Every now and again, its good to see what your peers are making. How else are you to know if you are undervalued or really, really appreciated? (Well, purely from a money perspective anyway.) I did a quick look-around to see what the average salaries were for Recruiters across the United States and the types of Recruiters who were making the most. I wanted to know how many Recruiter jobs were out there in these recessionary times and I also wanted to know how the job market was for Recruiters overseas as well. I guess I wanted to know a lot. So who had the answer? Indeed.com and Recruit.net.
This is a chart representing the volume of Recruiter jobs in the USA. The range is from February 2005 to February 26, 2008. The results are probably not that surprising. From May ‘05 to the Summer of ‘07, it was all good. No worries around getting a gig, but then around the Fall of ‘07, things began to take a downward spin; reflective of the recession.
Okay, so that’s the volume of Recruiter jobs stateside, but what about my Recruiter friends overseas in Australia, Japan, Singapore, China and India? Is it easier or harder to find work as a Recruiter as determined by the number of Recruiter jobs being advertised? Let’s see…
Hmm… If you are in India, there seems to be more work for Recruiters there than in the other countries I mentioned. (Go figure) Coming in second was Australia, third is China, fourth is Singapore and finishing out the race is Japan. The data of course is from November 2006 to December 2007. I wanted more current data, but this is what I have so far.
Between March and July, it seems that India and Australia both were in a downward trend and each were fighting to regain the Recruiter Jobs volume although India was having a much better time of it. I also noticed that Japan consistently was not a haven for Recruiter Jobs in comparison to the othe countries as well. Curious… Do any of my readers have insight into these trends that I am not picking up on?
And now, the money…
Across the board in the USA, Recruiters make $41,000.00 (as of April 30,2008) with the quickest path to a 6-figure salary (commissions are not counted in this graph, only advertised salary ranges) being a Recruiter Manager.
Hope you find this as interesting as I did. I do not have any data around salaries of Recruiters overseas, but would like to find that and post here in the future. If anyone has any resources that they can point me towards, I would appreciate it.
Hey guys! As I get closer and closer to the release of Resume Forensics, I keep thinking of things that I should have added. (So frustrating!) Well, one Google trick I forgot to add was, how to sort search results by date. Imagine you are doing a Google search for resumes and the results look good, just a bit dated for your purposes. All you really want are resumes that are a few months (or a year) old, or at least resumes that Google thinks fit that time frame. Well, here is a nifty little Google hack that you might think is cool to use. (You can also use it to impress your co-workers as well.)
To start off, you have to do a search for something. In the example below, I am looking for a Programmer with a background in C+ and C#. I use the following search string: intitle:resume programmer C++ | C# -jobs (as shown below).
With that done (and of course, I like the results), I point my attention to the URL of the search results. (See arrow below). I find my way to the end of the address.
I then add a bit of code to the end of the URL &as_qdr=d.
For the sake of clarity, check out the next 2 pictures. This is a picture of the URL of the search results, actually the last few letters in the URL. (Notice that it ends with “Search.”)
And this is the URL with the extra code added in.
With that done I hit the “Enter” key on my keyboard.
And then, abracadabra! An extra search option is added enabling me to refine my results to search results added into Google within the the past 24 hours, past week, past 2 months, past 3 months, past 6 months of the past year. Pretty cool, huh?
If you like this kind of thing, be sure to subscribe to my site! More goodness like this coming soon.
“The “wage gap” is not so much about employers discriminating against women as about women making discriminating choices in the labor market.”
This was taken from an article that was written about 6 years ago, regarding the Wage gap, but unfortunately the information that was on the site was actually inaccurate. Somehow it stated that when women have skills or experience, or hold positions similar to men, then they face disparities of wages (only) by less than 10 Percent. I guess they thought that was a good thing?
Well, let’s tackle the latter first. Facing any wage disparity in the year of 2008 even if it were true it was less than 10 percent is sad enough… but the truth is, that women face more than that. I won’t delve too much into all the statistics today, because I had thoroughly researched the Facts behind the disparity of income, and you can click here to see all the supporting data.
