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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. 

In Recruiting, Relationships are Key

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relationships

Being a recruiter, working in a staffing agency or recruitment agency, is not an easy job.  It can be quite rewarding but the path to the reward is rarely easy.  There are several key skill sets that a recruiter has to be good at in order to be successful.  You should have the ability to perform research when trying to identify the candidates that best fit your client’s needs.  You have to have a certain tenacity, like in a sales role, to continue to pick up the phone and call potential candidates.  You have to be able to multi-task, even more so than most other jobs, due to the fact that on any given day you could be trying to fill anywhere from 3-30 different open positions.  But, in my opinion, nothing matters as much as having the ability to establish and develop relationships with your candidates. 

Most employment and temp agencies will train a recruiter on their processes, how to find candidates and even about the technical jobs that you wouldn’t normally know anything about.  These are important pieces to being a recruiter and certainly should not be overlooked.  But the one thing that is hard to train someone on, either you have it or you don’t, is the ability to effectively communicate with people and quickly build trust.  Gaining a candidate’s trust is essential to building relationships, and ultimately being a successful recruiter.  Let’s take a look at a few reasons why: 

Exclusivity – It’s not fair to expect a candidate to only work with one recruiter.  Think about it, if you are searching for your next opportunity, would you only work with one person and just wait around until they tell you about a new opportunity that makes sense?  Probably not.  But if you have a good relationship with your recruiter you just might.  So as a recruiter, it is very important to establish trust quickly with the candidate.  Make them feel that they are most important to you, which they should be, and that you have their best interests at heart.  This will lead to them working with a minimal amount of recruiters, and potentially, with just you and you alone.  This will save you from competing with other recruitment agencies for the same candidates. 

Referrals – When you have the trust of a candidate they are more likely to try and help you with other positions you need to fill.  Finding the right candidate is harder than you might think it is, but getting referrals can be your best source.  They are usually passive candidates that you may not even know exist without the referral and many times are the best candidates.  So when you have a good relationship with your candidate, and they know and feel you have their best interests at heart, they will many times help you locate a candidate for other positions.  And if not a candidate, they may be able to connect with you someone they know that would potentially know the types of candidates you are need.  Or they may just know a friend that is looking for their next step in their career and will point them to you first.  In the recruiting industry, referrals can make your career. 

Repeat – Finally, having a great relationship with a candidate can make you money multiple times by placing them again on down the road.  Maybe you placed them in a contract role that has a definitive end date.  When that date comes around, if you have a great relationship with your candidate, you will likely be the first person they call when it is time for a new opportunity.  Or maybe you placed them in a permanent role and 3 years down the road, the company is bought by someone else and major changes happen that causes them to look eslewhere.  That candidate will likely call you and ask for help in finding a new opportunity.  Regardless of what type of position you help them with, having the ability to further help them, and in the process make money for yourself, can help you continue to be successful for years to come. 

The moral of the story is to treat your candidates with respect, be communicative and do your best to establish a relationship with them.  Recruiters, sometimes unfairly, can have a bad reputation not unlike a used car salesman.  That’s usually because a lot of recruiters are not good at what they do and certainly not good at building a relationship with their candidates.  Make yourself stand out, and who knows, you may even gain a new friend in the process.

 

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. 

Some Work is Better Than No Work

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Laid Off

If you are like millions of Americans over the past 7 years you may look at your resume and realize at some point you have a significant gap between jobs.  This is a problem that has many implications.  Outside of the fact that time lost on a job is money lost in your bank, it poses a very real and serious threat for your future….getting hired again.  

While it may seem natural to think that organizations realize you may have a job gap because the economy tanked in 2008, and took several years to recover, but the reality is many of them don’t care.  From a company’s standpoint, they realize that the economy caused a lot of job losses, but they feel there must be a reason that you aren’t hired soon after being let go.  They may think that if you didn’t make the cut at your previous employer then you won’t make the cut at their company.  Or they think that even if your termination was unavoidable that you should still be hired soon afterwards if you are a good employee with good skills.  They may even think that you are lazy and aren’t trying to find new employment, and if that were the case, of course they aren’t going to be interested in you. 

