Forward thinking companies always want to stay on the cutting edge of everything – technology, marketing trends, and the best way to attract and keep top industry talent. In their recent report, Small and Mid-Sized Business Recruiting Trends 2017, LinkedIn provides some insight into what we can expect from recruiting as we head into 2017.
As headhunters we know that switching jobs is a big deal in someone’s life. After all, most of us spend the majority of our waking hours at work. That’s why we do our best to ensure our candidates are taking the right next step for their careers before we place them. Are you considering changing jobs? Ask yourself these questions first.
One of the most challenging parts of my job as a headhunter isn’t when I have to tell somebody they didn’t get the job, nor is it the hundreds of interviews I have to do every month. The most difficult part is when I have to stall willing and eager top quality candidates on behalf of a slow-moving client.
A lateral hire is someone hired “from the side”, meaning at the same experience and wage level as their previous job. As most hiring managers and HR professionals know, luring a top candidate away from their current job to one with the same salary and title can require a bit of finesse. Here are my top tips on how to complete a successful lateral hire, starting from the first point of contact, the job posting.
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.
If your organization is searching for new employees, chances are that you have considered using social media to find the right candidates. There is ample proof that social media can help fill jobs. Numerous industry reports indicate that the vast majority of hiring managers are using social networking sites such as Facebook, Twitter and LinkedIn to identify and screen candidates.
The cost of employee turnover is higher than you may think. Attrition costs can add up to 1.5 – 5 times the employee’s salary, not to mention the negative cycle that comes with a high turnover rate: Lowered morale, lowered productivity and innovation, poor employment brand and referrals, and lowered customer satisfaction and profitability. Here are nine steps to avoid the cycle and recruiter proof your company.
By Toronto Marketing Recruiter Mark Rouse Everyone knows that top talent is hard to find. The very existence of recruitment firms like IQ PARTNERS is ample evidence of this simple truth. What is less well known…