As some put up the fight and loudly yell it is all a myth, I wonder, is it because they don’t see the disparity happening with their own eyes? Or are they unfamiliar with the FSLA and EEO lawsuits? Working in Construction, as a recruiter, where men definitely outnumber women, there are a few companies who take great strides to treat women equally, but, unfortunately there are that many more, which unfortunately will not. I move their employees to the much greener pastures..
Briefly though, to revisit the comment above, the suggestion that women make discriminating choices in the labor market, was truly sexist and a comment that displays ignorance. Somehow it appears that the ”research” has forgotten that more men today have become more “family friendly”, more men today have custody of their children and more men today are also working in “Pink Collared” jobs.
More Women today are making more money than their husbands, in authoritative roles… but, still not as much as their male peers and counterparts. More women today have switched roles with their husbands, as they themselves are the major bread winner, but again, they still do not make more money than their male counterparts, even though they are working harder and longer, still having to prove themselves, and trying to break through the concrete ceiling.
Women today have chosen to delay childbirth as they develop their careers, and more and more women have even made the decision to even sacrifice the notion of family and marriage. It is not as taboo today as it was in the 50’s; but still they make less than their male counterparts.
Women are outperforming men in the fields of Math, Science and Engineering. In fact our Graduation Numbers outrank that of men and yet, we still make less than our peers!
Women are making more money when they first leave school. Yes, we are making strides there. (Is that because they are trying to make their diversity quotas?) However, here is the bad news. Ten Years after graduation… well; that is when the Pay Gap really gets Huge. Women fall behind earning only 70+ percent of what men earn.
Well, if it were a matter of choice, I guess all women could choose boycotting pretty much all of the American companies, Not work, and feed their children. They could choose to allow their husbands to be the main bread winner whilst they fight the good fight.
For that matter, I guess we could call in all Handicapped Individuals and Minorities to join in the campaign and fight for equality. Maybe you were not aware that in 2007 EEOC discrimination charges jumped to highest level in five years!
We can march, campaign, burn bras, petition for equality — Wait, isn’t that not what we did back about 40 years ago?
Yes, and also whilst we are at it, let us take this whole Gas Crisis In OUR hands and boycott the Gas Companies.. Hands across the world.
Yes, indeed, I really wonder, could they be right? Could it really be the choice of a woman (and any other diversity group) to accept the low salary, or the poor working conditions?
Is that why we have had such a long struggle fighting the process? Should we simply accept our dues or, leave and go elsewhere? Is it really the fault of the Employer? Don’t they have the right to discriminate if they so choose?
Hmm… Maybe companies like Walmart, Best Buy, Costco, Abercrombie, Walgreens and all the others know something we don’t and should be let off the hook. Darn, they should be allowed to discriminate if They want to right? It isn’t their fault that the person is “different” not male, white, American.. whatever the distaste of the day they choose..
I wonder why we hadn’t realized it was that simple.
Karen Mattonen
ABOUT KAREN MATTONEN, CAC, CSP
Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. Her recruiting career began with Snelling Corporation. In 1998, after a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)
Karen has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.
Karen was a co-creator of the landmark webinar event – “EEOC Discrimination Debate.” This event featured senior members of the Equal Employment Opportunity Commission (EEOC) and staffing industry experts discussing and debating difficult issues about discrimination in today’s workplace environment. Company executives, hiring managers, recruiters, and human resource professionals from across the United States were invited to participate in the free Webinar and live panel discussion. Karen also served as one of the panelists on the discussion team in the March, 2006 event.
As co-host of the popular podcast “The Recruiters Lounge,”Karen discusses her frank opinions on the recruitment industry with her co-host, Jim Stroud.
