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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.

Press Release: American Recruiting & Consulting Group Announces New Hire

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Weston, FL – American Recruiting & Consulting Group (ARC Group) announced Monday that John Burke has joined the firm to further develop their growing portfolio of accounts in and around the Jacksonville, FL area.  John Burke comes with a wealth of experience in sales, specifically in the recruiting industry, with over 15 years of experience specifically in recruiting and account management. 

John joins ARC Group as the Director of Business Development and will have a focus on medium to large companies that have hiring needs.  With his extensive sales and account management experience, ARC Group’s CEO, Gregg Podalsky, said “John’s wealth of experience and industry knowledge will make him a key addition to our organization.  We hire talented individuals like John as a sign of our commitment to continually enhance the level of service we provide to our clients and to be the leader in the recruitment industry space.”  

On his hiring, Burke stated, “I’m thrilled to be working with ARC Group and doing what I love to do, which is building relationships and helping clients grow their businesses by identifying and recruiting the most qualified talent in the market.”  

John Burke will be based in our Jacksonville, Florida office. 

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.

In Recruiting, Relationships are Key

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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. 

Press Release: American Recruiting & Consulting Group Completes Acquisition of The Marver Group

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Weston, FL – American Recruiting & Consulting Group (ARC Group) has completed the acquisition of The Marver Group, led by Nancy Marver-Ilhan, which is a respected Executive Search Firm in Chicago that opened in March 2003 and specializes in Commercial Insurance Search.

With this strategic partnership, ARC Group has added an additional level of expertise to their portfolio and will be able to help better service clients in the Insurance Industry, not only in Chicago, but also on a national level.   Nancy and The Marver Group bring a wealth of experience to ARC Group. Nancy has been recruiting professionals in Underwriting, Claims, Operations, Loss Control, Human Resources, Marketing and Management for over 25 years.

“We are very excited to have acquired The Marver Group for several reasons,” said Gregg Podalsky, CEO of ARC Group.  “We have had great success over the past 30+ years and are always looking for ways to better service our clients’ needs.  The Marver Group acquisition helps enhance our existing capabilities and accomplish this goal.”

 

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.