A lot of personal preference is involved when it comes to the design of a recruiting firm’s website. However, there are certain points you should keep in mind when putting your site together. A recruitment website design is about more than just what the site looks like and feels like,
People who visit websites have a very short attention span. They expect to find what they’re looking for within seconds, and they want a good experience in the process. A recruiting website design has to accomplish three basic functions within the visitor’s first five seconds. Otherwise, there’s a risk of losing
It’s 9 AM, you’ve had your two cups of coffee and now you sit down at your desk, ready to start making calls. Then an “urgent” call comes in from an unemployed candidate needing an update on the status of his unremarkable resume. After you peel him off the phone,
You’ve heard the phrase before: “Two heads are better than one.” With that being said, three or four heads are probably even better than two. But for the purposes of our discussion of a recruitment team, two heads will do just fine. Why two? Because two represent the amount of
We live in a technology-based world. Powerful computers, high-speed Internet connections, terabytes of information . . . and social networking sites that connect people from all over the world. But how much technology should you incorporate into your recruiting desk? How much should you use it and how much should
First and foremost in the process of recruitment, a good manager must develop the personal ability to attract good people. Another important factor in attracting winners to your firm is the manner in which you present the employment opportunity. Once again, there are stark comparisons. A contrast of actual examples
If realistic expectations are not established between you and your new employee a state of mutual mystification will result whereby neither of you will have a clear understanding of what to expect from the other. To begin the employment relationship in a state of mutual mystification is analogous to Forrest
A company is known by the people it keeps. For most firms in our industry, whether temp, perm or search, the managers attempt to hire individuals who are intelligent, well educated, possessing solid business experience, can think on their feet, present themselves in a positive, professional manner, possess better than
A common error made by most firm owners and managers in their attempts to hire a new recruiter is to focus almost entirely on identifying individuals who have the talent to do the job. Although this is important, ask yourself this question: How many people have I hired who had the
Most everyone would agree that the most important factor in determining the long-term level of profitability for your firm is your ability to attract, hire, train, maintain and retain consistent producers. However, many owners and managers believe that having high turnover of recruiters and professional staff is just part of
