Call Me… I’m Never Too Busy

Call Paul DeBettignies

I have had what started as a couple, and now grown to quite a few, comments the past months similar to:

  • We had some recruiting we needed help with and knowing how busy you are we called someone else

  • We have been Twitter friends since 2009 and when I needed some advice on my last job search I wanted to reach out to you but I know how busy you are

  • I wanted to bring you in and talk to our executive team about how you use different tools for recruiting but I saw your calendar on the blog and I didn’t think you would have time for us so I didn’t contact you

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ToggleGreen Adds Paul DeBettignies To Its Advisory Board

This spring (2014) I was contacted by Mike Stapp to talk about a startup he was working on. We were both working out of CoCo so getting together was easy. Mike walked me through his idea and I was intrigued.

Over the summer Mike’s idea took off and he was busy getting the product put together. I was busy working, fishing and sitting on a dock.

We reconnected this fall when Mike invited me to his office for a quick chat.

That lasted nearly two hours.

Mike walked me through the idea of ToggleGreen and I was jacked up about it. He asked if I would have interest in being on the ToggleGreen advisory board and I don’t think he finished asking the question before I said yes.

So what is ToggleGreen?

The test market is Minnesota IT and creative consultants, contractors and full time employees and the recruiters and companies looking to hire/employ them.

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Rant: Thoughts On Rebranding And Attracting Workers To Minnesota

Paul DeBettignies as The Hulk, Minnesota Recruiter, Minnesota Headhunter

(It’s been a long time since I had a good rant and used the Hulk photo)

A couple of news items this week have me thinking.

Thinking has turned into some frustration.

Frustration has turned into this rant.

Later today I will send an email to a bunch of folks and point them back to this and ask them what they think.

Before every rant I have a disclaimer so that it sets a tone. For this post:

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Thoughts On Amazon Recruiting In Minneapolis

Last week Kathy Grayson at the Minneapolis St Paul Business Journal posted this article Amazon’s cloud-computing arm shops for Twin Cities talent

There have been some interesting reactions to the news ranging from:

Why here - yes, we do have a lot of very good IT pros here & who are looking for something new

Who would want to move to Seattle - two words, polar vortex

Oh crap, we can’t compete with them – yes, yes you can

So let’s cover those briefly…

To those who say we do not have enough talented IT pros in town or that we can’t compete with groups on the coast I say this… BS

Too strong? I have a much stronger response that will likely offend a bunch of you.

So let me pull this from the article… this is a more polite way of saying it:

Scott Burns, CEO of growing St. Paul software company GovDelivery Inc., said he's not surprised Amazon is recruiting in Minnesota.

"Anyone from Amazon or from Google is wise to tap into this market. We have a lot of talent," he said. "We compete by making [GovDelivery] an awesome place to work."

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Conversation With Tech And HR Leaders… Minnesota IT Jobs And Hiring Numbers

This morning I had my 4th of 6 meetings this month with Tech and HR leaders talking about recruiting strategies to fill their Minnesota IT Jobs in 2015.

I have a bunch of stats, salary ranges, news stories, etc. and then we get into some examples of groups doing this well and those… not so much. Everyone leaves with a skeleton plan on what to do and then they can fill it in to best suit their group.

During these conversations I have noticed that attendees fall into three categories:

- Those who in my opinion “get it”. They understand this is a competitive time and for the past couple of years have been putting time and/or money into their recruiting. They are looking to fine tune their strategy and make the engine run better and faster. 15% of the groups are in this category.

- Those who in my opinion don’t “get it”. They think recruiting is about posting a job on their career site and Craig’s List. They have a 6 cylinder engine running on 4.5, see the “check engine” light on and ignore it. 25% of the groups are in this category.

- 60% of the groups fall into “are trying”. They have a 10 year old car with a little rust on it. They get OK gas mileage but don’t have the extra horsepower in the engine to pass anyone. Sooner or later it gets them where they are going and they know that there are not many miles left. The car needs to be replaced.

