Archives for posts with tag: jobs

I received a call last week from an “Appointment Setter.” Real term.

She was calling to set an appointment with one of their salespeople and claimed that this company and its services could produce incredible results in the “government contracting space.” I told the “Appointment Setter” that I would be happy to take a call from them if they could first produce customer references and/or case studies supporting their success in my industry.

I thought that was reasonable request.

A couple days passed and a random appointment from a random person showed up in my email. Confused and of course not knowing who the person was, I declined the appointment. A few hours later I received an email from the salesperson explaining the call from the appointment setter and asking to reschedule the appointment. I expreseed my confusion and told him what I told the appointment setter: “Show me references and case studies.”

A few more days went by, and I received a capability statement that actually had some real results on it. It was hard for me to discern how they were able to help their customers procure these contracts, but the results were real enough for me to express interest in a conversation. The door was opened. But I started to think about the events leading up the capability statement and the back and forth with the salesperson, and really, the need for an appointment setter. I wondered why the salesperson just didn’t make the initial call, especially if they had specific information that would get me interested in their offering. Why have an “Appointment Setter” call? (Apparently it’s an art form. Check out this Google search. There’s even a book.)

Now that I have an interest in the company and how it could help ours, I can’t help but think of the saved time and frustration on both sides if the salesperson just called me directly. I would been more willing to engage their service from the start.

I understand the role of the appointment setter, and know a few people who use them. But the time saved by an appointment setter for the seller is lost on the buyer. If you’re a seller, just make the cold call.

Andy Frank, UDig COO


Whether you love baseball or not, you may love some of these lessons.  They apply in many aspects of life, including our relationships with our co-workers.  Spring training is upon us – let’s look at a few reminders from the world of baseball.

From Tim Bridge, “Nine Innings of Baseball’s Life Lessons.”  Play ball!

Joy Hood, Sr. Technical Recruiter @ UDig

13 percent.

That’s how much U.S. staffing employment – American workers placed by staffing agencies – increased from February 2010 to February 2011. It’s a solid figure and a leading employment indicator – particularly as our country moves out of the recession.

Staffing agencies and recruiters work for our nation. And they work for you. If you’re scared off by recruiters, you’re not alone. But it’s our opinion, of course, that you should always maintain a relationship with a recruiter who specializes in the industry you’re in. Here’s why:

  • Believe it or not, there are Recruiters out there that sincerely find what they do to be gratifying. If you can identify one, a relationship with that person will prove invaluable to your career. A recruiter who takes the time to get to know you and your career goals does not see you as a dollar sign, but rather, someone they would find great pleasure in finding a dream opportunity for.
  • If you are looking for a better opportunity but don’t want the world to know, a recruiter who knows you can make sure you’re exposed to opportunities while maintaining confidentiality. With more and more companies hiring Internal Recruiters and delegating recruiting responsibilities to HR, posting your resume on job boards can be risky. Having your resume fall into the wrong hands may not be a can of worms you want to open.
  • Market rates and salaries frequently change depending on skill set and demand. A recruiter you have a relationship with, who deals with these jobs and candidates daily can help keep you stay at the forefront of the state of your particular industry. Even if you don’t want to make a career change, your recruiter can help you achieve obtaining a well deserved raise.

Bottom line: identify a trustworthy recruiter and make it a point to build a relationship. Once the relationship and trust is established, your recruiter will constantly be working behind the scenes to make sure you are exposed to opportunities that you most likely would not have found otherwise.

Wahid Osmani
Technical Account Manager, UDig

If you’ve ever thought the saying “employees are our most important asset” is just something bosses say but don’t actually mean, think again.

Technology companies are in a war for talent, CIO Magazine reports, and many businesses are going to extreme measures to retain employees who hold highly in-demand skills. Consider Google, which offered $3.5 million in restricted stock to an engineer that was being courted by Facebook so that he wouldn’t leave.

Just as businesses need warehouses and sales and finance and marketing teams, tech talent is essential to keeping a company running smoothly these days. J.S. Cournoyer, co-founder of venture capital firms Montreal Start Up and Real Ventures, wrote in Fortune:

“Big Web companies like Google, Facebook, Apple, Microsoft are engaged in an all-out war for talent…that should last for years as they compete for Web supremacy, but they are not alone. Consumer-facing companies like Procter & Gamble, Ford and Coca-Cola have started hiring as well.”

Your thoughts? How important is paying top dollar for good talent? Leave your comments below.

According to Manpower, 84% of the U.S. workforce will look for a new job in 2011. This is up over 20 percent from 2010.

When I shared these statistics with some of our clients, they all asked the same question: “Why?”

Between 2008 and 2010,  many people took jobs that didn’t match their career goals with significant salary reductions. People were thankful just to be working and getting a paycheck given the tumultuous job market. This sentiment lasted through 2009 and most of 2010. In mid-2010, we started to see more confidence in the job market. Corporate earnings started to return due to drastic cuts in operating expenses and slightly improved economics. Even with better corporate earnings, there were still signs of uncertainty with the economy both on a national and global stage.

Some of those uncertainties still exist in early 2011 but the corporate messages are starting to improve. Many companies have already announced massive hiring strategies for 2011. These messages build confidence in individuals increasing their willingness to take a risk and search for a new position.

So, what does this mean for companies? For one, they need to evaluate their workforce. They also must identify the people who are underutilized  in their current position and can offer more to the company. They need to understand the cost of having to hire for positions and train new staff.

In the technology workforce, we have seen a tremendous uptick in demands for Data Warehouse experts, Business Analysts, Software Developers and Testing resources. Companies must understand that their staff in those positions could be at risk if a better opportunity comes along. We have also seen for the first time in 24 months, companies re-evaluating their compensation packages to make sure they are competitive and able to attract new hires. This is a very positive sign for the technology workforce.

Don’t wait until it is too late and you start losing great resources. Quickly evaluate your key positions and try to determine which employees are at risk of leaving. Do salary surveys to better understand how your compensation package stacks up locally and within your industry. Talk to your employees to get a better sense of how they are feeling and whether or not they enjoy their job. Many companies took advantage of the high unemployment rate to hire people at lower salaries. If you did that, recognize it, and try to make adjustments to stay competitive with similar companies.

Andy Frank
COO, Founder

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