Barry Geiman (barrygeiman@comcast.net) is a researcher who is extremely generous with his time and resources.
Here are some sites he has identified that can support your diversity recruiting goals:
DIVERSITY SITES
African Americans in Science
http://www.princeton.edu/~mcbrown/display/faces.html
A directory with biographies and Ph.D. statistics
American Association of University Women
http://www.aauw.org
American Chemical Society-Women Chemists Committee
http://membership.acs.org/W/WCC/
American Indian Science and Engineering Society
http://www.aises.org/W/WCC/
American Physical Society Committee on the Status of Women in
Physics
http://www.aps.org/educ/cswp/
Association for Women in Computing
http://www.awc-hq.org
Association for Women in Mathematics
http://www.awm-math.org
Association for Women in Science
http://www.awis.org
Canadian Coalition of Women in Science, Engineering and Technology
http://www.ccwest.org/english/ccwest.html
Council for African and Americans in the Mathematical Sciences
(CAAMS)
http://www.math.buffalo.edu/mad/CAARMS/CAARMS-index.html
Diversity in Science and Engineering Resources
http://www.mills.edu/ACAD_INFO/MCS/SPERTUS/Gender/wom_and_min.html
DiversityWeb Bulletin Board
http://www.diversityweb.org/
Search or post the latest news and materials on jobs, conferences,
resources, etc.
Loka Foundation
http://www.loka.org/
IEEE Women in Engineering
http://www.ieee.org/women/
National Association of Black Geologists and Geophysicists (NABGG)
http://www.www.nabgg.org/
National Association of Mathematicians
http://www.math.buffalo.edu/mad/NAM/NAM-index.html
National Consortium for Graduate Degrees for Minorities in
Engineering and Science, Inc.
http://www.nd.edu/~gem/
National Society of Hispanic Physicists
http://utopia.utb.edu/nshp
National Technical Association
http://www.ntaonline.org/
Northern California Council of Black Professional Engineers
http://www.ncalifblackengineers.org/
Society for Advancement of Chicanos and Native Americans in Science
http://www.sacnas.org/
Society of Women Engineers
http://www.swe.org/
The Just Garcia Hill Science Web Site: Virtual Community for
Minorities in Science
http://hyper1.hunter.cuny.edu/JGH/default.htm
the Woman Astronomer
http://www.erols.com/njastro/twa
A quarterly publication about promoting astronomy; the women role-
models in astronomy, past and present and the quickly changing
science, and hobby, of astronomy.
Women in Astronomy Database
http://www.stsci.edu/stsci/service/cswa/women
Women in Endocrinology
http://www.women-in-endo.org/Pages/index.shtml
Women in Engineering Organization
http://www.WIEO.org/
Women in Neuroscience
http://www.beemnet.com/win/
Women in Technology International
http://www.witi.com/
HISPANIC SITES
American Association of Hispanic CPA's
www.aahcpa.org
ASPIRA Association
www.aspira.org
Association of Hispanic Advertising Agencies
www.ahaa.org
California Chicano News Media Association
www.ccnma.org
DC Latino
www.dclatino.com
Hispanic Association on Corporate Responsibility
www.hacr.org
Hispanic Association of Colleges & Universities
HACU
Hispanic National Bar Association
www.hnba.org
Hispanic Organization of Professionals & Executives
Hispanic Public Relations Association
213-239-6555
Hispanic Students Business Association
csulb.edu/org/hsba/
Latin American Professional Network (LATPRO)
www.latpro.com
Latin American Management Association
202-546-3803
Latin Business Association
www.lbausa.com
Latino Issues Forum
http://www.lif.org/
League of United Latin American Citizens
www.lulac.org
Mexican American Unity Council
210-978-0500
National Association of Hispanic Federal Executives (Govt)
National Association of Hispanic Journalists
www.nahj.org
National Association of Hispanic Publications
www.nahp.org
National Coalition of Hispanic Health and Human Services
Organization 202-797-4321
National Council La Raza
www.nclr.org
National Hispanic Business Association
http://www.nhba.org/
National Hispanic Corporate Council
www.nhcc-hq.org
National Hispanic Employee Association
www.nhea.org
National Hispanic Media Coalition
323-722-4191
National Hispanic Medical Association
202-265-4297
National Hispanic Medical Organization
202-265-4297
National Society of the Hispanic MBA's
www.nshmba.org
Professional Hispanics in Energy
714-777-7729
Society for Advancement of Chicanos & Native Americans in Science
www.sacnas.org
Society of Hispanic Professional Engineers
www.shpe.org
Society of Mexican American Engineers & Scientists
www.maes.com
US Hispanic Chamber of Commerce
www.ushcc.com
Sunday, January 27, 2008
Friday, January 25, 2008
Your Online Application Process
There are three things that strike me as peculiar about how many firms have created their online application process.
