As a firm owner, your recruiters should produce more, but will they? Review the following top five time-wasters for recruiters, as well as the solutions. #1—Personal issues brought to work Solution: Your team should leave their baggage outside the door of your office. They should not bring personal issues into
As we discussed in my previous blog post, you need six critical pieces of information for your job order. Now that you have those six pieces of information, that’s what we’ll call our “skeleton JO.” Now set the times for your call back, say good-bye to the hiring manager, and
Have you ever hired a great candidate, only to have their “evil twin” show up for work? During the interview process, you met an individual with great credentials who you knew would fit into your company culture. This is not the person who is now working for you, and you
So far in this series of blog posts, we’ve discussed why every recruiting client should know that “playing the field” is a losing strategy and that “you get what you pay for.” However, there is much more of which companies and hiring managers should be aware both prior to and
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
