As you’re reading this post, our Global Conference is kicking off in Tampa, Florida. Recruitment conferences are offered by a variety of organizations, designed for a wide range of audiences and participants. These events are a valuable part of your professional and personal development activities. Here are four of the most important reasons for attending: Read the rest of this entry »
Today’s guest blogger is Sam Ajam of BuzzRecruiter.com. Founded in 2006, BuzzRecruiter.com creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, BuzzRecruiter.com specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At BuzzRecruiter.com, they always put the client first. BuzzRecruiter.com offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.
At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results.
BuzzRecruiter.com is proud to serve the NPAworldwide organization and its affiliated members. To learn more, please visit www.buzzrecruiter.com
Does having a small business mean you can’t attract top talent to your company? Or that you have to struggle with replacing talent that leaves your business for another?
As a small business owner, there are extra steps you have to take to ensure you always have great talent on your roster. Read the rest of this entry »
Everything is moving forward with the economy as we reach the end of the first quarter in this likely-to-be boom year of 2018! Look back on placement requests you have received so far and consider if you have been able to successfully satisfy your client’s needs. If the answer is no, you may need to consider other actions to help improve your success ratio. Even if the answer is yes, you can always improve!
If your client has hesitated to hire a candidate on a direct-hire basis, offer the option of a temp or contract placement to enable the client to move forward with a minimum of risk. If the placement is a success, the client can move the person to a direct position and compensate you with a conversion fee. This can be beneficial for all parties and can serve to keep things moving forward. If the client is not totally satisfied with the placement, another candidate may be sought.
You may want to join a networking group (like NPAworldwide) to facilitate your ability to make national placements or to take advantage of “split fee” arrangements with your network peers. Citing NPAworldwide “Split fees can generate incremental business that level out seasonal or cyclic revenue fluctuations.” By taking advantage of their networking opportunities you can increase your pool of candidates and positions within your recruiting specialty. You may have the candidate, and they may have the client company…both of you can move forward!
Improving your business success may require you to take training through local associations or via webinars from nationally recognized trainers like Barb Bruno of Good as Gold Training, Inc. Training can help polish your skills and improve your over-all success with placements. You may be introduced to new ideas and techniques which will help you move forward toward improved performance and profitability.
Consider moving into business outside your typical market. You may discover opportunities that are a good match for your skills and expertise. The networking and training cited above can help you grow your business by exploring other markets. Along the way you will likely discover applications for temp and contract placements where a direct-hire is not immediately doable. Take advantage of these opportunities when they arise and improve your profitability.
The improving economy will likely stimulate employment needs across the nation. With the wide variability across state and local boundaries of regulations, taxation, insurance, and other requirements, you should consider partnering with a third-party vendor to help you with back office support for temp and contract placements. You can spend your time and efforts on what you do best: find and place candidates. Let a third-party vendor such as Evergreen Contract Resources help you move forward.
This post comes from Judy Collins at Evergreen Contract Resources.
Any sales professional or recruiter will tell you that a cold call voicemail is part of their business that they are constantly shifting like Goldilocks to make one that is, “just right.” Some argue that white lies and vague statements are the route to go, and others will state that honesty and transparency wastes the least amount of time in the end. What do you think? Please sound off in the comments with your best scripts, and maybe these opinions from other recruiters (taken from various recruiter groups) will help adjust your own voicemail pitch.
- Hi there! It’s (your name) … your name came across my desk because I spoke to one of your colleagues. Now, I don’t want to get them in trouble for giving me your information, but let’s just say I spoke to them about a new opportunity and they said you might be interested. Call me back and I’ll get the details to you.
- Leave a vm in conjunction with sending a LinkedIn message, and if you have anyone in common on LI , reference that —“ look like we both know X” or “looks like we know a lot of the same people.”
