About Bruce Rowles

Bruce Rowles is a recruiting professional. He has over 13 years of recruiting experience across a variety of industries and geographies, but mostly focus on the Ohio and Pittsburgh Areas. Bruce started with Experis formerly Manpower Professional in 2009, focusing on professional markets including Engineering, Scientific and other business professional fields. Bruce acts a partner and trusted advisor to both his candidates and his clients alike guiding them through the hiring process. Bruce has established professional networking groups for recruiters both locally and nationally. Locally, he has helped create the Columbus Recruiters Exchange where local recruiters can share best practices and top talent. And in 2008, Bruce created and founded the Recruiter website – www.recruiter-talk.com, a social website, geared towards recruiters to network with other recruiters. Bruce earned his Bachelor of Science in Marketing from Slippery Rock University.

Recruiter Potluck

Do you work in an office setting with others? You probably have had a Potluck, where your co-workers would bring different food items for everyone to eat. Some are good at making desserts, others a main dish, and still others preferred to bring the plates, cups, napkins, and drinks. Everyone is good at something and that is what they chose to share with everyone else.

Recruiting can be the same way. I learned how to be a Recruiter by the “Potluck Method”. When I started, I worked a full desk. Not only did I have to find the candidates, but I had to find the jobs to place them at. I worked around 8-12 other Recruiters who were also working a full desk. Some of the recruiters were new and some had been in the industry for over 20+ years. I started to identify the better Recruiters from the average Recruiters. What made them stand out? What were they good at? What was Recruiter 1 better at and what was Recruiter 2 better at?

Recruiter 1 was very good at getting to know her candidates. What made them tick, what were they really looking for in a new position? She was a great listener and knew how to ask the right questions. How did she do that? She had a knack for making them feel at ease and at home – but how?

Recruiter 2 on the other hand was good at interview prep. When his candidate received an interview, they were prepped and ready to win the interview to get the job. He spent a lot of time walking them through expectations and the overall interview process. But what did he say? What was he really sharing with them?

Recruiter 3 was incredible at cold calling and getting new business. It seemed like every call she made she was picking up new business with a new company. She always knew what to say.

Finding out who is best at different aspects of your role and learning from them is critical. Personally, I stand up and go sit at the person’s desk, sometimes for just 10 minutes and sometimes for an hour however, I would listen intently on what they said and how they said it. What are they doing, and how are they doing it? Most Recruiters are really good at 1 or 2 things and if you can learn from the best and successfully adopt these traits you will be a great Recruiter.

My point is not everyone is an expert at everything. As a Recruiter, I look at my desk and my work and constantly look to learn from those around me. Maybe I have gotten into a rut and my interviews have not been getting hired. Then go back to the basics – learn from your peers. How are they doing interview prep? Recruiting has evolved and has changed; we need to evolve with it. But don’t forget the basics. Pick what you can from the experts/co-workers and make it your own.

Everything is an Interview…

Are you looking for a job?    Did you send your resume in to a potential employer?   Keep one thing in mind – Everything you do and every conversation you have – IS AN INTERVIEW.  Whether you are talking to the Manager, to Human Resources or to the Front Desk Receptionist, Everything is an interview.     

  1. Do not have a weird font or graphics on your resume
  2. Do not have an unprofessional voicemail
  3. Do not have an unprofessional email id
  4. When meeting someone for coffee to network, dress professional and pay for the coffee
  5. Be prepared – expect that person calling you to be an Hiring Manager
  6. Respect and professionalism
  7. Social Media – keep it professional.    Companies will search your social media, be prepared and delete the party pictures from college.

When being interviewed or considered for a job, you are under a microscope.   A lot of times the companies will look for a reason not to hire you instead of reasons to hire you.    Do not give them a reason.   The little things you do, do matter:   Hold the door open when walking into a room or building, have good eye contact when speaking, have a firm hand shake, sit-up in your chair and speak slowly and clearly and thank them for their time and consideration.

Your resume will get you in the door but how you portray yourself will get you the job.

The 3 Things Candidates Want…

On Monday, I went to Ohio Recruiters Association, 2014 Fall workshop, in Columbus, Ohio attended by about 120 employment specialists.   They had many interesting topics and sessions planned for the day, which included “Earning your MBA (Major Bank Account) in Recruiting”, “Recruiting Passive A-Players Your Clients Want to Hire”, and “Revolutionary Sourcing”  .    One of the main speakers, was Jordan Rayboy.   Jordan has been recruiting since 2000 and is one of the top producing Recruiters, in the Country.  I really enjoyed Jordan’s presentations and recruiting knowledge because it just made sense.   How he conducts his business and how he recruits is very similar to my approach, he is a partner with the Client and the Candidate.

One of the topics and points Jordan mentioned were the 3 things candidates want.   This was an excellent reminder, to all recruiters.   Find out what the candidates are wanting and present this to the company, along with their resume/profile.  In my opinion, if you understand these basic three things then you understand the candidate and what they are truly looking for.  The three things are:

  1. Compensation$$
  2. What is their motivation for change
  3. What do they want, to be their next steps, in their careers. (What are their Hot Buttons)

Everyone is different and every company/position is different, as recruiter’s we need to understand who is the right fit – the best fit for each position.

 

Jobseekers: Research everything and be prepared…

You applied for a job and have received a call back to set-up an interview. Great!! Now what? It’s time for you to do even more research. As they say in Boy Scouts, “Be Prepared.” You need to learn and discover as much as you can about the Company, Job and even the Hiring Manager. Here are the 10 Things everyone should do prior to a job interview.

  1. Go back and print out the job description. Study it. What does it really say the requirements are? What are the qualifications? Start writing down examples of what you have done and match that up to what the Company is looking for.
  2. Google the Company. Have they been in the news lately? Are they a public company – can you find their last quarter report?
  3. Google the Hiring Manager. Have you visited their LinkedIn Page? How long have they been with the company?
  4. Read and Re-read the Company’s Website.
  5. Visit your on-line profile. (you should have done this before you applied) but do it again. When you Google your name – what comes up? Do you have a professional image on-line?
  6. Network – do you know anyone who works at the Company? Try to gain knowledge of the environment and atmosphere from current and past employees.
  7. Be ready for the tough interview questions. What are your goals? Where do you see yourself in 5 years? Tell me a time when…?
  8. Review your resume – be prepared to explain any gaps. Do not talk negative about a current or former Company or Manager.
  9. Practice Interviewing with a spouse, family member or friend. People do not Interview daily. Even though you think you are ready, practicing will help you overcome some of the nervousness.
  10. Research and practice your closing statement. Why are YOU the best fit for the job?

What other suggestions would you give to someone looking for a job?

Why Not a Contract Job?

The economy is still tough and there are not as many jobs out there for all of the unemployed workers. Yet, every day I speak to unemployed Individuals who are not interested in working a contract job. Why? They tell me they are only interested in a PERM / Direct Hire Position’s. But Why? Why not a contract job?

  1. You can gain experience, in a new industry or environment by working in a contract job.
  2. Working a contract job is still better than not working.
  3. Companies are hiring contractors to work on projects.
  4. Companies will hire a known commodity over a new person – working a contract will get you in the door.
  5. Some companies have hiring freezes – but can still hire contractors.
  6. Yes – some contracting companies offer benefits.
  7. Working contract does not look bad on your resume – It shows you are working and may gain you the extra experience for another role/opportunity.
  8. When on a contract – EVERY DAY IS AN INTERVIEW. You never know what other job, in that department or another one, may come available.
  9. You will meet New Hiring Managers, who may be able to give you a reference for other future opportunities.

If you find yourself looking for work, ask yourself…”Why not a contract job?”

Recruiters: What is your First Impression, to Job Seekers?

Do you know what your first impression is on others?   When speaking with Job Seekers what impression do you leave?  

I believe first impressions are one of the keys to recruiting success.   Everyone we talk to has a problem that they want us to solve.      

