10 Reasons Employers Should Use Independent Recruiters

There was an article in the NY Times titled Why We Never Use Professional Recruiters and I think some companies are likely to listen to this message because it gives them a false sense of confidence in what they can achieve without the cost of our service.


1. Recruiters can attract the best people. Why mess with what makes the business a success or a failure? If your livelihood depends on finding good employees and they are what drives your profit and results, then why try to do hiring without the benefit of a professional focused on your company’s needs.

2.  Recruiters define and describe the position best. The use of professional independents recruiter will force you to know what you are looking for. A recruiter knows what is out there and can coach you on the realism of your position description, the availability of talent, and the cost of the talent you need. Do you ever see the For Sale By Owner signs on homes? Do you think those sellers have been coached on prepping their house for sale? Do you think they know the proper price for the home? Do you think they are as motivated as someone that has hired a professional to sell the house for them? I don’t. I think they are just giving it a try to see if they can find an easy sale and when it becomes really important to sell that house, there will be a realtor.

3.  Recruiters keep employers focused. Is locating talent your company’s core competency? If so, then go it alone. Just because LinkedIn makes candidates more accessible to you does not mean you will be better served to do searches for talent without a recruiter. Your company president probably has the know-how to cut the grass and pick weeds on your corporate campus, but is that really where you need to leverage his/her time? Just because there is a manual on how to use that gigantic punch press out in the factory, does it mean that you should run it without an operator that specializes and has trained to use it? Do what you are good at, not just those things you have access to do.

4.  Recruiters save staff time and cost. Not only will a search for an employee distract managers and leaders, it will also cost the company more money than a search turned over to an independent recruiter. I compare this one to the old in-house print shop scenario. Companies claimed to be saving so much money with their in-house print shops compared to having things professionally printed on the outside. Sure, if you don’t count the cost of employees, their benefits, the cost of space, and assign no overhead to an in-house printing operation, it will look great. Employers are doing the same thing today with recruiting. Do you really want senior managers and leaders out on Facebook and LinkedIn trying to find talent? And are you sure you know what their time is worth per hour? Add benefits and overhead to that number and independent  recruiters look like a bargain at any price.

5.  Recruiters speed  the job fill. The real costs or opportunity costs of an open position can be enormous. Many studies say that in profitable companies an employee generates 3 to 5 times their annual salary in value. So if you leave a $70,000 position open for just one additional month, that is $18,000 to $30,000 the company will never see again. Independent recruiters can also focus efforts on the likelihood of a “yes” when the offer is eventually made. I’m very certain that most managers do not have the skills needed to coach and troubleshoot all the reasons a candidates would say “no.”  In fact, it would be very unlikely that a candidates would share with the employer the reasons for a potential “no” until it is too late. Independent recruiters have the position with a candidate to ask what a staff member may never uncover.

6.  Recruiters know where to look for talent. If you are 100% confident as an employer that the best candidate for your opening is on LinkedIn, then maybe a recruiter is unnecessary for building the short list. We all know that is not likely as some candidates are “passive or not active” job seekers. You need an independent recruiter with networks and tools to find these people. Recruiters have the tools, subscriptions, a peer group for support and a network that is better than yours. A simple question: Is your manager capable of calling into the competitor’s company to get their best talent out for an interview? If they do that, will the competitor know what you are up to within minutes?

7.  Recruiters know how to attract talent. Recruiters are expert at understanding motivation to move.  hey can predict for you the proper and real motivation vs. the misleading and bogus motivation. I can only guess that your managers and leaders have not been trained in doing this?

8.  Recruiters are less apt to lose the best candidates. There is likely only one best candidate for your open job. Do you want that candidate being handled by an inexperienced manager or someone that does this 20 times before breakfast?

9.  Recruiters offer a method for continuous improvement. Why stop recruiting after you fill the job? If you can keep your staff focused on the core business but have a recruiter looking to replace the weakest player on your team, you will be on a path to continuous improvement. Don’t hire one at a time, hire always. Independent recruiters allow you this potential.

