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
Stress management is an important characteristic in the workplace. Your clients likely want candidates who have the skills to effectively perform their jobs, the values to mesh with the company’s culture, and the abilities to manage their stress. According to the American Institute of Stress, 46% of workers’ stress comes
We are in a raging candidates’ market right now. That much should be evident. It’s certainly evident to recruiters who are working in this market. However, is it evident to employers? And if it is evident, to what extent is it evident? Let’s face it: client education is a problem
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
Some jobs deal with stressful situations more frequently than others. Depending on the job order, you might consider asking stress interview questions to find out how candidates react under pressure. You shouldn’t conduct a stress interview for every type of position. Stress interviews can put candidates on edge and, in
The hiring process can be long. The drawn-out process can be irritating to everyone involved. There are good reasons to take time during the hiring process, such as adequately comparing candidates. But if the hiring process takes too long, candidates might move on to other offers. Top Echelon’s 2018 State
