ere is plenty of value from quality agencies. I like to look at us as specialists who can help a client do things where they don't have the expertise to do so; offer advice on market trends, retention strategies, branding of a firm, and other facets with 'talent acquisition'. A free job board can't do that for you.
Yes, there are many free (or inexpensive) tools out there; however even that market has become saturated; how do you sift through that? How do you know if you are utilizing the right tools or not? And will they consistently deliver? Sure, you can cut down on agency usage; however in my vertical (technology), that isn't as prevalent.
My value-add is building a relationship with a client, more so with line managers, to truly understand their business - not just whether they need a Java or .NET coder - and partnering where the relationship works both ways. Hiring is an extremely important part of any business, and when it's taken seriously - including the use of experts (outside vendors/agencies) - that's when things work.
You get access to Monster and Careerbuilder and Sendouts. Plus other assorted training stuff. For that you will pay them $25,000, which is 50% of the first 50k that you bill, and you keep what you bill after that.
You're still paying them $25,000!
You could buy your own subscription to Monster and Careerbuilder for roughly 6k each, give or take a little depending what options you choose. But it's still less than half the price of what you'll pay AgentHR.
I pay $69 a month for my ATS, cbizsoft. Sendouts may be a little higher, but probably not that much. There's lots of inexpensive ATS options that you can pay monthly.
They also do the invoicing and collections. They position that as if that is a benefit for you. I don't see that it is. It will take you longer to get your money. If you invoice and collect yourself, you have much more control over the process.
Bottom-line is if you have the initiative to commit to the business for at least a year, putting in 110%, you don't need AgentHR to be successful.
However, if you're not sure if you can do it, and don't want to invest any money in yourself up front, then AgentHR might be an option.
But, if you're going to go into business for yourself, believing you can do it, and making a dollar and time committment is essential.
If you invest the money yourself, up front, you might be even more motivated.
Just my take on it.
our nice comment).
I used Surveymonkey.com and it can certainly be also used for a poll.
It's a really convenient, easy to use and inexpensive site, I think.
I suppose if you post right on LinkedIn though members are more likely to answer.
Suzy said:Hi Irina,On LinkedIn polls, you are limited to 5 questions with 74 characters or less, so I was trying to get to the *meat* of the topics. Your questions are great- that would have to be another poll. Care to start one?
Irina Shamaeva said:Hi Suzy,I'd like to see some other choices in the poll, like:"More interesting, challenging work""A better chance for professional growth""Doing things that I love"What do you think?-Irina
, and corporate staffing manager. I've worked for the "cushy paycheck" (but believe me I had accountability!), the down and dirty 100% contingency commissions, the tiny unlivable base salary plus commission (keeping us "hungry"), the 1099 hourly rate, etc. There has been one constant, and that was the work, which is by NO means *just* finding people. It's knowing the right person to find, finding them, then closing them. It's understanding the role/industry for that particular search, communicating effectively with hiring managers and candidates, balancing the needs of the organization with the needs of the candidate, counseling scared hiring managers and candidates to make that final decision, dancing the tightrope of tense offer negotiations, mentoring junior recruiters, researching trends and deciphering what is useful and what is not, sifting through piles of resumes, reading, talking, networking, selling, creating relationships that last beyond the start date, I could go on of course. Any good recruiter knows the list of skills they have to employ (pardon the pun) to get the job done. Don't get me wrong; I love social media, all the new tools out there, use them once I find them and continue to use them if they work. However - the basics of recruiting successfully stays the same, no matter what your venue. I think recently, companies have found they can employ good recruiters at hourly rates vs. retaining agencies to do the same for high fees- I believe staffing will always be about supply and demand and solutions will evolve and change accordingly. We happen to be in a downturn where there are many candidates, and many recruiters available. At the moment , companies have the luxury of using the most inexpensive choice for their hiring needs if they choose to. That may change if/when things pick back up again.…
surance and US Cellular with an innovative, inexpensive way to recruit and advertise that no other company can offer!! Our two products a 60 second Video Job Report and a 3 minute Company Profile are both created in our studio with an MSNBC news format. The Video Job Report is specific to an individual position opening where the Company Profile allows the employer to talk about themselves, their brand and culture, for 3 minutes. McDonald's refers to JSTN as the "You Tube of recruitment"! Since the launch we have been written up in Bloomberg News, Reuters, and Crain's publications.
We are a fast growing innovative company looking for a high quality sales force. Due to our growth, we currently have many professional sales positions available across the United States. The position is straight commission with no cap! There is an enormous income potential!
Implement and assist in developing marketing and sales strategies as directed.
Submit status reports on targeted companies and paperwork accurately and on time.
Maintain a professional business-like appearance at all times.
Develop and maintain a positive business climate for the Company.
Minimum 18 months of current outside business to business sales experience or previous recruitment experience required.
Please email your resume to email@example.com…