A recent report in Staffing Industry Review listed the top reasons for staffing firms to turn down a potential business opportunity. Here is what topped the list:
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. Read the rest of this entry »
In the course of day to day recruiting activities, many enjoy the high points of the job, such as informing a candidate they are going to be hired, letting the client know the candidate is accepting the position, or even landing a new search you know you have a few good options for. A standard low point of the job is the rejection line to a candidate. You know the one, where you really got to know them when you thought their resume was going to be an excellent fit but then during the interview your hopes started sinking by minute two or three realizing this was a giant time suck as they just were not the purple squirrel you had imagined you were connecting with. Usually, the client passing on them is an easy out to maintain a good relationship and seek out a new opportunity for them, but what do you do as a recruiter when you realize you will not even end up submitting them for the job you just pumped them up for? Here are some of the best options to take down for a standard rejection line to a candidate.
It seems through listening to other recruiters share these notes many agree that being up front and truthful without being in a position to turn into a career counselor or feedback loop is the route most strive for. Any of the above options should accomplish this to some extent. What are your best rejection lines that you use?
Today’s blogger is Judy Collins with Evergreen Contract Resources, which becomes the employer of record with complete back office services. Judy helps recruiters start and expand their temporary and contract placements throughout the US. Evergreen Contract Resources is an NPAworldwide Endorsed Program.
Your reputation will make you more money in the long run than a one-time deal. Reputation is built on trust, good judgment, diligence, and attention to detail. Part of the building process is developing good long-term relationships based on these high professional standards. To build these relationships you should treat your clients like they are part of a team and they will realize that you have their best interest at heart. Read the rest of this entry »
Today’s guest blogger is Patti Steen with The Pelsten Group located in Seattle, WA. The Pelsten Group is a recruitment firm that focuses on all levels of positions within IT. The majority of their clients are in the Seattle area but they actively support NPAworldwide across the US. Patti is currently serving on the NPAworldwide Board of Directors.
As each New Year begins everyone always talks about making a resolution. What are resolutions? The dictionary defines a resolution as the following:
I think most of us think about resolutions as an action – I am going to exercise more, lose weight, give up something, etc. Are we setting a resolution without thinking about defining and solving the problem to come to that resolution? We can all say we are going to lose weight, but it is pretty easy to lose focus by February.
Each New Year is a good time for an annual check-up. How are we doing in three key areas – self, family and professional life. Depending on the year, some areas may take a bit more focus than others.
If we really want to have the potential for fulfilling our resolutions, we may want to put a bit more thought into the resolution and the process it takes to be successful. Treat this as a strategic planning session for your life.
Decide what is important to you: Focused time with family, 10% increase in profit, lose 20 pounds, etc.
Decide what you want/need to do to make this resolution attainable: Monthly dinner with a child, add 5 new customers, determine how much weight to lose, etc.
Break it down into steps: Schedule out who you will take to dinner one-on-one each month and get it on the calendar, set your strategic goals to increase your customer base, and sign up for a weight loss program and commit to it.
Instead of just stating what you want to do this year…treat each resolution as a goal. Goals require thought, commitment and focus. I think we are all used to setting goals at work. It is part of being successful in our profession. But how often do we invest the same amount of time in really thinking through what is important in our personal lives?
There are times we can barely do the basics in this fast-paced world, so don’t make it too complicated or it won’t get done. I generally choose up to 3 things I am going to focus on in a year. That is manageable for me. Yours may be more or less…but remember to keep it simple.
This is the year to not just state your resolution but to take the time to be clear what your resolution is, break it down into attainable goals and say at the end of the year…I did it!
Last year around this time, I blogged about New Year resolutions for recruiters. This year, I saw an article that opined that resolutions fail so often because it’s so difficult to form new habits. Therefore, instead of making resolutions about STARTING new things, it’s equally valid (and maybe easier to achieve) to make resolutions about STOPPING things that aren’t working. That concept really resonated with me, so here are 3 things I believe you should STOP doing this year. Read the rest of this entry »
A study reported in Associations Now reports that some think the open-plan office is distracting and unproductive. Others have accepted the challenges.
The debate has been going on for years, and businesses have been built on filling office buildings with open-plan offices. If you go to law firms you will see lots of private offices, but if you go to recruiter offices, they will be open-plan except for the senior leaders and owners of the firm. Work-from-home recruiters have the advantage of private space, while others may opt to work from their favorite coffee shop. Read the rest of this entry »
Many people that are part of the baby boomer generation pride themselves in a strict work environment that keeps employees tight to their desk and offices 40 hours per week, and rarely steps away from the standard work week they are accustomed to since entering the work force. As work place culture evolves the past few years, we are seeing more and more large corporations get carried away with providing unique working environments for their employees that encompass anything from beer in the fridge, a foosball table, and work from home options. Recruitment firms have even started interviewing companies on what type of culture and flexible benefits they will be able to offer candidates to compete in this changing workplace. Here are a few suggestions you can make to a client or a few you can consider as a company to make small steps towards culture change.
If your client is looking to hire millennial talent they need to be prepared with options that appeal to their candidate to help them stand out. The above points are a good starting point to discuss as the work place continues to evolve and change.
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
Did you know 32 percent more sites were hacked in 2016 than in 2015? Read the rest of this entry »
Today’s guest blogger is Matt Comber, chief partnerships officer for Volcanic, a TEAM Service Provider. Volcanic is the only true SaaS provider in the global staffing industry, bringing to market a cloud-based, modular system that can be customized to a company’s specialized needs. The SaaS model provides risk-free entry, with 30-day contracts, no upfront investment and a simple monthly fee. Volcanic has leveled the playing field in staffing technology, allowing businesses of all sizes to access a market leading platform and to compete using the same technology.
The USA has been characteristically quick to adopt the SaaS (software as a service) business model, recognizing its huge advantages to businesses, particularly in the small to medium business sector. According to the Business Centric Services Group¹, an estimated 88 percent of small businesses will use cloud-based apps by 2018-2019, and that number is only set to grow as the Gig economy thrives. Read the rest of this entry »