Recruitment of engineering talent is becoming increasingly more competitive. The global financial crisis and the dramatic impact on manufacturers is a memory for most at this point. The search and selection of the best engineering talent has become a race to be first to the best engineering candidates with a lucrative offer. As this demand for talent continues, more companies in need of engineering talent will begin to look globally, use independent recruiters vs in-house resources, and start looking at developing their own training and talent pipelines. Read the rest of this entry »
Today’s guest blogger is Amanda Davies, managing director for ISV, a TEAM Service Provider. ISV supports recruiters (in-house and consultants) and HR professionals worldwide with their candidate testing and screening process. ISV, part of Dillistone, is best known for its online testing software, FastPath and the new ISV Online.
Candidate experience – it became a topic of the moment a few years ago and shows no sign of going away. In fact, it could easily form part of Recruiter Buzzword Bingo (along with its friends ‘big data’, ‘war for talent’ and ‘uberisation’). Candidate experience has earned its place, though. It makes perfect sense to think about your candidate’s journey. Read the rest of this entry »
Would you say “I do” to someone before knowing exactly who they were as a person? Hopefully not, and hopefully you feel the same way when saying “yes” to taking on a job order for a client. While not as heavy of a commitment as marriage, agreeing to a job order is still putting your time and resources on the line, and sends a clear image of your brand on what you are able to deliver.
During the business development moments of your recruitment desk, it is easy to start to accept job orders, especially from repeat clients, with too much acceptance and not enough qualifying. What you have to remember though, is that likely this order is contingency based, and the client will go with the recruiter who delivers the top candidate, so it is important to get a head start from the beginning, by being sure you have gathered all the information needed to work the search.
Try to get in the practice of scheduling a meeting or conference call on the onset of any new assignment. Invite your recruiters or trading partners who will be working the search, and establish a clear and open relationship with the client and hiring manager.
Here are 20 top questions to include on this call according to recruiter trainer, Marcus Edwardes.
- How long have you been looking to fill this position?
- How many people have you interviewed for this position?
- What are the consequences of this position remaining unfilled? (This is a killer question for determining level of urgency!)
- How many companies are currently submitting resumes for this position?” What is your pipeline looking like right now?
- What is driving the need for the hiring of this individual (ie: project, replacement, deadline etc.)
- Can you elaborate on the business initiatives/problems that the successful candidate would be involved in solving?
- What are the “deliverables” for this position over the course of the first year/ duration of the contract?
- Please can you give me an overview of the technical skills you are looking for in suitable candidates? What are the “Must Haves” as opposed to the “Nice to Haves”? To what depth will they understand the “Must Haves”?
- Are you seeking candidates with specific domain knowledge? (Healthcare/ Finance/ Technology etc)
- Are there any other special skills you are looking for (soft skills, communication/writing etc) Maybe you can tell a little bit about one of your employees who is currently successful in this position?
- What size is the team he would be joining?
- Would he be reporting directly to you?
- Can you tell me a little about the culture of the company – and any differentiators that may help us in attracting high quality candidates when we are headhunting? (In other words – how does the Client “sell the opportunity” when he identifies a candidate that he wants to hire?)
- Are there any opportunities for a flexible work schedule or work from home days?
- What is the ceiling on the compensation/rate for this position? (Client says $90k/per hr) …”So Mr Client, if I found the perfect candidate for $100k/per hr – would you still be interested in seeing the resume?
- Are you open to candidates who need an H1b transfer? Do you sponsor Green Cards?
- Do you have a job spec? “Great – what’s your email address – I’ll drop you a line right away so you can send it over”
- What kind of turnaround can I expect for feedback on Resumes? (push for same day. Any more than 24 hrs is not good. Great candidates are scarce and will be snapped up).
- How many interviews is standard (and with whom)?
- Would you consider hiring over Skype (for out of state candidates- means you can broaden the Search)
At the end of the call, be sure to confirm your plan with the client, as in how many candidates you will be submitting and in what time frame. Make sure that you have all of the appropriate contact information including a mobile number to reach them with urgent needs to help you deliver on target, and end with thanking them for their time. If you have other recruiters on this same search, setting a debriefing immediately after is also a good idea.
Good luck and happy hunting!
Our guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is the Director of the US Midwest Region for the NPAworldwide Board of Directors.
