Below are the reasons the use of “the keyword that shall not be named” turned out to be a disaster.

1. It drove the wrong traffic – the people who searched for “the keyword that shall not be named” and found my blog post were not actually looking for it. For the most part, they were probably looking for a definition or the history of “the keyword that shall not be named”
2. It was unintended – “the keyword that shall not be named” was not used intentionally to increase traffic, but by using such a well known topic, it literally became the focus keyword. It probably didn’t help that I used “the keyword that shall not be named” in the title of the blog post.” I definitely wouldn’t suggest doing that.
3. It skewed our website analytics – everything from page views, to bounce rates, to duration on our website, to engagement was out of whack due to the high volume of bad traffic caused by this particular blog. Eventually we decided to remove the post from our website and it took several months for us to recover and receive accurate analytics.
4. The topic was too broad – “the keyword that shall not be named” is taught in grade school and high school and for the most part is a topic searched upon far more broadly than the content we write about to attract independent recruiters. By including “the keyword that shall not be named” in a blog post, I would venture to guess that the majority of the traffic I generated was from students doing research or looking for more information on “the keyword that shall not be named” and not on “independent recruiters” which was the keyword I used for the blog post.

If I had to do it all over again, I might consider writing on the same topic but I would definitely not include “the keyword that shall not be named” in the title of the blog and also do a little keyword testing to see if “the keyword that shall not be named” was overshadowing the intended keyword of “independent recruiters.” Keyword Best Practices: Part II of the Seven Habits of Highly Successful Search Engine Marketing might help to point you in the right direction as you navigate the keyword seas.

Share this post with your fellow independent recruiting colleagues and keep them from making the same mistake I did!

Here are three ways recruiting tools are like gardening tools:

Recruiting tools can make the job easier. I need to till the soil in my garden so that I can plant some vegetables. I can till by hand, but it’s hot and dirty, and will take me a long time, so I’m going to rent a gas-powered tiller. I’ll still have to till, but with the right tool, I can till more ground, in less time, with more uniform results. Recruiting tools offer the same assistance. You can use recruitment software to automate some tasks so that you can complete more tasks, in less time, more consistently…but you still have to complete the tasks.

Recruiting tools do not make you a recruiter. Between the skunk that likes to hang out in my yard and the winter snowfall, I need a new cover for my compost bin. I’ve got a brand-new Craftsman© circular saw, but since I don’t know how to build a cover, it’s not going to do me any good. (Anyone want to buy a saw?) Paying big money for a fancy ATS or an upgraded LinkedIn account won’t turn you into a recruiter. You can use the tool to find fertile ground (pun intended), but the tool won’t convince a passive candidate to switch jobs, make an interview happen, or convince a spouse to pack up and move.

Recruiting tools can’t evaluate or fix your process. A couple of summers ago I planted zucchini (or courgettes, depending on where you live). The plants grew huge, with lots of flowers. I had great soil, plenty of sunlight, and sufficient water, but never got a single zucchini. A farmer acquaintance told me the bees probably hadn’t shown up to pollinate the plants. Changing to a new irrigation system wouldn’t have solved my problem. If you think you’re doing all the right things, but your activities aren’t bearing fruit (again, pun intended), you might have a broken process as opposed to a faulty tool. Acquiring a new tool isn’t likely to change your outcome; you may need to reach out to a trusted adviser.

Gardening is a very part-time hobby for me, and I’m not very good at it. If my tomatoes don’t grow, I’ll simply make more visits to the local farmer’s markets and grocery stores. Recruiting is your livelihood. Learn how to be a great recruiter. Work hard at it. Hone your craft. Use appropriate tools to support your recruiting activities. Then you will be in a better position to enjoy the fruits of your labor.

What are you doing to ensure a bountiful yield in your garden?

One of the most frequent complaints I hear or read about recruiters is that they do not return candidates’ telephone calls. If you are a candidate, keep reading because my post today focuses on five reasons why independent recruiters don’t return candidates’ calls.

• The independent recruiter does not work for you.

