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NWARSP
Northwest Arkansas Recruiting Staffing Professionals
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| How To Hit the Bullseye in today's changing Recruiting Environment! |
 You are invited to the 25 August NWARSP Luncheon with National Recruiting Trainer - Doug Beabout.
Most recruiters, recruiting account managers and recruiting managers today have not experienced economic challenges in the recruiting marketplaces. We all must re-visit the fundamentals of recruiting, recruiting processes, search and value-added services. Doug will present the techniques essential to thriving in this challenging and competitive economy. He will help you take an honest look at technology's advantages. Clients must be reached and candidates must be recruited. Doug will clearly detail each effective technique in an upbeat and motivating manner.
Join us for the valuable 25 August NWARSP Luncheon with Doug Beabout at one of NWA's top restaurants - Bonefish Grill. Luncheon price is only $15 which includes everything - speaker, entree, drink, dessert, tip and taxes.
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| Doug Beabout, National Recruiting Trainer to speak at the Wed 25 Aug NWARSP Luncheon at Bonefish Grill, Rogers AR. |
 Doug Beabout (Linkedin Profile) brings over thirty years of recruiting expertise in top billings, placement firm ownership and industry training. Link to Doug's Website. His reputation for recruiting training excellence has placed him repeatedly as a guest speaker and author for non-profit, private, national, regional and state recruiting associations. Doug works a top-producing desk every day. He is uniquely qualified as a professional personnel services trainer. Having successfully thrived and survived the last three recessions, Doug knows the trenches. Doug speaks from experience to thousands of personnel services professionals every year and is tuned-in" to the specific and unique practices necessary to excel in this challenging and recovering marketplace.As an in-house personnel services firm trainer and business consultant, Doug brings success to all he serves. Doug has personally trained thousands of recruiters and established hundreds of recruiting firms in the U.S. and abroad. He has established over a dozen, highly successful, independent recruiting firms in the last twelve months. This is a great opportunity for anyone who deals with recruiting in any way from staffing, agency, corporate from account manager, recruiter assistant, manager, supervisor, and director
Need more information?
Contact the NWARSP office: email: nwarps@aol.com or phone: 479-409-4192
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| Make your reservations for the Wed 25 Aug Luncheon here: |
 This 25 Aug luncheon will be held at Bonefish Grill near the Embassy Suites in Rogers with easy on-off I-540.
Reservations are required. Seats are limited.
When: Wed, 25 August
Time: 11:30 - 1:00 pm
Cost: $15.00 (salad, entree, dessert, drink, tip, tax)
Who can attend: anyone with reservations
RSVP: Yes, Reservations Required.
Where: Bonefish Grill
Address: 3201 Market St, Rogers 72758
Payment Options:
1) Pay with check or cash on the day of event at the door or..
2) Payment via Paypal: Click the below PayPal Symbol to pay via Paypal or.
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| Future NWARSP Speaker/Luncheon Lineup: |
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24 Sep 2010 Friday: David Cottrell; CEO, Speaker, Author, UofA grad
 David Cottrell (Linkedin Profile) is the author of over twenty five business and inspirational books including Monday Morning Leadership, Monday Morning Choices, Monday Morning Motivation, The Nature of Excellence, Winners Always Quit, and Leadership ... Biblically Speaking. David Cottrell has created a legacy of leadership excellence. During his three decades of leadership experience in corporate America, David has lived the obstacles, frustrations and issues today's leaders face. The best-selling business author of 25 highly acclaimed books, David has been a featured expert on public television and has shared his leadership philosophy and lessons with more than 250,000 managers and leaders worldwide. He is currently CEO and President of CornerStone Leadership Institute, one of the nation's largest publishers of management and leadership resources. Make your reservation today for what will be a sell out. Click here to make your 24 September reservation.
21 Oct 2010 Thursday: Travis Jones; CEO, Author, Speaker, Recruiting Leader
Travis Jones (Linkedin Profile) is CEO of Career Development Partners (CDP), author, speaker, successful businessman and leader in the recruiting profession. CDP was founded in 1988, and headquartered in Tulsa, Oklahoma Career Development Partners is one of the leading outplacement firms in Mid America, and as part of Career Partners International, has offices and consultants in over 200 cities around the world. Since the beginning, Career Development Partners has prided itself in a high-touch, consultant model of delivery. Travis believe that strong talent is a competitive advantage for companies (and it's becoming more true all the time), so we help companies with strategies and plans to achieve needed staffing levels, and in identifying the best types of talent. How to retain those employees is another challenge we can help with. We also help recruiting organizations locate talent that is a unique fit for the unique types of positions they are looking to fill, regardless of the geography or discipline. Travis has been President of Personnel Consultants, a professional staffing and placement company which consisted of 6 regional offices located in Oklahoma and Arkansas. During his 10 year presidency, Personnel Consultants was the recipient of Inc. Magazine's Award for the 135th fastest growing privately held business in America in addition to being named by Oklahoma Business Monthly as one of the best companies to work for in Oklahoma. Travis brings a wealth of talent and experience from his many community and business contacts connecting companies and employees together for over 30 years in Oklahoma and Northwest Arkansas. Make your 21 October reservations by clicking here.
