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Top 6 Reasons Companies Should Use Staffing Agencies, Temp Agencies and Executive Search Firms

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staffingagenciestempagenciesexecutivesearchfirmsHere are the top 6 reasons companies should use staffing agencies, temp agencies and executive search firms:

1. They recruit from both the active and passive talent marketplace. This helps increase the quality of new hires. Passive candidates represent the 85% of people who are currently employed and successful in their jobs and are not actively seeking new jobs. The advantage of using staffing agencies is they can call into a client’s competitors to find talent and bring forth the best candidates. This is one of the main reasons many companies choose to pay recruiting fees.

2. Recruiting agencies have large databases of candidates to find top talent fast. Since they’re interacting with candidates all the time, their database of resumes becomes their go-to recruiting tool. The benefit of this database is they can find the proper candidates in a shorter time period than posting on job boards and waiting for the right people to apply.

3. Staffing agencies offer guarantees. If the candidate leaves the job within 90 days, then staffing agencies will replace the candidate with another suitable one. Staffing agencies also know how to find candidates that are the right fit, both in terms of skills and culture, so their chances of having a candidate leave a new position is typically very low.

4. Staffing agencies are compensated based on their performance and placements, not activity. Internal HR employees are usually paid a base salary with small bonuses paid on performance. Many recruiters are paid strictly on commission, so recruiters have the incentive to go the extra mile to find the top people and are also incentivized to ensure these candidates stay with client.

5. Improved productivity. HR employees have their hands filled with finding candidates, setting up interviews, payroll, benefits and many administrative duties. Recruiting agencies can free-up their time by taking on the workload of qualifying and vetting candidates. This is especially true when targeting passive candidates, because these candidates are working full-time and finding a way to get in contact with them is a highly-refined skill that recruiters can do more efficiently than a company’s internal HR team. Even with the additional cost of contingency fees, the time saved by using a recruiting agency may be worth more than the company having done it themselves.

6. Increased flexibility. If a company is opening new divisions and growing rapidly, it can add more staff quickly by using a staffing agency. If they relied on an internal HR team, they would have to hire additional HR professionals first and then wait for them to find the new employees. This entire process could take up to several months. By using a recruiting agency, if a company needs to scale up or down they can do so easily without having the overhead of an entire HR team.

About ARC Group© 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services.

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors.

9 Traits of the Ideal Employee From a Staffing Agency Perspective

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American Recruiting & Consulting Group, a national staffing agency, temp agency and executive search firm, was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. Here are tips on how to be an ideal employee from a staffing agency perspective.

1. Positive Attitude. The positive energy of an employee can affect the entire team. Everybody likes working with positive people. Nobody wants to be around somebody talks negative about everything and brings down other people’s ideas. Staffing agencies and companies are always looking for signs of this when they’re interviewing.

2. Ambitious. Ambitious employees go the extra mile to help the company achieve its goals. This is triggered by their goals to move up the corporate ladder. Some people wait to be told what to do while ambitious employees are constantly find new things to keep them busy and perform. An ambitious employee may even recommend new projects and is always looking for opportunities to do more, not less.

3. Eager-Learner. Eager learners will always try to improve themselves. They will ask questions and try to learn as much about the company as possible so they can find places where they can add value. This includes learning about other aspects of the company besides their direct job so they can find other ways to help the company.

4. Reliable. The ideal employee is punctual and honest. Without honesty and trust there is no teamwork. Co-workers have to be able to depend on each other to do their pieces of the project. The best employees can get the job completed without hand-holding or having to be told what to do.

5. Action-Oriented. These employees will take chances to bring the company forward. They focus on ideas that can actually be accomplished and although some chances may lead to failure, their constant push towards action will help drive the company.

6. Presentable to Clients. The ideal employees are well put-together and the employer can feel comfortable introducing them to their clients. Even if the job isn’t client-facing, being presentable is always important. Sometimes a client may visit the office or the employer might bring the entire team to a convention. It’s important that the employer feels comfortable introducing you to other people. When you’re on the job search, this includes temp agencies and employment agencies when they’re deciding to introduce you to a client.