When an employer has a difficult job to fill, the employer may choose to hire an independent recruiter to find the most qualified candidate. In return, the employer pays the recruiter a fee. In the United States, the fee typically ranges from 20% to 30% of the candidate’s first year of salary. Therefore, independent recruiters will focus on responding to employers who have hired them and only to candidates who are qualified for the jobs they are striving to fill.

• The independent recruiter does not specialize in your niche.

Most independent recruiters specialize in placing candidates in a specific industry or job function involving a specific set of skills. You may not hear back from a recruiter to whom you sent your resume because the recruiter doesn’t work with people with your skill set or in your industry. A better approach to working with a recruiter might be to research the recruiters who specialize in placing candidates in your niche and then approach them.

• The independent recruiter’s job is filling an open position for an employer.

It is not an independent recruiter’s job to find you a job or help you change careers. This goes back to the first point I made. Independent recruiters do not work for candidates. They work for employers. If you decide to change careers, for example, an independent recruiter will not be able to help you find a job. Employers are most interested in passive candidates (people currently working) and who are in the top 5% of people qualified for the open position. If you are changing careers, you need to find other ways to find a job.

• The independent recruiter doesn’t have the time to respond to “thanks, but no thanks” situations.

Yes, I know it is not polite to be non-responsive but the reality is independent recruiters have limited resources and time. It is important for you to not take it personally if a recruiter does not send you a response by email or telephone. Think of it like you did when you were dating. If someone is interested in dating you, you will be contacted. If not, it is best for you to move on.

• Your resume is posted on job boards.

Again, remember my first point. Independent recruiters work for employers. In fact, many employers will advise recruiters they hire that they will not pay the recruiter for a candidate the recruiter submits to the employer who the employer can find on a job board. Why would a recruiter want to spend time presenting your resume to employers when they won’t get paid? The answer is they won’t. Determine your strategy in seeking a job. If working with a recruiter is a fit for your job search, then removing your resume from job boards will increase the likelihood of a recruiter wanting to work with you.

I hope that my post has increased your understanding of why independent recruiters may not return candidates’ calls. My post was inspired by one written by Lisa Rangel entitled 11 Reasons Why Recruiters Don’t Call You Back & 5 Things You Can Do About It. If you are seeking a new job, I encourage you to read Lisa’s post, too.

If you found this post informative, please share it with others using the buttons located at the top of the page.

Image:  FreeDigitalPhotos.net

Today’s guest blogger is James Seidel with James Seidel & Associates located in Kelowna, BC, Canada. JSA is an owner-operated firm with clients across western Canada. The firm primarily places candidates in I/T, engineering, and sales. James is a former I/T Trading Group Chair and is currently serving on NPA’s Board of Directors .

The low hanging fruit in the recruiting world is easier than ever to find. Substitutes for recruiter networking such as LinkedIn, Google, Monster and a myriad of technical resources are available at a reasonable cost to every employer and recruiter. With a minimum of effort and recruiting talent, one can pepper the web with advertisements and review lists of hundreds of employees with a few clever clicks of the mouse. The job seekers send in their resumes and respond to the first email they receive and voila – there’s a list of candidates to show to the hiring manager. Done, right?? For some, yes. But what about the companies looking for the very best? The ones looking for just the A players? Is that list reflecting the very best people on the market? No, it’s not – it is a very small snapshot of the folks who are looking at that moment.

Recruiting is still hard work – that’s why it pays so well when it’s done right and the best in the business are still charging a hefty fee for the service. What are we still able to do that the hordes of in-house recruiters are unwilling or unable to do? We pick up the phone and find out where the candidates are. Oftentimes, the databases of thousands of people we have amassed over the years in the industry give us an instant head start. We can identify our target companies. With a few clever keystrokes we have a list of people who look like they have the skills we need. Now select a few people we have dealt with in the past to give us some key information on who the real performers are. Remember, recently departed employees are often better sources of these opinions than the folks who are still there and don’t want to see the best folks leaving. (Pretty hard for the in-house recruiters to find those folks and best of luck getting them to give them any information.) Now time to start making those calls. No secrets, no cloaks and daggers, just the beginning of some career-based conversations. This is another big, BIG difference between US and THEM. We are here to offer insights into market opportunities in the best interests of that candidate for the rest of their careers. An in-house recruiter is here today, gone tomorrow, and only interested in filling one job, right now, for one company. No relationship, no long term lead generations or referrals, no trust, no reason to stay in touch if that company happens not to be of interest. Their networks don’t have the power ours do. They can’t. So use the tools everyone else uses, by all means. But combine them with the recruiter networking you already have and now you’ve really got something to sell.

