Happy Holidays From Everyone Here In CincyRecruiter’s World!

It’s freezing cold here in Cincinnati, and we’re gearing up to spend the holiday season with family and friends. However, before we bury ourselves in gift wrap and eat way too much of J’s Pecan Pie, the entire gang that makes CincyRecruiter’s World possible got together down on the farm to share some Holiday cheer with our dozens and dozens of fans.

Elf

(The embedded video was taking too long to load, so click this link to view: http://elfyourself.jibjab.com/view/X4NEpgbAcLZua5fyD9r0)

Merry Christmas and Happy Holidays from Jennifer, Andy, Sarabi, Sammy and Abby! We wish you joy and happiness now and always!

So, You Think You’re Drowning in Applicants? Try 1.2 Million in One Month!

Macys-logo Today’s post is an interview with Linda Little, Director of Executive Recruiting at Macy’s, Inc. Linda and I originally met on-line (no, not on one of *those* sites) when she answered a question I posed on LinkedIn seeking topics for networking meetings for senior-level executives. Her willingness to help me out got her dragged into being a speaker at one of the events I host (she was awesome) and now I’m interviewing her for my blog. (In related news, it is only a rumor that the world revolves around me…)

How’d you end up here Linda?

I started my career as an Aircraft Mechanic in the Air Force. After leaving the Air Force, I got into Subway restaurant franchises and eventually sold those. I ended up at a recruiting firm to see if they could help me figure out what I wanted to do next and the woman I met with talked me into becoming a Recruiter. Here I am - 17 years later! Initially, I recruited in the restaurant, hospitality and casino industries and I would basically get the phone book out and dial for dollars. Eventually, I opened my own agency, working mainly in the defense industry. After selling my firm, I’ve been here at Macy’s a little over 2 years now.

Tell us a little about Macy’s, Inc. and what your job involves…

Macy’s just celebrated 150 years in business this past year and we have over 800 stores/180,000 employees. During the 3-month holiday season, our employment grows to around 400,000 including everything from those working on the Macy’s Thanksgiving Day Parade to those working in our stores. I’m personally responsible for recruiting at the VP level and above and for some Director level positions. I lead a team of 37 Recruiters nation-wide, and we have groups that support specific divisions, college recruiting and hourly high-volume recruiting. A big part of my job also includes planning new and exciting things to improve our recruiting efforts in the future.

Sounds like a big job! What’s your biggest challenge?

In November 2008, we had 1,247,000 people visit the Macy’s Jobs career site, and we average about 600,000 visits per month. Typically, 60% of those who visit our site will apply for a job and the challenge is to get all of those people through our system efficiently while ensuring that they all have a good experience with Macy’s. To us, you’re either an employee who is a customer, or a customer. We need to make sure that every applicant is touched, handled correctly and communicated with. If we don’t handle the 500,000 - 1,000,000+ people coming through our system each month properly, that’s a lot of potentially angry customers!

You’re a very active and accessible networker. Upsides? Downsides?

Networking is a really big thing for me and I’m constantly meeting new people/pipelining potential candidates. I attend many local, industry and retail-specific networking events to learn more about the industry and also to meet people. The upside is that if you’re accessible, the people you want to find you usually will. The downside is the volume. Many people also reach you that you’re not looking for, and managing all of the people who come at you – while making sure they have a positive experience – is a constant thing. Sometimes, things fall through the cracks for me just like they do for everyone else, but I work really hard at it. I get to the office early and spend a solid 2 hours managing my LinkedIn account and email before my day “starts”. After that, I’m on the phone for the next 3 – 4 hours, and then I’m in meetings much of the remaining part of the day.

Is LinkedIn a big part of your recruiting strategy?

I’m a big LinkedIn fan. I use it to network for positions I’m personally working on and I encourage my team to actively use it as well. I’m an “old-school” recruiter who believes in straight up direct contact. When I identify someone I’m interested in, I reach out to show an interest and develop a relationship with them first. Then, if there’s an opportunity to match them with a position at Macy’s in the future, we’ll go from there. I have the free membership on LinkedIn and I have enough connections that I can usually reach the people I’m interested in with no problem. One of my favorite resources is LinkedIn Groups. If I’m in the same Group as a person I’m interested in, it’s easy to contact them directly. We’ve hired 22 executives this year at Macy’s through my personal LinkedIn activity. That’s 1.7 per month from a free membership!

If you could choose only 3 tools for recruiting, what would they be?