7. Self-Managed. Someone who can get tasks accomplished according to schedule and doesn’t require their employer checking in on their work is always valuable. Self-managed and self-motivated employees develop a schedule for themselves and don’t procrastinate in their work. The employer has enough tasks on his hands and doesn’t have the extra time to make sure each employee is accomplishing their tasks according to schedule.

8. Attentive Listener. Not everybody has the best memory, but an employee can make up for this by taking diligent notes. The mistakes of not listening attentively can cause deadlines to be missed and slow up the entire team.

9. Team Player. Most company successes include the contributions of multiple people. Employees who can work with a team and can adapt to the company culture are always important to an organization. Recruitment firms and companies are always looking for signs of being a team player when they’re considering hiring you.

About ARC Group© 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services.

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors.

6 Ways to Have a More Successful Career

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Follow these 6 tips if you want to enjoy more success in your career and get ahead.

1. Constantly improve yourself. You can take classes outside of work to hone your skills. Look for opportunities where you can get additional education and training. Work on outside projects. Attend conferences and seminars. Join online groups and forums. If there are licenses and certifications in your industry, you can get those. The more skills you have, the more valuable you’ll be to any company you work for.
 
2. Focus on your strengths. Use them as a natural advantage to experience success more easily. Many people play to their weaknesses and try to improve on those. That’s important, but improving on your strengths will boost your career faster and provide more value to your employer.
 
3. Team up with other people when you’re working on projects. Typically, more is achieved as a team than alone. Other people with complementary skillsets can add tremendous value and create a synergistic effect.
 
4. Pursue work that’s interesting to you. You’ll devote more energy to projects you genuinely enjoy doing which in turn will usually make it more successful. You’ll go the extra mile when you’re engaged in a project. The additional benefit is you’ll feel happier and more satisfied during the day, making your all-around quality of life better.
 
5. Surround yourself with people who have similar goals. Seeing other people’s progress will motivate you to continue to accomplish great things. If you hang around people who are complacent, you might end up the same way. People get comfortable where they are and stop trying to advance in their career. If you want to have a more successful career, hang around people with similar goals as well as people who’ve already accomplished what you want to accomplish.
 
6. Focus on solutions. Bring ideas and new ways of doing things to the company. Go above and beyond in your job. If you want to get ahead, you need to find ways to contribute to the company. Sometimes that means doing work that is outside your official role but will benefit the company. The result is you’ll be given more projects and possibly promoted. Accept challenges that go beyond your comfort zone and try new things. If you always stick with the status quo, you’ll have a hard time getting ahead in your career.

Follow these tips to maximize your career potential. If you improve on these everyday, you’ll be on your way to accomplishing great things.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

The Digital Job Search

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Applying for jobs in the digital age involves more than just updating your resume. Your entire digital footprint: your social media profiles, LinkedIn account and public displays of work are all becoming part of your digital portfolio. When deciding to call you in for an interview, employers and recruitment firms are doing more than just reading your resume. Searching the web and Googling your name are all part of the process as they attempt to piece together a complete profile of you. This procedure begins when first applying for any job. Even if you’re talking to recruitment firms, they will evaluate your digital footprint when deciding whether to present you to their client. That’s why it’s important you look your best in the digital age using our tips for preparing your digital resume.

Typically, the first thing employers or recruiting agencies do when receiving your resume is perform a Google search of your name. Before setting time aside to meet you in person, they want to make sure you’re a good fit, both skill-wise and culturally. Any social media profiles you have will usually appear in the top of your Google results. That’s why we recommend you look over your social media accounts and filter your public profile.

The next thing employers and recruiting agencies will do is look you up on LinkedIn. We recommend having a professional photo to emphasize you’re serious about the job. Your LinkedIn profile is essentially a shorter version of your resume. An additional advantage of using LinkedIn is many employers and recruiting agencies are searching for passive candidates, meaning people who are currently employed but are open to new job opportunities. Having a LinkedIn profile puts you in a position to be found by recruitment firms who are searching LinkedIn for people with skill sets just like yours.

