As a recruiter, finding the right Applicant Tracking System (ATS) can make a world of difference in your efficiency and success. However, with so many options on the market, it can be overwhelming to know where to start. In this blog post, we will discuss the best practices for selecting an ATS and common mistakes to avoid. By following these tips, you can ensure that you make the best decision for your recruiting needs. Read the rest of this entry »
Recruiting Resources
Unlocking Efficiency and Success: A Guide to Choosing the Right ATS
by Liz CareyTech Industry Embraces Talent Beyond Traditional Degrees
by Liz Carey
As technology continues to advance at a rapid pace, companies are struggling to find enough qualified candidates to fill open positions. Because of this, the tech industry has been undergoing a significant shift in hiring practices. Traditionally, a 4-year college degree was seen as a prerequisite for many tech roles. However, companies are now starting to recognize that skills and experience are often more important indicators of success than formal education. This shift is opening up new opportunities for individuals who may not have followed the traditional educational path but possess valuable technical skills. Read the rest of this entry »
Keep Candidates Engaged During a Lengthy Decision-Making Process
by Liz Carey
As a recruiter, one of the most frustrating situations you can encounter is when your client company takes forever to provide feedback or make a decision about a candidate. This not only affects your relationship with the candidate but also reflects poorly on your ability to deliver results. However, there are steps you can take to keep the candidate engaged and maintain their interest in the position despite the delays. In this blog post, we will discuss strategies for keeping candidates engaged during a lengthy decision-making process.
- Communicate regularly: The key to keeping candidates engaged during a lengthy decision-making process is communication. Make sure to keep them informed about any updates or delays from the client company. Set clear expectations about timelines and follow up with regular updates, even if there is no new information to share. This shows the candidate that you are actively working on their behalf and helps them feel more involved in the process.
- Provide feedback: While waiting for feedback from the client company, take the opportunity to provide constructive feedback to the candidate based on their interview performance. This not only helps them improve their skills for future opportunities but also shows that you are invested in their success. Encourage them to ask questions or seek clarification on any aspects of the role or interview process.
- Offer support: Waiting for a decision can be stressful for candidates, especially if they have other job prospects on hold. Offer support and reassurance during this time by being available to answer any questions or address any concerns they may have. Let them know that you understand their situation and are doing everything possible to expedite the decision-making process.
- Keep them excited: To prevent candidates from losing interest in the position due to long delays, keep them excited about the opportunity by highlighting the benefits of working for the client company. Share positive news or updates about the company culture, projects, or team members that align with their interests and career goals. Remind them why they were interested in the role in the first place and how it fits into their long-term career plans.
- Maintain professionalism: Throughout the decision-making process, it is important to maintain professionalism and integrity in your interactions with both the candidate and client company. Avoid placing blame or making excuses for delays, as this can reflect poorly on your reputation as a recruiter. Instead, focus on finding solutions and keeping all parties informed and engaged in a respectful manner.
In conclusion, keeping candidates engaged during a lengthy decision-making process requires proactive communication, support, feedback, excitement, and professionalism. By following these strategies, recruiters can maintain strong relationships with candidates and increase their chances of securing top talent for their client companies despite any delays in the hiring process. Remember that how you handle these situations can make a lasting impression on both candidates and clients alike, so always strive to uphold high standards of service and professionalism in every interaction.
Maintain Your Value: Why Negotiating Rates Shouldn’t Be the Norm
by Liz Carey
When embarking on a new recruitment venture, it’s a rarity to witness your terms of engagement swiftly accepted without a hint of hesitation. The rates negotiation tango is more commonplace than an effortless agreement!
Anticipate the rates dialogue; it’s an integral part of the recruitment choreography. You might be tempted to compromise due to a promising client or an enticing vacancy… or even because the economy has shifted, reqs have dried up and you’re desperate. The allure of securing the deal can cloud your stance on rates. However, consider this – your rates reflect your value.
Here are five solid grounds why compromising on your rates undermines your worth:
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Value of Experience Over Task: Clients often scrutinize the cost against the perceived outcome – a few CVs for a substantial sum? Educate them on the unseen effort. Your fee isn’t just for the task; it encapsulates your experience. Your mastery acquired over countless hours adds value beyond the visible deliverables. The time invested in understanding the industry nuances and trends streamlines the process for your client, saving them invaluable time.
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Stand Firm Amidst Company Policies: Some clients rigidly adhere to preset norms, citing industry standards as their benchmark. However, not all recruiters operate alike. If your focus is on quality over quantity, stand by your expertise. Politely decline offers that don’t align with your value proposition. Emphasize the unique approach you bring to the table and the tailored solutions you provide.