- Mention their bosses name and another peer and say that you didn’t know who the best person to talk to was but left voicemails for them as well. Seems to catch their attention and you may also say you just sent you an email as well that’s in their inbox so hit him more ways than one.
- “You come highly referred from a confidential referral.” This sentence leaves an air of curiosity with no need to ever let them know who that was. They will respect you not giving an actual name.
- I send an email, then a call letting them know I’m interested in speaking with them regarding XYZ. “I sent details to (state email), please take a look and contact me as soon as possible via email or phone” I do this because (1) some people respond to phone, some to email – this gives them the opportunity to respond via their prefered method (2) most people have more than one email…this way, they know where to look (3) it separates me from the spam recruiters – it sends the message that I’m serious (4) my rate of response is dramatically increased by following this method.
- Lead with what will sell. Sometimes I lead with benefits, sometimes I lead with pay, sometimes I lead with duration of assignment. Call when others aren’t, after hours, before hours, weekends. Call multiple times a day. You can also try texting (check your local laws about this one). This is what works for me.
- Change tactics. Get them all on an email list, create frequent fabulous content – share it regularly don’t sell anything but deliver value. Monitor the open rates, ring the most engaged, they will know you or your company name get them to fall in love with your content that they only want to talk to you, feel privileged when you call.
Save time. Make more placements. Create raving fans. Recruitment is about marketing now.
As a business development manager myself, I tend to agree most with the last statement, and will follow up with an article on best marketing campaigns next, so be sure to subscribe to our blog and follow along!
Because it’s a competitive market for job seekers, recruiters can find it tough to find the right candidate for a role they’re trying to fill. This can be especially true when there is a very specific requirement or the pipeline of potential candidates has dried up. The longer a position stays open, the costlier the open position becomes due to the time, energy, effort, and productivity expended to hire a candidate. If it’s been days, weeks, months, and that job order is still open, it might be time to change up your approach and use a different method to find that needle in the haystack. Read the rest of this entry »
Big recruitment agencies have some real advantages. But with size come some traits and characteristics that are not always as positive as they may seem. Small recruitment agencies have some distinct advantages also, but a strategy must be put in place to exercise these strengths in order to outposition the big firms. Here are some thoughts on how small can beat big…
- Recognize the advantages small recruitment agencies have and make the most of these advantages.
- Learn how to minimize the big agency advantages.
- Put a plan in place and work your plan.
Advantages for Small Recruitment Agencies to Leverage:
- Information. Being close to the customer has advantages. Small companies have a natural advantage in this area. Get close to your customer and keep the flow of information into your agency moving both ways.
- Time/Speed. Big companies have a difficult time doing anything quickly. Small companies can do more in the first hours of the day then a giant competitor can do in a week.
- Focus. Big companies must spread their attention to the whole of the market. Small independents can focus on one segment and become expert. While the big agency must increase scope to remain in a growth mode, small recruitment agencies can remain focused on the customer.
- Innovation. Big companies need to have endless meetings to get everyone aligned around the smallest changes and shifts. Being nimble and flexible have great advantages to your customers. They want weekly billing…you can do it. They want daily reporting…you can do it. These small requests can rarely be handled with ease by the big agency.
- Scale. Big companies need big markets. Find the things that big agencies are unwilling to learn, do or service and do them with excellence. You will create a market with little or no competition from the big guys.
Be aware of big agency strengths and do what is needed to minimize those strengths. Have a specific plan in place to combat each area of strength. Be prepared for when the big agency attacks your small business. Understand your response before the attack happens. Whenever possible, band together with like-minded small businesses so that in spite of your unique size you are a part of something bigger. There are many associations and recruitment networks that will allow you to operate as a small business but gain the advantage of being part of something larger.
Big is not always best! And as the story goes…David can beat Goliath when prepared and armed with the right tools.
Today’s guest blogger is James Seidel with James Seidel & Associates located in Kelowna, BC, Canada. JSA is an owner-operated firm with clients across western Canada. The firm primarily places candidates in I/T, engineering, and sales. James is a former leader of our IT Trading Group and is currently serving on the NPAworldwide Board of Directors.
