- What is Open Door Recruiter? It’s basically a small networking event. I work out of a local coffee shop in and around the Madison, Wisconsin, area, or it’s an online group web meeting, that allows people to show up and meet one another. Conversation can be around jobs, the company I work for, job hunting tips, or anything.
- When is Open Door Recruiter? I try to hold it every 2-3 weeks depending on schedule, I rotate days of the weeks to help accommodate your schedule. Can’t make Wednesdays, no problem, the next one will be on a Tuesday.
- Where is Open Door Recruiter? See #1 above. 🙂
- How will I know about an Open Door Recruiter event? I post on Linkedin, Twitter, Facebook and Google+. Please tune in to one of those networks.
- Do I need to reserve a time or let you know I’m interested in meeting? Nope. Just show up and introduce yourself. No appointment necessary.
- What if I show up and you’re speaking to someone? Simply walk up and introduce yourself. We’ll all introduce each other and make small talk.
- Do I need to bring resume or dress to impress? No. It’s informal. No pressure. It’s not meant to be a job interview or screening.
- You recruit information technology professionals, but I’m not IT. Does this matter? No. I speak to anyone of any background, experience, or profession. It’s really just a more personable networking opportunity.
- I am not interested in meeting, but can I pass your name along to others? Heck yes!
- What’s in this for me? It’s really what you make of it. I can provide job hunting and resume writing tips, job market info, insight into the company I work, or get you in touch with someone else that may be able to help you.
- Bummer, I don’t live/work in the area. I understand and I wish I could be everywhere. I have done Google+ Hangouts. This is a free online tool that allows up to 9 people to video conference. You would have to have a Google+ account, web cam, and microphone to participate, but it is VERY easy to use.
- I still have questions. Hit me up on one of the social media networks I mention in #4 above and I’ll be sure to get back to you.
- Do you ever have to cancel? I have not had to do that…yet. Because I blast it out to networks, I would do the same for cancellations. Again, please tune into those networks listed in #4 above for updates. I would also want to express a sincere apology to you for the inconvenience.
Need A Break? Get Some Air
I met with my manager one day. She mentions to me, “you seem a bit… on edge. Something wrong?” At the time I probably was having a bad week. Maybe I had some declined offers or some things that didn’t go our way. She says,”you know, it’s ok if you want to work remote and get out of the office. You can be just as productive without distractions.”
It got me thinking and made me realize that her flexibility may allow me to get creative in how to recruit talent.
Enter 2013. Time to make things happen.
I decided to take advantage of my employer’s flexibility, yet be sure that it would benefit our corporate recruiting efforts. Many recruiters and staffing firms talk about the relationship. It’s all about establishing relationships. Agreed. Knowing someone brings down a lot of walls. You learn about people when you’re comfortable around them. You find commonalities and discover new things from people. Meeting face-to-face is key in making this happen. I decided that a couple times a month I would work remote, but in a publicly-accessible location. Coffee shops work well for this. Actually, they should encourage it. If I work out of their location, and bring in 4 people to meet with me, I brought in more business for them. Win! I digress. This is not about coffee shops.
I didn’t think it would be hard to execute, but I wondered if this would really pay off. I had buy-in from my manager and many people I know appreciate those that think outside the box. It’s also known by associates of mine, along with my client base, that I work social media pretty well. I have accounts on Google+ (1200+ followers), Linkedin (1300 connections), Twitter (600+), Facebook (285) and Yammer. I use all of them to some degree. I’m not bragging, but some of those numbers have bearing on what I’ll get to in a moment.
Simple. Pick a couple places in town, maybe one on east side and one on the west, that have the following:
- Internet access
- Accessible parking
- Decent location
- Places to sit with 1-3 others
- Staff that appreciate you being there
Pick out dates, two weeks apart, but make sure they’re both not on the same day of the week. If someone is always tied up Wednesdays they’ll never be able to stop by. So switch it up.
Let people know. It’s time to post to all the social media sites:
- Where you will be.
- When you will be there.
- Why you will be there.
If nobody shows up, I still have plenty of work I can do – screening applicant resumes, fielding emails, sending more emails. Continue reading Open Door Recruiter
The Family Tree, written by Great Uncle Leo Fortier
My employer is looking for a MS Exchange Engineer.
The only Engineer in a team of 4 administrators, this person will report to the IT Manager that oversees servers and storage area of our IT business area. The position is open due to an internal transfer of the member previously handling these duties.
Aside from the duties, responsibilities and requirements outlined below, this person will be responsible for the design, planning and implementation of MS Exchange Server and related technologies. The Exchange Engineer will work with architect(s) to determine direction of messaging environment as well as provide level 3 support when applicable. RightFax, Windows Server 2008 & Active Directory, MS Outlook and general storage knowledge – to include SAN/NAS, will also be needed. Experience with server-side anti-virus and malware protection technologies are also part of the position. Previous experience in an enterprise environment is preferred (5000+ mailboxes).
I had an associate of mine approach me the other day. There is dialog within her client base on how managers can help with the recruiting efforts of the manage’s department. This inquiry was not centered around “what can we do better from a process perspective – feedback turn-around, slimming down job requirements, etc”, but catering to more on pipelining candidates and finding good people for their respected staff. Credit to a manager for their willingness to help! Continue reading Recruiting – The Hiring Manager Can Help