More employees jump ship as economy improves( Gen-Y) under age 30

More employees jump ship as economy improves, signaling an upswing in the job market

I was contacted by GoFish Recruiting.  It is a split's website for recruiters.  They are willing to work with us on pricing for those who are interested.

To: steve@wydmanassociates.com
Subject: Expose your candidates to new opportunities

What is the Candidate Contact System (CCS)?
Increase the number of placements you can make by confidentially marketing your candidates to other recruiters using Go Fish's new Candidate Contact System (CCS).  Go to GoFish and Sign Up Now!  Click on the "Candidate Contact System (CCS)" link located on the upper left corner of the pages and within minutes you will be better positioned for success.  

• Sign up on www.GoFishRecruiting.com
• Click on Candidate Contact System
• Get and forward the CCS Email Template to your candidates (Your work is now done!)

Your candidates will begin posting their resumes into your private account on Go Fish and become searchable by all Go Fish members with the opportunity to get placed!  They can also update their resumes directly on Go Fish whenever they have a new achievement.

• You will be notified of candidate posting and updating activity
• CONFIDENTIAL AND SECURE - Candidate personal and contact information is only visible to you
• NO LIMIT to the number of candidates you can post!

Start taking advantage of this and other great Go Fish features today. 

POST • SEARCH • CONNECT • MAKE PLACEMENTS

________________________________________________________________________

Steve,

Thanks for your time today.  I appreciate your willingness to work with me to promote GoFish to your members.  I will follow up with you on April 27th to do a run through of the site to prep you for your meeting on the 28th.  Below are the basics of what we discussed related to promoting the use of GoFish to your members.

For your association:

• $100 paid to the association for customers who sign up for an annual subscription and pay $499 in full.
• 15% of revenue collected for 12 months paid to the association for customers who sign up for an annual subscription and pay $60 per month for the monthly payment option ($108 total paid over 12 months).
• GoFish will assist in any reasonable way to provide email content (see the following 3 emails), webinar demos, etc...

For the members:

• 1 month free trial - no obligation
• Early Member Pricing ($499 per year paid in full or $60 per month for 12 months)
• 3 additional months at no cost (if they sign up by a certain deadline - maybe 2 weeks after their free trial expires?)

I hope this proposal is agreeable to you and motivates your members to use the site to generate added income.  I'm sure they will benefit from it.

Thanks again,

Mark Tully

If you’ve ever skimmed the Eat This, Not That! book series (you can admit it), you know the premise of the books is to help you make healthier choices about the foods you eat.  Instead of consuming a thick, rich, creamy chocolate milkshake, for example, you could theoretically get the same delicious taste satisfaction – but fewer calories! – by eating fat-free, no-sugar-added chocolate pudding (theoretically).

Anyway, the list below aims to do for recruiters and hiring managers what these books do for conscientious eaters: Achieve the desired results by making better choices.  In order to achieve their goals of getting certain information out of candidates, recruiters and hiring managers need to be careful in the way they phrase certain interview questions; otherwise, they could face potential legal ramifications.   

Recruiters and hiring managers should already know that any question that asks a candidate to reveal information about his or her national origin, citizenship, age, marital status, disabilities, arrest record, military discharges, or personal information is a violation of Title VII of the Civil Rights Act of 1964. 

But while avoiding these subjects sounds easy enough, it’s not always glaringly obvious what questions might be construed as inappropriate – even when they seem harmless on the surface.  Below is a guideline to avoiding 10 potentially dangerous questions – while still getting the information you’re looking for.

1. Ask this: Are you legally authorized to work in the United States?  Not that: Are you a U.S. citizen? or Where were your parents born? Questions about national origin or ancestry are prohibited as they have no relevance to the job at hand or work status.  
   
2. Ask this: What is your current address and phone number? or Do you have any alternative locations where you can be reached?  Not that: How long have you lived here? Like the question above, this one alludes to a candidate’s citizenship. Stay away.
   
3. Ask this: Are you able to perform the specific duties of this position?  Not that: Do you have any disabilities? or Have you had any recent or past illnesses and operations? You may want to know about a candidate’s ability to handle certain responsibilities or perform certain jobs, but asking about disabilities or illnesses of any sort is not the way find out (legally, at least).  
   
4. Ask this: Are you a member of any professional or trade groups that are relevant to our industry?  Not that: Do you belong to any clubs or social organizations? You might simply be trying to learn about a candidates interests and activities outside of work, but a general question about organizational membership could tap into a candidate’s political and religious affiliations or other personal matters.
   
5. Ask this: Have you ever been arrested for “x” [something that is substantially related to the job]?  Not that: Have you ever been arrested? Questions about arrests or pending charges for jobs that are NOT substantially related to the particular job are off-limits.
   
6. Ask this…What are your long-term career goals?  Not that… How much longer do you plan to work before you retire? While you may not want to hire an older worker who will retire in a few years, you can’t dismiss an applicant for this reason.
   
7. Ask this…Are you available to work overtime on occasion? Can you travel? Not that…Do you have children? or Can you get a babysitter on short notice for overtime or travel? You might be concerned that family obligations will get in the way of work, but you can’t ask or make assumptions about family situations. (You know what happens when you assume.) Cut to the chase by asking directly about the candidate’s availability.
   
8. Ask this…Are you available to work within our required schedule? Not that…What religion do you practice? or What religious holidays do you observe? Again, you might simply be trying to discern a candidate’s availability, but leave religion out of it.   
   
9. Ask this… Are you over the age of 18? Not that…How old are you? or When did you graduate from college? If you know a candidate’s age, you could find yourself facing discrimination charges at some point. Your only concern should be as to whether the candidate is legally old enough to work for your organization.
   
10. Ask this…Is additional information, such as a different name or nickname necessary in order to check job references? Not that…Is this your maiden name? or Do you prefer to be called “Ms.,” “Miss,” or “Mrs.?” Be sure to avoid any question that alludes to a woman’s marital status – as well as anything that could be construed as a question referring to national origin or ancestry (e.g. “Your name is interesting. What nationality is it?”).

When in doubt…keep it work-related.  According to the University of Wisconsin-Eau Claire, if employers can phrase questions so that they directly relate to specific occupational qualifications, then the questions may be legitimate ones.

I am an avid user of Linked-In.  I have continued to grow my network by leaps and bounds, especially lately.  Here are a few of the things that I do on a regular basis to add to my network and ultimately candidates/hiring managers:

-Install the Linked-In Toolbar, it will allow you to invite people from email rather than having to go to the website to use it.  You can download the toolbar here:  http://www.linkedin.com/static?key=outlook_toolbar_download&trk=mh_nav

-When a new member "Links-In" with you, go checkout their network to see if there are people there that you should be talking with.  I normally email new connections to myself so that I can do this once a day.  I have found this to be a great way to develop call lists and network with people that I should be doing business with.

-Use Linked-In as a sourcing database.  When you have a new search, run a couple of searches on Linked-In.  At least trying calling a couple of people on the list.  This can be a great source for "passive" candidates.

That is it for now but please post responses if you find these to be helpful or if you have additional Linked-In strategies that we should know about.

Thanks,
Erich Shore
Technology Chair
erich@wydmanassociates.com