I tell people in the unfortunate position of being laid off that the best thing they can do for themselves is to get a job as soon as possible.  Even if that means you are taking a less desirable position.  That way when you apply to a position that you do want the company will not look at you as someone to shy away from.  Plus it keeps money in your bank and keeps your skills sharp.  

If after being let go from your employer you find that there aren’t any positions available that you really want, at the pay you want, then I suggest taking on a contract role.  Many companies these days have moved to a “try before you buy” approach where they hire people on a contract basis, usually for anywhere from 3-12 months, then if it works out they will offer that person a permanent role.  Sure there are some drawbacks to contract positions such as lack of benefits and paid time off, but there are many positives too.  For one, the recruitment agency that you work with may offer benefits after 60-90 days.  You are also typically paid more on a contract position than permanent positions due you having to pay for health benefits on your own.  

But the biggest and best reason to take a contract position when you can’t find a permanent one that suits you is that you get to keep working.  And if you are continually working, then you are attractive to companies that seek a person with your skill set.  Plus it is easier to explain multiple jobs in a short period of time if those jobs are contract positions that have a start and end date compared to just jumping around. Not to mention you don’t have a loss of income. 

Sometimes having a job gap is completely unavoidable.  Maybe you have a sick family member to take care of, or you were sick yourself for an extended period of time.  Those are legitimate excuses and most companies will look beyond the job gap if you have a valid reason for it.  But if you don’t, I would recommend doing your best to have no more than a 2 month gap on your resume.  

So if you find yourself without a job for whatever reason, get back on the horse.  Call a temp agency or staffing agency and see if they can help.  But don’t let your ego keep you from working or finding work will eventually prove harder than you think.

 

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. 

Looking for a Job? Use a Staffing or Employment Agency

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staffing agency job hunt

Being unemployed or unhappy with your current employer can be very stressful.  There are many tools and resources on the web that can help you look for and find your next employer.  It will take being tech savvy and a lot of time, but you can do it. 

But why go at it alone when you can have a recruitment agency help you?  If you align yourself with an employment agency that has experience filling positions, in the industry that you work in, then you will gain a competitive advantage over your peers that are not using an employment agency.  Below are 3 reasons why using a staffing agency is to your benefit. 

Expertise:  A staffing agency that has been established for a while will have quite a bit of knowledge of the industries their clients are in.  This can be very helpful when speaking with them about an open position.  Assuming they are an expert in your industry, that means there is a very good likelihood that they will “understand” the position and what the client is specifically looking for in a candidate.  And because they understand the position, the recruiter can then help you position your resume in the best light by working with you on what is important to show and what isn’t.  Also, when you apply to a company on your own and have some questions that are pertinent to your overall interest in the job opportunity, getting answers can be nearly impossible.  If you are working with a recruiter then they can use their relationship with the client to get those questions answered. 

Relationships:  The employment agency you work with will have strategically placed relationships within the organizations that are their clients.  This will be helpful as they will know of positions that aren’t open to the public.  Or they can get feedback to let you know what their client thinks of your resume or interview if one was requested.  You also get to forge a relationship with the recruiter.  If you aren’t pressed to have a new job, then you can essentially put your job search on auto-pilot by allowing the recruiter to contact you when a viable opportunity arises.  Or if you are currently employed and have been contacted by a recruitment agency but aren’t interested at the time, the relationship you build with the recruiter can be quite fruitful if the time comes that you need to make a move fast. 

Costs:  There is none.  Not from where you stand anyway.  Sometimes you may have to pay for a drug screen or background check upfront but that’s rare and if it happens then you are usually reimbursed for them too.  Staffing agencies are compensated by the client that hires you, therefore you don’t have to pay anything for their services.  You may argue that your time is valuable and I would agree.  But is your time so valuable that you would rather miss out on a dream opportunity, or if you are currently unemployed, any opportunity?  Likely not. 