I am overwhelmed with joy for all of the interest in my new book - Resume Forensics. Thank you so much for your comments and subscribing to my site. As of now, I am just over halfway to the goal of 5,000 new subscribers and I really appreciate it. At this rate, I will be releasing my new book on Friday. (Fingers crossed) To make that happen (for sure), I ask that each of my present subscribers, simply get at least one more co-worker, fellow recruiter or HR professional to subscribe to my site.
I would also like to thank those individuals who wanted to buy my book now, rather than wait. I REALLY appreciate that, but I want to be fair to my original deal. Rest assured, the sooner I hit my goal, the sooner I release my work. Okay? (Don’t hate me.)
Finally, for those who may be unaware of my original post that promoted my new book, I am enclosing a slightly edited version of it below. (It is just after after the video.) I hope you check out the video however, I made it (just now) with the help of 2 little girls that love to drive me crazy. Enjoy…
***
Its been awhile since I produced a new training guide, so I hope this one makes up for the delay. I call this one – “Resume Forensics.” (Cool title, yes?)
Here is the introductory page to my training guide.
INTRODUCTION
What is “Resume Forensics?”
Resume Forensics is the application of a research methodology for the purpose of gathering intelligence and leveraging it for recruitment advantage. The practice of Resume Forensics (or at least my spin on this form of online research) goes back as far as 1997. It was then that I was working for MCI on a plum assignment. You see, my client had open positions in areas that were not considered (by some) to be tourist attractions. My challenge was to source qualified people who were open to moving to those areas.
Fast forward a few years and I’m at Siemens sourcing engineers skilled in energy and automation. The challenge in this assignment was that the competition for the skill set I was hunting came from a small selection of companies. Indeed, hiring for these roles was like watching a game of musical chairs. I knew that there had to be a better way.
Jump ahead a year and I am a Googler seeking diversity candidates in a dwindling talent pool. It was pointed out to me then that Google had an interest in a certain company and its alumni. At the speed of mouse, I make like a Boolean Bandit and return a list of techies affiliated with said company. Unfortunately, the list was very small as it was a startup company.
Going further still, I am at Microsoft and working on finding software engineers for various locations around the world. Identifying talented individuals from countries of which I was unfamiliar with who spoke languages I did not know, was also very challenging, but certainly not impossible.
MCI, Siemens, Google and Microsoft are all very different organizations; needless to say. The projects I worked on were very diverse, yet I was able to use the same method to favorably resolve each matter to my client’s satisfaction. Is it my intent to detail how I performed each task? No. It is my aim however, to breakdown my methods step-by-step with the hope that you can apply my strategy to your particular need.
Please understand, Resume Forensics is not a magic bullet nor is it a quick fix. It is actually a major undertaking that takes time to implement, but has always proven worthwhile. (Smile) I dare say that if you master the basics outlined herein, you will be able to source any candidate, for any company, no matter the industry and at any time.
***
This is what you will learn in Resume Forensics:
How to search Google for free resumes
How to search Yahoo for free resumes
How to search Live for free resumes
How to find additional keywords for your resume searches
How to create search strings that work on Google, Yahoo and Live
How to take a job description and create multiple search strings from it. (As an example, I take one job description and create 56 pages of search strings from it.)
How to automate your resume searches so you can (literally) source resumes while you sleep.
Does this sound like a training guide you would like to own? If it does, you will like the price – FREE! Yes, I am giving this training guide away for free.
Why?
My site is free and has always been free. I would very much like to keep it that way. However, I would like this site to be profitable as well. As such, I am proposing the following scheme. I have people working in the background who will be selling advertising on The Recruiters Lounge in the very near future. The more traffic I have and the more subscribers I have, the easier it will be for them to do their job. As such, I want to build up the amount of readers who subscribe to this blog. So here is the deal…
Mention my giveaway in Recruiting Forums that you frequent (be sure to add a link to this blog post).
Give a heads up to people in your Linkedin Network (be sure to add a link to this blog post)
Mention my giveaway in your next Recruiter Association meeting (be sure to… you know).