Let your future employer see your previous work. The internet is the perfect place to display your accomplishments, successes and other examples of your work. This can give you a leg-up on the competition before you even come in to the interview. We recommend you post these examples on your social media and LinkedIn accounts to make it easy for your employer to find them. Hoping your future employer will search the 5th page of your Google results for this information is a longshot, so make it as easy as possible for them to see these. If you’ve built apps or websites, you can publish links to them. Employers value all types of publicly displayed work because it’s concrete proof of your skills.

Internet searches are fast becoming the new background checks. The difference is now they’re starting before the interview instead of after. Prepare yourself for your job search by organizing your digital portfolio and using it as an advantage over your competition.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Our Top 5 Jobs of 2016

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Looking to make more money? After tracking data across multiple industries, we’ve found the top 5 jobs in the highest demand from hiring managers. The economy is growing and companies are hiring around 200,000 new employees each month in 2016. Staffing agencies and employment agencies are seeing considerable demand from clients looking to fill these positions.  There continues to be strong growth in the software technology sector, with web developers securing our number 1 spot. As companies from a range of industries are utilizing software and the internet to improve their businesses, web developers are in still in high demand and the need for them keeps increasing. Even with more and more students graduating with computer science and programming degrees, there are still many open positions available today, and this trend seems to continue in the foreseeable future.

Our 2nd spot goes to accountants. Even with new accounting software being developed every year, companies still need accountants to analyze and process their financials. This traditional field is still essential for businesses and they are engaging employment agencies to find them more great candidates with these skill sets.

The 3rd most in demand position is registered nurses. With an aging population, registered nurses are becoming more and more in demand. Registered nurses provide assistance to physicians, help patients in their recovery and progress and assist with lab work. Temp agencies, staffing agencies and employment agencies are constantly being called upon to fill positions for registered nurses, as a shortage of these candidates exists.

Data Scientists hit the 4th position on our list. Data sciences and data analytics are fast growing fields. Data scientists work with engineering and product teams to develop and improve product features. Data scientists automate data collection, analyze it and then build predictive models to capitalize on future trends. Data scientists also spend a lot of their time running experiments with their data to increase the precision of their models. The growth trajectory for data scientist positions will continue to increase at rapid speeds.

Industrial Engineers take our 5th spot and are responsible for optimizing business processes and systems. Industrial engineers find efficient ways of using existing resources to eliminate waste. This waste can consist of time, money, raw materials or any other valuable resource. Industrial engineers are typically strong in math and science skills, applying them to business functions. Many industrial engineers move on to management positions because the work is very similar. Industrial engineers work across a broad spectrum of industries, from manufacturing to healthcare to transportation improving the systems of each.

If you’re looking to start a new career or you are currently in school, these 5 positions could be the best prospects for you to land the job and salary you’ve been looking for.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

How An Employer’s Culture Can Affect Staffing

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Recently, The New York Times published an article entitled “Inside Amazon:  Wrestling Big Ideas in a Bruising Workplace.”  In case you live atop a mountain without Internet or television and have missed the media frenzy, the piece is a scathing exposé on Amazon.com’s demanding and often brutally efficient workplace policies.   As we discussed in the last article, the concept of “employer branding” is a crucial part of business.   But what happens when the most vital part of a company’s success creates a negative employer brand?   And will the industry run toward or away from Amazon’s business model?  More importantly, what does this culture of high-turnover employment mean for job seekers and employers alike?

If you do live atop a mountain, you would probably benefit greatly by Amazon as a company.  In the last five years, Amazon’s popularity as a “get anything you want in two days or less” delivery service has skyrocketed.  Last year it surpassed Walmart as the most valuable retailer.