Image courtesy of imagerymajestic at FreeDigitalPhotos.net

Your clients are being sold on filling jobs without the help of independent recruiters.  There was an article in the NY Times titled Why We Never Use Professional Recruiters and I think some companies are likely to listen to this message because it gives them a false sense of confidence in what they can achieve without the cost of your service.  While this may seem like “preaching to the converted,” I am hoping you can use some of my arguments with those that are crazy enough to confide in you that they are planning to go it alone.  If you have a favorite way to overcome this foolish client behavior, please share your story by commenting on this blog post.

10 Reasons Employers Should Use Independent Recruiters:

1. Recruiters can attract the best people. Why mess with what makes the business a success or a failure? If your livelihood depends on finding good employees and they are what drives your profit and results, then why try to do hiring without the benefit of a professional focused on your company’s needs.
2. Recruiters define and describe the position best. The use of professional independents recruiter will force you to know what you are looking for. A recruiter knows what is out there and can coach you on the realism of your position description, the availability of talent, and the cost of the talent you need. Do you ever see the For Sale By Owner signs on homes? Do you think those sellers have been coached on prepping their house for sale? Do you think they know the proper price for the home? Do you think they are as motivated as someone that has hired a professional to sell the house for them? I don’t. I think they are just giving it a try to see if they can find an easy sale and when it becomes really important to sell that house, there will be a realtor.
3. Recruiters keep employers focused. Is locating talent your company’s core competency? If so, then go it alone. Just because LinkedIn makes candidates more accessible to you does not mean you will be better served to do searches for talent without a recruiter. Your company president probably has the know-how to cut the grass and pick weeds on your corporate campus, but is that really where you need to leverage his/her time? Just because there is a manual on how to use that gigantic punch press out in the factory, does it mean that you should run it without an operator that specializes and has trained to use it? Do what you are good at, not just those things you have access to do.
4. Recruiters save staff time and cost. Not only will a search for an employee distract managers and leaders, it will also cost the company more money than a search turned over to an independent recruiter. I compare this one to the old in-house print shop scenario. Companies claimed to be saving so much money with their in-house print shops compared to having things professionally printed on the outside. Sure, if you don’t count the cost of employees, their benefits, the cost of space, and assign no overhead to an in-house printing operation, it will look great. Employers are doing the same thing today with recruiting. Do you really want senior managers and leaders out on Facebook and LinkedIn trying to find talent? And are you sure you know what their time is worth per hour? Add benefits and overhead to that number and independent  recruiters look like a bargain at any price.
5. Recruiters speed  the job fill. The real costs or opportunity costs of an open position can be enormous. Many studies say that in profitable companies an employee generates 3 to 5 times their annual salary in value. So if you leave a $70,000 position open for just one additional month, that is $18,000 to $30,000 the company will never see again. Independent recruiters can also focus efforts on the likelihood of a “yes” when the offer is eventually made. I’m very certain that most managers do not have the skills needed to coach and troubleshoot all the reasons a candidates would say “no.”  In fact, it would be very unlikely that a candidates would share with the employer the reasons for a potential “no” until it is too late. Independent recruiters have the position with a candidate to ask what a staff member may never uncover.
6. Recruiters know where to look for talent. If you are 100% confident as an employer that the best candidate for your opening is on LinkedIn, then maybe a recruiter is unnecessary for building the short list. We all know that is not likely as some candidates are “passive or not active” job seekers. You need an independent recruiter with networks and tools to find these people. Recruiters have the tools, subscriptions, a peer group for support and a network that is better than yours. A simple question: Is your manager capable of calling into the competitor’s company to get their best talent out for an interview? If they do that, will the competitor know what you are up to within minutes?
7. Recruiters know how to attract talent. Recruiters are expert at understanding motivation to move.  hey can predict for you the proper and real motivation vs. the misleading and bogus motivation. I can only guess that your managers and leaders have not been trained in doing this?
8. Recruiters are less apt to lose the best candidates. There is likely only one best candidate for your open job. Do you want that candidate being handled by an inexperienced manager or someone that does this 20 times before breakfast?
9. Recruiters offer a method for continuous improvement. Why stop recruiting after you fill the job? If you can keep your staff focused on the core business but have a recruiter looking to replace the weakest player on your team, you will be on a path to continuous improvement. Don’t hire one at a time, hire always. Independent recruiters allow you this potential.
10. Recruiters produce results. What other professional group do you work with that will work on a contingent basis? What other professional group guarantees their work even thought they have little control over what you do to ensure the success of their placement? Most candidates leave because they don’t like the company or the direct supervisor and the recruiter has little to no control over those two contributing factors yet they guarantee their work.