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Self-Value Breeds Client Respect: If you believe in your value, why compromise? External pressures or persuasive tactics may sway you momentarily. Yet, compromising on rates as a quick fix jeopardizes your long-term positioning. Upholding your value establishes a precedent for client respect and sets the tone for future engagements.
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Educate Clients on Recruitment Realities: Recruitment isn’t a one-off transaction; it’s a complex orchestration of interconnected steps. Clarify this to clients who overlook the intricacies involved. Your meticulous candidate vetting, thorough referencing, and personalized approach differentiate your service. Educating clients on the process elevates their appreciation of your contribution.
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Unlock the Power of Networking: Beyond your skills lies a treasure trove – your network. In a landscape where top talent evades conventional searches, your ‘little black book’ holds the key. Leverage your extensive network to unearth hidden gems and deliver exceptional results. Remind clients that access to this exclusive pool is a premium service they benefit from.
In essence, your rates should mirror your value proposition. Uphold your worth, educate clients on the depth of your expertise, and emphasize the strategic partnership you offer. Retaining your value not only sustains your reputation but also reinforces the intrinsic worth you bring to every recruitment endeavor.
Marketing and AI Tips for Recruiters
by Veronica Blatt
Last week we hosted our annual EMEA event in Marbella, Spain and were fortunate to have both Vanessa Raath and Sharon Newey as the featured presenters. Both offered plenty of practical tips for recruiters: Vanessa’s centered around her three pillars of successful recruiting and using Generative AI; Sharon focused on marketing using the lead generation triad of content marketing, current connections, and cold outreach. I’d like to share some of my favorite take-aways from each presentation. Read the rest of this entry »
When to Say “You’re Fired!” to a Bad Client
by Liz Carey
As agency recruiters, our main focus is on servicing our clients and making placements. However, there are times when we may encounter bad clients or job orders that make us question whether it’s worth continuing the relationship. In today’s competitive market with declining opportunities and lower margins, the question arises – is it ever okay to walk away from a client? The answer may surprise you.
While it may seem counterintuitive to turn down business in a tough market, sometimes it’s necessary for the long-term success of your recruiting business. Focusing on quality over quantity can lead to better results in the long run. If a client consistently provides bad job orders or treats you poorly, it may be time to walk away. Your time and energy are valuable resources that should be spent on clients who appreciate your efforts and provide quality opportunities.
6 Red Flags that indicate your client may need to be fired:
- One clear sign that it may be time to fire a client is when they keep changing the job requirements. When your client continues to alter the criteria for the position after you have already confirmed them, it can lead to confusion and frustration for both parties. As a recruiter, you should have clear communication with your clients from the beginning of the recruiting process in order to fully understand their needs. If your client cannot stick to the agreed-upon requirements, it may be best to part ways.
- Another indication that it’s time to fire a client is if they consistently reject candidates who meet their specified profile. If you are submitting candidates who align perfectly with what your client is looking for and they continue to turn them down, it can be a waste of your time and resources. As an independent recruiter, your goal is to find qualified candidates who meet your client’s needs. If they are unwilling or unable to see the value in these candidates, it may be best to cut ties.
- Communication is key in any successful business relationship, including between recruiters and clients. If your client stops responding to your messages or calls during the recruiting process, it can be a major red flag. Without open lines of communication, you cannot effectively do your job as a recruiter. If your efforts are met with silence from the client end, it may be time to reevaluate the partnership.
- In some cases, clients may exhibit disrespectful or unprofessional behavior towards you as a recruiter. This can include belittling comments, unrealistic demands, or constant micromanaging throughout the process. As an independent recruiter, you deserve respect and professionalism from all clients you work with. If a client continually crosses boundaries or treats you poorly, it may indicate that this partnership is not worth pursuing.
- Dealing with clients who have unrealistic expectations can be challenging. Whether it’s a search for the impossible or budget constraints far below market rates, educating the client is key. Engage in candid discussions to align on realistic outcomes. While it may risk losing business, setting clear expectations early on can save time and preserve integrity. Remember, it’s better to part ways amicably than to make promises you can’t keep.
- Though a client may indicate you are on a Preferred Supplier List (PSL), that can be misleading. Some lists may accommodate a large number of agencies that dilute opportunities and hinder relationship building. It’s crucial for recruiters to prioritize engagements with clients who value partnership and limit agency competition to foster meaningful connections and successful placements.
As an independent recruiter, firing a client is never an easy decision but sometimes necessary for the sake of your business and reputation. By being aware of red flags such as changing job requirements, rejecting qualified candidates, lack of communication, and disrespectful behavior from clients; you can make informed decisions about when it’s time to cut ties. Remember that quality relationships with clients are essential in recruiting success and sometimes letting go of one problematic client can open up opportunities for better partnerships in the future.