In the end, if you are looking for a job because you are unemployed or because you aren’t happy where you currently work, then pick up the phone and call a national recruitment agency.  If you are happy at work, and receive a call from a recruiter, then listen anyway.  You never know when you might need a new job and why not use your relationships with experts in the market to help you?  Especially since it’s free.

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. 

A Company’s Best Recruiting Tool: Reputation

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google-76522_1280

Companies all over the world face similar issues in regards to recruiting; finding the best candidates.  No longer is it easy to just post a position on a job board and watch all the qualified resumes come in.  Sure you will get tons of resumes due to unemployment rates but you aren’t looking for just any candidates, you are looking for the best candidates.  You can use all the tools available for recruiting, but if you want the best of the best, you have to realize it starts from within. 

Many organizations across the globe fail to realize that in order to attract great talent, they have to be a great organization.  Even if you have the best recruiter or staffing agency to help you locate the best talent, it won’t matter much in the end if no one wants to work for you. 

If you want to be a world class organization then you have to act like one.  Remember, you are only as good as your employees.  And if you want the best employees, then you have a responsibility to make sure people have a reason to want to work for you.  You can pay two times the average salary in the industry but if no one likes working for your company, then all you are doing is bringing people on board for high pay and a short stay. 

Think about it.  People want to like where they work.  They want to be able to proudly say they work for an incredible organization that treats their employees with respect and a culture that makes it easy for them to go to work every day.  In order to attract the best candidates, whether they are passive or active, you have to give them a compelling reason to want to work for you. 

That’s why it is important for companies to realize that their reputation and employer brand is as much as a recruiting tool as the recruiter.  People are smart.  They ask around.  They go on Twitter, Facebook and Google+ to see what you, as an organization, has to say and what others say about you.  They google employee reviews to see what current and former employees have said about your company.  If they don’t like what they see, they won’t be working for you anytime soon. 

So be active in social media, post pictures of company events or talk about employee successes.  Build a great website that talks about your company culture and all the benefits to working for your company.  Then put that into action with your current employees.  Make them feel a part of the team, no matter how big the organization.  Have quarterly luncheons or have team building days.  As your good reputation permeates throughout the community you will find better candidates that will be eager to work for you. 

Having a good reputation will help you bring in the best candidates your team can find.  If and when you engage staffing agencies for help, your reputation empowers them to find the best talent as well.  And since you are paying those employment agencies fees, sometimes quite hefty fees at that, why not make sure they have the tools necessary to sell your opportunity to the best candidates available? 

Whether a resume hits your desk through an online application, or through an employment agency, having a great company reputation will help to make sure the candidates you get will be the ones you want.

 

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. Find out more at http://arcgonline.com

Advantages to Using Staffing Agencies

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employment agencies

If you work in the Human Resources department of a company with the responsibility of recruiting and on-boarding, then you know the struggles that can happen in locating and hiring the right candidates.  Many corporations have an internal recruiting team that fill most positions, but even then there are some positions that require the use of outside help.  When that happens you should consider using an employment agency.  

Saves Money 

You may wonder why you would pay an employment agency to help you fill a position when you can do it yourself.  That would be a fair question to ask.  Many times you will be able to fill those positions yourself and save your company recruiting costs.  But what about those positions that you are having trouble finding good candidates for?  For every day you keep a position open you are losing that much more money.  Most employment agencies charge between 20-30% of the first year salary of a hire, but when you consider the costs of keeping a position open and not being productive, many times paying that fee is well worth it and cheaper in the end.  And if you sign a contract on a contingency basis, then you don’t even have to pay anything unless the recruitment agency finds the candidate you want to hire. 

Saves Time 

Your company may not have a “recruiting team” in place and only yourself, or maybe with a couple of others, are in charge of all recruiting, interviewing and on-boarding for open positions.  Sometimes you don’t have that many positions available and the workload is manageable.  But other times you may have more open positions than you and/or your staff can handle.  And the “sourcing” and reviewing of resumes parts of recruiting can be very time consuming.  Again, while the position remains open the company is losing money so it may be best to engage a staffing agency to help fill some of those positions.  That way you can use the extra time to complete the interviewing and on-boarding process as well as other daily duties that require your attention.  