If you are 100% confident as an employer that the best candidate for your opening is on LinkedIn, and that your managers can attract those candidates, will never scare off good candidates, and will not increase the chance of a turndown by the best available talent…then you are running a recruiting company, not a business focused on whatever it is you do as an employer. You are in the wrong business, we have found the next great recruiting organization!

I hope one or more of these becomes useful for you.  Please share your ideas!

Once you’re following an account, think about ways you can add value to the relationship you are establishing. One easy and effective way to to Retweet (share) their Tweets (posts). Another way is to comment on their posts, even with something as simple as “I agree!” or “Great article.” Still another way is to ask them a question, such as: @ProspectiveClient, how is the latest #xyz news impacting business? You can also share interesting content with them, such as one of your own blog posts, another Tweet, or a link to an article that is relevant to their business. Resist the temptation to immediately launch into a sales pitch. Twitter doesn’t work that way. In fact, it’s helpful to use the Rule of Thirds when interacting on Twitter:

• 1/3 – Retweet (share) someone else’s content
• 1/3 – Comment on someone else’s content
• 1/3 – Tweet your own content

Here are 3 ways agency recruiters can use Twitter specifically to find new clients:

1. Think about 5 new companies for whom you’d like to recruit, and follow them on Twitter.
2. Visit www.hashtags.org and search for hashtags (topics that are preceded by #) that are relevant to your business. Then visit Twitter, do a search for your particular hashtag, say #energy, for example, and look for interesting accounts to follow. While you’re at it, make a list on Twitter called Energy. That way, you can easily group your accounts by topic, which will make it easier to find, share, and post content.
3. Follow your existing clients on Twitter. Once you are following them, you can see who they follow (and who follows them). This can lead you to additional prospective clients or candidates.

For more ways that agency recruiters can use Twitter for business development, here are some additional resources:

• How to Use Twitter for B2B Marketing
• 5 Ways to Use Twitter for Recruitment Business Development
• How to Use Twitter for B2B

What are some other ways agency recruiters can find business leads on Twitter?

1. The telephone is a powerful tool. Yes, the phone is what moves candidates from passive to active, from prospect to client, and from candidate to employee. While a recruitment organization might be able to complete a placement without LinkedIn, Monster or your ATS/CRM system (even if difficult), an agency probably cannot make a placement without the use of the telephone. With the advent of mobile recruiting and smart phones, the telephone will grow even more in significance as the tool to recruit, but for a completely different set of reasons.
2. Candidates are the grease that keeps recruitment moving. Sure nothing happens without a job opening…I know…but jobs ebb and flow based on external conditions and the economy. Without a candidate, the process grinds to a halt. The pendulum has swung in favor of candidates once again. I hear of multiple offers and many turndowns for prized candidates with the right skills. The best candidates have a list of recruitment agencies in hot pursuit.
3. HR is slow to move. Clients read the newspaper too much. Clients believe they are in the position of strength because they are offering a job during times of significant unemployment. The client expects to have their pick of great candidates. Recruiters know the best candidates are frequently employed and require a darn good reason to make a change. While clients ask to see “just 3 more candidates,” the real prize candidate has accepted a job with the competitor or has taken the counteroffer.
4. The resume/CV is still the currency of recruitment. Personally I have been involved in the vetting of candidates for a position. We have one candidate with a well-known industry track record, yet I still wanted a resume. To me it is the price of inclusion. I do not believe you will change jobs or accept my position if you lack the passion to create your CV/resume. I can use a LinkedIn profile or some detail pulled from Facebook, but until you give me that standardized resume (that has been the currency of recruiting since long before my time), I am not convinced you are a serious candidate.
5. When things get tough, clients turn to recruiters. Clients have worked to remove recruitment agencies from the list of tools used to complete a hire. They use in-house recruiters, job boards, social media, and a dozen other tools and techniques. But when all else fails, as it often will in a candidate-driven market, clients call a recruitment agency. If recruiters continue to perform, this too will be slow to change!

