This might sound strange to some, but we are beginning our budget process for 2019. In order to have an effective and accurate look at 2019, we need to start thinking about how and where we will spend in the year ahead. I have a great interest in hearing what recruitment conferences exist and what some opinions are of the events you have attended in past years. Read the rest of this entry »
Today’s guest blogger is Wilson Cole. He is the CEO of BackdoorHires.com and Adams, Evens & Ross, the nation’s largest credit and collection agency designed exclusively for the staffing and recruiting industry. In 2008 he was inducted into INC Magazine’s, “INC 500” for being the CEO of Adams, Evens & Ross, the 307th fastest-growing privately held company in America. Adams, Evens, & Ross has helped more than 3,000 staffing and recruiting firms recover more than $1 billion in past-due debt and is an NPAworldwide Endorsed Program.
“We did not sign an agreement.”
Nothing bothers me more than this excuse. Of all of the reasons for Backdoor Hires, this reason is the most frustrating because it is the easiest excuse to avoid. As I mentioned in my earlier chapters, one of the ways to recuse one-third of your Backdoor Hires and fee disputes is to get an agreement signed. Can we collect the account if you do not have a signed agreement? The answer is yes. Can I send this account to my forwarding attorney and have it sued? Well, it depends on the laws of that state and other mitigating factors. For example: in the state of Massachusetts, their supreme court has ruled that if you do not have a signed agreement then you do not have a claim. Luckily, most states are not as cut and dry on the subject, but it is just the best practice to get a signed agreement. Read the rest of this entry »
As recruiters or employers, we all know that the ideal goals of interviewing a candidate are to expose potential issues, reveal strengths, ensure that there is a fit with salary and compensation, evaluate personality against company culture, and verify qualifications, skills, and abilities for the role. Unfortunately, human nature often can cloud some of these key points when you relate personally to certain candidates over others. Many times, you can be drawn to personality traits that cause the candidate to appear stronger even if they are not the best one for the role. Even more than personal taste and bias, many are also likely to try and hire a similar employee to the one who was last in the role if they were successful, or the opposite if they were not highly reviewed.
Here are five important concepts to keep top of mind in any interview, regardless of the amount of experience you have.
- Standardize your interview process. Before you start to recruit and further qualify candidates, create a new job description that lists only the essential skills and experience required. As Betterteam states, “A good description shouldn’t over describe. It should focus on what is absolutely necessary for someone to be successful in the position, and describe what success looks like over specific periods of time – typically 30, 90, 180 days and 1 year.” Rank, or color code these in order of importance and keep your own radar up on knowing what extra qualities or transferable skills could fill in the gaps, but the top ones make sure you are keeping as a hard barrier to moving a candidate forward. It is always a good idea to have a partner, colleague, or team member also double check for matches of skill, experience, and cultural fit. This will help further cement confidence in final candidate choices. Each interview should also include a real work sample to see how the candidate would start and finish a task similar to what they are going to be encountering.
2. References are provided but you need to dig deeper. Obviously, most times the references provided by a candidate will be ones they assume would be very positive. Due to this, sometimes recruiters or employers take this less seriously, when in reality references and your network could be the best source of who the candidate is and how they would fit in the environment when they are not on stage. Focus on the tone and specific examples the references give when referring to the candidate, and try to describe your organization or the skills you have considered a top need for this role and see how the references believe the candidate fits in. Linked-In makes it slightly easier to also consult your own network to determine any cross over with someone who has worked previously with that candidate to gain their opinion as well.
3. What is their motivation to work each day? This is a question that should not be skipped over or assumed when interviewing candidates for roles. This exact question will be one that you are able to constantly revert to during negotiations and offers, and the answer could remove poor fit candidates from the beginning as well. For instance, those that show more energy and curiosity tend to exhibit pragmatic thinking, stay on top of trends and what is happening in business around them, and their natural energy usually translates to leadership or energizing those around them. If they are willing to invest in themselves, they usually also grow and learn well from others, which helps teams develop more unified and collaborative working environments for better culture.
