Mr. Chairman, CEO, COO, President or General Mgr.. this text is admittedly lengthy.. but based on my 42+ years of experience,
something I think merits your consideration.. I have noted for years a phenomenon which has become increasingly distressing..
that Americas gatekeepers, most of whom are under the age of 35 somehow have been led to believe that the Internet has the ability
to locate, quantify, interview, hire and insure commencement of employment of candidates whom have NEVER BEEN SPOKEN TO.
My direct recent experience is that 95% of my (often repeated a dozen times or more over 90 days) coupled with an equal number
of detailed voice mails ARE NEVER RETURNED..
This cannot be good for a business with dozens of openings, some of which have been open for 6 to 9 months or longer..
What is the cost of that failure in lost contracts, lost credibility, lack of specialists on site at your customers facility, loss of morale,
lost opportunities ? Based on that experience, I decided to write you directly.. and should your HR Managers, staffing Mgrs,
or recruiting Mgrs, be sufficiently motivated to consider numerous world class candidates from some very direct competitors,
and have it within their work ethic to actually make a phone call or return an email I urge you to ask them to contact me with the
specifics of your current needs. There are few recruiters in this country whom have my tools, resources, insights, contacts,
work ethic, or track record of proven results or communications / computer skills.
thank you for your time, your effort and your consideration.. war Mr. Chairman, CEO, COO, President or General Mgr..
this text is admittedly lengthy.. but based on my 40+ years of experience, something I think merits your consideration..
I have noted for years a phenomenon which has become increasingly distressing..
that Americas gatekeepers, most of whom are under the age of 35 somehow have been led to believe that the Internet has the ability
to locate, quantify, interview, hire and insure commencement of employment of candidates whom have NEVER BEEN SPOKEN TO.
My direct recent experience is that 95% of my (often repeated a dozen times or more over 90 days) coupled with an equal number
of detailed voice mails ARE NEVER RETURNED..
This cannot be good for a business with dozens of openings, some of which have been open for 6 to 9 months or longer..
What is the cost of that failure in lost contracts, lost credibility, lack of specialists on site at your customers facility, loss of morale,
lost opportunities ? Based on that experience, I decided to write you directly.. and should your HR Managers, staffing Mgrs,
or recruiting Mgrs, be sufficiently motivated to consider numerous world class candidates from some very direct competitors,
and have it within their work ethic to actually make a phone call or return an email I urge you to ask them to contact me with the
specifics of your current needs. There are few recruiters in this country whom have my tools, resources, insights, contacts,
work ethic, or track record of proven results or communications / computer skills.
thank you for your time, your effort and your consideration.. warmly Bill Griffin
Friends, This is a brief dialogue which elaborates on my thoughts about standards that many firms establish, (or fail to establish) to filter
candidates who are interested in working for those firms. I am aware that the supply and demand factors are inordinately out of
sync and that no firm can consider, interview, and hire everyone who wants an interview, but ... the filters that most often exist
are unrealistic, impractical, have limited basis in reality, and tend to be counterproductive rather than expedient or productive.
I find that many gate keepers and HR managers are technologically illiterate, especially about the processes most often utilized by
their own (manufacturing) firms, and clueless about what other industries have similar or closely related processes and which types
of firms might have the very same candidates they seek.
They seem particularly reluctant to give any credence to the perceptions of a recruiter like myself with over 4 decades of recruiting
and placement experience, who in most cases was doing this about decade before most of them got their jobs, and will be doing
this for a decade or more after most of them have retired or died of old age.. like over a dozen of my former placements who spent
over 30 years with their firms, half of whom have died of natural causes. The total number of placement I have made over the last 40
years is over 300.. Total combined salaries are in the millions of $$ annually..