In our business, that prize is a placement and a customer who walks away with a product they feel good about for a price they feel was worth it. If you are good at this business, as in any business, you charge more for your services than someone who is average. Your customers expect more from you for that price, and you deliver. That’s how business works.
Expecting more from us means our customers expect us to provide better candidates, faster than our competitors. That’s the service we sell. They’ve generally done their best to fill the role before they reach for the phone, and they expect us to quickly better their efforts.
To be the best, they expect us to have toolboxes with more tools than they have. They have many of the same tools, sometimes more expensive ones, but still look to us with our toolboxes because somehow we manage to produce. Often we have a deeper database, years of experience in a niche, tireless work ethic, boundless creativity, and all that. But we may have something else that they don’t. A really competent group of affiliates who also work in that space. Who also have deep databases, niche focus, and the mindset to succeed in a competitive business. We can instantly multiply our efforts by 3 or 4 or 5 by a few quick phone calls to people we know can deliver. The ones who have done it in the past. In sports terms, your points leaders are generally the same people this year who did it last year. Those are the folks we get involved. Those are folks our clients don’t have access to and that make US look GREAT to our customers. It gives them the knowledge that a supplier can somehow deliver every time. It keeps them coming back and it keeps us separate from the pack.
You don’t lose half of a fee with a split placement. You GAIN half of a fee with a split placement. You GAIN an affiliate who will help you again the next time you ask. You GAIN the chance of the other affiliates helping you again as they saw the success with your client. You GAIN a client who had their order filled by a premium recruiter before someone else did. You GAIN the chance to do it again with them. An added bonus? You will meet some really cool people and you’ll likely GAIN some friendships that will last a long time…
Still worried about splitting a fee? Not if you have your eye on the prize.
Recruiters lead an interesting and often fast-paced work day. The recruiting life consists of phones, emails, ATS searches, LinkedIn profile checks, data entry, live conversations, and co-worker interruptions, just to name a few.
A recent article by Devora Zack, an author, consultant and coach (myonlyconnect.com), highlights a few of the myths we have failed to recognize for what they are. Zack says, “Multitasking is a myth. The brain is hard-wired to do one thing at a time. When we think we are multitasking we are actually engaged in what neuroscientists call ‘task switching’ – switching rapidly between tasks.”
So maybe we do not have all the recruiting super powers that we assumed we had. Maybe we are constantly distracted instead of multitasking recruitment superstars? Want to become more focused and less distracted? Try some of these and perhaps recruitment superstar status will take hold in your business.
- Avoid distractions. Plan things like phone calls to be done away from the computer screen. Sometimes I will stand up while I talk on the phone for both the health benefit of changing positions during a mostly sedentary day and secondly to remove email and the computer from my direct line of sight.
- Find great locations. Don’t make a call from a coffee shop, please. Yes, you are focused but you really don’t want to be “that person” that shares how important you are by making calls in public. Sometimes I will make a call from my car when stopped in a parking lot. It is safe and it is very focused. Other times I walk to an empty conference room and make a call. These all keep me focused on the call.
- Package work tasks. Gather similar tasks and do them in bunches. Email when you arrive at work and perhaps at the bottom of the hour rather than constantly. Or maybe you can manage an on-arrival, just before lunch and mid-day routine? It allows you to work on the important stuff that is not on your computer screen.
- Schedule downtime. We need time to think. Take lunch or take a walk. Set aside 15 minutes to “ponder” something new and in need of your attention. I like displayed thinking. Fifteen minutes in front of a whiteboard is like sixty minutes in front of a computer to me. Schedule time to do the things that help you break through on tough issues.
I hope you were not conducting an interview while you read this! Please share your favorite tip for recruitment productivity in the comments below.