If there is anything else you can think of, please leave a comment at the end of this blog post. And of course, if you do not already have an email subscription to The Recruiters Lounge, you can subscribe now by clicking here.
A Minister introduces a bill and gets some heat in Canada, which makes it hard for hardworking strippers and club owners who have to umm… import foreign talent. Good thing they have Hell’s Angels to “lobby” for them, or at least they did, back in the day. Want to talk Guns in the workplace? It could (legally) happen. Plus, the story of “Oh.” Its quite interesting. (Plus Karen has a potty mouth.) All this and more in the latest round of The Recruiters Lounge.
00:30 - A word about our Sponsor SGA Executive Tracker Pro (Ask for a free demo! 518-843-4611
01:35 - Affinity Circles
02:19 - Name that tune
02:56 - Snickering to herself about something funny
05:10 - The whole thing about the exotic dancing industry in Canada
07:06 - and porn and love and lust and…
08:36 - Waitaminute. They have strippers in Alaska?
12:30 - The whole idea behind Bill C17 is to stop (human) trafficking
15:18 - There are very few laws even in America regarding human trafficking
16:47 - That would put a whole new emphasis on emotional health and stress in the workplace
19:19 - he starts using your gun to shoot everybody
22:40 - Let’s switch gears a bit. I want to talk about the story of Oh.
24:55 - You know people think Recruiters don’t get sued, you know?
27:56 - Your intelligence is limited in response of legal
29:55 - You can be sued or be held legally liable for all 36 steps
30:15 - Maybe we’ll do a class on that
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Affinity Circles hosts the official online communities for over 100 leading university alumni associations and professional organizations, representing more than 12 million undergraduates and degreed professionals worldwide. Their customers read like a who’s who list of top educational institutions, including Stanford, Berkeley, Dartmouth, Wharton, Georgetown, and Johns Hopkins, to name just a few. Through this network, employers target a large and diverse audience of verified students and alumni, 95% of whom have Bachelors degrees or higher and 64% of whom have over 5 years work experience. In addition, Affinity Circles provides the unique ability for company employees who are members of these communities to refer job opportunities on their employer’s behalf to passive candidates within their own social and professional networks.
ABOUT THE HOSTS
Karen Mattonen CAC, CSP
Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. Her recruiting career began with Snelling Corporation. In 1998, after a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)
Karen has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.
Karen was a co-creator of the landmark webinar event – “EEOC Discrimination Debate.” This event featured senior members of the Equal Employment Opportunity Commission (EEOC) and staffing industry experts discussing and debating difficult issues about discrimination in today’s workplace environment. Company executives, hiring managers, recruiters, and human resource professionals from across the United States were invited to participate in the free Webinar and live panel discussion. Karen also served as one of the panelists on the discussion team in the March, 2006 event.
As co-host of the popular podcast “The Recruiters Lounge,”Karen discusses her frank opinions on the recruitment industry with her co-host, Jim Stroud
Jim Stroud
Jim Stroud is a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, Recruitment Research and Competitive Intelligence. He has consulted for such companies as Google, Siemens, MCI and a host of start-up companies. He presently serves Microsoft as a Technical Sourcing Consultant and is a regular contributor to Microsoft’s Technical Careers Blog.
Jim Stroud was nominated (and a top 10 finalist) for a “Best Blog Award” for his blog – Jim Stroud 2.0, by Recruiting.com in 2006 and cited in Bullhorn’s Research Report: Tools of The Trade 2007 as being among the best blogs on the recruiting industry (50,000 staffing and recruiting professionals were surveyed). His podcast series – “The Recruiters Lounge” recently aired its 50th episode. His comicstrip series – “The Recruiting Life” has also celebrated its 100th edition and was nominated for “Best Ongoing Comic Series” and “Best Newcomer of 2006” by Gnomz, a community of Comic creators. Jim Stroud also trains recruiters on how to source the internet for passive candidates and has trained recruiting organizations worldwide. His experience in using the internet to find hidden talent spans a decade. Jim Stroud can reached via his website: www.jimstroud.com
Have you ever come across a resume and the only contact information you found was an email address? If so, you may find this information useful. (And if you have not subscribed to my blog via email already, please do so now so you can get a free copy of my new book- Resume Forensics. Click here for details)
Anyways, check out my latest Sourcing tip and leave your comments below. I am anxious to hear them.