But, like Walmart, the amazingness for consumers comes at a price for the people who create it.  Amazon is able to deliver what it promises through cutthroat workplace policies. From punishing workers for illness to demanding that upper level managers work 100 hours a week, Amazon snubs the concept of worker retention for a process it considers “panning for gold.”  That is to say, it continuously weeds out employees that it doesn’t consider to be “rock stars” rather than cultivating longevity or loyalty.   This employment model deliberately guts the retention aspect of the employer brand.

But what about employer presentation?  This policy has indeed been detrimental to Amazon’s image as an employer to some degree considering that currently, in its recruitment markets, Amazon has over 4,500 open positions.  Its new employee orientation process is ongoing every day.   However, with this media buzz, their employer brand is even more negative.

In Amazon’s case, there is a unique third aspect of their brand and that is the image that exiting employees carry to recruitment and staffing agencies.  When a resume includes the company as the most recent employer, the new employer can safely assume that the candidate has a negative attitude one way or another toward work.  Undoubtedly, this negativity throws a wrench into higher level recruitment such as passive candidate recruiting and talent mapping.  When qualified people have been damaged by the work culture of an employer, the candidate pool suffers.

Is this model the future of work?   One term that comes up in discussion is “Orwellian.”  In his books, most notably 1984, George Orwell wrote of a future where people were hyper-managed with every aspect of their lives controlled and managed by “Big Brother.”  With the implication of software that monitors and analyzes the metrics of productivity of each employee from box packers to executives, Amazon is indeed fulfilling Orwell’s vision.   But does the positivity of its consumer culture balance out Amazon’s Orwellian practices?

Today, after a week of media attention, Amazon’s employer brand is about as negative as it can get.   Job seekers in and around Seattle, the company’s headquarter city, most likely know its reputation.  But as Amazon expands to other job markets, it carries the black mark that the media has put in the spotlight.  Now that the cat’s out of the bag, Amazon is going to likely see a decline in the flow of qualified workers.

But what if it doesn’t?

Whether this model succeeds or fails is the crossroads for staffers and recruiters.  Meanwhile, other giants such as Netflix are experimenting with family friendly policies such as paid maternity (or paternity) leave.   The road has diverged in the yellow wood, so to speak. In the coming decade, a new norm will emerge.   Will productivity trump humanity?  Only time will tell.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Employer Branding: Do People Love Working For You?

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It used to be that employers paid the money and held all the cards.  If their workers had something negative to say, who was going to hear them? Surely not potential candidates.  Barring workers whispering “Psssst…” to interviewees in the company’s waiting room and pulling them into the supply closet to tell them to run for their lives, employers with unfavorable working conditions were insulated from criticism that could affect their hiring process.

Likewise, it was possible for employees to keep their satisfaction at a job a secret in an effort to control the flow of job seekers peeking in the windows.   If you and your coworkers had a good deal with an employer, it was nobody’s business.

Today, the cat is out of the bag.  Employers have to polish their reputations just as vigorously as job seekers.  Sites like LinkedIn.com, Indeed.com, and CareerBuilder.com have sections where current employees can rate and review their employers.  The playing field was leveled and a two way street was built.  A good recruiter or staffing agency knows how to navigate it for both the employer and employee.

The term “employer branding” was first quoted in Journal of Brand Management in December 1996 and was described as, “the package of functional, economic and psychological benefits provided by employment and identified with the employing company.”   With the advent of the Internet era, information became exponentially widespread.  Likewise, the dot-com boom provided opportunities for the new generation in the workforce to excel on their terms.  It became an employee’s market and many qualified workers—the “Top Talent”—looked for jobs that were both financially and mentally satisfying.  Thus, they turned toward their peers to provide data on potential employers over the Internet.    By 2001, of 138 leading companies in the US, 40% claimed to be actively engaged in some form of employer branding activity. But 2003, that number was up to 60%.  Today, it is estimated that nearly all major corporations and employers (as well as many small businesses) take measures to appear attractive to potential candidates both externally and internally.

