Archive for Gregg Podalsky

Temp Agency, Headhunter or Recruiter?

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When you hear “temp” or “temp agency,” do you think of a 1980’s sitcom?  Perhaps ladies in horned rim glasses and polyester skirt suits typing and answering phones?  What about “headhunter?”  Is that like Dogg The Bounty Hunter in a shirt and tie?    And then there is the seemingly catch-all concept of “recruiter.”  Maybe the image of a drill sergeant with a clipboard comes to mind.  In the clamor of today’s job market, workers and employers alike can benefit from hiring assistance from a third party.    But who exactly are these helpers and what do they do?

Let’s start with the modern temp agency—or staffing agency.  To be clear, staffing and temp agencies, also called employment agencies, usually are contracted by the employer to find workers.  While agencies that take a fee from job seekers exist, few hiring professionals would recommend them.  In fact, most would suggest steering clear of them.   For that reason, we will exclude them from our discussion.

Now, while there are the occasional temp positions that bring Dolly Parton singing 9-5 to mind, today’s temporary employment market is more about filling tentative positions at start-up companies and bridging workforce gaps for businesses with seasonal or per-project needs.  While typing speed and shorthand have gone out with acid-washed jeans, the concept of workers who float from company to company for a term of a day to a few months, is still relevant.  Companies still need the benefit of the agency screening each candidate and staffing accordingly.  The employee has the benefit of a continuous income from one source—the agency—and also the variety and change-of-pace that comes with temp work.

When there is an open position at a company that needs to be filled with a skilled worker, often a headhunter—or more eloquently, an executive search firm—is brought into the mix.   This type of professional seeks out both active job seekers and passive candidates who would be qualified for the position offered.   Most of these are permanent jobs with competitive wages and the fee associated is a percentage of the position’s yearly salary.   While many of us consider ourselves highly qualified for what we do, there is a good chance that our phones aren’t ringing off the hook with calls from headhunters.

Which brings us to the most practical solution for assistance in hiring competent workers—the recruitment agency.  A recruiter works for an employer but often forges relationships with potential candidates and can be extremely beneficial to a job seeker.  Recruiters take on the challenge of posting ads online (or in printed media) and sifting through the responses and attached resumes.   When a client hires a recruiter, they are off the hook for the pre-screening process.  Candidates without the proper qualifications are eliminated and only the best and the brightest—chosen by experienced agents—are put forward for review.  When a candidate is hired, the recruitment agency is paid by retaining a small percentage of the worker’s salary or wages from the employing company.

A recruitment agency often doubles as a temp agency of sorts by serving as the employer of record and taking care of the regulations regarding benefits and payment.  However, most recruiters deal with contract positions of at least three to six months.  Likewise, temp-to-permanent positions are often handled by recruiters seguing the worker from their system to the employer’s.  Always flexible, recruitment agencies can also find and place permanent employees, charging a fee based on the yearly salary of the position.

So whether you are scanning the Internet for your next job opportunity or you’re an employer looking for talented people, using the right hiring help can make all the difference.

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner in the last 30 years in the full-time, contract and temp-to-hire staffing and consulting industries.  Awarded to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a national presence, and provide a service throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington.

Video Interview Tips

VIDEO INTERVIEW TIPS

One thing we consistently hear from our clients is how helpful our video interview platform is when it comes to streamlining the hiring process. This technology allows hiring managers to get a sense of the candidate’s personality and communication skills before scheduling any time consuming in-person job interviews.  It can be a huge asset to both the client and the candidate when used properly.

 

Video interviewing is gaining popularity and is even used by Fortune 500 companies like Google.  While comical, the above video is an example of what not to do if you find yourself in front of the camera.

We’ve seen a lot of video interviews and here are some interview tips we think you should know:

1. Look directly into the camera – Think of the camera as the interviewer. Looking into the camera will ensure that you are making eye contact with the person who will be watching your video and considering you for the job. Often times we find that people are glued to the screen because they are more concerned with their appearance, which can be very distracting to both you and the person watching.

2. Make sure the recording environment is acceptable – Remember this video is about you, so make sure you eliminate anything that could cause a disturbance while you are recording.  The last thing the hiring manager wants to see is your dirty laundry on the bed or your significant other poking their head through the doorway to ask why you haven’t taken the trash out yet. Also, make sure that the room is well-lit and that you can see yourself clearly on the screen.

3. Dress Appropriately – Treat this like an in-person job interview.  In other words, wear pants!  Guys, throw on a tie and go the extra mile.  Girls, wear….whatever it is that you wear for job interviews.  Consider this a first impression and remember, you only get one.

4. Prepare – Sometimes you will have access to the interview questions beforehand and sometimes you won’t. Regardless, you should take time to prepare yourself as much as possible.  If the video interview is prerecorded and you are lucky enough to have the questions ahead of time, make sure your responses are clear and concise. This can also be a double edged sword and leads me to my next tip.  DO NOT READ! (See rule #1) Not only is it distracting to the viewer, but it also sounds extremely unnatural. Speak extemporaneously and be engaged.

If you have no idea what to expect, at least make sure you have done your research on the company and have a clear understanding of the position you are interviewing for.  Whether its via video or face to face, the most successful candidates are able to tie in past experiences that are relevant to the current needs of the company they are speaking with.

