. Well, it’s not as scientific as it sounds; actually, we have Ralph our Bloodhound conduct our patented “sniff test.” But we consider it to be as scientific as say, reviewing a resume and asking someone for their career goals.”

“Still, through studies of more than 5,000 agencies, search firms, in-house corporate teams, suppliers, and legendary albeit crusty recruiting curmudgeons, eReHarmony has exhaustively researched what makes recruiting teams succeed and fail. The results are matches unlike those that can be achieved by looking up recruiting contacts on Monster ads or converting sales reps into search consultants.”

“Thank you eReHarmony for being the link that caused two people of different recruiting cultures to find each other. Everything else between us is compatible ? search strategies, sourcing tools, metrics. Your matching system is truly incredible!” –Anita Job

Dr. Findem: “Isn’t it time you experienced the joy of finding that perfect match for your team with someone who respects you, communicates with you, and believes in your recruiting vision for what it is ? a work of art? This is the kind of joy that comes from true compatibility. And true compatibility is what forms the basis for every relationship at eReHarmony.”

“eReHarmony.com: Intelligent sourcing for perfect recruiting relationships.”

[If you really believe this is sponsored by the ERE or eHarmony.com, it’s time to switch to Starbucks decaf. Please call me on my Samsung phone with comments – lol]

Psychology Today

Posted by Steve on May 5, 2005
Posted in: Recruiting. Leave a comment

Some times we write for ourselves, sometimes for others. This ERE moldy oldie (5.5.2005) made me snort…

 

Was at the gym at 6:10 this morning.  Grabbed a magazine, hopped on my favorite torture machine, set it on “Delirious”, and away I went. Think I had Linkin Park on the iPod (left the Samsung phone in my car – needed some “quiet” time). Apparently, I had picked up the April issue of Psychology Today and began reading away.

But in the Editor’s Note, there it was…

Ask 10…people about their ideal partner, and you’ll hear from two camps. Woman paint a baroque portrait of their ideal mate; men a lithe, minimalist brushstroke. That is, women want it all: emotional support, a man with a princely paycheck and a sixth sense for her moods. Men are more inclined to think in terms of absence: a hassle-free, non-neurotic chick, one whose wish list is mercifully short.

So I substituted Recruiter for woman, and Candidate for man, changed the concepts just a bit and came up with…

Ask 10…recruiters and people about their ideal candidate and company, and you’ll hear from two camps. Recruiters paint a baroque portrait of the ideal candidate; candidates a lithe, minimalist brushstroke. That is, recruiters want it all: 10 of 10 competencies mandated by the hiring manager, a candidate with a Fortune 50 pedigree and a sixth sense for her corporate culture. Candidates are more inclined to think in terms of absence: a hassle-free, non-neurotic boss, one whose wish list is mercifully short.

Hmmm…

Later in the magazine was a small blurb that wrote of new research indicating that “kissing up to a potential employer may win you more points than boasting about why she or he should hire you.” Essentially, flattery over flaunting wins critical brownie points.

Hmmm…

Sometimes I wish I could just stop thinking about recruiting.

Making Strategic Planning Explicit

Posted by Steve on May 4, 2005
Posted in: Uncategorized. Leave a comment

In his article today, Kevin Wheeler wrote:

 

“What we really have is the classic struggle between doing day-to-day tactical work and thinking longer term and strategically. Most of us struggle with the proper balance, and most of us err in favor of the tactical. We do this because we are more comfortable doing the day-to-day things and find more immediate reward from doing them. Strategic things take time, and the reward is much further away.?

 

Strategic also requires significantly more knowledge – and considerable outside-the-box thinking. For instance, how many of you are considering how one of the most important economic issues today ? gasoline prices can impact your recruiting efforts?  Having moved from Connecticut where a significant number of people regularly commute over 45 miles to work, I know for a fact that the difference between $1.80/gal and a soon-to-see $3.00/gal is a major difference between hiring ? and not hiring – that great talent.

 

I?m not suggesting that recruiters need to be energy analysts but I am strongly urging that recruiters keep an eye things such as oil futures and the geopolitics of the Middle East and consider how the short and long term changes in these areas impact our profession. Then think outside-the-box. How? A technique I use is to ask the ?What if Low/High Value?? question ? ?What if gas prices rose to $5.00 per gallon ? how recruiting change and how would we continue to bring in high quality talent as cost-of-living expenses rise faster than salaries?? Then answer the question.

 

So whether it?s reimbursing for travel expenses to interviews to offering virtual interviewing to working with your leaders to create new company locations where the pockets of talent live so as to minimize commuting, the strategic issues (political, economic, social,, technological) that impact talent acquisition cannot be overlooked. We need to be more explicit as it relates to strategic planning.

Actives or Passives?

Posted by Steve on May 3, 2005
Posted in: Uncategorized. Leave a comment

Had an ERE friend email me wherein this person offered a tirade after reading yet another ERE article about the joys of the passive candidate. “Doesn’t [the author] understand that there’s nothing damaged about active candidates? I’m sick and tired of reading the same article about ‘good passive, bad active’ month after month” In the spirit of decorum, I was forced to clean up the message for those of us possessing virgin ears…

 

This person has a point – so let me ask you: Based upon metrics, do your active candidates perform at a lower level than your passive ones upon making the transition to employees?

CRM is the Human Experience

Posted by Steve on April 25, 2005
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In an article in today’s destinationCRM.com about adhering to compliance and ethics standards, Shel Horowitz, author of Principled Profit: Marketing That Puts People First states that, “It takes far more energy and resources to get a customer back after you’ve lost him than [it is] to keep him.” He further adds that “Good CRM is also the human experience…”
 
“…If your store doesn’t live up to your company brand, then you don’t get the chance to harness the power of your own satisfied customers.” Sure as heck sounds like recruiting and retention.