More Resources 

When engaging an executive search agency you should focus on the ones that are experts in your industry with experience filling many different levels of positions.  This is important because they understand the roles and where to find people with the kind of experience you are looking for in a candidate.  And because they are looking for the same types of candidates that you typically look for, but with experience doing so with more than one client, they likely have more networking and resources available to them than the typical HR person.  Also most staffing agencies use a plethora of job board services which gives them a farther reach than most companies.  And finally, because they have recruited in your industry and many times for similar positions, they have a candidate database to use for finding the right candidate.  Whether they get them directly from there or use their relationships with other candidates to obtain referrals, that candidate pool can be tremendous resource.  

So if you find yourself in a position in HR where you have more positons open than you can handle, or if you have a few difficult positions that will seemingly stay open for months, consider engaging with an employment agency.  Companies don’t like to spend money, I get that.  But worse than that is when they lose money. 

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. Find out more at http://arcgonline.com

The Emergence of the Video Interview

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Video Interview

 

Technology is once again changing the world as we know it.  From computers that are more powerful than the ones that helped put us on the moon, to social media sites that allow instant communication with people all around the world.  There is no mistake that we have come a long way in the past 50 years, and even more so in the past 15 years, when it comes to technology.  It wasn’t long ago that not everyone had a cell phone.  These days you would be hard pressed to find someone that doesn’t have one. 

One of the cooler advances in technology is something that citizens all over the world have dreamed about for decades which has recently become a reality….video calls.  Since the internet is climbing to break neck speeds while staying affordable, through home networks as well as on your mobile phone and tablets, video calls are becoming commonplace.  This has made allowances that were never there before like professionals having video conference calls from all over the globe.  Or seeing a relative or friend on your computer or phone, while conversing with them, who lives thousands of miles away. 

Besides the ability for companies to have conference calls with video, another way that the professional world is taking advantage of this technology is with interviews.  I would like to point out a few reasons why video interviewing is a must for any corporation or recruitment agency. 

Convenience for everyone involved:  For years, recruitment agencies and corporate recruiters have needed to coordinate a good day and time for the Hiring Manager and candidate to meet for a face to face interview.  This much hasn’t changed, although the process that gets you to that point certainly has.  Usually there is an initial phone screen with a candidate to determine if it is necessary to schedule a face to face interview.  That hasn’t changed much either.  What has changed though is the in-between stage which can be a video interview.  This step allows the recruitment agency, corporate recruiter or Hiring Manager to essentially have a face to face interview over video.  And it allows candidates that are not located in the general area to have face time with the interviewer without having to travel (or spend money on travel expenses) or even miss work.  The video interview can be accomplished on a mobile phone, tablet or computer that has a web cam and a microphone (which most do) from their home, office or even car if necessary (although we don’t recommend the car).  

Saves money and resources:  Since the video interview can basically take place at any time from any place, this allows all people involved to be able to continue working on their day to day duties without putting anything off.  This will save the hiring company money and resources that otherwise would have been compromised.  The candidate does not have to take time off work, losing PTO or wages, and keeps them at less risk from their current employer finding out about the interview.  Hiring Managers can also schedule multiple video interviews throughout the day without having to miss a beat on their normal day to day activities.  In the end, if the video interview doesn’t go well enough to bring that candidate in for a face to face interview, then the only thing lost is a bit of time.  

Better than a phone interview:  One of the downfalls of a phone interview is the fact that the interviewer cannot see how the candidate responds to questions.  Sure, the most important part of questions are typically the answers, but body language and overall demeanor can say a lot of about someone as well.  From the candidate’s perspective the same downfalls exist.  They are just as interested in the interviewer’s body language and demeanor since this is an important career move and they will likely be reporting to them.  The recruiter or staffing agency that is conducting the interview will also feel more confident when presenting a candidate to the Hiring Manager, or client, due to their ability to have already “met” the candidate.  Also when working with a recruitment agency, the client can provide 4 to 5 “knock-out” questions that can be presented to the candidate through a pre-recorded video interview.  This will allow the client to see the candidates, hear their communication style and get a better sense for their experience based on their answers compared to just looking at a resume on a piece of paper.  No more “wondering” if the candidate has the necessary skills needed to be successful in the position. 