The first, and most obvious, is the requirement that many sites have of uploading a text resume, instead of a Word or Adobe resume.
Yes, I understand your system requires it but do you have a system that requires it?
Many non-computer people do not know how to convert a document to text. Does that make them less of a potential employee for you? Do you want them to think of your firm as one that "makes it hard" on people?
The other thing that troubles me is how often firms have a junior person review resumes once jobs are applied for. You know, someone not particularly knowledgeable about the job is reviewing resumes to discern fit? That seems like a waste.
The third thing that seems off is that, once in your system, resumes are never searched except to preclude agency referral. You have a data base of viable people but don't use it except to disqualify someone who recognizes someone's fit from actually affecting the hire that you were unwilling or incapable of making.
Fixing these three things would be smart for many employers to do.
The first, and most obvious, is the requirement that many sites have of uploading a text resume, instead of a Word or Adobe resume.
Yes, I understand your system requires it but do you have a system that requires it?
Many non-computer people do not know how to convert a document to text. Does that make them less of a potential employee for you? Do you want them to think of your firm as one that "makes it hard" on people?
The other thing that troubles me is how often firms have a junior person review resumes once jobs are applied for. You know, someone not particularly knowledgeable about the job is reviewing resumes to discern fit? That seems like a waste.
The third thing that seems off is that, once in your system, resumes are never searched except to preclude agency referral. You have a data base of viable people but don't use it except to disqualify someone who recognizes someone's fit from actually affecting the hire that you were unwilling or incapable of making.
Fixing these three things would be smart for many employers to do.
Jeff Altman
The Big Game Hunter
Concepts in Staffing
thebiggamehunter@cisny.com
© 2008 all rights reserved.
Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.
To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.
Explore some of The Big Game Hunter's products in "The Universe" series
- Job Search Universe: Search thousand of Job Boards and Corporate Job Sites for job leads at the same time
- Self-Employment Universe: Business Opportunities and Work-At-Home
- The Consulting Universe: Search and Post Consulting Assignments and Consulting Jobs
- The Diet Universe: Health & Wellness Information
- The Resume Universe: Information about Resumes and Cover Letters
- Personal Finance Universe: Taking Care of Your Money better
Plus
- Search4Candidates.com: Refined Searching for Resumes and Candidate Leads
- Indian Job Network: Network for Work in
- Search4JobLeads.com: The site that recruiters use to find job leads
- VIP Personal Search: Hire Your Own VIP Personal Search Agent
- The Job Market Blog: Blogging and news about the job market since August 2001
- 4ITProfessionals: Search for jobs, resume services and post your resume—targeted on IT professionals
- HeadHuntYourNextJob.com: 3 Search Products in one place
Thursday, January 24, 2008
The Need For Speed
Despite the commencement of the US recession, the skilled labor shortages that have pervaded the job market for the past two years continue, particularly in staff level roles (or "doer roles" People who "do things as opposed to mange people who do things).
This can be explained simply by three facts:
1. The number of y0unger people entering the work force with such skills has declined from previous years.
2. The number of organizations wulling to train people to improve their skills has declined
3. Immigration of skilled labor (or H-1b's) was cut from 225000 to 65000 six years ago. As a result, there are 960,000 fewer technology professionals in the US than had the program been left untouched.
I am not debating the merits of expanding the H-1b program today; I am of the opinion that fewer jobs would be off shored today, more tax payers in the US and more jobs in the US had we permitted their entry.
Today, that is not the point.
The point is that when you see someone that your firm wants to hire, your process must be streamlined to make the hire easier because talent is going to continue to be fought over.
Assuming your intention is not to outbid your competition by fast sums of money, your hiring process, including our onboarding process must be streamlined to insure that new hires continue to have "warm feelings" about joining you and are not afforded the time to lose them.
One firm I know has a hiring process that is fast (a week to 10 days for the interviewing to be concluded and for the person to be selected; however, once selected, there HR process including referencing & background checks often take 30 days.
And they wonder why they lose people to other firms.
Reference checking and background checks do not need to be a slow process and hiring gto get the talent that will allow your firm to compete in this market should not interfere with actually hiring.
Is there any part of your process that can be down more quickly?
