Finding good applicants

Subject: Finding good applicants
From: Lynda Straus <Lynda_Straus -at- THEMONEYSTORE -dot- COM>
Date: Fri, 26 Sep 1997 11:21:36 -0800

Sent this to LaVonna, then decided to send to the list-at-large.
---------------------- Forwarded by Lynda Straus on 09/26/97 11:17 AM
---------------------------


Lynda Straus
09/26/97 11:19 AM

To: lffunkhouser @ halnet.com
cc:
Subject: Re: Finding good applicants (Document link not converted)

LaVonna,

A thought about attracting good applicants.

Is this company into cutting-edge technology? Are there opportunities for
the writers to get training in, and use html-based help (or other new
methodologies)? Is there management support for trying new technologies?
Does managment value their tech communicators, assign them project-level
responsibilities, provide resources to get the job done, include writers on
teams from the beginning of the design phase, so that they have input on
the user interface? And, are they paid as the highly-skilled professionals
they are?

There are many writers who will not budge from the big cities, first
because there's a wage war going on (especially in Silicon Valley; just TRY
to get an entry level writer for under 40k, or a contractor for under
$75hr.!), but even though all other regions pay less, there's still the
very real advantage that you are hooked into the high-tech stuff in
metropolitan areas and you get to know some of the best tech writers in the
business and learn what they are doing in these areas.

I personally am very lucky; my employer insists that I keep my skills
up-to-date in areas that we intend to move into. The training that I
identify as critical to my success on the team, and request, has always
been provided to me. On the other hand, I would never expect my employer
to pay for my STC dues, or buy my professional books. My involvement in an
organization is not determined by business requirements, and benefits my
company only indirectly. My books consist of whatever interests me in tech
communications.

What else? Well, you might tell potential applicants what OK has to offer.
I haven't been there, so I don't really know about your area. If I were
trying to recruit for Sacramento, I would stress - close to SF, and to the
Sierras. Very reasonable housing costs, good schools, extensive cultural
events. Good weather. Outdoor activites - hike the Pacific Crest Trail
from Mexico to Canada, mountain bike all over the state. Different ethnic
groups and exposure to what they bring to an area - ethnic restaurants,
art, music, literature, business.

I like Sacramento. I think I could sell about anyone on coming to work
here. The wages are very good, less than Silicon Valley's though, but the
cost-of-living, less congestion, and non-existent commute times are the key
balancing factors.

If your company's business doesn't include using the latest technology or
working on new products, but is in maintenance mode with older products in
a not-glamorous industry, in a geographical area with few attractions, then
what? What about stock options, special bonuses, vacation getaways?
Sweeten the pot somehow and you'll attract good applicants.

Lynda Straus
Sr. Technical Documentation Specialist
The Money Store
Sacramento, CA
[My words are my own, not those of my employer. LS]

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