If you are talking to a Job Seeker, for the first time, what is the impression you want to leave with them?    Are they applying to your job advert?   Were they referred to you from a friend?  Are they calling you back?    Why are they calling you and how can you help them out?   How can they help you?  Are you listening to their problem?   All Job Seekers are not the same – do not treat them that way.   You have to listen to what they are actually saying.  Why are they looking for a new job?  How can you help them?  When I am talking to a new Job Seeker, I want them to know that I am their partner and ally, their Trusted Advisor.   True, they may not be a fit for the job I am recruiting for but I want to give them some kind of advice or direction, to help them in their job search.   

Too many recruiters treat the job seekers like a herd of cattle.    Take the extra time (just a couple of minutes) and spend it talking with them.    A majority of my candidates are from referrals.   They reach out to me directly through LinkedIn, Twitter and Social Media.   I can’t help all of them find jobs – not even close – but what I can give them is some advice and hopefully Hope, in their job search.

Let them know up front, what to expect from you and as a new Job Seeker, what you expect from them.    Keep them in the loop the entire process.  Don’t be afraid to give them the bad news as well as the good.  Make them feel at ease while working with you and make sure they feel that they are an intimate part of this process.   The new Job Seeker should be involved throughout so they can start feeling comfortable with how you recruit.   As stated above, be their true Consultant and Trusted Advisor.  This is your one chance to put yourself in that category with them, versus just another staffing firm.

Think back, on your last Job Seeker.   What was your first impression, on them?  Can you do better?

The Many Hats of a Successful Recruiter…

A Successful Recruiter needs to wear many hats.   Recruiters do not just go out source/find new talent and move on.   Recruiters need to wear many different hats and do many different jobs to be successful.   Here is my list in Alphabetical order.

A Successful Recruiter is also a:

  1. Business Partner
  2. Closer
  3. Collections Agent
  4. Cyber Sleuth
  5. Friend
  6. Good Listener
  7. Interview Coach
  8. Job Coach
  9. Life Coach
  10. Negotiator
  11. Salesperson
  12. Sourcer

What other hats do you think a Successful Recruiter wears?

 

 

Star Trek taught me how to be a better Recruiter…

SpockTraits you can learn from Star Trek that can help you become a better recruiter and “Live Long and Prosper”:

  1. James T. Kirk – Go with your gut.   Use your experiences and gut feelings.  
  2. Spock – Make the Logical Decision.   Most of the time the logical decision is the right decision.
  3. Dr. McCoy (Bones) – I’m a Recruiter not a miracle worker.
  4. Montgomery Scott (Scotty) – Know how the Recruiting engine works and how all of its components run together.
  5. Nyota Uhura – Speak many languages.   Not all positions/industries are the same.
  6. The Enterprise – It is the main structure behind us.   Use and take advantage of all of your available resources.

Can you think of any others?

 

 

 

Recruiting Scrum

Do you have a lot of Meetings?   How often do you meet?  I think that sometimes we meet too often and lose productivity and sight of our goals.    At the same time, it is also important to meet and know what the Recruiting team is doing and working on.

Do you have a virtual or in-house Recruiting team?    Do you meet and review daily?    I recommend implementing a Daily Recruiting Scrum.   Scrum is not just an IT Term – it is an approach ( A Methodology) that can be used in other industries and jobs.

What is a Daily Recruiting Scrum?   It is a Meeting that starts, on time daily (the earlier the better) with all members of the Team.   Each person will discuss two things:   What they did yesterday and what their plans are for today.   It is a brief 1-2 minute sentence from each member.   That’s it.   Basic and effective.

This way everyone knows what each other is doing and what they did yesterday.   It holds everyone accountable for what they said they are going to be working on.   It is the place to ask for help if you need any.   Try it and see what happens.

Recruiters: Your First Conversation is Key…

Recruiters – the first conversation you have with potential Candidates and Clients is one key that can lead to more success.    Think about your conversations.  

  1. How was your introduction?   
  2. What are the key points that make you stand out, from your competition?
  3. What can your Candidates and your Clients expect from you?
  4. What do you expect from your Candidates and Clients?

I believe you need to set these expectations and make sure your information was presented correctly.   There are too many recruiters who just go through the motions.   Set yourself apart and let them know how you are different.