10.  Recruiters produce results. What other professional group do you work with that will work on a contingent basis? What other professional group guarantees their work even thought they have little control over what you do to ensure the success of their placement? Most candidates leave because they don’t like the company or the direct supervisor and the recruiter has little to no control over those two contributing factors yet they guarantee their work.

If you are 100% confident as an employer that the best candidate for your opening is on LinkedIn, and that your managers can attract those candidates, will never scare off good candidates, and will not increase the chance of a turndown by the best available talent…then you are running a recruiting company, not a business focused on whatever it is you do as an employer. You are in the wrong business, we have found the next great recruiting organization!

Are Recruiters worth the money?

These Days, Recruiters Are Worth the Money

When it comes to sourcing the right interview candidates, I've never been keen to use recruiters. 

But I recently changed my mind.

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My company, Metal Mafia, has an excellent candidate screening process, a super training program, and a very successful team of employees to show for it.  But hiring has always been a difficult task for me because each time I get ready to hire, it takes me forever to find the right type of candidates to even get the screening process started.
Despite the fact that I carefully consider where to advertise for candidates--I try to maximize the search dollars and get a good mix of potential applicants--it always takes me a long time to find people suited well to the company, and therefore, even worth interviewing.
I've tried everything from placing ads on large job boards like Monster.com, to smaller specialized job boards that cater to sales hires or fashion jobs, to local university boards where I can post for free (or close to it). Each time, I experience the same slow crawl toward finally finding the right person. It has taken me up to five months to find the right kind of hire in the past. So in November when I decided I needed to think about hiring for the new year, I was not optimistic.
For me, recruiters have traditionally been out of the question because I figured they would be a waste of time and never be as good at sending me the right people for the job as I would be in reviewing resumes myself. They're also too expensive for my small budget. But as I got ready to place my job ads again, one of my senior staff members came to me and offered me the name of a fashion recruiter she knew and thought could help. I was skeptical, but I called her anyway, figuring listening would cost me nothing.
The recruiter convinced me she would do a thorough job, but I still hesitated because of the price. I do not have large sums of money to devote to the hiring process, and by my calculations, when all was said and done, using the recruiter was going to cost me three times as much as my usual techniques. On the other hand, the recruiter would only charge me if she found someone I decided to hire, which meant I was risking nothing, and could always come back to my original methods. I bit the bullet and signed up, reminding myself "nothing ventured, nothing gained."
The recruiter sent me the resumes of 10 entry-level candidates. I screened six by phone, met three in person, and found the right hire--all in a month. The cost suddenly became much less, because I saved so much time in the process, and because I got a pool of applicants who were decidedly better to choose from than in the past. Even more interesting, perhaps, was an insight the right candidate shared with me during the interview process. When I asked why she had chosen to work with a recruiter rather than post on job boards, she said "because recruiters make sure your resume gets seen, while submitting via the Internet is like sending your resume into oblivion."
If most people these days are thinking like my new hire, the recruiters will clearly have the best selection of candidates every time. Looks like I've got an essential new hiring strategy.

TIME KILLS ALL DEALS!