Fake Candidates: 8 Red Flags Recruiters Should Look Out For
by Liz Carey
We’ve heard of candidates embellishing their qualifications and education, listing family and friends as references, ‘cheating’ a drug test, and even ‘faking’ their way through an interview. But even worse is the rise of completely fake candidates. Members of the NPAworldwide Recruitment Network are seeing fake candidates apply to their clients’ jobs more and more, and recruiters are becoming highly adept at noticing red flags.
In the competitive landscape of talent acquisition, the ability to distinguish between authentic and counterfeit resumes is more crucial than ever. As recruiters, our mission is to identify and secure the best talent for our organizations. However, with the increasing sophistication of fake resumes, this task has become fraught with challenges. Here to guide you through these murky waters is a comprehensive exploration of eight tips to spot a fake candidate resume. Read the rest of this entry »
Allyships and Independent Recruiters
by Dave Nerz
In today’s rapidly evolving professional landscape, fostering inclusivity is not just a moral imperative but also a strategic necessity. Independent recruiters hold a pivotal role in shaping the workforce of tomorrow. One powerful tool at our disposal to create more inclusive workplaces is allyship. The concept was new to me until very recently. I wrote this to create exposure for others not fully aware of what allyships are and how they contribute to fostering diversity, equity, and inclusion (DEI) in organizations. Read the rest of this entry »
Recruiting Expenses vs. Investments
by Liz Carey
As an independent recruiter, success in this industry requires more than just finding the right candidates for your clients. It also involves investing in your business to ensure long-term growth and profitability. One key aspect of this is understanding the difference between recruiting expenses and investments. In this blog post, we will explore why it’s important to invest in not only recruiting tools and technology, but also branding and marketing, as well as networking and learning opportunities such as recruitment conferences.
Recruiting Investments:
- Recruiting Tools and Technology: Many recruiters view expenses such as job board subscriptions or advertising costs as necessary costs of doing business. While these expenses are indeed crucial for attracting candidates and clients, it’s important to shift your mindset from viewing them as mere costs to seeing them as investments in the future success of your business. By investing strategically in tools and technology that streamline your processes and make you more efficient, you can save time and resources in the long run.
- Branding and Marketing: Building a strong brand for your recruiting business is essential for standing out in a crowded market. Investing in branding activities such as creating a professional website, developing a logo and brand messaging, and engaging in social media marketing can help you attract top talent and clients. By investing in your brand, you are not only increasing your visibility but also building credibility and trust with potential stakeholders.
- Networking Opportunities: Attending recruitment conferences and networking events can be a valuable investment for independent recruiters. These events provide opportunities to connect with industry peers, learn about the latest trends and best practices, and build relationships that can lead to new business opportunities. By investing time and resources into attending these events, you can expand your network, gain new insights, and stay ahead of the competition.
The Importance of Long-Term Planning
When it comes to investing in your recruiting business, it’s important to take a long-term view. Instead of focusing solely on short-term gains or cost-cutting measures, think about how each investment will contribute to the overall growth and sustainability of your business over time. By making strategic investments in areas such as technology, branding, marketing, and networking, you are setting yourself up for success both now and in the future.
Measuring ROI
As with any investment, it’s important to track the return on investment (ROI) of your recruiting expenses. Keep detailed records of how much you are spending on various tools and activities, as well as the results they are generating for your business. Analyze this data regularly to identify areas where you can optimize spending or reallocate resources for better outcomes. By measuring ROI effectively, you can ensure that your investments are paying off in terms of increased revenue, improved efficiency, and overall business growth.
In conclusion, investing in your recruiting business is essential for achieving long-term success as an independent recruiter. By shifting your mindset from viewing expenses as necessary costs to seeing them as strategic investments in the future of your business, you can maximize your recruiting ROI and set yourself apart from competitors. Whether it’s investing in tools and technology to streamline processes or branding activities to build credibility with clients and candidates, every dollar spent should be seen as an opportunity for growth. By taking a proactive approach to investing in areas such as branding, marketing, networking opportunities like recruitment conferences -you are laying the foundation for a successful recruiting career that will stand the test of time.
What Does the Ban on Noncompete Agreements Mean?
by Veronica Blatt
Back in January 2023, the US Federal Trade Commission (FTC) announced a proposal to prohibit employers from requiring employees to sign noncompete agreements. After a public commentary period, the FTC voted yesterday to implement this proposed rule. Employers may no longer require noncompetes, and existing noncompetes are also considered null and void. An exception remains for existing agreements with senior executives, defined as those making more than US $151,164 per year and hold a policy-making role. The rule is set to take place in 120 days and is sure to face legal challenges. Read the rest of this entry »