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”.
As a headhunter, you recognize them almost as soon as you meet them. That rock star candidate who will stand out from the rest and be much more likely to be offered the job. Why? Because the top notch candidates, the ones with passion as well as prowess, share a number of common characteristics.
It just makes sense that the best talent in the marketplace want to work with the best companies… and they are never short on offers. This is, of course, because top performing groups of talent are really what drive positive business growth, and continue the cycle of attracting the best people, which leads to ongoing success in business.
As a company in a competitive market you want to make sure top candidates are drawn to you as a destination employer. How?
With so many search firms of all shapes and sizes out there (global or independent; retained or contingent) selecting a partner to help fill a critical vacancy can be challenging. However, there are simple questions you can ask a potential recruitment partner to help ensure a successful search.
As a headhunter, I screen and interview candidates regularly, so I know first-hand about putting candidates on the spot with difficult questions… and how stressful it can be! The only way to handle tough questions is to be as prepared as possible. In this post I’ve outlined the 13 toughest questions interviewers almost always ask, and provided guidance on how to answer them.