How are you engaged and inspired? Have you ever associated your engagement and inspiration with a message from a motivational poster? Probably not…but sometimes as corny and outdated as it seems, the message can be a thought starter and a way to reflect on certain situations we face in our careers.
Imagine sitting in a meeting, and noticing the classic gold-framed inspirational poster; courage, challenge, opportunity, progress. But, what do those words really mean to us as business professionals?
Sometimes I will read something classified as “inspiration” but it provokes no thoughts or no inspiration. However, when it applies to a situation I’m dealing with all of a sudden it moves me and that message has a whole new meaning!
For example, I attended a leadership training several years ago. Everyone was in the room for the same reason- to increase their knowledge, skills and leadership acumen. Attending a training like this allows everyone to take something different from it—just like those motivational posters.
One of the facilitators was addressing the group on a topic and said, “How are we supposed to move forward, when your foot is on the brake?” I really got thinking about that in connection to a project I was working on. We really weren’t making the progress I wanted to see. Then it dawned on me: one of my team members was pumping the brake. I realized it needed to be my objective to find a way to motivate her to hit the gas pedal instead! She wasn’t engaged or inspired on the project in the same way I was. The motivation to complete the project didn’t have the same effect on her.
There are many good motivational quotes that can be applied to the daily routine:
“We cannot direct the wind, we can only adjust the sails.” We don’t always have control around us. But we need to try to control the things we can.
“You can’t have a one-person army!” We rely on our business associates, friends, co-workers, and corporate partners to help lead us to success every day. Without our business allies in our lives, we wouldn’t be where we are today.
“Teamwork makes the dream work.” I have laughed at this statement, but also agreed with it and embraced it in my career. It is saying without our supporters and partners around us working together in the same direction, we wouldn’t get as far and meet our goals.
Here is what you should ask yourself and your team. Are you moving forward directing the sails, hitting the gas and working as a team? Or are your putting your foot on the brake?
In an online recruitment group on Facebook, many heated conversations tend to happen, with each person having an opinion or comment on the question asked. This one I found quite interesting, “If you were teaching someone brand new to the industry what the difference was between a recruiter and a sourcer, what would you say?” As I have heard of independent firms using sourcers overseas to collect candidates, I was interested in diving further in to the conversation. Here are some of the thoughts I came across of varying opinions:
- If the sourcer is then screening the candidates she generates, then she is the recruiter and the recruiter is actually more of a sales representative who sells the search.
- Sourcers find and phase one qualify, and recruiters interview and close. However, some sourcers can do the full cycle, and some recruiters can source.
- The best sourcers or recruiters that also source are the ones that cannot just find people or send inmails on Linkedin, but get talent on the phone and start talking to them.
My personal thought links closely with what Keith Bailily in a Linked-In post also stated, “The difference is depth, depth of conversation, depth of knowledge about particular companies and specific roles. Often times the sourcer will master the details about a company or a generic .NET role and qualify potential candidates and create a “pool of talent.” The more senior the sourcer, the more the depth and better quality the recruiter will initially get on the handoff.” What I have walked away with in the battle of sourcers and/or recruiters is that people all agree that they are most appreciative of those individuals that engage the passive and even active candidates and get them far enough across the line so that a hire can be made. To achieve success, you must not only find the talent, but conduct effective interviews, as well as be up to speed on the latest in employment law and compliance, and then be able to promote the company to the candidate. The skills required of these individuals, while at times interchangeable, can also be different and not always compatible. In this era of talent shortages, sourcing and recruiting have seemed to become separate specialties, or at least available as separate specialties. Looking at them separately, sourcers’ skills are akin to marketing as opposed to recruiter’s skills more similar to the sales disciplines.
All in all, I think ere.net summed it up best with, “In a profession that requires its professionals to be multi-talented to keep up with increasing demands for top talent; good recruiters better be good sourcers and sourcers should be ready to get into other facets of recruitment if needed.”