April Callers Bring May Starters

“How long does it take to effect one immediate hire using you?” the caller asked. What he was asking was really a complicated question that required some answers from him before I could answer.

“What position is it you’re trying to fill?” I asked.

“It’s a Risk Leader position. This req’s been open since November and I’m really beginning to take some heat on it. The base is about $150 and there’s a bonus and this person will be working on new products for us.”

“Is it a product management role?” I interrupted.

“Kinda, yeah, I guess you would call it that,” the caller affirmed, thinking more on the question. “This person needs to understand analysis and will be working with sales and operations providing input to client contracts. I’ll send you the job spec.”

I could hear the relief in his voice as he offered to pass me the hot potato.

“Okay, that’s good. I need that,” I answered. “This has been open since November? What have you done to fill it?” I asked.

“You know, the usual. Job boards, advertising. We’ve spent a ton on advertising!” he complained.

“With no results?” I teased, adding insult to injury.

“NO results,” he answered, with the emphasis on the word “NO”. “Resumes are a joke. Most are nowhere near qualified to do this job and the few that are want way too much money.”

“Danger, Will Robinson,” the words rang in my head.

“They want too much money?” I asked.

“This guy’s gonna report to our Chief Risk Officer and most of them are already making $200 and up!”

“You have a challenge,” I offered. Having done past work for other divisions and other people in this same company, I understood they would be asking me to look for people in the consumer lending or mortgage industry; specifically in the red-hot sub-prime market that is currently under the spyglass of Congress.

“How many names do you want?” deciding on the spot to take this job.

“As many as you can find,” he answered. “There aren’t that many out there,” he warned.

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“We’ll see about that,” I thought to myself, knowing that many times a customer’s reality is colored by the color of the lens he’s been viewing it through. “When do you need this?” I asked, knowing the coming answer.

“Yesterday!” he laughed and I laughed with him.

“I’ll try to start streaming something to you by the end of this week and I should finish this some time next week,” I allowed. “Can you send me the job description and targets you want penetrated right now? I’ll get it set up this morning and started this afternoon.”

And he did, and I did, and that’s the way it went. “But the question remains unanswered,” you’re thinking.

How long does it take to effect one immediate hire using you?

In most instances, and the above example being no different (except that the money thing could impact this, but I know from experience that their stated “start” is usually lower than where they go in negotiations) I will source around 50 names and out of those 50 names one person will probably get hired within a month or two.

Average Timetable

Week 1: Morning: You call me and send me the job order and the target companies. By the afternoon, the job gets set up and usually started either same day or within two.

Day 3 ? 5: Fifty names fitting the specs have been sourced and are now in your Inbox. Same day or within 24 hrs: You start calling those sourced names and pitching your opportunity. You do this every day for about a week and you should have 80% of the names contacted. Out of those 40 or so names contacted within about 10 days of this job’s start, you should have some resumes of people who have been specifically chosen to fit your needs coming at you.

Week 2-4: Interviews should be set for the following couple weeks and an offer (or two or three) placed.

Week 4+: Offer and acceptance should be completed and candidate set to start.

As you can see, if you start today you should be filling by May.

“April calling brings May starters.”

Maureen Sharib has been a “Socratic sourcer” her entire sourcing career; from the moment she first picked up the faxed list of Silicon Valley high-tech companies that was her target list to “phone source” in 1996 to today she has instinctively followed this method of investigative sourcing using (mostly) the telephone.  She is a proponent of sourcing as a synonym for success and envisions the craft moving away from a dangerously drudgery-paced life-form existence to an exciting investigative/competitive place within organizations where practitioners co-exist within a framework of market research, human resources, and C-level future planning. She owns the phone sourcing and competitive intelligence firm TechTrak.com, Inc. You can contact her at Maureen at techtrak.com or call her at (513) 646-7306.  If she’s not on the phone she’ll pick up!

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2 Comments on “April Callers Bring May Starters

  1. i think maureen was in a hurry to write this article. does not have the depth that it should have had…or maybe the intention was to merely set us thinking about this topic…

    but to add to the article and also to others who would come alogn and read this article!

    yes hiring takes a lot more time that we expect.
    having good indices of the potential time to hire is useful while planning Recruitment numbers.
    However the data is not so easy to arrive at

    Since the time to hire depends on a variety of parameters
    The ones i would reel off are the following

    1. What is the Level of hire – Entry, Middle, Senior, Specialists Vs Generalists
    2.Timing of the hire- when college is about to start vs when students are about to graduate, when employees are on the verge of getting their next increase in most organisations vs when they have already gotten
    their increases
    3.Salary Percentile – if a company pays at the 50th percentile the hiring job is a lot more tougher vs a company which hires at the 90th percentile

    4. Geograhies – is a very important element. Depending on the hiring pace of each geography the pressure on the hiring system will be different. If there are more jobs and less people to fill it then its going to an awful lot more difficult.For e.g where I come from – that is India – hiring software professionals is a really tough job since the market is blazing . New jobs are being created by the thousands and the supply side has not been able to keep pace with the same. This results in a severe work force crunch.

    Looking at all this a range is clearly possible. But ‘devil is in the details’ and it is useful to look at past hiring data to arrive at a more accurate number . And this believe me cannot be universal and will be different for company to company

    Regards

    Rimy
    Rimy

  2. This article is basically an advertisement (via case study) for your services… absolutely nowhere in the article do you take a moment to step outside the case study to explain to the reader as to why you’re writing it in the first place.

    What’s the value for the reader? I could come up with stories of my own recruiting successes, but I didn’t realize they warranted an article on ERE.

    If you’re going to blatantly self-promote on here, I think you should at least act like you are trying to address a topic of interest to the recruiting industry, not just show off how good you are at your job.

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