4. Know your bias. The strength of hiring a good candidate is sometimes realized by knowing your own weaknesses. A good exercise is to practice interviewing or having one on one conversation with those team members or employees that fall outside of the standard personality traits you are drawn to, and be able to analyze their qualities in a subjective manner. If you are someone who is drawn to humor and sarcasm, try and build a better relationship with a coworker who is the opposite and see what other strong qualities you deem them to have that you might not have immediately noticed. The more differing personalities you sort through with this exercise, the easier you will be able to turn off your natural willingness to interview those more similar to you or what you are drawn to.
5. Stay up on the millennial shifts. The time of millennials in the workplace and taking on higher roles is upon us. The Millennial Branding survey revealed that 43 percent of employers want to hire employees who are a great cultural fit. For millienials, this has a lot to do with work life balance, and a company with staff who butts heads on what this balance looks like tends to create conflict and hostility in the work force. As a recruiter, a good initial question to begin incorporating is what does the work life balance of the team look like? What are ideal working hours daily or weekly for this team, and how important are benefits or flexibility?
Naturally, this is not an end all guide to evaluating each candidate, but perhaps you have realized that your standardized process could use a refresh, or you may spend some time evaluating new interview questions your candidate may hear at further interviews. Review these sample interview questions from The Balance Careers to further refine your core categories for interviewing candidates.
NPAworldwide recently held a topical call, “Business Development- Let’s Grow!” where two featured panel members covered topics like: How can you set yourself apart from other recruiting agencies? And how do you get started with business development? 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 customers. To learn more, please visit www.buzzrecruiter.com
A new year means brand new ways to digitally market your business. But since technology is always moving so quickly, you’ll want to make sure you’re on top of things and know what to expect.
Here are a few of the biggest digital marketing trends to look forward to in 2018. Read the rest of this entry »
I was reading a blog earlier that offhandedly mentioned that comedy writers will often use an exercise called “Things You’ll Never Hear Me Say” as both a writing prompt and a way to overcome writer’s block. First of all, I think that is a brilliant idea for sparking creative thought. Secondly, it got me thinking (humorously) about all the recruiters I know, who are generally a pretty fun (and funny) bunch of people. So, here is a lighthearted and possibly slightly snarky post of things you’ll never hear recruiters say: Read the rest of this entry »
If the industry you’re recruiting in is on a downward slope and you aren’t getting much business anymore, you may have considered changing your recruiting focus. But if you’ve spent years, or your lifetime, working one industry (such as IT), it can be daunting to drop everything and change to something completely different (like healthcare). An NPAworldwide member since 1980 successfully changed his recruiting focus to a brand-new specialty during a down economy and shared tips on on developing your niche: Read the rest of this entry »
After my birthday this year, I sent out ‘Thank You’ notes, like my mom taught me to do growing up. It’s kind of a lost art – Social media, texting and email are the status quo now, and granted it’s much easier (and saves you the cost of a postage stamp)… But if the recipient gets just another email in their inbox (or worse, spam folder), they may miss it. A handwritten thank you note, on the other hand, commands attention. People notice thank you notes. People remember you because of them. That’s why recruiters often tell their candidates they should send a Thank You note to the hiring manager after an interview. It’s important to remember that it’s the little things that mean a lot. Good customer service is what builds good relationships with clients (and candidates) and keeps them coming back. Read the rest of this entry »
What brought this topic to mind? Don Gorske, of course…he is the Wisconsin man who has consumed 30,000 McDonald’s Big Mac sandwiches. In fact, he has been eating them for 46 years. Usually two sandwiches a day and on occasion just one.
The reason this came to mind…he saved his receipts. He is going into the Guinness Book of World Records because he DOCUMENTED HIS ACCOMPLISHMENT! Read the rest of this entry »
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 »