The IQ PARTNERS Blog

Dear Corporate Recruiter,

As an Agency Recruiter (headhunter), I/we am/are pleased to be chosen to assist you in your important search. It is our aim to be able to partner with your company and truly become an extension of your function. As Jim Collins says, “People are not your most important asset. The right people are.” As headhunters, our goal is to find you those right people who will reflect well on your function and within your company overall.

Hiring managers have lots of options when it comes to finding top quality talent. You can leverage your personal network, employee referrals, social media (LinkedIn), online job boards, using HR, and of course… an excellent headhunter.
To help you decide, keep in mind that 2 things will never change:
1) The best candidates are not “looking” for a new career;
2) A poor hire is extremely costly to your organization.
… So you’ll need to invest some resources, whether they be time or money. Here are 3 points to consider when deciding, “should I hire a headhunter or just use HR?”

You’re a job candidate being screened over the phone by a recruiter or hiring manager. How do you make a good impression when the only touch point is your voice? Phone interviews can be intimidating but they don’t have to be. As recruiters, we’re on the phone all day long. We’ve heard our share of great phone screenings … along with not-so-great ones. A good recruiter will work with you to make the process smoother.

There are lots of reasons to quit: you’re no longer challenged, you don’t fit in with the culture, the commute is too long, a better opportunity has come up… the list goes on. Regardless of the reason (yes, even if you hate your boss and your job) quitting professionally is the right thing to do and will benefit you in the long run. Here are 5 tips from a headhunter on how to quit your job the right way.

Last week I wrote about the Do’s and Don’ts of How to Land a Candidate, with tips like be prepared, be visionary; don’t be casual or negative. To take it a step further, I want to be specific about what to say and not to say to land that top candidate.

We’ve all been there. You are interviewing for an important hire. And then you meet “The One,” the candidate you want. The one you know is right for the role in addition to being someone you like and will enjoy working with. And then you realize you have to make this candidate want the job as much as you want this candidate. To complicate matters, this realization usually arrives during the interview. You need to be prepared. Here are 8 tips on what to do and what not to do if you want to land the candidate.

In a text message world, our collective outlook on email has become increasingly casual. But this can have real implications in a professional setting, in terms of the practical dissemination of information, productivity, and perception. To help you simplify your life in 2015, here are 4 quick and easy reminders to help you write (and receive) more professional emails.

Preparation breeds success which is why finding employees who fit perfectly with a company’s goals and culture is the largest contributor to a company’s long term success. In this blog I will outline the top questions headhunters should be asking to find the best fit candidate for the job.

We are thrilled to be included for more than 10 years in Marketing Magazine’s annual Salary Benchmarks publication. Salary Benchmarks coverOn newsstands now, the article breaks down who’s making what in the marketing industry and why. It includes data and salary ranges for 89 key positions, with first-hand accounts and data from 21 high-profile industry-specific recruitment professionals, including IQ PARTNERS’ own Bruce Powell, Randy Quarin, Mark Rouse, and Maurizio Calconi. According to the article, “the result is a comprehensive snapshot of the modern marketing job landscape”.