Recently, while visiting a popular employment website, I came across a rant by a person who was fed up with recruiters. I’ve heard this kind of complaint before but I find most non-industry people are fairly naïve about the recruiting process. Nevertheless, I read on, and learned that this person had experienced what I call “the black hole syndrome.” Read the rest of this entry »
So we have all heard these quirky interview questions. Most of us have tried one or two of these recruitment tricks at the end of a candidate interview. What is important is how skilled you are in asking the question and how effective you are at learning something from the answer that is provided.
One I like…”On a scale of 1 to 10, how weird are you?” The word is that Zappos’ CEO likes weird and considers it a company core value. Read the rest of this entry »
It’s no secret that telephone usage is on the decline. So much information is available at our fingertips that dialing seems unnecessary or intrusive. As kids, my brothers and I fought over the phone as much as we fought over which cartoons to watch! And I had one good friend that I could *never* reach because of her mom’s LEGENDARY hours-long calls back in the days before call-waiting and voice mail (yes, I’m dating myself). Now I find I’m spending time TEACHING my almost-teenager HOW to use the phone … something that once seemed to be second nature. Read the rest of this entry »
COMMUNICATION IS KEY
This is a communication business, if people don’t communicate, then you can’t do business with them. Very plain and simple. Read the rest of this entry »
5 Recruitment Trends for 2017 – You probably already know that candidates are in control right now. This results in multiple offers and more turn-downs. What other trends can you expect to see? Read the rest of this entry »
Don Previti, owner of DVP Partners in New York, shared his review of his time in a split placement network. For him, success meant coming out of his comfort zone.
“Many of us have been recruiters for years and we all know how we can get accustomed to a comfort zone in managing our business. We know what got us here on every business level and we tend to revert to what feels comfortable and what has worked in the past. We focus on the same market sectors in the same business discipline in the same type of positions. I am no different than you. When I started my business I was focused on financial services and hedge funds in the NY area. That was where I made my living so that is where I spent my time.
But I came to realize very quickly that one of a split placement networks many strengths is it offers ways to expand our business and take us out of our comfort zone to not only add value to our clients but act as a catalyst to help grow our businesses.
Geographically, the network I belong to levels the playing field by providing member firms with an immediate competitive advantage to compete on a national and international platform. I have local clients who have an international presence and I can now position my firm to compete on a global scale with firms with much deeper resources.
The same can be said for business disciplines. When I was starting my business I was focused mainly on compliance, operations and technology, but I soon realized that I can leverage the local network knowledge and expand my business into audit, tax, finance and sales.
Expanding into a new market sector is more difficult but can be attained since there are dedicated trade groups for each business discipline. You can learn directly from experienced professionals who add direct value to your business on that market discipline.
I also started my business as solely an importer but once again coming out of my comfort zone I closed one of my largest deals of the years with another trading partner with me as the exporter. I now look for ways to expand the exporting side of my business.
In conclusion, take yourself out of your comfort zone. Join a trading group that is not directly associated to your market and learn. If you are exclusively an importer and have the positions, try to do one exporting deal this year where you provide the candidate. If you are an exporter only, try to do at least one importer deal this year. Expand into new markets and leverage the considerable global platform and resources that your network provides. I did, and as a result I now conduct over 30% of my revenue in business disciplines and geographic markets where I had no prior experience. If you come out of your comfort zone and look to expand, a split network can help grow your business and add sustainable value to your clients.”
Today’s guest blogger is Tim Bell, Chief Revenue Officer at People 2.0, a full-service Business Process Outsourcing (BPO) company offering a best-in-class universal worker platform and complete Employer of Record platform for deployment of a global contingent workforce. People 2.0 is an NPAworldwide Alliance Partner.
Deciding to expand business operations into another country is never done lightly, and the hard choices and requirements for careful planning continue once you enter your new territory. The secret to a successful expansion is remarkably simple: effective planning. Effective planning is the bedrock of your global expansion and should receive your organization’s complete attention.
As you set up in a new country, there are a variety of decisions to consider, each one having potentially significant effects throughout your organization. Decision trees can help you see the potential consequences and causal links between decisions within your company’s infrastructure. With multiple factors to consider, it is imperative to have all options clearly presented before making final decisions. Read the rest of this entry »