How Slow Employers Lose Great Talent

When I was a kid, my friends and I would often say to each other, “If you snooze, you loose.” When I finally entered the working world, I heard the grown-up version of this mantra, “Time Kills Deals”. Both of these sayings essentially mean the same thing: With every minute that elapses – after you’ve been presented with an opportunity that you don’t take – the chances become less likely that you’ll ever get it.
I’m here to tell you, the recruiting and hiring process is no different.
So if you accept that the hardest to find, or the most talented candidates are getting the lion’s share of the interviews – how likely is it that these talented candidates are going to patiently wade through your slow hiring process? Don’t kid yourself, it isn’t likely.
Even those candidates who are employed have to be very judicious about the time they take off from work to go on interviews – so they have little patience for a long, drawn out hiring process.
So, how do the very best employers snag the top candidates? Well, they act decisively. They understand that top talent is a highly perishable resource. They don’t skip steps, cut corners or accept sub-par talent – they just compress the hiring process. Even though plenty of people are out of work today, the most successful companies understand what it takes to land rare, top-notch talent – and, believe me, it isn’t a slow, bureaucratic process.
Here is what recruiters experience throughout the year –
The client calls and explains that they need to fill an open position “ASAP”. So, the recruiter rallies the troops and begins a blitzkrieg of activity to quickly uncover the very best candidates and then “sell” the most qualified prospects on the opportunity. Within days, the recruiter presents a slate of candidates to the client. A week later the client gets sidetracked with other priorities. Another week goes by and the candidates are getting a bit irritated and the client is just starting the process of pulling together the cast of folks who are going to meet the candidates. By the end of the third week the recruiter finally gets the approval to start scheduling interviews – but by then some of the best candidates have already accepted offers from other employers. As each day goes by, more and more of the very best candidates are lost.
Now consider a survey I recently read: According to a national poll, 61% of all U.S. households are living paycheck to paycheck and 30% of all households earning over $100,000 per year are in the same position. And, even when you consider the number of families who have three to six month emergency funds, you learn quickly that few families are prepared to weather a long job search.
So, is it any wonder that great job candidates, who have been out of work for a couple months or more, are unwilling to put up with a slow hiring process?
You might ask, as an employer, “What can our company do about it?” Well, first of all, consider that your survival in the marketplace is directly tied to hiring BETTER candidates than your competitors. Start taking the hiring process far more seriously by killing your bureaucratic processes and understanding that reducing time-to-hire can often dramatically increase talent quality – as well as reduce opportunity cost and customer service issues caused by long-term vacant positions.
Before you get the wrong idea, I am NOT suggesting you rush into decisions.
What I am suggesting is that you move through your recruiting and hiring process as rapidly as possible – without violating your due diligence process. You need a proven and thorough selection process, but that doesn’t mean it needs to take a long time.
It’s time to update the old adage, “Hire Slow and Fire Fast” to – “Hire Fast and Fire Fast”.
Lastly, the most important advice I can give any employer: You should be actively talking to prospective candidates – throughout the year, even when you don’t have an open position.
It’s highly unlikely that the very best talent will be actively looking for a position during the same, small window of time when you absolutely have to fill an open position. That’s why the best managers are looking for talent – every waking minute.
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SEVEN WAYS SLOW JOB SEEKERS LOSE GREAT JOBS
1.) After they lose a position, they lick their wounds and/or use the front end of their severance as a vacation – and don’t immediately begin their job search. During this delay, several windows of opportunity come and go.
2.) After they determine they want and need to change positions, while currently employed, they don’t immediately begin their job search – and instead, wait until they are miserable. During this delay, several windows of opportunity come and go.
3.) They don’t respond to employer phone calls or emails within the same day.
4.) They don’t rearrange their schedules to quickly get in front of employers who show interest in interviewing them.
5.) They don’t complete/submit paperwork or provide additional information in a timely fashion (e.g. applications, references, compensation history, work samples…).
6.) They are slow to tell the employer that they are sincerely interested in the position.
7.) They don’t accept the position within the time prescribed by the employer.

Coop and Court!!

Happy New Year!!

Success or Failure, your CHOICE!

Your Success and Failure in Your Business and Personal Life is Up To You.

This is absolutely correct. The burden is yours and yours alone. From the mid 1990’s until about the mid 2000’s, there were a series of books written named Chicken Soup for the Soul. The series was co-authored by Jim Canfield. One of Mr. Canfield's books, The Success Principles: How to Get from Where You Are to Where You Want to Be gives us the secrets to success in all forms of life, including how to achieve the highest goals possible in your career.
Canfield says that “If you want to be successful you have to take 100% responsibility for everything that you experience in your life.” “This includes:

* The level of your achievements
* The results you produce
* The quality of your relationships

You have to be brutally honest with yourself about yourself. To accomplish this you have to give yourself a reality check. For some, like me, it might be a bitter pill to swallow; for others, maybe not so much. It just depends on you, your expectations and where you are in life when you enact this reality check. However, if you do this then the outcome may just be the results you have been looking for and striving toward, but you certainly won’t ever know if you don’t take the time to do it in the first place.

Here are Canfield's fundamentals for success on the job and in life.
 
1) Take 100% responsibility for everything. The biggest myth in today’s society is that we are entitled to a great life, that somehow, somewhere, someone is responsible for filling our lives with continual happiness, exciting career options, nurturing family time and wonderful personal relationships just because we simply exist. I feel that today’s younger generation seems to fall into this category the more I interact with them. Unfortunately for them, the real truth is that you alone are the person responsible for how you live your life.
 
2) You have to give up all your excuses, blaming, and complaining. Blaming is something we all do at some point in our lives. We can’t help ourselves. We are conditioned this way even though the real problem is always ourselves. You have to stop doing this if you are going to change your life pattern to be more positive. Forget the victim stories, the reasons you can’t and won’t and your blaming of outside circumstances. Instead, you have to ask yourself “How did I create that?” or “What did I say or not say?” and “What do I have to do differently the next time to get the result I want?
 
3) If you don’t like your outcomes, change your responses. If you keep on doing things the way you have always done them, you’ll keep on getting the same responses. In one of my previous articles I quoted an old mentor of mine who used to say “there are both stupid and dumb people in life. The stupid person makes mistakes; the dumb one makes the same ones over and over again.” If you use a particular form of marketing to gain new clients, and you don’t gain any, then you have to re-examine your methodology and try something different. Otherwise, you won’t get the new clients you are targeting.
 
4) Everything you are experiencing today is a direct result of choices you made in the past. Every experience in your life is a direct result of how you responded to a previous situation. After all, you only have control over THREE (3) things in your life: your thoughts, images you visualize, and your actions. How you use these determines your experience (So much for “controlling” our candidates. This is why recruiters need to learn to manage the process)
 
5) You either “create” or “allow” everything that happens to you. Some might disagree with this statement but according to Canfield, when he says create he means directly causing something to happen by your actions or inactions. An example might be that as a Recruiter, you have an opportunity to add an alternative income stream to your business model but you decide you don’t want the extra workload at this time. A few weeks down the road, you find out your major competitor in your geographic territory added the business you decided against and now he/she is doing an extra $5,000 a month in business.
 
6) Pay attention to “yellow alerts.” These are caution signals or advance warnings; telltale signs. comments from others, gut instinct and personal intuition, These include external, an example might be, your clients dropping like flies because they tell you they no longer like the service you offer them, to internal, that gut feeling that you had when the very last client you spoke with called and you just knew it was going to be bad news as soon as you picked up the phone.
 
7) Results don’t lie. The easiest way to determine what is and isn’t working in your life, both business and personal, is to examine the results you are producing. You are getting the clients or you’re not! You are closing deals or you’re not. You’re making new friends or you can’t seem to meet anyone.  

Bottom line here! The only way to change your results is to change your behavior.

Why a Passive Candidate Should Take a Recruiter’s Call

The candidate is happy. 

They get a call from a recruiter. 

Why should they be open minded enough to have a conversation? 

Well, there are many advantages to discussing an opportunity even when they’re content where they are. Hopefully, this article gives you some insight on why it makes good career sense for the prospective candidate to be a little more open-minded when they get a recruiting call.

Yes, it’s information you already know.