The branded Macy’s Jobs website, LinkedIn and Search Engine Marketing. Our website works very well, and I’ve already explained why I love LinkedIn. SEM is very cost effective and efficient. For a few thousand dollars, we can target certain combinations of words and specific cities and we get hundreds of thousands of clicks. Once someone clicks our ad, they’re taken to a landing page where we can quickly qualify them to determine if they’re someone we should be talking with. It’s a really great tool for getting people into our funnel.

What’s you best recruiting tip?

Answer the phone every single time it rings if you can. If not, you’ll get buried in voicemail and remain there all week. Just answer it! I’ve never understood why some Recruiters don’t answer their phone. Go ahead and deal with the good, the bad or the ugly. Stringing people along doesn’t help anything.

Thanks to Linda for taking the time to speak with me about her career and some of what makes the Macy’s recruiting team successful! Now, I’m off to the Macy’s Jobs website to apply for a job holding the Snoopy float in next year’s parade. However, I hear if I’m rejected, I’ll get some Macy’s coupons to ease my pain - so it’s a win-win either way. Sweet!

Top 25 Talent Management Blogs As Ranked On Fistful of Talent

FOT Top 25 Yesterday over on Fistful of Talent, the Top 25 Talent Management Blogs were unveiled. It’s an impressive list, and as one of the judges, I enjoy both getting the list to vote for my personal favorites, as well as seeing the final results. As a result, I always come away with some new blogs to check out and add to my Google Reader. For the most recent poll, the crew at FOT considered 115 blogs, and votes were cast using this methodology.

Here’s the list of the 25 blogs we believe represent the best of the talent/recruiting/HR and human capital blogs. Be sure to check out the original post on Fistful for more information regarding first place votes, last poll ranking, etc. as well as a listing of 38 additional blogs that also received votes from at least one judge.

  1. cheezhead
  2. The Recruiter Guy
  3. Jim Stroud’s The Recruiters Lounge
  4. Compensation Force
  5. Personal Branding Blog – Dan Schawbel
  6. Your HR Guy
  7. Amybeth Hale – Research Goddess
  8. All Things Workplace
  9. Employee Evolution
  10. Great Leadership
  11. http://learn.trizle.com/
  12. TalentMash by Kristin Gissarro
  13. Andy Headworth’s Sirona Says
  14. HRMarketer.com
  15. Evil HR Lady
  16. Marketing Headhunter.com
  17. HR Bartender
  18. Three Star Leadership Blog
  19. Ask a Manager
  20. Seth Godin
  21. The Business of Management
  22. JibberJobber Blog
  23. Punk Rock HR
  24. TalentedApps
  25. Social Media Headhunter

The one and only downside of being a judge is that your own personal blog cannot be considered. So I’d like to make sure you’re aware of the personal blogs of some of those on the fine panel of judges, because I’m sure they would all be on this list if they were eligible! Kris Dunn, Jessica Lee, Maren Hogan, Josh Letourneau and Paul Hebert.

2008 Sherpa Executive Coaching Survey

Everest Earlier this year, Sherpa Coaching LLC and the Tandy Center for Executive Leadership at Texas Christian University sponsored a global survey to gather information about the state of Executive Coaching from coaches, as well as those who hire them. Here’s an excerpt from the Executive Summary of the 2008 Sherpa Executive Coaching Survey results:

Executive Coaching is a maturing industry, with more veteran coaches plying their trade than ever before. Those coaches are more highly trained as well. As the industry matures, its credibility as a leadership development tool is rising, and standards for practice and process are starting to emerge. In Executive Coaching, there are major moves toward:

  • Coaching as a leadership development tool, rather than a problem-solving mechanism.

  • In-person coaching.

  • Regular and structured meetings, with fixed-length engagements.

  • Adoption of industry standards for training and certification.

This 2008 global report answers critical questions about the industry:

  • What is Executive Coaching?
  • Who gets a Coach?
  • How are services delivered?
  • Who becomes a Coach?
  • How do they get their training?
  • How much does coaching cost?
  • Is it worth the money?

To view a complete copy of the 2008 Executive Coaching Survey results, click here.

If you’re an Executive Coach or have responsibility for engaging coaches or leadership training in your organization, you may want to participate in the 2009 on-line survey (through mid-December). The survey contains less than 20 questions and only takes a few minutes to complete. Those who participate will receive a copy of the complete results when the program concludes in Januaryy 2009.

To participate in the survey, click here.