In the end, video interviews are the future until the future presents an even better option.  While technology may take away some of the human elements we have grown accustomed to, it is also allowing us to be more efficient in many ways.  If you are a recruitment firm or corporate recruiter, and have not yet used a video interview platform, I suggest you get familiar with it as soon as possible or you’ll will find yourself lagging behind your competitors.

 

About ARC Group©

ARC Group©, the parent company of Recruitment Intelligence™, has been a niche front runner in the last 30 years in the full-time, contract and temp-to-hire recruitment and consulting markets.  Attributed to the South Florida, Jacksonville and Minnesota’s Business Journal’s collection of “Top 25 Executive Search & Consulting Firms” we have a countrywide presence, and give service all throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington. Learn more at www.ARCGonline.com

7 Interview Tips to Help Ease Your Stress

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recruitment agency interview tips

Even though the economy is still struggling, companies across the country are still using recruitment agencies to help fill job openings.  At the least, that means there are jobs available and people are applying to and interviewing for these open jobs.  That’s the good news.  The bad news is that job interviews are still stressful. 

The job interview tips below should help alleviate some of that stress. These are tips that we have used for years to help our candidates prepare for a job interview and ultimately get the job.  It is perfectly natural to be stressed about an upcoming job interview but if you arm yourself with information you should be able to get through it fine.  With that said, you have to dig down and remain confident that you are the right person for the job.  Trust me, confidence shows, and is welcomed, as long as it doesn’t creep into arrogance.   Now that we got that out of the way, let’s get started… 

  • Do some research on the potential employer. Once you are scheduled for a job interview the first thing you should do, when you have time, is learn about the organization if you haven’t already. Go to their website and do the research needed to understand who they are, what they do, what they sell and everything else you can find out about them.  This is also the time you can come up with 2-3 questions to ask the interviewer when given the chance.  Think of big picture questions though, don’t ask about benefits or vacation time. 
  • Make sure you study. Refresh your memory on your own work history.  Study your resume, think of examples of your job experience that you can call on during your job interview.  Feel comfortable with reciting where you worked, when you worked there, what you did and why you left.  If you have any significant gaps between jobs make sure you know why that is as well.
  • Don’t forget to groom yourself. Go get a fresh haircut within a couple of days of your interview.   Get your suit/business attire pressed at the dry cleaner if possible.  Clean your shoes and make sure they look nice or buy a new pair.  If you have facial hair make sure you have that trimmed up nicely.  First impressions are extremely important so you should look your very best.
  • Get to the job interview early. You are freshly groomed with a world of knowledge about your own background and the company that you are interviewing with.  Now make sure you get to the interview no less than 15 minutes early.  As I said before, first impressions are extremely important but that doesn’t mean only looking good.  That means being punctual as well.  If possible, take a ride to the job interview location, a couple of days prior to the job interview, around the same time that the job interview would take place.  This will give you an idea of how long it should take you to get there when including traffic and construction.
  • Smile and be engaging with the interviewer. Look them in the eye when you are talking.  Do the same when they are talking and affirm you are listening by nodding when it is appropriate.  When asked about relevant experience to the position, tell them which company, position and specific duties you were responsible for and how it relates to the question you are asked.  Talk about what you did and not so much about what your team did.  At some point you will be given an opportunity to ask them questions so make sure you have a couple questions prepared from your research on the company.
  • Ask for the job. If you feel everything went well and you want the job, go ahead and ask for it.  Ask them what the next steps are or how you rank compared to other applicants.  Companies like people who want to work for them so if you want the job, make sure they know it.  Just don’t sound desperate.  As you are leaving the job interview, make sure you get some sort of contact information if you don’t already have it, preferably an email address. 
  • Write a thank you letter after your job interview. When you get home take some time to think about your job interview and what happened during it.  Were there a few skills they honed in on that would seem important to the success of a person in this role?  Write a thank you letter thanking them for their time, reaffirming your skills that are necessary to be successful and leaving any contact information for them to call or email you for the next step.  Make sure you spell check it and email it if you have the email address.  If not, you can either drop it off or send it via regular mail but the preference these days is email. 