First of all, there is no better time for someone to evaluate an opportunity and company with a clear mind without any negative, outside influences or external pressures. The worst time to go to the grocery store is when you’re hungry. You’re more likely to buy food that you know is not in your best long-term interests.
It’s no different when it comes to only talking to recruiters when they’re actively looking for a new job. Opportunities will appear to be more appealing than they really are when you’re currently unsatisfied in your position or company. When an individual looks into an opportunity when they’re happy, they can vividly see how the opportunity would positively or negatively impact their career since they’re not trying to fill a void. An employee is more likely to settle for a lesser position when they’re unhappy than they would have if they were content.
Life is better as a recruited candidate as opposed to a being a job applicant. Why? Because they have the leverage when they’re being recruited and referred by a recruiter. When someone “applies” for a position, the company is screening and qualifying them since they’re the one looking for a job. When that same person is “recruited,” they are investigating and qualifying the company and opportunity to determine whether or not it will help them grow professionally. The tables are turned. Since they’re happy where they are, if the opportunity doesn’t provide career growth, they have the leverage of staying where they are. When they’re unhappy or looking, they’re running away from their current situation and more desperate to make a change so the company they are applying to has the leverage.
Even if the opportunity doesn’t entice them enough to move forward, in today’s corporate world, the only job security they have is the security they give themselves. If they don’t look out for their own career, no one else is going to do it for them. Dig the well before you’re thirsty. Having a connection with a recruiter who knows them, their background, and career aspirations is one way to do that.
If they’re happy, then they’re probably performing well in their role and hopefully their company is taking good care of them. There is no other time in their career when they’re more marketable. This is the best time in their career to take their successes and accomplishments to test what they’re worth to another organization, whether that means a more challenging role, a faster-growing company, or exposure to a new industry.
The best time for professionals to keep their options open is when they’re satisfied in their current role and company. They don’t have to consider the recruiter’s opportunity unless it meets the criteria that they set, not the other way around. There is no other way to learn as much about an opportunity without officially interviewing with a company itself other than learning about it from a recruiter on an exploratory and confidential basis. Actively looking for a job can be a full-time job itself. It can also be also be very stressful. People who get ahead don’t wait until there is something that they don’t like in their current role to have an open mind.  They are proactive and keep their options open.

Why Clients should love Recruiters!

Here are some reasons why clients should love recruiters:

Save The Clients’ Time. The time it takes to search and source can run up to 40 to 80 hours a week, for just five great candidates. Good recruiters will not just find the candidate that fits the bullet points on a job description, but instead will find a person who is going to interview well for that company’s environment. Good recruiters don’t just throw resumes at a position. I would rather throw three good ones than 10 bad ones.

Sell the company and find the Sizzle.  After a couple of placements, the trust factor kicks in, and the recruiter starts to learn more about their client’s business, they get to know the hiring managers, the HR staff, and management personnel. They may have even toured the facility. At this point, a recruiter has something to hang on to, and that is respect. As a recruiter, I know their business, and I know their people. I am confident I can find them the right people, THAT FIT IN.

Prepping Candidates For Interview.  If I prep a candidate correctly, I save everybody from embarrassment. Here are the main points that I emphasize with any candidate:

• Be extremely polite, courteous, and respectful to all you meet, no matter what their position. I can’t emphasize this enough.

• Know what your skillset is, write it all down if you need too, and take it in to the interview. Talk about your ability to lead other people, teambuilding, accomplishments, and give examples of all of these.

• The most important part is telling your story – tell it with passion. I had a young man that interviewed, and he told the story of when he was a small boy he would go the plant where his Dad worked, and learned early what hard work was, and learned about engineering from his Dad. When he was in High School he worked there after school. After High School he went to college and became an Engineer. “This is my life,” he explained. He has trained for this moment since he was a young boy. They did hire him, without experience, but just on the fact he had passion and vision for what he was to accomplish.

Recruiting is made up of a number of processes, and a good recruiter becomes very skilled with those processes as time goes along. Pick your recruiter as though you were picking your next employee. As your relationship flourishes, he will represent you, and work hard for you.