Replies to This Discussion

Permalink Reply by Craig Silverman on October 11, 2010 at 12:38pm

Go for a newbie with all the qualities you desire and train them to be exactly what you want or deal with the baggage that comes with the experience you desire. To get the person who is a star you have to pay for what you get, or you can build it. I love teaching people the business.

Permalink Reply by Sheila Wheeler on October 11, 2010 at 1:30pm

It depends on what you want to have this person accomplish in the first 60-90 days. If you need to have them hit the ground running and find those difficult to locate resources...then you should go with a proven veteran within. They are going to know where to find the experts to service your utilities clients, especially considering the push into Smart Metering technology. If time is not a crucial factor, then I agree with Mr. Silverman. This is a fabulous business and training is an exciting thing to do.

Permalink Reply by Daniel Sullivan on October 11, 2010 at 1:56pm

I'm with Craig. Better to start from scratch than to have to undo all the "previous programming"....

Permalink Reply by Trina Medlock on October 11, 2010 at 2:40pm

If you want them to hit the ground running, find someone who is an excellent recruiter. Someone who has done all types of recruiting, and can essentially recruit for anything. Teach them the Power & Utilities market and let them go for it! Honestly, if the person is a really good recrutier, they can recruit for anything! Find someone who has learned various indistries before so they have excellent learning agility and adaptability!

Permalink Reply by Steven Marse CPC, CTS, CSP, TSC on October 11, 2010 at 3:18pm

Thanks guys, really good info. Maybe a quick background on our situation will help further my cause. I started this division back in 2007. Management at the time wanted all sales to come from account reps. With the market so hot we still did 800k in sales our first year but i was bogged down with recruiting leftovers in the company. Well the economy has not been so kind to all of us and in March of 2009 with new management I was able to push my agenda with the "full desk" recruiter model through. I am down to 3 recruiters all of whom have less than 2 years in the company, one just has two years completely of recruiting so needless to say our sales show that. We have done excellent business development work and have a slew of new clients. our model is the more full desk recruiters you hire the more the division will prosper. So this is the position I am in but sales are still sluggish so I have to watch adding overhead as our board of directors are already watching everyone move. One member in particular does not like the effort in direct hires at all "doesn't get it, doesn't listen.

Permalink Reply by C. B. Stalling!! on October 11, 2010 at 4:03pm

No do not hire green, there are so many good recruiters out there. What city is the job in I am sure I can refer you someone..

Permalink Reply by Steven Marse CPC, CTS, CSP, TSC on October 11, 2010 at 4:04pm

Would love them in either New Orleans or Houston but we mostly work telecomumute so open to that as well for the right person.

Permalink Reply by Simon Yates on October 11, 2010 at 5:05pm

I'm a fan of hiring green and allowing that individual discover their own personal talents and helping them grow from there. When a person gets to follow their own aspirations, there is this inner motivation that will drive them to keep bettering themselves, which is harder to find once the person has become settled in their career.

If time is limited, but the person has talent, then I find that they'll try just that much harder to prove themselves and the challenge will often be rather stimulating for them. I've even had a few of my staff ask that they be allowed volunteer to work on some projects over the weekend so they can improve their skills. :-)

In one instance however, I had someone decide to move on with their career shortly after I had spent a few months moulding them into shape, so there was a real loss in training effort there. I'm not sure what I could have done differently to keep that person however.

Permalink Reply by John McAvoy on October 12, 2010 at 6:11am

Looking for a Virtual Recruiting position....John McAvoy c727-331-0811 jmacavo@hotmail.com

Permalink Reply by Kevin Cope on December 10, 2010 at 11:05am

Steven,

Pls. pass along some additional information / requirements, State where looking if this is a factor, etc. I belong to a green group and I may have interests I can post

Kevin Cope
President
SimpleHands / ProCure Consultants
“SERVING TODAY'S BUSINESS”
“A Professional Business Solutions Provider”
(Phone): 484-274-3245 / (Fax): 610-861-4882
E-mail: kcope1998@aol.com
http://www.simplehands-procure.com
http://www.linkedin.com/in/procureconsultants200

Permalink Reply by Steven Marse CPC, CTS, CSP, TSC on December 13, 2010 at 8:57am

Here is the actual JD. Would really like someone in New Orleans or SE LA. But Houston will suffice as well.