I welcome your point of view; please comment or add to the list.

@BillBoorman – Bill absolutely ‘gets’ engagement and how to have great conversations on Twitter. If you’re new to social media, following Bill will help you understand how to apply best practices for engaging on Twitter.

@UndercoverRec – The Undercover Recruiter is a recruitment and career blog based in London. They Tweet great news and recruiter-focused content with a global focus.

@jaccov – Jacco Valkenburg is a recruitment trainer in The Netherlands. He shares and curates a lot of great content, even though some of it is in Dutch!

@mariah_onfiah – Mariah Gillespie is a consultant with a ton of experience with social media for recruiters. DISCLOSURE: NPA is partnering with Mariah to provide social media consulting services to our members.

@RecIndustry – Great source of a wide variety of recruiting-related news

@mobile_dave – OK, so I’m hugely interested in the “mobile revolution.” Dave Martin blogs about mobile gadgets and how the use of those gadgets is changing the way people use the Internet.

@recruitmentjob – RecruitmentJob is a recruiting blog out of The Hague that focuses on global news, tips, and advice for recruiters and HR professionals.

@JohnSumser – John is an expert on recruiting, HR, and HR technology, with a good eye for spotting trends and shifting behaviors.

@greg_savage – Greg Savage is an Australian recruiter, speaker, trainer, and all-around good guy. DISCLOSURE: NPA has hired Greg as a speaker on multiple occasions, and he will be speaking at our Global Networking Meeting in Sydney next month.

@GlblRecruiter – Global Recruiter magazine, formerly Recruitment Consultant Magazine, is a UK-based monthly publication for anyone who is serious about recruitment.

Of course, NPA occasionally Tweets about social media for recruiters at @npaworldwide. We’d love to have a conversation! What’s your favorite Twitter account? Share in the comments below!

Starting a Recruiting Business:  Recruitment Franchise vs. Recruiting Networks
www.npaworldwide.com/2012/02/07/starting-a-recruiting-business-recruitment-franchise-vs-recruiting-networks/

Mergers & Acquisitions in the Global Recruiting Industry
www.npaworldwide.com/2012/08/19/mergers-and-acquisitions-in-the-global-recruiting-industry/

5 Best Practices for Independent Recruiters Using Facebook
www.npaworldwide.com/2012/06/08/5-best-practices-independent-recruiters-using-facebook/

3 Key Differences Between NPA and Bounty Jobs
www.npaworldwide.com/2012/05/24/3-key-diferences-npa-bountyjobs/

Anyone Can Be an Independent Recruiter, Right?
www.npaworldwide.com/2011/12/19/anyone-can-be-an-independent-recruiter-right/

7 Questions to Help Independent Recruiters Take Better Job Orders
www.npaworldwide.com/2012/07/03/7-questions-to-help-independent-recruiters-take-better-job-orders/

3 Things Global Recruiters Need to Know About Mobile Technology
www.npaworldwide.com/2012/01/13/3-things-global-recruiters-need-to-know-about-mobile-technology/

What is the Difference Between Corporate and Independent Recruiting?
www.npaworldwide.com/2012/07/17/what-is-the-difference-between-corporate-and-independent-recruiting/

Whatsapp Can Be a Useful Tool for Global Recruiting
www.npaworldwide.com/2012/09/13/whatsapp-can-be-a-useful-tool-for-global-recruiting/

7 Gestures to Avoid in International Recruiting
www.npaworldwide.com/2012/10/18/7-gestures-to-avoid-in-international-recruiting/

As an independent recruiter, is there a topic you would like us to write about in an upcoming post? If yes, click View / Add Comments below and share your thoughts.