Confidentiality is a crucial component of the hiring process. As a recruiter, it’s your job to gather candidate information through forms and interviews. If hired, this personal information becomes part of a candidate’s secure file. Why is candidate and employee confidentiality so important in recruitment?
Relocating for a new position can be a great opportunity for your candidates and clients. However, it is also a big commitment for both parties. Relocation assistance allows for a smoother transition. But, how do you know what clients should include as relocation support?
In a recent blog post, Debbie Fledderjohann of Top Echelon Contracting presented “10 Pitfalls of Working with a Vendor Management System.” That post was based upon the experiences of TEC over the past two decades. But what do recruiters think about working with a VMS? Top Echelon Network is a
It isn’t enough to just find skilled, intelligent, and knowledgeable candidates and place them at your client’s company. Even in this era of low unemployment, you need to find out if a candidate would be an all-around great fit in the company. When employees don’t jive with a company’s culture,
When you describe something as a “Herculean task,” you’re usually doing so because the task is practically impossible. Or you’re implying that the only person who could complete the task is Hercules, the mythical Greek figure. This brings to mind the “12 Labours of Hercules” from Greek mythology. Let’s review
When you’re sourcing and interviewing dozens of candidates, it can be difficult to keep track of who is who. At some point, candidates with similar backgrounds all blur together. You need some way to organize them, review their qualifications, and store information about their interviews. Use a candidate evaluation form
Anybody who’s been a recruiter for any length of time knows that the economy and the employment marketplace ultimately dictate the amount of success that you can enjoy within the profession. When the economy is good (like it is right now), job orders are flowing. As a result, placements checks
If you’re a recruiting agency owner who makes contract placements and runs your own back office to do so, there’s a good chance that you’re classifying the contract candidates that you place as independent contractors. Your ability to do so may be running out. This is especially the case if
Remember, once upon a time, when a recruiter could tell a candidate not to accept a counter-offer because it was a bad idea? It was a bad idea because—hypothetically—company officials just wanted to keep the person on board until they could find a replacement for them. That’s because, as the
Top talent is scarce right now. You don’t need to be a detective to figure that out. You just need to be a recruiter trying to fill one of your client’s job orders. And since talent is scarce, candidates are in the “driver’s seat.” (No matter how much your clients