More EMA Chapters?

Posted by Steve on April 25, 2005
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A few weeks ago I counted the number of EMA chapters listed on SHRM’s website – 12. Just out of curiosity – and to check on what topics EMA is discussing these days, I now counted 18 of which 11 are local SIGs.
 
Progress is good…

Strategic Planning – The Prelude

Posted by Steve on April 23, 2005
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Before I get into the nitty gritty of strategic planning, let’s talk real life. It seems that a “small” software company which has been at the leading edge of gay rights for decades may have been “influenced” by local evangelical church and has withdrawn its support for a state bill which would have barred discrimination on the basis of sexual orientation (there is already a local law which has a far broader anti-discrimination focus). I’m sure you can read more of the details on the net using your favorite search engine to source.
 
The importance of issues like these to recruiters cannot be underestimated: There are countless political, economic, social, and technological issues that can dramatically impact one’s ability to attract and retain talent. For a recruiter to be blind – or ignorant – to political and social issues such as gay rights, and not “forcefully” discuss these issues with senior management is to not be strategic. Company PR leaders are not the only people who keep track of the company’s position on critical issues. Candidates do too.
 
All the more reason for recruiters to be aware and plan for the short and longer term positions and ramifications of local, federal, and even global political, economic, social, and technological issues.

Corporate DNA

Posted by Steve on April 18, 2005
Posted in: Uncategorized. Leave a comment
Sometimes we’re closer than we think…

The NY Times Knows Recruiting?

Posted by Steve on April 15, 2005
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Early this morning while listening to the radio on my way to the gym, I heard the most amazing ad for the New York Times Classified. Bear with as it was early but the crux of the ad stated that whether you’re a CEO or looking for an entry-level position (I distinctly remember the CEO but am a bit foggy on the entry-level), the New York Times Classified is the answer.
 
Fair enough – although I was chuckling about companies searching for their next CEO through a print/net ad (yes, I know it can happen and it sure might help one’s efficiency ratio). I also wondered if CEOs found through the Times were Democrats with overt environmental agendas for their new employers; I just couldn’t fathom the possibility that a Republican CEO would even READ the Times. Yes, I do make myself laugh.
 
But then I heard it – I didn’t laugh and I didn’t scream out loud – I was proud that I controlled myself…”So if you’re looking for job or if you’re a Human Resources Director looking for your company’s next CEO…” The recruiting word was NEVER mentioned – no Recruiter, Executive Search Consultant, Vice President of Staffing – nothing…just Human Resources Director.
 
In the hours since I heard this ad, I have recovered. I feel better. I’m resolute (lol). I realize how long and hard the road will be. But persevere we must. I know we’re going to be a powerful force…

SHRM REALLY LOVES RECRUITING?

Posted by Steve on April 11, 2005
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John Sumser’s fine daily ruminations on all things recruiting was particularly interesting thi morning. Seems that ICANN has approved the “.jobs” extension for websites. As a recruiter, I’m excited about top-level exposure. It’s like “one-click” for the profession. However…
 
While John is peeved that this is nothing more than “a tax on companies that creates the opportunity to move employment sections to a domain level” he questions that “the biggest single gotcha that we can see is the requirement that .jobs domains may only be purchased by a ‘Qualified Applicant’ “
 
According to the application by Employ Media LLC (a MUST read for all us technology wonks), it seems as professionalism is be a key component that determines whether one will qualify for such a domain extension (great call John). Here it is from the application:
 
A key component to the Community is identification of the members of the Community who are qualified to apply for a registration of a .jobs sTLD.  As detailed further in the Charter, a .jobs sTLD registration will only be issued in response to an application which is submitted by a qualified applicant (there are other restrictions to registration, but these restrictions are discussed elsewhere in this application).  A qualified applicant (“Qualified Applicant”) is a person who is (a) a member of SHRM; or (b) engaged in human resource management practices that meet any of the following criteria: (i) possess salaried-level human resource management experience; (ii) are certified by the Human Resource Certification Institute; or (iii) are supportive of the SHRM Code of Ethical and Professional Standards in Human Resource Management, as amended from time to time (the “Code”).  A copy of the Code is attached to the Employ Media/SHRM agreement and is available at the SHRM website.  The core provisions of the Code include: (1) professional responsibility (add value to the organizations they serve and contribute to the ethical success, credibility and value of those organizations); (2) professional development (strive to meet the highest standards of competence); (3) ethical leadership (exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct); (4) fairness and justice (promote and foster fairness and justice for all employees in their organizations); (5) conflicts of interest (protect the interests of their stakeholders as well as their professional integrity and not engage in activities that create actual, apparent, or potential conflicts of interest); and (6) use of information (protect the rights of individuals, especially in the acquisition and dissemination of information while ensuring truthful communications).
 
So I’ll echo what John wrote – since it seems as if SHRM is going to be the ethics police as it relates to the dissemination of the domains, does this mean that they’re interested in policing the ethics of recruiters in general? Hmmm – is this their version of a coup d’etat?
 
Or does this mean more EMA chapters and a political focus that will engender SHRM to also include recruiting issues?
 
Either way, I really beleive it’s time for a revolution. There are several national groups that should seriously consider working together to create a national focus on issues – the ERE, EMA, and AESC – if they’ll have us ;), as well as regional organizations like NEAPS, and lobby for our collective benefit. Yes, it’s time – unless SHRM is really interested in recruiting…