Consolidated Communications,FairPoint submitted supplemental financial information to the Public Service Board last week for its consideration in FairPoint’s still-pending Regulatory Settlement and Change of Control proceeding, the approval of which will allow the company to emerge from Chapter 11.The Vermont Public Service Board’s approval is one of the final steps in this process. FairPoint already has received approvals from Maine and New Hampshire regulators, creditors, represented employees and other states where it does business and approval was required. FairPoint is also pursuing approval from the Federal Communications Commission.FairPoint asked the Vermont Public Service Board to consider FairPoint’s additional information in an expedited manner, with a final decision to be made by November 23.FairPoint has stated that the telecommunications industry has changed dramatically over the past decade and the current level of industry competition provides both business and residential consumers with multiple choices and technologies. “When we emerge from Chapter 11, FairPoint will be a stronger and more viable provider of traditional telephone services and wireline data transmission solutions.”FairPoint’s bankruptcy plan was rejected by the PSB in June, in large part because of revenue projections. FairPoint’s plan would reduce debt by $1.7 billion in exchange for creditors taking control of the North Carolina-based telecommunications company. (STORY).
In the tech world, the bulk of hires are made through proactive outbound recruitment. The key word there is proactive. If you’re waiting for the right candidate to come to you, you’re going to find yourself with a lot of open positions to fill. This doesn’t mean recruiters should just hone in on one special candidate to chase, however. What it does mean is that talent acquisition teams should be actively pursuing opportunities to connect with the best employees and build their networks at all times. This allows teams to get ahead of hiring (as well as the competition) by creating pipelines and networks prior to open headcount. Here’s another way to think of it — proactive recruiting is like training. Just as you train as a way to prepare for the main event, you proactively recruit as a way to prepare for open headcount.3 Tips for More Proactive RecruitingTo proactively recruit, focus on creating opportunities for candidate conversations every chance you get. Whether that’s conducting a networking call, scheduling an informational meeting, attending an event, or making a quick intro at a conference, be sure that you (and your teammates) are creating opportunities for conversation. In many of the roles and companies that I recruit for, even if a candidate is not actively looking, he or she will often take my call because of brand recognition or a prior conversation. Maybe they met a good sales rep who spoke highly of OpenView at a conference, or met a developer who did the same at a meetup. It’s impressive how far a 5-minute conversation can go. Interested in getting more proactive? Here are three tips to set you on your way:1) Stop Looking for a Single CandidateFor each and every search, focus on cultivating relationships and building a pipeline for the long-term. If the timing isn’t right for your top candidate, send a response to keep them in your network, or have a short 10 minute introductory call. Develop and nurture that relationship. Even if it doesn’t result in a hire immediately, it can lead to good things further down the road.2) Leverage Your Relationships and Always Ask for ReferralsDon’t be afraid to reach out to top candidates you have connected with to network. I do this for two reasons:The best people know the best people, and referrals are a great way to have a warm connection.Additional touch points help to establish better relationships with candidates.3) Really Listen to Your CandidatesIf you are talking to a great candidate who is not a match for the particular role you are currently recruiting for, ask them what opportunities they are looking for. When you have this information, keep it and share it. If you know of another company or opportunity out there that seems like a good fit, make an introduction. Don’t hold back simply because you want to hire them. There is always future opportunity, and you should always recruit with that in mind.Key Benefits to Proactive RecruitingA healthy future pipeline of great candidatesDiscovery of go-to networkers in a practice areaBuilding your company’s brandReferrals, referrals, referralsBoomerang candidates who come back in the future with the intention and interest to make a moveIn the competitive world of recruiting today, proactive recruiting is the way to secure top talent, and to build your talent network. Check out this article on blogging4job.com for more tips on proactive recruiting. What else do you do to be proactive in your recruiting process? Share your ideas below! Take the Next Step: Download our Free Recruiting Guide!Get More Talent, Faster: The Ultimate Guide to Building a Recruiting Team Help your company overcome one of the greatest challenges to growing a successful business: acquiring top talent. Download this free eBook and learn how to:Assemble and manage a successful, high-output talent teamExecute the 6 phases of an effective recruiting processLeverage the best recruiting tools and technology in the industryEstablish the key metrics you need to measure to regularly improve your recruiting programAddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis