An ASM ‘In Focus’ Calendar Event
Every so often in The Animal Science Monitor, we run expanded information regarding an upcoming industry event, outside of our regular calendar feature. In this issue, we’d like to highlight the Wisconsin Sheep & Wool Festival, scheduled for Friday, September 5 through Sunday, September 7 in Jefferson, Wis. Below is an expanded description of this event.
If you’d like your conference or meeting to be an "ASM ‘In Focus’ Calendar Event,” please email all information to matt@animalsciencemonitor.com.
The Wisconsin Sheep & Wool Festival
This seventh annual event will be held at the Jefferson Fair Park in Jefferson, Wis., on Friday, September 5 through Sunday, September 7. The festival offers a wide variety of activities and attractions for people of all ages. They include the following:
- Fiber arts classes
- Stock dog trial
- Border collie demonstrations and “Herding 101”
- Sheep and fleece shows
- Educational workshops and demonstrations
- Hall of Breeds demonstration
- “Make It With Wool” competition
- Hooked rug show
And that’s not all. There’s also a country store, a used equipment sale, a skill-a-thon, and a lambing barn. Admission for the festival is $5 daily, and a weekend pass is only $10. Children eight years old and younger can attend the festival for free.
In addition, parking is free, and camping is available on the grounds. For more information, contact Jill Alf at (608) 868-2505 or via email to wisbc@centurytel.net. You can also visit the official Wisconsin Sheep & Wool Festival website by clicking here.
Recruiting Sources
(By Dan Simmons)
Ask any handyman the key to solving problems, and he’ll tell you it’s using the right tool. The same can be true of recruiting. Sometimes you have free tools at your disposal, other times you purchase the tool for the job, and sometimes you need to call in a professional. In this article, we’ll look at various tools and situations when you should call in a pro.
You can recruit great employees using any of the methods shown. Using multiple resources will normally improve the speed with which you fill the position. When recruiting for a position where you’re replacing a current employee or need to have the search remain an industry secret, choose appropriate method(s).
Internet Job Posting falls into two categories: major general job boards such as YahooHotJobs.com, Monster.com, and CareerBuilder.com and niche sites as AnimalScienceJobs.com or ManufacturingEngineer.com. There are literally hundreds of these sites. Use the major boards when the search is broad-based, such as a line supervisor in a plant, an accountant, or a position in human resources. Use niche sites for specific skill sets, and of course, they can be used in addition to the major boards. (The author owns AnimalScienceJobs.com and has unashamedly recommended it in this article).
Newspaper and Trade Magazines should be used just like job boards. Use newspapers when you’re running a local search for a generalist position, and use trade papers for specialists. Newspaper advertising is making a comeback. Print advertising in major papers and in trade papers is often more expensive than online advertising.
College/University Recruiting can be done in a variety of ways and is an extremely cost-effective tool. There are four basic ways to do this. One is to contact professors who teach subjects applicable to the skills required and ask for referrals. Most colleges provide information, including phone numbers and email addresses, about all of their instructors on their website. Another is to contact the college career center and ask their employees to post your job advertisement on their bulletin board. Career fairs are often held by colleges, and these can also be a tool for hiring multiple rookies or interns. That brings us to internships. Talk with your HR department regarding ways to use internships.
Employee Referral Programs allow current employees to refer excellent potential employees. You should attempt to fill all non-sensitive job openings through the ERP since it should produce high quality referrals quickly at a very low cost. This is most effective for hourly staff, but should not be ignored for other positions, provided you’re running a public search.
Billboard Advertising can be very effective, and even cost-effective, when you have multiple positions to be filled at one location. Choose a billboard that is in a high traffic area near the facility and work with the billboard company to convey your message.
Internet Resume Banks provide people the ability to post their resume for employers to review. This can be an effective toolif you learn to search using their software or Boolean script, have the man hours to sift through the resumes, and then contact potential candidates to see if they’re interested in your opportunity. Understand that most experienced top performers are too busy in their work to post their resume. This is a good tool to identify potential entry and mid-level staffers.
Contingent Recruiters (Headhunters) should be used when the search for the position is sensitive or you feel that the methods listed above will not produce (enough) qualified candidates. Use contingent recruiters when replacing an employee who is not performing to standards; this will keep the search private. Contingent recruiters are paid only if they fill the position and manage multiple searches for various clients. Choose recruiters who possess a basic understanding of (a) your company, (b) the position you are attempting to fill, or (c) both, if possible. When evaluating which recruiter(s) to use, look for integrity, connections, willingness to listen to your needs and a commitment to put effort into the search. (The author is a headhunter and unashamedly recommends himself).
Retained Recruiters charge fees similar to contingent recruiters, but are paid for the process, not the end result. Retained recruiters charge an initial fee and have various methods of earning the balance of the fee. Use a retained recruiter for extremely difficult searches or for executive level search. (The author also does this work and would be happy to talk with you should you need these services.)
For more information about any of these recruiting sources, you can contact me at dan@consearch.com.
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