Gatekeepers are reluctant to listen.. reluctant to make the simplest effort to pick up the phone and speak with a candidate whose
resume they have, even after strong suggestion & insistence of someone with my experience & perception, and who knows the applicant
and his capacity in infinite detail. HR managers are reluctant to understand that human beings do jobs.. or to understand that
a resume never EVER ever performed a job.. 90% of the phone calls I make (often over a dozen a day) to HR managers are unreturned
after sometimes dozens of calls over 8 to 10 weeks or more. even tho they have critical openings, and for which I have already submitted
one or more world class candidates.. !!!
That there are some tremendous candidates seeking jobs but whose resumes are insufficient to elaborate on every conceivable process,
product, application, function, platform, authoring tool, software package, in which they have interest, but which HR managers do not have
the common sense or work ethic to spend 5 minutes with the applicant to inquire about some specificity.. There are some candidates
whose resumes seem tremendous but whose motivation, desire, work ethic, leadership qualities, vision, tools, resources, insights
and wisdom are severely lacking.. and I generally know who those are..
They have limited perceptions of the true nature of the supply & demand for specific types of candidates, and near abjectly clueless
about the importance of motivation, desire, resource allocation, perception, priorities, capacity and capability and willingness to reach
a timely and prudent decision, and have limited awareness of the magnitude of their cluelessness, how, when, where to get the answers
that they don't have, how to read, understand, and rapidly bridge the gap before their equally clueless competitors do the same, in order
to close a major contract, or keep a customer from jumping to another supplier.
Are you as disappointed as I am at employers who insist that someone have specific experience when most of them will tell you
(if you ask them) that they learned 95% of what they needed to know about doing their jobs in the first 6 to 10 weeks of their tenure ?!
Is it not true that these gate keepers are the very same ones who at 22 years of age felt that there was nothing that they could NOT
accomplish, nothing that they could NOT learn and absolutely NO reason why they could NOT become highly respected superstars
in any endeavor in which they chose to engage ? How can these same gatekeepers now be such hypocrites ?
We live in an age when getting information is easier NOW than ever before in the history of mankind ! Resources fall into our laps every day ! Hundreds of thousands of firms identities on the net or on disc, accessible via email, sorted by products, city, state, zip code, revenue volume with names of decision makers and their titles !
I have a database of over 64,225 persons and access them by name, employer, job title, education, college, and if I have a question,
can call or email most of them for the answer to literally any conceivable question. This ability is largely available through recruiters like
myself, for anyone with the motivation to acquire such information. How much easier can it get for someone to hit the ground
running at full speed ? The truth is that it will only get easier and easier until we have immediate high resolution color animated video
mail with anyone on the planet if you can learn their email address.
It often astounds me how unrealistic some of our supposed entrepreneurs and business managers in this country have become.
I am really disappointed with many of them, whose principal reasons for insisting on some specific familiarity with some product,
process or standard, is to massage their own egos and maintain the facade that they are truly special because they have some
specific knowledge about some esoteric process which anyone with a brain might at least get a strong handle on, or even master
in a month or two, sufficiently to make some major decision which could benefit that employer.
Its my opinion that over 40% of firms with over $100 million in revenue have instructed their receptionists (if you can manage to
get thru the voicemail system and actually speak with a human, which in my experience is less than 30% of all calls made)
that if you do not have a specific name.. YOU DO NOT GET CONNECTED, and they will not give you the name of the HR Mgr,
Personnel Manager, and will NOT connect you to the personnel department, NOR put your call into voicemail for anyone !
--- Inserted 28 August 2008. I make about 20 to 30 calls per day to major firms from coast to coast.. I do this 5 days per week
when I expect those businesses to have someone capable of answering and connecting to a human.. I have noticed a significant
increase at those firms (about 90% of those I call who have automated voice mail systems) that pressing zero for an operator has
NO effect.. and just loops the recorded message repeatedly !! ?? .. and unless you have an extension or know someone's name,
and that particular voicemail system gives you the opportunity to enter a name .. the likelihood of you actually speaking with
someone becomes negligible. You cannot be connected to the HR department in most cases and may be directed to a
website at which that firm expects somehow magically, the perfect candidate will somehow show up for work some Monday
morning.. never having been interviewed nor spoken to... ????????? This is what I see happening to American Industry.. end insert.
I find that 90% (at least of my emails to HR managers, who KNOW me, and have spoken with me before, are unreturned.. after
numerous (like a dozen or more ? repeats.. ) and this includes some of whom have hired more than one person from me in prior years !!!
Some of those know that I'm engaged to fill their openings, and some of which openings have been open for 6 to 12 months or longer !!
It is as though they just cannot or will not make the effort, or cannot or do not have the spine/balls/gumption/ (take your pick)
to say no or offer any encouragement or feedback.. because such activity puts no $$ in their pockets, and they are aware that
their superiors generally have the same mindset.. and that even if they show zero professionalism or effort. that its not going to
affect their income stream or perception of their performance one iota !!!!!! And some wonder why American industry is in the
toilet compared to other developing nations like China, Brazil, India , Russia ?
I have come to the conclusion that most 'gatekeepers' are either unable or unwilling to do anything at all which is not quintessential
to their income stream, and returning calls or emails to recruiters are at the very bottom of their list of priorities. The downside of
this to those employers is the cost of not having someone in place, lost opportunities, as in the case of sales, marketing or business development managers, the loss of contracts which went to their competitors who made more effort to insure the fair payment of those sales reps and managers, and their fair treatment and levels of personal satisfaction and growth and to insure that thosekinds of
vacancies are of the shortest possible tenure.
Its my opinion that many if not most employers are severely handicapping their efforts at corporate growth, when they diminish the
significance of conscious effort, motivation, desire, education, ability to think, reason, solve problems, allocate time and material
resources, lead by example, motivate others to produce their best, and to move together in the same direction at the same time
toward a common clearly stated goal or corporate objective. I also have the courage to tell employers that at every opportunity.
and a response from an applicant who asks ... If someone has a position would they not just want to hire the best person for it?
---------
I JUST grasped the intent of your question. Employers don't want to offer jobs to persons who have earned considerably
more because of the fear that if something else much bigger, better, more challenging comes along, that they will lose their time
investment, with zero awareness that what EVER it is that they receive in the meantime is FAR superior than not having ANYONE
in place, and almost ALWAYS they are getting inordinately MORE for their Money than they have ANY chance to do by ANY OTHER
CONCEIVABLE MEANS.
This thought presumes total lack of awareness on the part of those employers that somehow that someone who spends as little as
90 days and then leaves is somehow costing them.. (what it is doing is precluding the firm from getting the reality check of what given experience is really worth, (If a recent employee leaves for another better opportunity after a short tenure) and precludingthem from continuing to take advantage of that employee by not paying him what he managed to determine that he was worth in the market
place.. by finding a better offer elsewhere.. . and giving that employer a heads up that it might be prudent to have a review of its entire compensation structure ???
It is an egregiously flawed perspective, flawed judgement, and pretty moronic in my opinion, but hey..that is the current nature
of American Industry, and why the Indians and Asians are eating our lunch, closely followed by Brazilians, and other awakening societies.
If imagination were gunpowder, most decision makers in American industry haven't enough to blow their noses. They would rather
spend time to find creative ways to procrastinate than to reach a prudent decision based on the simplest logic or economics,
or common sense. thank you for your time, your effort and your consideration.. warmly Bill Griffin
Friends, This is a brief dialogue which elaborates on my thoughts about standards that many firms establish, (or fail to establish) to filter candidates who are interested in working for those firms. I am aware that the supply and demand factors are inordinately out of
sync and that no firm can consider, interview, and hire everyone who wants an interview, but ... the filters that most often exist
are unrealistic, impractical, have limited basis in reality, and tend to be counterproductive rather than expedient or productive.
I find that many gate keepers and HR managers are technologically illiterate, especially about the processes most often utilized by
their own (manufacturing) firms, and clueless about what other industries have similar or closely related processes and which types
of firms might have the very same candidates they seek.