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| Should We Be Telling the Unemployed No to Apply? |
 By John Zappe
A report in The Huffington Post two days ago has sent the recruiting world into a paroxysm of self-examination.
Dozens of comments here at ERE and more at RecruitingBlogs and probably elsewhere too, are condemning the practice of excluding the unemployed from jobs.
The HuffPo article reported that some companies are specifically discouraging the unemployed from applying. It cites a few specific example, and says it's not hard to find ads with wording such as this from Craigslist for a restaurant manager: "Must be currently employed."
The article doesn't say whether this is a trend. However, one of the ERE posters commented that "This 'practice' been going on for almost as long as I can remember (30+ years of TPR) now everyone is upset because a company actually said it in a job post?"
ERE blogger Brenda Le triggered the discussion when she wrote about the HuffPo article and said: "IMHO - It is a disgrace in this country, given the current economy that companies are practicing this kind of behavior - it can't possibly be the norm."
The 31 comments (at the time I posted this article) mostly agree with her. A few suggest the practice may have some validity as a screening tool, but that it's unwise from a PR standpoint.
Over at RecruitingBlogs the discussion is decidedly more shrill. Some of the comments to a blog post there draw comparisons to Hitler's generals. Like ERE's Le, IT recruiter and blogger Nikole Tutton took to task employers who don't want the unemployed.
"Hey Recruiters! What gives?," she scolded. "What ever happened to 'Let's help America by putting her back to work one job at a time.'? Isn't this prolonging the job crisis and unemployment by further dividing the 'haves' and 'have nots'?"
Like the ERE discussion, most participants are taking great umbrage over the exclusion of the unemployed. One brave recruiter, however, commented , "I never signed up to 'put America back to work'... My job is to recruit the profile of individual my client desires. If this profile is not discriminatory in nature I have no moral struggle with doing so."
Discriminating against the unemployed, observes The HuffPo article, is not prohibited, though it could, potentially, have a disparate impact on minorities, especially black men who have an unemployment rate nationally in May of 17.1 percent
while rejecting a group of people that includes top performers, team players, and other, similarly qualified persons. |
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| Learning about Recruiting via the Cleveland Cavaliers |
 by Amybeth Hale
There are several recruiting lessons to be learned from the bomb that LeBron James dropped on Cleveland about his departure to the Miami Heat. Before we get into those lessons, let's take a quick look at some of the highlights of LeBron's NBA career with the Cavs:
2003: selected by the Cleveland Cavaliers as the first overall pick in the NBA Draft; signed a three-year, $12.9 million contract
2004: named 2003-04 NBA Rookie of the Year
2004-2005: selected to his first NBA All-Star Game
2005-2006: named as one of the candidates for the NBA Most Valuable Player Award
2006: negotiated a three-year, $60 million contract extension, with a player option for a fourth year, to begin in the 2007-2008 season
2007-2008: won the 2008 All-Star Game MVP
2008-2009: wins NBA Most Valuable Player award
2009-2010: wins 2nd NBA Most Valuable Player award
July 2010: contract with Cleveland expires; becomes a free agent, meets formally with the New York Knicks, Chicago Bulls, and New Jersey Nets
Make no mistake about it; this guy is Talented. With a capital "T". But it takes more than one guy to make a team, as Cleveland has surely learned. Just a couple of lessons to glean from this entire situation:
Don't build your kingdom around one person. Whether you are hiring people for your office or assisting clients in their hiring needs, it's important not to rely solely on one individual. For example: if you have a superstar candidate lined up to interview with a client, make sure you have others to present as well who are also excellent players. Remember - clients' needs will vary and someone who might not seem to be the best candidate could turn out to be exactly what they're looking for. Think of it this way - ever heard of a guy named Shaquille O'Neal? Yeah - he was also a Cleveland Cavalier last season (this is bound to change).