The 2009 survey is sponsored by Sherpa Coaching LLC and the Executive Education Programs at the University of Georgia and Texas Christian University.

Ten People All Recruiters Should Follow On Twitter

Follow me If you’re a Twitter fan like me, you should definitely be reading the new blog called TwiTip (Twitter Tips in 140 Characters or More) to learn the latest tips, tools and suggestions for getting the most out of Twitter. I’ve been actively tweeting since March 2008, and I’m not ashamed to say that Twitter has become one of the top resources I use for connecting to leaders in the recruiting industry and learning what’s new or changing in the world of talent. So in the spirit of the recent post on TwiTip – Ten People All Twitter Beginners Should Be Following – I’d like to suggest (in no particular order)

Ten People All Recruiters Should Follow On Twitter

  1. Joel Cheesman / @cheezheadTwitter Bio: Internet recruiting junkie. Why follow? Information on how the Internet and technology are affecting Recruiting and Human Resources, as well as updates from an often frustrated Cleveland sports fan.
  2. Chris Hoyt / @TheRecruiterGuyTwitter Bio: Social X addict and avid blogger – lover of innovative thought. Why follow? As the Associate Director of Talent Attraction at AT&T, Chris feeds his social media addictions by trying out all of the cool new tools and tricks. Get access to his findings via tweets and also on his highly informative blog.
  3. Jim Stroud / @jimstroudTwitter Bio: The Recruiter’s LoungeBlog explores the world of HR and Recruiting. It is written by Jim Stroud and his friends. Why follow? On his blog and in his tweets, Jim shares more tools and tips on how to find people on the web than anyone else out there. Another social media junkie, his tweets regularly contain links to articles and resources of interest to recruiters.
  4. Paul DeBettignies / @MNHeadhunter- Twitter Bio: Minnesota IT Recruiter, Blog Writer, Co-Founder Minnesota Recruiters, Speaker, Consultant, Volunteer. Interests: Social Media, Politics, Sports. Why Follow? Regular tweets with employment and economic data resulted in Paul being quoted in The New York Times recently.
  5. Michael Marlatt / @michaelmarlattTwitter Bio: Recruiter, Internet Researcher, Evangelist, tech-junkie, social media & mobile enthusiast. Why follow? An emerging thought leader in the sourcing and recruiting worlds, Michael’s recent presentations at both SourceCon 2008 and ERE Fall Expo 2008 were the talk of the conferences.
  6. William Uranga / @williamuTwitter Bio: Negotiating to paint the Golden Gate with Stephen Wright. Otherwise, looking for cool people to build cool products at TiVo and blogging for Fistful of Talent. Why follow? The reference to Stephen Wright in his Bio provides an insight into William’s sense of humor, and his tweets are full of informative links and references that recruiters and talent management professionals will find informative.
  7. Jason Buss / @jjbussTwitter Bio: VP of Recruiting, Social Networking, Marketing, Blogger, Social Media, Hubby & Dad of 3, Staffing, Talent Acquisition, Human Resources, HR. Why follow? The keyword rich Twitter bio says it all. Get information and tweets across the talent spectrum.
  8. Dennis Smith / @dennissmithTwitter Bio: Founder/President, WirelessJobs.com. Why follow? Dennis does a nice job of mixing in job opportunities with informational tweets. He’s one of the leaders in the recruiting industry on effectively using the Internet to brand himself and grow his business.
  9. Suzy Tonini / @InfosourcerTwitter Bio: Manager, Internet Research at Deloitte. Dig: Internet Research, social media & networking, semantic web, technology, Web 2.0, careers, competitive intelligence. Why follow? Suzy’s RSS Reader must burst at the seams everyday, and she shares links and information relevant to all of the things she digs, as well as what’s going on in the world around us.
  10. Maren Hogan / @marenhoganTwitter Bio: I rule. Really. Why follow? Maren definitely rules the social media space in the recruiting field. She’s active on RecruitingBlogs.com, Fistful of Talent and just about EVERYWHERE. She probably has more Tabs open on her computer at any given time than most of us do in a week, and she’s mixing it all up with her own style and humor. Guaranteed to make you laugh!

BONUS TIP: If you’re reading this blog, you should already be following Me (@CincyRecruiter)! Why follow? My tweets are a mixture of what’s going on in my world of recruiting, coaching and connecting.

 

 

What do you think?

 

Share some of your suggestions of additional people in the Recruiting world that should be followed on Twitter in the comments section. And if you haven’t already, subscribe via RSS or email to CincyRecruiter’s World.