***
Below is the resume of… let’s call him “Mister X.” (I have blurred out certain data in the screenshots below to protect his privacy.)
I found Mister X online while doing a routine search for Software Developers with a background in C++. The skills were in line with what I want which is great, but the only contact information on the resume is an email address and (what if) I need to get them on the phone. I need to get them on the phone - NOW! So what do I do? Hmmm… I got it.
The first thing I will do is look at the homepage URL he has cited on his resume. I go there (as shown below) and I see an online version of his resume. But still, no phone number… bummer.
Okay, time to be clever. I go over to Google and type in “whois” and the domain name of the homepage cited on the resume. In other words, if the homepage of the resume was myresume.com, my Google search string would be:
whois myresume.com
At the top of the search results is the “whois” record for that domain. (Just in case you are saying to yourself, “Who is record? What’s that?” Let me explain… Whenever somebody buys a domain name, they register themselves as the owner of that domain name and (usually) list their contact information as well. (To see it, click the link at the top of the search results where the arrow is pointing in the picture below.)
Clicking that link takes you to a “Domain Tools” page (shown below)
Scrolling down to the end of the page, I see the “whois” information he created when he bought his internet domain.
And this is a closeup of that information, although its still blurred out. If it were not, you would see this person’s name, phone number, fax number, email address and home address. (Interesting, yes?)
I know Monster has its troubles, but their situation seems to get more and more interesting as the days go by. Case in point, check out this article from Reuters. It discusses a criminal probe of Monster where they have (allegedly) backdated options. (Owch!)
Here is a quote…
NEW YORK (Reuters) - U.S. prosecutors are continuing their criminal investigation into the manipulation of stock options at Monster Worldwide Inc, according to a filing in U.S. District Court in Manhattan.
U.S. Attorney for the Southern District of New York, Michael Garcia, is seeking to have depositions by six former top executives at the global online employment service delayed up to 60 days so that his staff can complete their criminal case.
The government is seeking to intervene in a civil suit against the company and its top executives that charges they “engaged in a long-running scheme to improperly backdate and account for numerous stock option grants at Monster Worldwide Inc.”
Monster’s former general counsel, Myron Olesnyckyj, pleaded guilty in March 2007 to charges of conspiracy and securities fraud and is expected, according to the filing, to testify against others at any upcoming trials.
Andrew McKelvey, Monster’s former chief executive officer, pleaded guilty in January this year to the scheme, which resulted in the company falsely reporting its net income.
The court filing gives as one example, Monster’s annual 10-K filing for 2001, which reported the company’s “net income was $69,020,000, but this was, in fact, an overstatement of more than 1,900 percent…”
1900%!!! Wow.
If this were a sitcom, it would sound something like this.
The Feds would say, “Luceee, you have some ’splainin’ to do!”
My pal and fellow blogger - Gautam Ghosh was featured in the Hindustan Times Mumbai and Delhi editions on April 20th within an article on blogging. (A very big deal!) Kudos to you Gautam! Below is a picture from the actual paper.
Click on the image for a larger version of this picture.
The Recruiters Lounge is a blog that explores the wacky world of employment with articles, podcasts, comics, videos and more. It is written by Jim Stroud (and friends). Click here for more information
Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. Her recruiting career began with Snelling Corporation. In 1998, after a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (
Jim Stroud is a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, Recruitment Research and Competitive Intelligence. He has consulted for such companies as Google, Siemens, MCI and a host of start-up companies. He presently serves Microsoft as a Technical Sourcing Consultant and is a regular contributor to Microsoft’s Technical Careers Blog.