The best players aren't always the right players. Think of the quote from Herb Brooks in the movie Miracle: "I'm not looking for the best players, Craig. I'm looking for the right ones." In the seven years that James has been with the Cavs, he still has yet to win an NBA Championship. Sure, they've made it to the Playoffs five times, but as any winner will tell you, the ultimate prize is winning it all. When placing or hiring "A" players, it is important to take this into consideration. They may be a superstar, but is their working style going to mesh with your client's company? When you're hiring for yourself, these are also things to consider. For the Cavs, perhaps losing LeBron will be the best thing for the team as a whole. Only time will tell.
Click here to read rest of article. |
| Top 100 Websites For Women |
 by Meghan Casserly and Jenna Goudreau
No one can succeed on her own. Even the savviest women need help along the way. To that end, with the help of the ForbesWoman community, we've searched the Web for the most dynamic, inspiring and helpful websites for women. We're delighted to present this list of ForbesWoman's Top 100 Websites for Women.
To determine which sites and blogs made the cut we looked for compelling and decidedly female-oriented content, outstanding design, an active community and frequent updates. In short, sheer clickyness.
Short of a women's studies seminar at Smith College, it would be hard to find feminist conversation as lively and engaging as can be found on Feministing. Pioneer Woman has turned Web design and online photography into a high-art form. Dooce, a blog by uber mom blogger Heather Armstrong, fields dozens of comments and retweets per posting, mostly from like-minded women weighing in on Armstrong's musings and rants. Womensenews and Birdsontheblog are veritable Twitter-fast scrolls of stories and features for and by women.
Twitter follower @abbycar was quick to respond when we asked our community for their favorite Web resources, and her response: " 85Broads!" was quickly echoed on both Twitter and Facebook, and happens to be an editors' favorite as well. Other top shout outs that made the list were the blog Start Up Princess (@DomesticBecky), Ms. Magazine (@TitaniaUSA) and financial site LearnVest (@MeldonJ).
Why 100? As it turns out, we couldn't go with less.
Click here to see all 100 websits/links |
| 12 Things You Need to Do To Recruit Passive Candidates |
 By Lou Adler
We're now working on a major survey with LinkedIn on determining the percent of its 70mm+ network that is active, passive, or somewhere in between. Recent data from the Recruiting Leadership Council (CLC Recruiting - Building Talent Pipelines Survey) indicates that for a broad sample of the U.S. workforce, 15-20% are very active and around 20% passive, with the remaining 60% showing a mix of passive and active behaviors. Our internal research would indicate that higher-quality and more senior-level prospects are more passive than the population at large. Regardless, this means that a significantly larger percent of the workforce is passive rather than active. This is a critical and overlooked point when developing new recruiting and sourcing processes.
For example, while most companies want to focus on hiring more passive candidates, they continue to use processes that are based on how active candidates look for new jobs and how they decide to accept one over another. As technology improves (LinkedIn, ZoomInfo, Proactive Employee Referral Programs) it's becoming much easier to identify passive candidates, but identifying names is not the same as attracting them, and much much different than hiring them. With the goal of hiring top performing passive candidates, here are some process changes you might want to consider implementing. 12 Things You Need to Do to Recruit and Hire More High Quality Passive Candidates
1) Don't take "no" for an answer. True passive candidates don't want to talk to you. They'll do anything they can to get rid of you. Don't take it personally. Persist. You're job is to get the candidate to see your job as a potential great career move.
2) Be SWK (someone worth knowing). Top quality passive candidates will not talk to a recruiter who is not handling important jobs, isn't well connected, and isn't working closely with the hiring manager.
3) Be an SME (subject matter expert). The best passive candidates expect the recruiter to know the job, the company, the industry, the competition, the market, and the compensation issues.
4) Quickly determine the quality of candidate. Not all passive candidates are high quality people. There are plenty of not-so-great people who are not looking. Recruiters need to separate the best from those who aren't, within 5-10 minutes.
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| Contingency, Retained or Contract Recruiter; which should you hire? |
In today's plight for the right talent most competitive organizations are dealing with the challenge of securing the right mission critical, key contributor and next level leadership people.
Astute companies are building internal or external talent minded programs that generate top tier candidates, amplify their employment brand and mitigate their risk of mis-hires and unwanted employee turnover. Leading edge talent minded organizations are solidifying their relationship with Executive Search providers, Interim HR Executives, Contract recruitment organizations while building competitive employee retention programs that maximize employee engagement and personal productivity.
Given the last 2-3 years have had most companies operating in survival mode, many of them have lost touch with their external and internal Talent Acquisition providers. KeenHire has seen a huge uptick in inquiries for developing Hiring Process, Executive HR Search, Interim HR Executive contracts and Employee Retention program development and the biggest challenge our customers have shared is that the market is changing daily and they just can not keep up.
Some reports say that the search activity for Executives is 60% higher today than it was one year ago, which is a good thing; however from where our clients sit this makes it extremely difficult to identify and differentiate between the winners and the whiners.
Below is an overview of what differentiates the Executive Search providers, Contingency and Contract Recruiters; it is a good reference sheet, so fee free to share it with your clients and your team.
Click here to read more of the article.
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| BP's hiring practices and the way you hire? |
 by Roy Notowitz on July 20, 2010 at 10:00am
What does BP's ongoing disaster in the Gulf of Mexico have to do with your hiring practices? More than you may think.
Last month, five international oil companies were chastised by the US Congress for having near identical spill-response plans. Putting aside questions of negligence and complacency, this tragedy highlights the risk of only hiring from a talent pool with industry-specific experience. Tight-knit industry clusters breed mediocrity. If BP had enlisted the help of an industry 'outsider' - one with parallel experience, complementary competencies and a fresh perspective - perhaps their spill response plan may have had more success.
Yes, experience and pedigree are important, but old hands don't guarantee new ideas and fresh thinking. The best candidate with the most promising competencies and creative energy may work in another industry. While responsibilities and context may differ, the applicable core competencies driving an individual's success may be readily transferable.
Progressive leaders who toy with the idea of hiring for competency over breed may have trouble seeing past industry boundaries. This is understandable. Such actions demand courage and a hiring process that inspires confidence. Today's market conditions currently favor such courage and confidence. A recent article in the Wall Street Journal highlights employment trends that support the case for hiring outside the box.
Click here to read rest of article
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| Harvey Mackay's ABC of Team Building |
 By Harvey Mackay
A reader recently wrote to me about a column I penned several years ago, the ABCs of selling. She told me how often she used it and shared it with her colleagues.
Then she challenged me to come up with the ABCs of team-building, a topic that seems particularly popular in this era of reorganizations, layoffs and downsizing. The following concepts are what I consider the fundamentals of team-building:
A is for action. No team can function without a plan of action, even when the final outcome is to take no action at all.
B is for brainpower. If two heads are better than one, I would submit that a cohesive, well-assembled team should have enough brainpower to attack any project.
C is for cooperation and communication. Team members need to cooperate, even if they don't necessarily agree. Clear communication is the roadmap to cooperation.
D is for dedication. As members of a team, you must be dedicated to the goals of the team, or you are on the wrong team.
E is for ears. Use your ears more than your mouth because listening skills are critical for team success.
F is for fun. Work should be fun, and working together is usually a lot more fun than working alone.
G is for the group effort. The motto needs to be "all for one and one for all" in order to be a real team.
H is for help. Ask for it if you need it, and offer it if someone else needs yours.
Click here to read rest of article. |
| NWARSP President to speak at the 4 Aug "The Joseph Project": The World is Flat - Grab a Shovel and Dig! |
 Stephen Shearman, NWARSP is speaking at the 4 August 2010 "The Joseph Project" weekly meeting. The title of his presentation is "The World is Flat - Grab a Shovel and Dig". It seems as if while we were sleeping, the workplace has changed - and dramtically. We will look at the forces that created these changes and what they mean to all of us in the workfoce.
The Joseph Project was initially launched in February, 2009 to help people between jobs. After six months of weekly meetings at two different locations in Northwest Arkansas, we are excited to announce the launch of The Joseph Project 2.0.
If you are between jobs or know someone who is, we invite you to our weekly meetings. There is no charge for this meeting. We meet Wednesdays each week at the John Brown University - Rogers campus from 8:30 a.m. - 11:00 a.m.
Link to learn more about The Joseph Project.
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| Special Free 6 Issue Trial Subscription Offer via NWARSP |
 The NWA Business Journal is offering a special Free 6 Issue Trial Subscription Offer via NWARSP. Simply email nwarsp@aol.com with your name, organization, title, email address, mailing address and phone number. |
| August 2010 Partner: NWA Business Journal |
The NWA Business Journal provides readers with current news of interest to the business community and in-depth reporting on business issues. Regular features include Movers & Shakers, reporting on who has changed jobs or assumed leadership positions in community organizations; New Businesses, which celebrates the entrepreneurial spirit in Arkansas; and Whispers, our eagerly awaited weekly "grapevine" of never-before-reported news and insider information. In-depth reporting focuses on three areas: industry trends; profiles of individuals, businesses or business deals; and breaking news on significant events or new business deals in the community. Visit the NWA Business Journal online by clicking here.
