In my previous two blog posts, I explored the subject of compensation and how it should be dealt with during the placement process: “4 Numbers Clients Should Know Before Making an Offer” “When Client and Candidate Discuss Money, It Means . . .” In these posts, I’ve emphasized the fact
Below are two quick recruiting tips for better marketing that have come up in conversations with people recently: 1. When you want to reboot a dormant client, if you have enjoyed working with them in the past, write a positive recommendation for them on their LinkedIn profile. People LOVE getting public
When you’re writing a job order, you need to get six pieces of information. After those six pieces of information are secured, you’re going to look at your watch and say to the hiring manager, “Gee, how time flies. I must leave for an appointment; however I need more information
This is NOT a “one size fits all” answer. Your decision needs to be based on your current situation, your budget, cash flow, the vision you have for your company and the solution that is best for your business to attain the goals you have established. Before you begin to ask
I see this everywhere. Companies that are unwilling to pay for an A-player struggle along with teams composed of B and C-players. In a high-demand, low-supply market, companies like this really suffer. Candidates think if you are cheap with people, then you will be cheap with everything else. Companies can’t
In a previous blog post, I discussed the four numbers that every client needs to know before they extend an offer to one of your candidates. Of course, these are numbers that you, as the recruiter, should be keeping as a data-point in your recruiting software and providing to the