This can be explained simply by three facts:
1. The number of y0unger people entering the work force with such skills has declined from previous years.
2. The number of organizations wulling to train people to improve their skills has declined
3. Immigration of skilled labor (or H-1b's) was cut from 225000 to 65000 six years ago. As a result, there are 960,000 fewer technology professionals in the US than had the program been left untouched.
I am not debating the merits of expanding the H-1b program today; I am of the opinion that fewer jobs would be off shored today, more tax payers in the US and more jobs in the US had we permitted their entry.
Today, that is not the point.
The point is that when you see someone that your firm wants to hire, your process must be streamlined to make the hire easier because talent is going to continue to be fought over.
Assuming your intention is not to outbid your competition by fast sums of money, your hiring process, including our onboarding process must be streamlined to insure that new hires continue to have "warm feelings" about joining you and are not afforded the time to lose them.
One firm I know has a hiring process that is fast (a week to 10 days for the interviewing to be concluded and for the person to be selected; however, once selected, there HR process including referencing & background checks often take 30 days.
And they wonder why they lose people to other firms.
Reference checking and background checks do not need to be a slow process and hiring gto get the talent that will allow your firm to compete in this market should not interfere with actually hiring.
Is there any part of your process that can be down more quickly?
Jeff Altman
The Big Game Hunter
Concepts in Staffing
jeffaltman@cisny.com
© 2008 all rights reserved.
Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in technology, accounting, finance, sales, marketing and other disciplines since 1971. He is a practicing psychotherapist and is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues.
To receive a daily digest of positions emailed to you, search job openings, use his free job lead search engine, Job Search Universe. to subscribe Jeff’s free job search ezines, Head Hunt Your Next Job and/or Natural Selection (his free recruiting ezine), or to find out about his VIP Personal Search Agent service, go to http://www.jeffaltman.com.
If you would like Jeff and his firm to assist you with hiring staff or locating consultants, or if you would like help with a strategic job change, send an email to him at thebiggamehunter@cisny.com (If you’re looking for a new position, include your resume).
Saturday, January 12, 2008
Are People Raiding Your Firm to Take Staff?
As job markets become tighter recruiters, both third party and corporate are resorting to raiding their competition to hire staff.
A former Director may contact 10 key people and try to bring them along with her.
A recruiter leans that four of the last 7 hires have come from your firm and is bouncing around your voice response system trying to find potential recruits to fill the job or jobs.
What defenses do you have?
1. Figure out who you don't want to lose and take time with them. Many people like to be stroked by their bosses and taking a few minutes every week or two to praise their performance and speak about opportunities.
2. Figure out who you can afford to lose. there are nice people who are adequate performers. Can they be replaced? Absolutely . . . and probably for around the same money they earn (plus interview costs and fees). Why buy them out of another offer if they are dispensable and can hire someone with better upside. This leads us to
3. Compute your break point. At what point should you walk away from losing a person to a competitor? Also, find information about what staff say about your competitors on social network sites and anti-company sites to develop responses to potential resignations.
4. This is not a job for the HR Department but for every manager and business leader. No disrespect to HR but if your culture doesn't have culture taht values HR, then having them lead this will doom it to failure.
5. Scan job boards for your own employees. There are two reasons to do this-- the least important one is being prepared for a resignation. The primary reason for doing so is to be able to sit down with the disgruntled employee and see if what is bothering them is something that can be resolved before getting to the point where they are sitting in your office ready to quit.
I addition, it affords you the opportunity to contact former employees or "boomerangs" who might return to your firm.
There are a lot more things you can do, but these are the five easiest to implement. In doing so, you will slow down losses and put yourself and your firm in a stronger position.
A former Director may contact 10 key people and try to bring them along with her.
A recruiter leans that four of the last 7 hires have come from your firm and is bouncing around your voice response system trying to find potential recruits to fill the job or jobs.
What defenses do you have?
1. Figure out who you don't want to lose and take time with them. Many people like to be stroked by their bosses and taking a few minutes every week or two to praise their performance and speak about opportunities.
2. Figure out who you can afford to lose. there are nice people who are adequate performers. Can they be replaced? Absolutely . . . and probably for around the same money they earn (plus interview costs and fees). Why buy them out of another offer if they are dispensable and can hire someone with better upside. This leads us to
3. Compute your break point. At what point should you walk away from losing a person to a competitor? Also, find information about what staff say about your competitors on social network sites and anti-company sites to develop responses to potential resignations.
4. This is not a job for the HR Department but for every manager and business leader. No disrespect to HR but if your culture doesn't have culture taht values HR, then having them lead this will doom it to failure.
5. Scan job boards for your own employees. There are two reasons to do this-- the least important one is being prepared for a resignation. The primary reason for doing so is to be able to sit down with the disgruntled employee and see if what is bothering them is something that can be resolved before getting to the point where they are sitting in your office ready to quit.
I addition, it affords you the opportunity to contact former employees or "boomerangs" who might return to your firm.
There are a lot more things you can do, but these are the five easiest to implement. In doing so, you will slow down losses and put yourself and your firm in a stronger position.
Jeff Altman
The Big Game Hunter
Concepts in Staffing
thebiggamehunter@cisny.com
© 2008 all rights reserved.
Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.
To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.
Explore some of The Big Game Hunter's products in "The Universe" series
- Job Search Universe: Search thousand of Job Boards and Corporate Job Sites for job leads at the same time
- Self-Employment Universe: Business Opportunities and Work-At-Home
- The Consulting Universe: Search and Post Consulting Assignments and Consulting Jobs
- The Diet Universe: Health & Wellness Information
- The Resume Universe: Information about Resumes and Cover Letters
- Personal Finance Universe: Taking Care of Your Money better
- The Shopping Universe: More than a thousand stores in this mall AND help a child at the same time.
Plus
- Search4Candidates.com: Refined Searching for Resumes and Candidate Leads
- Indian Job Network: Network for Work in
- Search4JobLeads.com: The site that recruiters use to find job leads
- VIP Personal Search: Hire Your Own VIP Personal Search Agent
- The Job Market Blog: Blogging and news about the job market since August 2001
- 4ITProfessionals: Search for jobs, resume services and post your resume—targeted on IT professionals
Are Third Party Recruiters Doing An End Run Around Recruiting?
In a recent discussion on ERE, a corporate recruiter posted an interesting scenario:
"At our company, we have a contract with 3rd part recruiters that states they will not contact the hiring manager to present candidates. If they do so, they are breaching their contract. Once corporate HR finds out that a 3rd party recruiter is doing what you are describing, that recruiter/vendor could lose orders or referrals in the future, period. They see this as being sneaky and corrupting the partnership that the corporate recruiter and hiring manager have created. Corporate recruiters need to follow compliance guidelines with OFCCP, therefore, they are going to follow a process when submitting candidates to the hiring manager. "Please don't here what I write as disagreement. It is the paradox.
==============================================================
In Jack & Suzy Welsh's column in the current issue of Businessweek, they answer the question, "How do you take on the bureaucracy that damages so many organizations?" by starting off:
"Damages? How about deadens? That's a better word to describe what what bureaucracy does; it sucks the life out of a business. it turns normal people, granted a smidgen of authority, into rule-bound technocrats and twists candid conversation about real issues into jargon-laden gobbledygook. In short, bureaucracy gums up the works. It's a competitiveness killer."
I'll pick up from here.
OFCCP compliance is necessary. No argument.
What else is?
Why is talking directly to a manager to decipher a bureaucratic job description without nuance so horrible? The answer offered is that it stands between the user and HR's relationship.
Again, respectfully, what stands in the way of it is poor information communicated in job descriptions.
Most TPR recruiters are trying to do what our institutional customers are asking us to do--help them fill requirements. They receive job specs that are flipped to them like the kitchen crew does with burgers at White Castle. The specs say little (we want 3-6 years experience with X,Y,Z) and fail to mention that X is required Y & Z are preferences and that knowledge of A,B, and C are really critical. Or that the manager hired his last 6 people from these two companies.
Where process interferes with substance and the institution is too process bound to appreciate how what it is doing is standing in the way of getting what it says it wants (a person to fill a particular job), most TPRs, those people who you offer the privilege (and it is a privilege) of recruiting for you try to solve the problem by getting the information they need.
If their line of questioning is incompetent or stupid, maybe you're working with the wrong recruiter or recruiting firm. If the manager is fielding too many of these calls, the agencies are telling you they aren't getting the info they need to do anything more than shotgun resumes and you're saying "Tough."
Doesn't make sense, especially if you are asking those people to work for free until they deliver someone.
One more thing, and again, said with respect.
Tell me one retained search firm that works under those conditions and gets targeted success.
None will accept the assignment under those conditions because they are there to deliver outcomes.
Third party recruiters are there to do the same thing. Instead of tying their arms behind their backs and expecting them to make phone calls that yield quick efficient success, see if you can set up a 15 minute call with the hiring manager where several of them can ask questions.
