Recruiters commonly have the false impression that it’s hard to find candidates who want to take on a contract role. This is because they subscribe to one of two common myths: Myth #1: Only candidates who can’t make the direct-hire cut take temporary, contract-based work. This is simply not the case. Not only
The Stock Market seems to be in the news just about every day, whether it’s going down, going up, what’s it’s doing, and what it might do. But do executive recruiters care, at least as far as their recruiting desk is concerned? We recently conducted a poll of Top Echelon
Recruiters market their services for a variety of reasons, and it’s crucial for them to do so. This is especially the case when their desk is busy. It’s far too easy to become distracted by the number of searches you’re conducting and the placements you’re making. While it’s not as much
It goes without saying that recruiters like certain parts of their job more than other parts. But the question we want the answer to is this one: which part do recruiters like the MOST? Sure, to paraphrase the words of Greg Marmalard in the movie Animal House, “Well, that would be
At Top Echelon, we like to grade things. And we like to ask recruiters to grade things. Is that because we think school is fun? Not necessarily. Slow down there. We just think it’s a good way to gauge recruiters’ opinions about things. We also think combining the fine art
According to recruiting industry trainer Jon Bartos of the Global Performance Group, there are a few things that recruiters should be thinking about at the outset of 2016. Specifically, recruiters should ask four questions about the year they had in 2015. 4 questions recruiters should ask: 1. What worked in 2015