 

Recruiters: Stop Emailing and Pick up the Phone…

Why are you emailing the Client or Jobseeker every little question?  stop-sign2 I was talking with another recruiter about an open req. and their response was…I emailed them.  My thought was….Why?

I find that too many Recruiters are hiding behind the computer.    Do not be afraid to hear No or an answer you do not want to hear.   Picking up the phone builds the relationship between you and the Client and you and the Job Seeker.  Email can be a useful tool and complimentary tool but I believe your main source of communication should be the phone. 

My challenge to you:  Use the phone for everything for a month, change your habits and see how many more relationships and placements you can make.   Stop hiding and let your voice be heard.

Recruiters: New Boolean Sourcing Tool – Recruitin

I was recently told about a new tool – Recruitin.    I was told it let you X-ray LinkedIn, by creating the boolean for you, so I figured I would give it a try, last week.

First, make sure your web browser will allow pop-ups.  You will need this turned on to get the results.   After you are on the site, Recruitin, you just fill out the following tabs: 

  1. Country you want to Search.  Use the pull down menu to select the country.
  2. Job Title.  Enter in the job title you are looking for.  (also click the box for similar job titles.  This way if you are searching for a Project Manager you will also pull up PM and so on.)
  3. Fill out and list the location and key words. (Use a comma to separate the words.  For example:  Columbus, Ohio, OH, Engineer, PLC, automation, solidworks)
  4. Exclude words.   Do you have any words you do not want to search for, if so list them here, also separate by using a comma.   If you do not have any words to exclude you leave it blank.
  5. Degree.   Use the pull down menu to select a specific degree or leave it blank.
  6. Finally click the button – Find your people.

You will now notice a Boolean String at the top of the page.   This is an X-ray string that is using Google to X-ray and deep dive into LinkedIn.    You can either save the string or click on “open in Google”.  If you click on open in Google, a new window will pop up with your results.  You do not need to be connected to the people on LinkedIn to see the full names.    It doesn’t matter if you are a first connection, second connection, or connected at all.

I also suggest you save your strings, if you wish to reuse them.   You will see your saved strings on the right hand side of the screen.

Try it and play around with it.    Recruitin has its own user guide here, if you need more help.  I think it works pretty good.   If you do not like writing your own strings and need some help – this could be a useful tool for you to use.

 

 

Recruiters: Don’t Get Mad. Get Better…

Have you ever had a candidate that you thought was a slam dunk.   There was no way this candidate was not going to get the job.   Then the phone rings and the client says they have chosen another candidate.  Huh?  What just happened?    How did this Happen?   This is not a time to get mad – use it to get better.

Look back into the 30 steps in the placement process.    Did you skip a step?    Most of the time, when a placement doesn’t happen you can trace it back to something that you, the Recruiter, missed or skipped. 

Look back and think.   How was your presentation?   Was it complete or did you just send a weak description because you were sure you had it in the bag?   Did you receive the up-front contract with the client company?    What about your interview briefing and debriefing?   Were you pre-closing?   What could you have done better as a recruiter?

In this business we hear a lot of No’s.    You can not get too upset when you hear a No – you have to strive to better your craft and reduce the percentages of No’s that you hear.

Company Party’s Do’s and Don’ts (5 Tips)

Many company’s have gatherings, summer picnics and/or holiday parties.     This is a great chance for you to make a name for yourself and get to know others, in your company, by doing it the right way.   Do not be “that” employee who regrets what they said, did or acted like in front of everyone.

Below are some tips of things to do and to stay away from:

  1. Sit with others you normally do not work with, on a daily basis.  
  2. Spread out and network with others in the company.  Introduce yourself to others – who you do not know.
  3. Do Not Drink!   Have a coke or juice.   There is no rule that says you have to drink at these functions.    If you do drink – I recommend stopping after one.
  4. This is still a work function – Be Professional.   Don’t be that person everyone is talking about the next day at the office.
  5. No flirting.   This is not a dating event.

 

This is your chance to maybe meet some other managers, directors or even C-Level Executives.    Be professional, network and use this moment to build your career.   Don’t ruin it with a stupid mistake.