Employer brand management has two major components: presentation and employment experience.  Presentation deals with the recruitment effort.   What does an Internet search of the company yield to job seekers?  What is the company’s reputation for employee satisfaction?  Are the benefits and wages worth the downfalls of the employer?   Recruiters can help manage this process by sharing what they learn from potential candidates and job seeking website reviews.

Internally, the employment experience is what drives the employer’s brand.  No amount of company image polishing by a professional can equal word-of-mouth reviews by current employees.  Likewise, attracting Top Talent is only half of an employer’s battle.  The other half is retaining qualified workers.  Today, passive candidate recruitment has created freedom for workers to move up the ladder by changing employers.  So it is vital that companies provide a unique and unbeatable employment experience for their workers.

Employment agencies often use the term “employer value proposition” or EVP.  The EVP is a unique set of offerings, associations and values to positively influence potential candidates and employees.  These offerings can include the obvious such as competitive wages and benefits as well as components that improve the quality of employment such as flexible hours, team-building activities, and consideration for working families.

Both aspects of the employer brand have to be managed and meticulously maintained to ensure that a company is attracting and keeping the very best.   As the world grows smaller and smaller through the increased speed and availability of data and information, employees will be in the driver’s seat.

About ARC Group© 

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors. 

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services. 

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

Using Boolean Searches to Find Candidates

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Admittedly, Boolean is a funny word.  Most of us know it applies to a search technique but we don’t have any idea how.  Likewise, since the mid-1990’s, many of us use Boolean searches daily to find information on the Internet and have no idea that something so mundane has deep mathematic roots.

In the late 19th Century, George Boole, English mathematician, philosopher, and logician, made significant strides and discoveries in the fields of differential equations and algebraic logic.  He is best known for authoring The Laws of Thought.  So how do we get from algebra to Google?  And more importantly, how do Boolean searches enable recruiters to find the best candidates both active and passive?

Math and logic put into plain English, “Boolean Logic” is the process of combining certain concepts and excluding others when searching databases.  Thus, when you put the words “and” or “near” or “or” in a search engine along with keywords, you are effectively using Boolean Logic—and conducting a Boolean search.  Likewise, in modern non-mathematical use, keeping phrases together with quotation marks adds to the specificity.

While this might be as second nature as finding an Arby’s in your hometown of Arlington, TX or a solution for “poison ivy” and “toddler,” Boolean searches can be fine-tuned as sharp search devices.  Recruiting agencies use this technique to find the best and brightest candidates for positions.

Active candidates for jobs are low hanging fruit for recruiters.  Sites like LinkedIn.com, Monster.com, and Careerbuilder.com are full of resumes with searchable terms regarding the positions they are looking for.  Searching for a Project Manager in a sea of resumes where those keywords abound can result in thousands of hits.  But what about those passive candidates out there who aren’t searching for their next job opportunity?  Their contact information isn’t neatly attached to a list of their qualifications searchable online.  How do recruitment agencies source those people?

Here is where skill and ingenuity in choosing the right combination of words for the Boolean search come into play.  A skilled recruiter knows how to find ancillary words to obvious search terms that carve out and highlight paths to the candidates’ information.

As an example, let’s look at our Project Manager search.  Say the head of an ad agency wants to create such a position to head the creation of a new digital department.   He approaches a savvy recruiter who heads to the Internet.  While common sense makes this search seem easy, this is a situation where uncommon sense is employed.

The recruiter breaks down the position into a list of keywords.  Keywords can be found in the job description.  Let’s look at the keywords “project” and “manager.” The words themselves have many meanings and uses and therefore fairly useless. But when put into quotation marks, “project manager” has a more concise meaning.

The Boolean search can be further honed by adding “digital agency” and the words “and” or “or” to the search.  Likewise, depending on the search engine, the recruiter can use the word “not” to exclude terms.  So, for example, if the company does not want a candidate who comes from the software programing industry, he can add “not” and “software” to the search bar.   Some search engines, like Google, read over small words and instead use the + and – signs, respectively.

