Search Results - apparent

Blog Post: How to Sell Your Brand As You Interview Job Candidates

Top IT professionals have no shortage of employment options. They…

Added by TransTech Staffing at 10:35am on April 13, 2017

Blog Post: What If?

A great question that has come to mind for me in successive months is - what if?

I have pondered the reasons why certain things happen and why others apart from every controlled…

Added by Mike Rasmussen at 10:26pm on April 26, 2011

Blog Post: Green Means Gold: Sustainability the Key in Attracting Talent

It should come as no surprise that a strong…

Added by Alicia Walker at 6:25am on May 21, 2021

Topic: YOU Have the Gold!: for his sport are not only apparent from the get-go but infectious, as well. Peter has spent the better part of 12 years honing his craft, having worked for such software giants as VMware as a Senior Strike Recruiter - even his title is descriptive of his athletic nature! At BSM Associates in sunny Irvine, California Peter recruits, exclusively, Sales Professionals for major software companies. I asked Peter about the communications required of a professional, like himself, when working with current and potential clients. His words about controlling the client communications aspects of a search are indeed wise. "You must qualify each recruitment at the very beginning. Qualify your client's commitment to the process. How does that Hiring Manager respond upfront? Mutual respect has to be established." Peter went on to say, "Know what they are looking for before going into the call. Do your homework about the company, act like you care about their product/service. And act like you have known them for a while." So having an ease about yourself, a confidence that your process will fill their needs is a sure way to get a head start in bridging the communication issue with clients and hiring managers. One of the most interesting things Peter shared with me was his follow-through process. "I give my clients a time frame of when they can expect a field of candidates to be presented. I know going in to this how many they would like to see and I commit to having that many in front of them within a week. Then I call them on their commitment to me and my process by asking when they can commit a couple hours to conduct interviews once they have reviewed the resumes. I ask if I can calendar some time in their Outlook with resumes attached, so the details about each candidate are right there in front of them. This is taking the aggressive approach to qualify their commitment to the process. Most importantly, I make sure I understand fully the parameters of the search, as well as my client's style. I listen. I listen to what they are telling me. A lot of recruiters get so excited about having a conversation with a client that they fail to get all the details and communicate first and foremost..., they just hang up the phone and do a little dance. " Communication is key if success with a client or hiring manager is to be achieved. Peter also addressed something many third-party recruiters forget: you can be selective! When sending resumes of potential candidates, give reasons why the resumes should be looked at, and why the candidates should be considered, telling your client, "You asked me for this and I gave you what you asked for." Success comes from doing your homework, having a base knowledge of the space you are recruiting in and knowing who your clients' competitors are. You have the right as someone who works hard in this tough industry to decide if this is a company you want to work with or are they a source company, from where you may want to pull candidates. The number one way to be happy in this job and with your clients or hiring manager is to qualify your search. As Peter gives me his parting words, I envision him, like a true athlete with gold medals dangling around his neck. "You (the recruiter) are the one holding the gold. If you don't see it like that, then you have not differentiated yourself from the better recruiters out there."…; Added by Rayanne at 1:54am on February 17, 2009

Comment on: Blog Post 'The "Candidate Experience": There isn't one...': but I think that is understandable. We as recruiters (I don't see the point you are trying to make in differentiating between in-house or agency, but I'll come back to that in a moment..) need to recognise and fully appreciate that we are involved in big parts of people's lives. Seriously - not everyone, but lots of people rely on us to help and support them through a process that in the end, directly or indirectly, will result in them finding a fabulous new job and career. Or even in some very real cases, just a job that means they can pay the mortgage and keep paying for the essentials. So it's no wonder that on just about every level you can think of, recruiters / resourcers play a critical part in helping, supporting and adding value to the lives of those we work on behalf of. Which is why when it goes wrong it impacts on them in such a real way. Their jobs are such a large and important part of who they are, they're identity. So we should not underestimate the role we need to play. So what more can we do? So much I guess. On one hand I like the initiative of a 'Candidate Experience Awards", but they already exist and the more powerful and meaningful for me is in meeting a candidate and listening to them first. I think it's all too easy to put a poster up in one's offices stating a vision for delivering a great candidate experience, but until you actually speak to a candidate on a level and as an individual then I think it can be all too easy to get tied up in marketing speak. So talk to them, don't just funnel them through one part of a process then another! Which takes me back nicely to the in-house (direct) versus agency comparison. Completely irrelevant. Saying more "poor experiences" or even "better" / "good" ones for that matter is not comparing eggs with eggs. The balance is shifting, but the greater volume of roles have been via agencies and in-house is still growing. So of course the greater number of bad experiences will be via agencies. Though I would agree in part by saying that a commission based industry is always going to have one eye on the bottom line rather than the interest of the candidate. Which leads me to my last couple of points. RECRUITERS DELIVERING A GREAT CANDIDATE EXPERIENCE as our industry vision? YES PLEASE! I'd LOVE to be part of a wider conversation with you on how we can get the ball rolling on more of an industry level. BUT... this needs to be done in tandem with getting rid of a "salesy" commission based earnings structure on the agency side for those who intend to take it seriously. They are intrinsically linked and we need to make this a two pronged attack to succeed. Also, on the client / in-house side, I've seen ATS / portals simply used as a method to "communicate" with candidates, but in truth to keep them at arms length. And that includes "big employers" I see on twitter advocating a great candidate experience. The reality can be very different! As employers continue to invest in such soft ware and infrastructures, perhaps part of their consideration might be investing in a process that also involves speaking directly to candidates. There seems to be an apparent assumption on the part of some that this part of the process is more about "taking people out of the process" rather than "helping and supporting them through it"... Now, there's an idea... :-) …; Added by Andy Young at 11:56am on September 27, 2011

Blog Post: Digging Into RecruitingBlogs.com v2.03 Verbal Summary

(Jan 09, 2009) It's not the shovel, it's the garden.

Have you been following the defriending trend? The notable tip…

Added by John Sumser at 5:58pm on January 15, 2009

Blog Post: How the U.S. Navy Improved Training with Video Games

Kinesthetic learners make up over one-third of the population, so most…

Added by Sean Pomeroy at 2:21pm on June 25, 2014

Blog Post: How To Prepare Your CV for Your First Job: Just finished college or university? If yes, there's a good chance that you're trying to figure out how to embark on…; Added by Ladderise at 10:31am on March 10, 2018

Blog Post: The good, the bad and the ugly...: I have recently had the pleasure of managing a large volume recruitment project, and utilised partnerships with other agencies. It ocurred to me to actually learn something from my range of…; Added by Sarah Calverley at 5:11am on July 12, 2011