I caught a discussion on LinkedIn about employers asking “what is your pet peeve” during interviews. This question does not help an employer evaluate a candidate’s skills, experience, or ability to do a job. In fact, it can derail an otherwise good interview by alienating candidates who feel like they’re being asked a trick question or causing the interviewer to interpret the candidate’s response as indicative of future “problems.” Conducting effective interviews can make the difference between securing top talent and missing out on high-quality candidates. By focusing on improving questioning techniques, recruitment firm owners and their clients can conduct better interviews and enhance the hiring process. Read the rest of this entry »
Ask Better Questions to Conduct Better Interviews
by Veronica BlattHow to Communicate Your Career Goals to Recruiters for Optimal Results
by Veronica Blatt
Navigating the job market can often feel like traversing a maze. For job seekers aiming to change jobs, effectively communicating your career aspirations to recruiters can be the key to unlocking your next opportunity. This blog post will guide you through the process of articulating your career goals clearly and persuasively to ensure optimal results. Read the rest of this entry »
Unlocking Efficiency and Success: A Guide to Choosing the Right ATS
by Liz Carey
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 »
8 Reasons For Outsourcing Your Executive Search
by Veronica Blatt
Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is a past chairman of the NPAworldwide Board of Directors.
Where do you start when you need to conduct a search for an executive level position? Do you have the internal resources to handle a project of this scope and evaluate candidates at this level? Do you need the search to be confidential?
Many companies hesitate about the cost of a fee associated with using a recruiting firm. While conducting the search on your own may save the expense of the fee, you also increase the likelihood of not finding and hiring the best candidate, which could cost you more in the long run. Networking or posting the position will lead you to some candidates and a few might even fit the role, but a thorough process led by a professional will help ensure you are achieving the best result. Read the rest of this entry »
Tech 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 »
The Importance of Business Development for Recruitment Firm Owners
by Dave Nerz
Business development is a crucial aspect for the success of recruitment firm ownership. Let’s dive into why it matters and explore some top recruitment podcasts that can help you stay informed and inspired. Read the rest of this entry »
Diversify Your Recruitment Desk
by Veronica Blatt
If your niche has been softening in recent months, you may be wondering how you can reduce expenditures to preserve cash. That is certainly a strategy to consider, but it’s difficult to offset a decline in revenue purely by cutting costs. At some point, you simply need more revenue. Here are some ways to diversify your recruitment desk that will provide additional revenue: Read the rest of this entry »
Improving Recruiter Communication
by Veronica Blatt
Recently, I attended a webinar on cross-cultural communication with Avinash Chandarana. He reminded me of a curiously American habit of using sports-related idioms in our communications. While generalizations can be problematic, as a whole, Americans are extremely sports minded. This comes across in our written and verbal communication with the prominent use of sports idioms and metaphors—even among people who don’t consider themselves sports enthusiasts, and probably without even conscious awareness of it. The use of these idioms can hinder effective recruiter communication with clients and candidates. 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.
Economic and Employment Data for Recruiters
by Veronica Blatt
Boy howdy, it’s a weird market out there. Consumer data is all over the place. The US economy by some measures remains robust, while at the same time still grappling with stubborn inflation and difficult housing conditions. Economic reports from other parts of the world vary as well. So, what’s a recruitment firm owner to do? If you’re relying on economic and employment data to make decisions for your business, but aren’t sure which data is accurate, here is a list of reliable sources to consider: Read the rest of this entry »