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| Join the NWARSP Linkedin Group: |
 Are you a member of the largest talent acquisition Linkedin Group in the region? You are invited to view and join the NWARSP Linkedin Group. It is another great way to stay connected, network, learn and share. There are many good nationwide groups that anyone can join on Linkedin. Since NWARSP's focus is local, we try to limit all NWARSP Linkedin Group membership requests to only those who have a connection to NWA and the regional area. Check out the NWARSP Linkedin Group today. Click here to go to NWARSP Linkedin Group: |
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Pause Before Pushing Send:
A sure fire way to damage your connections and relationships is with poor voicemail, email and text messaging etiquette. With these communications tools, its not so much what you say rather how you say it. It is easy to injure others with an offensive, demanding or overpowering tone of voice or written word. It happens daily. The nicest, most polite people can create great offense with a simple email message. Making matters worse, is the fact that emails, text messages and voicemail that others find offensive can easily be forwarded which further harms your reputation and fuels the fire. Sometimes a simple email message is the spark that ignites a war that damages connections and relationships beyond repair in just a blink of an eye. It all starts out innocently enough; one party sends a message to another in an attempt to communicate a frustration, concern, want or need. The receiving party reads the message and becomes offended by the tone. That party then fires back a response without thinking which offends the original sender. This exchange of fire continues until both parties, exasperated are so angry that not only does the original issue go unresolved, they are often unable to work amicably with each other again.
In my experience, the biggest fights in relationships disintegrations I’ve witnessed in recent years have been the results of these type of email exchanges. The major problem in email and text messaging is the other person can’t see or hear you. Interpersonal communication is the combination of words, voice tone, timber, inflection, body language and facial expression. When others are unable to associate the words they are reading within the context of your voice tone and facial expression, they assign their own meaning to the emotions they read into the words. This is why there is rampant miscommunication with email and text messaging and at a growing level, with social networking tools. Voicemail is different, in that you have the opportunity to communicate through words and voice tone. The problem with voicemail is the other person is not on the other line to react to your tone of voice with their own verbal cues or to clarify your meaning in the event they misunderstand your tone. The other problem with voicemail is the receiving party does take offense, they can play your voicemail over and over which only serves to rub salt in the wound. While far less dangerous than email, many recruiters in particular, injure relationships through voicemail. This is done often when they express frustration or exasperation when decisions are stalled, they are missing information or actions items from support staff are not on time or they are not getting candidate call backs. Voicemail makes it easy to vent with negative emotion which can and will come back to bite you. These communicating tools, while important and useful are extremely dangerous to connections and relationships. Here are a few tips when using email, text and voicemail:
1) Never express negative emotions like frustration, anger, disappointment, exasperation, or sarcasm. Never criticize, even if the other person has asked you for critique. Negative emotions and criticism should only be dealt with live, either on the phone or in person.
2) Express positive emotions: Email, voicemail and text messaging are fantastic tools for praising, complimenting and expressing gratitude to others. With these tools you can instantly make someone feel valued, important and appreciated. It is an excellent way to strengthen your connections and relationships. What’s more, they can send your message to others which makes them feel even more important and listen to it or read it time and again.
3) Just give the facts: Messaging tools are perfect for conveying facts and arranging meetings. Used in this manner they become assets that will allow you to get more done in less time.
4) Pause before pushing send: Few of us have not experienced regret over a message we sent in haste. Develop the discipline to pause before hitting send and this is especially important if you on on the receiving end of a message that is upsetting and you are about to fire back a response. Before you send a message, check the tone to ensure you are expressing either positive emotions or facts. Proof read your email or text message and play your voicemail back to be sure you are expressing either positive emotions or facts. Proof read your email or text messages and play back your voicemail to be sure your messages are professional and easy to understand. Be sure to stand in the receivers shoes and consider how you would feel if you were on the receiving end of the message. And never ever, ever send a message when you are angry or frustrated. When in this state, resist the temptation to send the message and comeback to it another time. You will be amazed at how different things will look when you pause.
5) When in doubt – pick up the phone. The most effective way to communicate is in real time. No matter how good you feel you believe your communication skills, you cannot win the argument or carry on a conversation via email. You will always do more harm than good attempting to clarify misunderstandings with messaging tools. When you sense frustration, need to convey negative emotion or criticism, or looking for clarification, pick up the phone and make a call. In virtually all cases a short phone call clears things up and leaves both parties feeling heard, appreciated and understood. If you want to use messaging tools to your advantage, practice this rule to your advantage, practice this rule before pushing send. Even if there is a slight bit of doubt about how your message will be received or interpreted – pick up the phone.