They seem particularly reluctant to give any credence to the perceptions of a recruiter like myself with over 4 decades of recruiting
and placement experience, who in most cases was doing this about decade before most of them got their jobs, and will be doing
this for a decade or more after most of them have retired or died of old age.. like over a dozen of my former placements who spent
over 30 years with their firms, half of whom have died of natural causes. The total number of placement I have made over the last 40
years is over 300.. Total combined salaries are in the millions of $$ annually..
Gatekeepers are reluctant to listen.. reluctant to make the simplest effort to pick up the phone and speak with a candidate whose
resume they have, even after strong suggestion & insistence of someone with my experience & perception, and who knows the applicant and his capacity in infinite detail. HR managers are reluctant to understand that human beings do jobs.. or to understand that
a resume never EVER ever performed a job.. 90% of the phone calls I make (often over a dozen a day) to HR managers are unreturned after sometimes dozens of calls over 8 to 10 weeks or more. even tho they have critical openings, and for which I have already submitted one or more world class candidates.. !!!
That there are some tremendous candidates seeking jobs but whose resumes are insufficient to elaborate on every conceivable process, product, application, function, platform, authoring tool, software package, in which they have interest, but which HR managers do not have the common sense or work ethic to spend 5 minutes with the applicant to inquire about some specificity.. There are some candidates whose resumes seem tremendous but whose motivation, desire, work ethic, leadership qualities, vision, tools, resources, insights and wisdom are severely lacking.. and I generally know who those are..
They have limited perceptions of the true nature of the supply & demand for specific types of candidates, and near abjectly clueless
about the importance of motivation, desire, resource allocation, perception, priorities, capacity and capability and willingness to reach
a timely and prudent decision, and have limited awareness of the magnitude of their cluelessness, how, when, where to get the answers that they don't have, how to read, understand, and rapidly bridge the gap before their equally clueless competitors do the same, in order to close a major contract, or keep a customer from jumping to another supplier.
Are you as disappointed as I am at employers who insist that someone have specific experience when most of them will tell you
(if you ask them) that they learned 95% of what they needed to know about doing their jobs in the first 6 -10 weeks of their tenure ?!
Is it not true that these gate keepers are the very same ones who at 22 years of age felt that there was nothing that they could NOT
accomplish, nothing that they could NOT learn and absolutely NO reason why they could NOT become highly respected superstars
in any endeavor in which they chose to engage ? How can these same gatekeepers now be such hypocrites ?
We live in an age when getting information is easier NOW than ever before in the history of mankind ! Resources fall into our laps every day ! Hundreds of thousands of firms identities on the net or on disc, accessible via email, sorted by products, city, state, zip code, revenue volume with names of decision makers and their titles !
I have a database of over 58,225 persons and access them by name, employer, job title, education, college, and if I have a question,
can call or email most of them for the answer to literally any conceivable question. This ability is largely available through recruiters like
myself, for anyone with the motivation to acquire such information. How much easier can it get for someone to hit the ground
running at full speed ? The truth is that it will only get easier and easier until we have immediate high resolution color animated video
mail with anyone on the planet if you can learn their email address.
It often astounds me how unrealistic some of our supposed entrepreneurs and business managers in this country have become.
I am really disappointed with many of them, whose principal reasons for insisting on some specific familiarity with some product,
process or standard, is to massage their own egos and maintain the facade that they are truly special because they have some
specific knowledge about some esoteric process which anyone with a brain might at least get a strong handle on, or even master
in a month or two, sufficiently to make some major decision which could benefit that employer.
Its my opinion that over 40% of firms with over $100 million in revenue have instructed their receptionists (if you can manage to
get thru the voicemail system and actually speak with a human, which in my experience is less than 30% of all calls made)
that if you do not have a specific name.. YOU DO NOT GET CONNECTED, and they will not give you the name of the HR Mgr,
Personnel Manager, and will NOT connect you to the personnel department, NOR put your call into voicemail for anyone !