Hopefully that will be all you need to land the job.  Of course, there may be multiple job interviews or job interviews with multiple people.  But the core information you need to be successful is listed above, regardless of the interview process.  Like I said, a job interview is stressful but a lot of times that comes from the unknown.  Maybe after you have prepared yourself you will feel there is less unknowns, therefore less stress.  Good luck and happy interviewing…

 

About ARC Group© 

ARC Group©, the parent company of Recruitment Intelligence™, has been an industry front runner over the past 30 years in the fulltime, contract and temp-to-hire staffing and consulting markets.  Acknowledged 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 service sites throughout the US, including Miami, Fort Lauderdale, Palm Beach, Jacksonville, Minnesota, Chicago and Washington. Get more information at www.ARCGonline.com

Why So Much Love for Passive Candidates?

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If you work for a recruiting firm, or in Human Resources, there is no question that you are familiar with what a “passive candidate” is and how sought after they are.  I was recently reading an article about passive candidates that proclaimed in a survey that 25% of the global workforce are currently seeking a new opportunity.  45% of them are open to speaking to a recruiter about a new opportunity and 15% are currently engaging in networking to see what else is on the horizon.  Only 15% state they are not interested in a new job.  To the recruiter, that means there is 60% of the workforce that will not likely see any job postings because they aren’t looking in that direction. You also have to wonder how many of the 25% of “active candidates” in the workforce will miss your job posting because they get busy at work and miss a few days or weeks of searching.

I thought it was a good article and decided to read some of the comments.  Most seemed to agree with my thoughts about the information presented but one person stated that all he hears about is how great a passive candidate is, but has never understood or had someone explain why that is.

Here is my opinion on the matter.  Passive candidates “could” be better than your typical active candidate, the person that is actively seeking a new opportunity, for a couple of reasons:

  • First….they are working. That means that during a company’s ups and downs, that candidate is still employed and being successful.  Most companies would covet that person.  And why wouldn’t they?  If you have 2 candidates with equal education and experience, who would you rather have?  The person currently producing and likely either making/saving money for their current organization or the person that is searching for the next opportunity because they were about to be or were recently laid off from their last employer?  Even if they are still working, the person actively looking is doing so for a reason and for all you know it is because they know they are underperforming.
  • The second reason is simple. EVERYONE is recruiting the active candidates.  As a recruiter you are competing with many other opportunities for the same person, or competing with many other recruiting firms for the same opportunity.  Since most recruiting firms work on a contingency basis, that means there could be a lot of work for ultimately no money.  The passive candidates that are out there may have been called a few times regarding other opportunities but your chances of competing with another opportunity at that time, or even with another recruiting firm for the same opportunity, goes down significantly.

Remember, I said that passive candidates “could” be better than your typical active candidate.  What I didn’t say is that they are better 100% of the time.  Why?  Because that wouldn’t be true.  While there is certainly a chance that a candidate is searching for a new opportunity because they are about to get fired for underperforming, there is also a likelihood that they just need a better situation for themselves.  They might need more money, a better work/life balance or better growth opportunities.  In the end there is definitely a possibility that the active candidate can be just as strong for a position as a passive candidate.

To sum it up, no one is saying that the passive candidate is unequivocally the better candidate to target 100% of the time.  But if dozens of recruiting firms are talking to the same candidates currently searching for a new opportunity, wouldn’t it be wise to start looking for fresh candidates?  And where would you find those candidates?  That’s right, at work.  That’s why companies that have the ability and experience to identify and source passive candidates will ultimately have a leg up on other staffing agencies.

 

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