Basic recommendations I have been giving to the last group:

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3 Minnesota Companies Listed In 2014 Computerworld 100 Best Places To Work In IT

ComputerWorld 2014 100 Best Places To Work In IT

Conputerworld has released it’s 100 Best Places To Work In IT and once again 3 Minnesota companies make the list.

And once again it is the same 3 companies: General Mills, Medtronic and Securian Financial Group.

How they made the list:

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Conversation With A CIO… Stop Recruiting My People

Stop recruiting my people 

Fact… Minneapolis is a really large, small town. No “six degrees of separation” here. I think it is 2.5.

Last week I accepted an invite from a CIO to talk about my recruiting his people. I knew it was going to be a difficult conversation but I know him through a friend and was willing to “take it for the team”.

Yeah, not a good idea.

It was a brutal conversation. The kind where the coffee shop manager had to walk over twice and ask us to “keep it down”.

I’m not going to get into specifics of the conversation other than to say this (because I know you are likely wondering)… I was contacted by a team of developers through a common friend.

Let me say that again… they called me.

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Webinar: Maintaining And Growing A Recruiter Brand

This week… Wednesday , June 18th at 1 pm (CDT) I am doing a webinar with ERE (2nd in two months) sponsored by iCIMS:

Building Recruiter Brands for the Long Road Ahead

Over the past two years most of the recruiter and HR conferences have had a speaker hop on a soapbox and talk about how I important it is to have a professional brand.

Yet when you look at who is doing the teaching they are not usually doing any recruiting. They may be a great speaker, teacher and consultant but they have never (not recently) tried to recruit someone.

Do I sound like a snob? Probably.

Here’s the deal… most of those folks are working on their national speaking brand. I believe there is a BIG difference between that and a local or regional recruiter and HR brand.

What I mean is… what they post, on what sites, at what time and who they follow is different than trying to find, interact and build a relationship with a JavaScript Developer in Minneapolis, Social Media Specialist in Atlanta, Accountant in Portland or Director of Sales in Boston.

So that’s my mission for the ERE webinar this week.

I am going to show folks how to build a recruiter brand from my unique perspective as a local/regional recruiter in a niche space.

And if I do it right I will show folks how they can do a national niche brand or one in their very large company.

See… most folks do not have the ego to want to be the most well known recruiter in the country. Many of us are quite OK with our region, state, city and/or company.

Here is what I am going to cover…

How I use:

  • Minnesota Headhunter blog
  • LinkedIn
  • Twitter, Facebook, Instagram and Foursquare
  • Newsletter

Metrics

Feedback from candidates and clients

Tools I use (very basic am I)

Content (examples of what I post)

Successes and failures

What’s next

When:

June 18, 2014

1 p.m. CDT

To register click:

https://cc.readytalk.com/r/shlopx3yg5mh&eom

Thanks to ERE and iCIMS for the opportunity to talk about this.

Join my newsletter below… this is the beginning of a series of webinars I am doing.


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Medtronic To Acquire Covidien And Move Executive Headquarters To Ireland

Saturday morning the Wall Street Journal had this article:

Medtronic, Covidien in Advanced Talks to Combine 

It spread across Minneapolis and St Paul faster than any business story in recent memory. Which says a lot given it was a Saturday during a Minnesota summer.

Sunday evening Medtronic confirmed the story with this press release:

Medtronic to Acquire Covidien for $42.9 billion in Cash and Stock

This is an image on the Medtronic web site:

Medtronic Acquires Covidien

From the Minneapolis Star Tribune:

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Survey: Top 40 Most Searched IT Skills Spring 2014

Dice Most Desired Skills Developers

Whether I am talking with a Recruiter or HR pro, IT developer or CIO the most frequently asked question is:

What are the hot skills?

My Recruiter and HR friends are usually asking so they can figure out if they suck at recruiting or if the demand/competition is as intense as they think.

Developers are asking to know if they should be raising their rates/salaries and/or where the market is going with technology.

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