--- Inserted 28 August 2008. I make about 20 to 30 calls per day to major firms from coast to coast.. I do this 5 days per week
when I expect those businesses to have someone capable of answering and connecting to a human.. I have noticed a significant
increase at those firms (about 90% of those I call who have automated voice mail systems) that pressing zero for an operator has
NO effect.. and just loops the recorded message repeatedly !! ?? .. and unless you have an extension or know someone's name,
and that particular voicemail system gives you the opportunity to enter a name .. the likelihood of you actually speaking with
someone becomes negligible. You cannot be connected to the HR department in most cases and may be directed to a
website at which that firm expects somehow magically, the perfect candidate will somehow show up for work some Monday
morning.. never having been interviewed nor spoken to... ????????? This is what I see happening to American Industry.. end insert.
I find that 90% (at least of my emails to HR managers, who KNOW me, and have spoken with me before, are unreturned.. after
numerous (like a dozen or more ? repeats.. ) and this includes some of whom have hired more than one person from me in prior years ! Some of those know that I'm engaged to fill their openings, and some of which openings have been open for 6 to 12 months or longer !!
It is as though they just cannot or will not make the effort, or cannot or do not have the spine/balls/gumption/ (take your pick)
to say no or offer any encouragement or feedback.. because such activity puts no $$ in their pockets, and they are aware that
their superiors generally have the same mindset.. and that even if they show zero professionalism or effort. that its not going to
affect their income stream or perception of their performance one iota !!!!!! And some wonder why American industry is in the
toilet compared to other developing nations like China, Brazil, India , Russia ?
I have come to the conclusion that most 'gatekeepers' are either unable or unwilling to do anything at all which is not quintessential
to their income stream, and returning calls or emails to recruiters are at the very bottom of their list of priorities. The downside of
this to those employers is the cost of not having someone in place, lost opportunities, as in the case of sales, marketing or business
development managers, the loss of contracts which went to their competitors who made more effort to insure the fair payment of those
sales reps and managers, and their fair treatment and levels of personal satisfaction and growth and to insure that those kinds of
vacancies are of the shortest possible tenure.
Its my opinion that many if not most employers are severely handicapping their efforts at corporate growth, when they diminish the
significance of conscious effort, motivation, desire, education, ability to think, reason, solve problems, allocate time and material
resources, lead by example, motivate others to produce their best, and to move together in the same direction at the same time
toward a common clearly stated goal or corporate objective. I also have the courage to tell employers that at every opportunity.
and a response from an applicant who asks ... If someone has a position would they not just want to hire the best person for it?
---------
I JUST grasped the intent of your question. Employers don't want to offer jobs to persons who have earned considerably
more because of the fear that if something else much bigger, better, more challenging comes along, that they will lose their time
investment, with zero awareness that what EVER it is that they receive in the meantime is FAR superior than not having ANYONE
in place, and almost ALWAYS they are getting inordinately MORE for their Money than they have ANY chance to do by ANY OTHER
CONCEIVABLE MEANS.
This thought presumes total lack of awareness on the part of those employers that somehow that someone who spends as little as
90 days and then leaves is somehow costing them.. (what it is doing is precluding the firm from getting the reality check of what
given experience is really worth, (If a recent employee leaves for another better opportunity after a short tenure) and precluding them from continuing to take advantage of that employee by not paying him what he managed to determine that he was worth in the market place.. by finding a better offer elsewhere.. . and giving that employer a heads up that it might be prudent to have a review of its entire compensation structure ??? It is an egregiously flawed perspective, flawed judgement, and pretty moronic in my opinion, but hey..that is the current nature of American Industry, and why the Indians and Asians are eating our lunch, closely followed by Brazilians, and other awakening societies.
If imagination were gunpowder, most decision makers in American industry haven't enough to blow their noses. They would rather
spend time to find creative ways to procrastinate than to reach a prudent decision based on the simplest logic or economics,
or common sense. thank you for your time, your effort and your consideration.. warmly Bill Griffin