The more terms added, the more narrow the results. But which terms?  A location is always a sure-fire term.  As is a list of names of existing digital ad agencies.  While companies in a certain area may post their employees’ information publically, many choose not to for privacy.   So where are the names of currently employed Project Managers hiding out?

Each recruiter has his own secret weapons but a good start is searching for online articles containing keywords regarding honors, awards, civic involvement, and news events.   Did a competing ad agency just have a presence at a local job fair?  Were the employees of another agency featured in a press release regarding a new digital product?  These are there types of publications a good recruiter looks for.

Another avenue is social media.  Facebook, Instagram, and other sites have warehouses of information searchable online.  Simply tagging a Boolean search with “status update” can result in dozens of leads.  Likewise, image and hashtag searches can yield even more candidates who are simply mentioning their qualifications.  #bossdigitalmanager might be a lead to just the candidate the agency needs.

The genius is in the details, however, and recruiters have their own talented people who offer this edge to companies looking to find passive candidates. Boolean searches may be the mathematic tool, but the creativity of the recruiter is the real resource.   By using the formulas and strategies they have tested and perfected—as well as thinking outside-the-box—a recruiter can be invaluable to a company looking to fill an important position.

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.

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.

Avoiding High Employer Costs for Vacant Positions

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Losing Money

For many companies, the high cost of leaving a position vacant for an extended period of time is becoming a matter of great concern. More than 50 percent of employers report having open positions that they are finding it difficult to fill. Many of these positions remain vacant for more than 12 weeks.

High employer costs for vacant positions are a real concern for many employers. One such cost is simply the expense of trying to find a qualified candidate for the position. If you are spending a significant amount of time recruiting applicants and interviewing potential candidates, this can take time away from day-to-day operations.

In addition, having positions remain vacant for an extended period of time can affect the morale of the rest of your employees. They may wonder why you are having such a hard time finding anyone to fill the position. They may not realize how much effort you are putting into this task, and instead assume that you just do not care about hiring someone for the job.

Vacant positions can also significantly decrease the productivity of your entire organization, especially when these are critical positions that come with a lot of responsibilities. When these jobs are unfilled, their duties will not be performed in a timely fashion.

Since other employees will have to step up and do the work, this means that their regular duties will be put on the back burner. This can cause a cascade throughout the entire organization, eventually causing employees in different departments or branches to be affected as well. The ripple effect from even a single vacant position can be significant and last for months.

Even after a position is filled, it can take a while for things to get caught up and back to normal. The longer that a position remains empty, the longer it will take for the rest of your employees to catch up and get things back on track. Even an extra day or two can cause real difficulties.

In addition, even after a new person has been hired, it can take them a while to master their new responsibilities and get up to speed. This means that other employees will have to take time away from their regular tasks to assist the new hire in learning these skills. The training process can often increase costs for a company, since other employees will be affected.

When positions remain vacant for extended periods of time, this can affect the company’s position in the marketplace as well. If orders take longer to fill, customers may end up taking their business elsewhere. Over time, this can cause a company’s reputation to suffer.

Other employer costs for vacant positions include lost orders, overtaxed resources, and increased employee turnover. If a customer knows that an order will take an extra week or two to complete, for example, they may decide that the delay is not worth it. While your oldest and most loyal customers may stick with you, it can be hard to attract new customers if they know that they cannot expect timely service.

When your employees are asked to do more work with fewer resources, they may eventually decide to leave your organization and seek a more pleasant work environment. This just exacerbates the problem, since now you will have even more vacancies to fill. Over time, the problems caused by vacant positions can snowball rapidly.

As you can see, the employer costs for vacant positions can cause real problems for a company. Organizations need to be aggressive in filling such vacancies to avoid these very costly problems.  And if they cannot do it themselves, they should be contacting a recruitment agency to help them.  There is money to be spent there, but the money lost while having a position vacant, far outweighs the money spent on an employment agency to help you fill it.

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.