Great, you have successfully defined your company’s core values and associated behaviors, you have or are are beginning to hire “A” players on your team. But it isn’t enough just to hire “A” players. You must continually exceed the expectations of your people and re-recruit them every day.
With some signs pointing to a slight uptick in financial hiring, compensation for accounting and finance professionals should see commensurate gains. According to the recently released 2011 Salary Guide from Robert Half, starting salaries in these fields are expected to rise an average of 3.1 percent in the coming year.
Recruiters have a number of things to juggle day in and day out in order to run a successful desk, but it is always important to not lose sight of the little things in the bigger picture. Here are just two quick examples of what I mean;
First name basis: I often hear recruiters struggle with pronouncing last names and further placing candidates on a pedestal by using Mr./Mrs./Dr./Etc. I have always been a firm believer of using a first name right out of the gate. It creates a level playing field, but more importantly puts a candidate at ease in moving towards a more natural conversation. Now there have been times with working with high level individuals that I asked for permission to use first name (this is common social mannerism), but once acceptance is offered never look back. This is in no way belittling a candidates background and/or status- they are an expert in their area, and recruiters should feel confident that they are an expert in their area in understanding the marketplace.
Use of pronouns: This is a simple tip that goes a very long way in working with candidates. It is a recruiters goal to quickly establish a collaborative working relationship with a candidate often from one or two phones calls. Continue reading “A Reminder For Recruiters – The Little Things That Work”
There are times, when a corporation finds it a strain to fill newly created or open positions. This is especially true if the department of human resources has its hands full with employee matters. If you are managing a business or a company and you are finding employee hiring an insurmountable task, there is an alternative solution that you can use to your advantage. This solution comes in the form of recruitment services.
As the economic climate finally begins to thaw, many manufacturing companies are looking to gradually expand their workforce. Though many organizations may not reach pre-recession workforce levels, additional talent is needed to keep up with the slowly rising demand of goods. The 2010 Compensation Data Manufacturing survey results found the salary for a production worker has remained steady at $29,400 per year, reflecting only a one percent increase since 2009.
One of the major benefits of using social media in a job search is that it allows you to build a bigger network of connections. Given the reach of social media, the size of these networks can grow large in size, requiring powers far beyond those of mortal men to manage. Fortunately, you can now download super-powers off the Interwebs.
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One of the major benefits of using social media in a job search is that it allows you to build a bigger network of connections. Given the reach of social media, the size of these networks can grow large in size, requiring powers far beyond those of mortal men to manage. 
Fortunately, you can now download super-powers off the Interwebs. These super-powers are now called apps.
Here are a couple of apps that will help you crank up your networking super-powers
Jobkatch is a social CRM, now in open beta that allows you to add a bookmarklet tool to your browser that registers your job leads to JobKatch from any other web site. This will allow you to add as many job leads to your account as you want, and review them at your leisure.
According to their site, Jobkatch is designed to help make searching for a job easier.
We give job seekers a great set of tools to make their search as effective as possible. We’ll help you organize all your job search information, including leads, companies, contacts, communication, and to-do’s and feel that our solution will keep you on task and help you find that new job as fast as possible.
JobKatch can be described as a Social CRM system for Job Seekers. JobKatch can tap into your online and offline networking connections to help you identify the people you should be reaching out to help you achieve your job search goals.
Hashable is a tool (still in private beta)that uses the power of Twitter to make professional introductions in three simple ways, through Twitter, email, or its website. This profile from TechCrunch describes how #Hashable works:
On Twitter, all you need to do is include the Twitter handles of the two people you want to introduce as well as @hashable, and the hashtag “#intro.” For instance, if I wanted to introduce investor/entrepreneur Chris Dixon to VC Fred Wilson (assuming they didn’t already know each other), I would Tweet out
something like “@cdixon meet @fredwilson, you guys would get along #intro cc @hashable.” Then Hashable would put out another Tweet
Hashable also works through email by simply sending an email to both people and Ccing [email protected]. (You can do private introductions through email by CCing [email protected]). Each recipient will get an email with the other’s bio in the body of the email. Finally, there is an intro tool on Hashable.com which creates either Twitter or email intros automatically. The bio info is pulled from LinkedIn, Twitter, and Hashable profiles. A few days after each intro, Hashable follows up with each recipient to see if they connected.
Pretty cool tools to add to your job search arsenal! If you know a cool tool, mention it in the comments.
This post was written by Michael VanDervort. Michael writes on human resources, labor realtions, and social media issues at the Human Race Horses Blog. He also walks dogs.
While all eyes will be on Friday’s U.S. employment report for insight into the strength of the economy, the most immediate market reaction may come from a logical place — staffing company stocks.
Landing the job starts with successfully getting your resume to the hiring manager. If it never gets there, or if it’s never read, you obviously have no chance. These tips will ensure that your resume makes it to your prospective boss’s desk – and more importantly, into the “to be read” pile of applications.
When starting a staffing company, it is important to note that before you send out your first temporary employee, you must have adequate business insurance in order to conduct business. At a bare minimum, you will have to purchase Worker’s Compensation and General Liability Insurance. On top of those insurances, it would be a good idea to consider buying a G/L policy that will also include Professional Liability Coverage, as well as Errors & Omissions (E&O) coverages.
Sometimes the simple things are the best, and most overlooked. I work hard to simplify wherever I can and had a pleasant reminder recently. I received a call from a candidate this weekend that I talk to from time to time about the market, business, and medicine. We discussed what is happening with each others families and then he asked if I can help a surgeon he knows. He also told me about the two surgical groups in the area that lost partners. My work is primarily in physician and medical recruitment. After the call I had two possible job leads and a solid candidate referral. How simple was that!?
I took this opportunity to remember the old adage: your current customers are your best customers. I decided that this was a perfect time to make check in calls to 5o of my recent candidates that I had no current activity. After only 11 contacts and two hours I had to regroup. I had organically, that is from my own personal candidate pool, farmed a dozen more job leads and nearly twice as many candidate referrals! It should be pointed out that some of the leads were names of current residents and fellows in training, a good market of physicians, but one easily found. However now I had a lead in and a name I could drop. Hello gatekeeper, I have a pass to get in!
Bond International Software (www.bondadapt.com), the global leader in the provision of specialist staffing software, today introduced Bond Adapt Recruitment Studio, the next-generation of user interface that brings you everything you need, all in one place. Recruitment Studio’s innovative design allows recruiters to manage calls, emails, meetings, tasks, submittals, placements, reports, and searches all from a single screen, eliminating hectic and frustrating multi-screen, multi-system work days.
As summer finally subsides and the cold nip in the air heralds the early signs of winter, we can almost say goodbye to 2010. Although with still 74 days to Christmas (www.xmasclock.com) it is a little early for new year predictions but I do think that social recruiting needs to move on; albeit primarily as a term rather than a concept.
When you write career-advice columns as I do, it’s easy to get the idea that you’ve heard everything. Of course, as soon as I think that, along comes an email message from a reader to bust that notion apart.
CTPartners Executive Search, which assists its global clients with the recruitment and hiring of senior level executives, filed on Friday with the SEC to raise up to $35 million in an initial public offering.
Dramatic shifts in the jobs search process have made search engines a primary tool for job seekers. Despite its growing prevalence, many organizations find themselves moving only tentatively towards using search engines and other online marketing tools for recruiting. HireClix was founded to help corporate recruiters build and implement effective interactive recruiting programs that leverage search engine optimization (SEO), pay-per-click (PPC) marketing, and other powerful new online channels for recruiting.
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