 

Job Description: Full Desk Recruiter

 

Department:              Direct  Recruiting Division

 

Reports to:                Director of Direct Hire Business

 

Objective:

This person will locate, recruit and hire the best-qualified candidates in a timely manner for placement with Universal Personnel's clients on permanent / direct hire, contingency basis. 

 

Main Duties:

1. Work independently of the Account Reps to create a client base outside of the existing clients.
   1. Develop a market segement
   2. Make contact and present  services offerings to potential customers
   3. Securing Job Orders and signed contracts from potential customers.
2. Source and Pre-qualify Candidates.
   1. Find candidates not already in the database.
   2. Present candidates with the opportunity and secure interested candidates.
   3. Coordinate the completion of Candidate Information Sheets & pre-screen.
3. Coordinate Strategic Search Plans.
   1. Find and maintain online sources for gathering company information relevant to specific industry searches.
   2. Assemble lists of source companies for specific job orders.
4. Process unsolicited resumes.
   1. Assess value of each candidate for current and future assignments.
   2. Professionally reject/refer unsuitable candidates.
   3. Viable candidates should be processed with Candidate Information Sheet.
5. Post Jobs and manage candidates responding to postings.
   1. Post all job openings to appropriate websites.
   2. Process candidates submitted through the websites.
6. Coordinate email data searches.
   1. Coordinate Database searches for all open assignments.
   2. Contact appropriate candidates for open search assignments and process results.
7. Final Reference checks.
   1. Via email to start the process.
   2. Formal reference checks to close deals.

 

Key Skills Required:

 

1. Strong Organizational skills.
2. Highly motivated with natural sales skills.
3. Strong communication skills.
4. Ability to handle multiple work assignments.
5. Strong computer literacy.
6. Phone skills.

 

Permalink Reply by Matthew Murr on January 6, 2011 at 11:49am

Steven,

I am an expereinced recruiter always looking to bea  part of something bigger.  I have a lot of experience in engineering and IT.  I have worked for Hudson (now System Ones Services) which recruited in the Energy sector for EPC companies and Utility companies.   I have alsoo been a corporate recruiter for ABB and currently Elster.  If you are open to someone working remotely give me a call or shoot me an email.   I currently live in Raleigh, North Carolina.   919-621-1385 or mmurr@nc.rr.com.   I look forward to speaking with you.

 

Steven Marse CPC, CTS, CSP, TSC said:

Here is the actual JD. Would really like someone in New Orleans or SE LA. But Houston will suffice as well.

 

Job Description: Full Desk Recruiter

 

Department:              Direct  Recruiting Division

 

Reports to:                Director of Direct Hire Business

 

Objective:

This person will locate, recruit and hire the best-qualified candidates in a timely manner for placement with Universal Personnel's clients on permanent / direct hire, contingency basis. 

 

Main Duties:

1. Work independently of the Account Reps to create a client base outside of the existing clients.
   1. Develop a market segement
   2. Make contact and present  services offerings to potential customers
   3. Securing Job Orders and signed contracts from potential customers.
2. Source and Pre-qualify Candidates.
   1. Find candidates not already in the database.
   2. Present candidates with the opportunity and secure interested candidates.
   3. Coordinate the completion of Candidate Information Sheets & pre-screen.
3. Coordinate Strategic Search Plans.
   1. Find and maintain online sources for gathering company information relevant to specific industry searches.
   2. Assemble lists of source companies for specific job orders.
4. Process unsolicited resumes.
   1. Assess value of each candidate for current and future assignments.
   2. Professionally reject/refer unsuitable candidates.
   3. Viable candidates should be processed with Candidate Information Sheet.
5. Post Jobs and manage candidates responding to postings.
   1. Post all job openings to appropriate websites.
   2. Process candidates submitted through the websites.
6. Coordinate email data searches.
   1. Coordinate Database searches for all open assignments.
   2. Contact appropriate candidates for open search assignments and process results.
7. Final Reference checks.
   1. Via email to start the process.
   2. Formal reference checks to close deals.

 

Key Skills Required:

 

1. Strong Organizational skills.
2. Highly motivated with natural sales skills.
3. Strong communication skills.
4. Ability to handle multiple work assignments.
5. Strong computer literacy.
6. Phone skills.