If there are subsequent questions, then get the answers for them.
Open up the doors and get better results, yet still deliver OFCCP compliance.
--
"At our company, we have a contract with 3rd part recruiters that states they will not contact the hiring manager to present candidates. If they do so, they are breaching their contract. Once corporate HR finds out that a 3rd party recruiter is doing what you are describing, that recruiter/vendor could lose orders or referrals in the future, period. They see this as being sneaky and corrupting the partnership that the corporate recruiter and hiring manager have created. Corporate recruiters need to follow compliance guidelines with OFCCP, therefore, they are going to follow a process when submitting candidates to the hiring manager. "Please don't here what I write as disagreement. It is the paradox.
==============================================================
In Jack & Suzy Welsh's column in the current issue of Businessweek, they answer the question, "How do you take on the bureaucracy that damages so many organizations?" by starting off:
"Damages? How about deadens? That's a better word to describe what what bureaucracy does; it sucks the life out of a business. it turns normal people, granted a smidgen of authority, into rule-bound technocrats and twists candid conversation about real issues into jargon-laden gobbledygook. In short, bureaucracy gums up the works. It's a competitiveness killer."
I'll pick up from here.
OFCCP compliance is necessary. No argument.
What else is?
Why is talking directly to a manager to decipher a bureaucratic job description without nuance so horrible? The answer offered is that it stands between the user and HR's relationship.
Again, respectfully, what stands in the way of it is poor information communicated in job descriptions.
Most TPR recruiters are trying to do what our institutional customers are asking us to do--help them fill requirements. They receive job specs that are flipped to them like the kitchen crew does with burgers at White Castle. The specs say little (we want 3-6 years experience with X,Y,Z) and fail to mention that X is required Y & Z are preferences and that knowledge of A,B, and C are really critical. Or that the manager hired his last 6 people from these two companies.
Where process interferes with substance and the institution is too process bound to appreciate how what it is doing is standing in the way of getting what it says it wants (a person to fill a particular job), most TPRs, those people who you offer the privilege (and it is a privilege) of recruiting for you try to solve the problem by getting the information they need.
If their line of questioning is incompetent or stupid, maybe you're working with the wrong recruiter or recruiting firm. If the manager is fielding too many of these calls, the agencies are telling you they aren't getting the info they need to do anything more than shotgun resumes and you're saying "Tough."
Doesn't make sense, especially if you are asking those people to work for free until they deliver someone.
One more thing, and again, said with respect.
Tell me one retained search firm that works under those conditions and gets targeted success.
None will accept the assignment under those conditions because they are there to deliver outcomes.
Third party recruiters are there to do the same thing. Instead of tying their arms behind their backs and expecting them to make phone calls that yield quick efficient success, see if you can set up a 15 minute call with the hiring manager where several of them can ask questions.
If there are subsequent questions, then get the answers for them.
Open up the doors and get better results, yet still deliver OFCCP compliance.
--
Jeff Altman
The Big Game Hunter
Concepts in Staffing
thebiggamehunter@cisny.com
© 2008 all rights reserved.
Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm, He has successfully assisted many corporations identify management leaders and staff in many disciplines since 1971. He is a retired certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.
To receive a daily digest of positions emailed to you, search for openings that The Big Game Hunter is working on, to use Jeff’s free job lead search engine, Job Search Universe, to subscribe to Jeff’s free job hunting ezine, “Head Hunt Your Next Job, or his staffing ezine, “Natural Selection”, or to learn about his VIP program, go to www.jeffaltman.com.
Explore some of The Big Game Hunter's products in "The Universe" series
- Job Search Universe: Search thousand of Job Boards and Corporate Job Sites for job leads at the same time
- Self-Employment Universe: Business Opportunities and Work-At-Home
- The Consulting Universe: Search and Post Consulting Assignments and Consulting Jobs
- The Diet Universe: Health & Wellness Information
- The Resume Universe: Information about Resumes and Cover Letters
- Personal Finance Universe: Taking Care of Your Money better
- The Shopping Universe: More than a thousand stores in this mall AND help a child at the same time.
Plus
- Search4Candidates.com: Refined Searching for Resumes and Candidate Leads
- Indian Job Network: Network for Work in
- Search4JobLeads.com: The site that recruiters use to find job leads
- VIP Personal Search: Hire Your Own VIP Personal Search Agent
- The Job Market Blog: Blogging and news about the job market since August 2001
- 4ITProfessionals: Search for jobs, resume services and post your resume—targeted on IT professionals
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