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 »
Tech Industry Embraces Talent Beyond Traditional Degrees
by Liz CareyThe 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 »
Job Boards are Search Engines
by Veronica Blatt
Here are some great tips from Steve Smith, author of The Hiring Tree: Laws of Applicant Attraction and co-founder of ApplicantPro. Steve says that job boards are search engines, which means good SEO practices must be followed to ensure your job ad (not the job description) reaches the right candidates. Here are some things you can implement right away: Read the rest of this entry »
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.
Global Hiring Plans Unchanged for Q3
by Veronica Blatt
Manpower Group has released its newest Employment Outlook Survey, and the outlook for the upcoming quarter (+22%) remains unchanged from the previous quarter, although it does represent a year-over-year decline (-6%). Persistently stubborn inflation and high interest rates are some of the prime contributors to the softened global hiring plans. Key findings from the survey include: Read the rest of this entry »
How Employment Agencies Founded NPAworldwide
by Veronica Blatt
NPAworldwide will celebrate its 70th anniversary in a couple of years, and I never get tired of telling the story of how we were founded. In the early parts of the 20th century, many parts of the United States were still rural with a heavy emphasis on agriculture. People who lived in cities used local employment agencies to connect with potential employers. Relocation for a job was fairly rare. And then came World War II which meant that huge portions of potential employees were instead diverted to military service. Women, for the first time, entered the labor force in large numbers to fill the need for employees, especially in the factories that created munitions and other defense-related products. Read the rest of this entry »