5. Take a deep breath – Remember it’s only your career, and this interview will ultimately decide your path in life and whether or not you will attain true happiness.  In all seriousness,  you wouldn’t be doing this if the company didn’t think you were a strong candidate for the position.  So take a few minutes to calm your nerves, make sure you enunciate and don’t forget to smile.  This is your opportunity to show them why you’re the right person for the job.

Here’s one of the sample video job interviews that we use on our website as an example of what to do:

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry leader for over 25 years in the full time, contract and temp-to-hire recruiting and consulting sectors.  Named to the South Florida, Jacksonville and Minnesota’s Business Journal’s list of “Top 25 Executive Search & Consulting Firms” we have a national footprint, and service locations throughout the US, including Miami, Fort Lauderdale, Palm Beach,  Jacksonville, Minnesota, Chicago and Washington. Learn more at www.ARCGonline.com

About Recruitment Intelligence™
The Recruitment Intelligence solution empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates).  Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes.  Learn more at www.RecruitmentIntelligence.com

 

Active vs Passive Candidates

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What are the differences?

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When candidates in the recruiting industry are referred to as either being Active vs. Passive, it is referring to whether or not a candidate is actively looking for a job, or a non-job seeker.

An Active candidate is someone that is actively looking for new employment. This type of candidate is actively searching the job boards, has their resume posted online, and is highly motivated to find new employment. Most studies indicate that approximately 15% of the workforce is actively seeking new employment at any given time.

A Passive candidate is someone who is not actively looking for a new job. While the word passive has a negative connotation when someone thinks of a candidate or employee, it simply means in “recruiting terminology” that the person is not actively looking.   These passive candidates are too busy being successful and making an impact for their company to follow the job market and look for positions online. Most companies in their recruiting efforts think that by posting online job openings, they will find the best candidates in the market. The truth is, the passive candidate will likely never see these ads, because they simply aren’t looking for them.

In almost all cases, a Passive candidate is considered more desirable than an Active candidate. We are not saying that there are not quality Active candidates in the market, but it stands to reason that if a person is actively looking to change jobs, then there are motivating factors behind it, and those factors are not always positive.

The Active candidate market is typically comprised of:

  1. Candidates in jeopardy of losing their jobs.
  2. Candidates that have already lost their jobs.
  3. Candidates that are underperforming in their current positions and are upset because they were passed up for a promotion or didn’t receive a pay increase.
  4. Candidates with personality or other conflict issues with their peers and/or supervisors.
  5. And a small percentage of candidates that are performing and have other reasons to change companies, such as no growth potential, relocation, etc.

The overarching theme though, is Active candidates are easy to attract, not always very desirable, and are typically applying to several positions at the same time.   This means that when you find a qualified, active job seeker, you will face substantial competition from all the other companies they have applied to.

In contrast, Passive candidates are not actively seeking other opportunities and are much more difficult to identify, locate, and qualify.   Through our division, Recruitment Intelligence™, we offer a truly unique, research based recruiting strategy, that targets the 85% of Passive candidates in the market.   While we still capture the 15% of Active job seekers for our clients, our specialty is uncovering the hidden talent in the marketplace that companies don’t have access to.   We not only identify and locate these candidates, but we also call each and every one of them, putting them through a series of qualifying questions, recorded video interviews, and tests to see if they have the skills necessary to fulfill our clients’ positions.

Since this is a research based division,  we are paid hourly and depending on the complexity of a search, can on average complete a Recruitment Intelligence™ analysis within 40 hours.

Our reports contain all of the names of candidates we called on your behalf, ranked by their interest level and their percentage match to the job qualifications.   Our reports also include live links to pre-recorded video interviews of the candidates answering interview questions our clients’ have provided, as well as real-time salary analytics, so our clients can see how competitive their pay and benefits are in the marketplace.

Recruitment Intelligence™ is a refreshing new approach to recruiting and is saving companies across the U.S. and Canada up to 70% off of traditional recruiting fees.

Learn more about Recruitment Intelligence™ here.

Of course, American Recruiting and Consulting Group still offers clients managed consulting projects, contingency, retained, and contract to hire placements.   No matter what your company’s hiring and project needs are, we are “Your Partner For People Talent.”

About ARC Group©
ARC Group©, has been an industry leader for over 25 years in the full time, contract and temp-to-hire recruiting sectors.  Named to the South Florida, Jacksonville and Minnesota’s Business Journal’s list of “Top 25 Executive Search & Consulting Firms” we have offices located throughout the US, including Fort Lauderdale-Miami, Jacksonville, Minnesota and Chicago.   

Our New Look

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Welcome to the newly re-designed American Recruiting & Consulting Group website.   We are happy to have you and hope you like our updated recruiting website, jobs section, overall redesign and new logo.   We appreciate your continued patronage and look forward to continuing to be “Your Partner For People Talent.”

About Recruitment Intelligence™

The Recruitment Intelligence solution empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates).  Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies.  We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc.   No matter where your hiring need is, we can help.   Learn more at www.RecruitmentIntelligence.com

About ARC Group©
ARC Group©, the parent company of Recruitment Intelligence™, has been an industry leader for over 25 years in the full time, contract and temp-to-hire recruiting sectors.  Named to the South Florida, Jacksonville and Minnesota’s Business Journal’s list of “Top 25 Executive Search & Consulting Firms” we have offices located throughout the US, including Fort Lauderdale-Miami, Jacksonville, Minnesota and Chicago.