Using consultants as seasonal workers or parental leave replacements is one thing. Having them lead an entirely new project or design an original system is another. Too often, companies are restricted by an unnecessarily narrow understanding of what a consultant is – when in reality, they can be whatever you need them to be.
According to the Bureau of Labor Statistics, 16.6 million US workers are classified as independent contractors, on-call workers, temporary workers, and contingent workers. Among those 16.6 million people is your next star consultant.
Remember, these are highly accomplished professionals, looking to quickly and efficiently leave their mark on your company. Don’t simply use them as a placeholder. Tap into their technical skills, draw from their expertise, and really get your money’s worth.
Check out these 3 unusual ways that top companies are using consultants ...
3 creative ways to take full advantage of your contingent workforce.
Anything that can simplify, streamline, or automate the hiring process is usually warmly welcomed by the recruiting community. After all, such a scientific approach to hiring should eliminate bias and streamline your process - right?
Cue personality tests. They provide a semi-scientific method to narrowing down a candidate pool, without devoting any extra man-power or hours. On the surface, it seems like a win-win. But dig a bit deeper and the premise begins to fall apart - the type of test, the metrics measured, and even the time of day can impact results.
Introvert or extrovert? How personality tests are skewing today’s hiring
Recruiters don’t often come with a user manual or best practices guide for taking full advantage of the resources we offer. And because of this, many hiring managers, companies, and recruiters end up feeling less than satisfied.
From mismatched ‘culture fit,’ to candidates ghosting on interviews, companies are left wondering what went wrong. Where is the process falling apart?
During my 10+ years in this business working directly with executives and hiring managers, I’ve witnessed the collapse of countless candidate-company and company-recruiter relationships. And each time,...
4 ways your company can get more from your recruiter, build better relationships, and save money
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PROVEN RECRUITING EXPANDS TO HELP DALLAS-AREA EMPLOYERS HIRE TOP TALENT IN THE NATION’S #1 CITY FOR JOBS
As the war for top talent surges, a new recruiting resource emerges for Dallas-Fort Worth area employers
DALLAS, June 18, 2018 /BusinessWire/ -- Proven Recruiting, one of Southern California’s leading job placement agencies, announced today the opening of a new office in Dallas, Texas to provide much-needed recruiting support for employers in...
Dallas Job Market Infographic and Exclusive Trend Report
Even the highest paying, trendiest job can be sabotaged by a bland or unrepresentative posting. We’ve all experienced it; you post about an exciting new opening at your company, only to find that very few people - with often misaligned skills - are applying. What gives?
Yes - you’ve described the ideal candidate, outlined the key responsibilities, and alluded to opportunities for growth. But have you communicated your culture? Have you drawn people in? Are you really describing the person who would best fit the role?
The most successful job posts don’t simply explain the position - they make people engage with it on a personal level. These posts show candidates how they will help move the company forward, how they will contribute to its growth and culture.
Want to increase your qualified applicants? Follow these steps:READ MORE
Write smarter job posts, attract better candidates.
Did you know? While unemployment sits comfortably at a 17-year low, 40-60% of people are looking for a new job. That means millions of currently employed individuals will be making their next big career jump in the near future.
Add to that the rate of Boomer retirement, and you’ve got yourself an exceptionally tight and competitive hiring market. It’s in times like these that you have to work extra hard to retain your best workers, while making sure to keep them challenged, supported, and - above all else - not stifled.
For the past few years, the retention conversation has largely revolved around perk...
Losing employees? Here’s how to retain your best workers.
Think back to your early career, when your day wasn’t booked by meetings and appointments and performance reviews. You probably spent a lot of time not knowing what to do with yourself.
Millions of employees fall prey to workplace idleness. And it’s not their fault - far from laziness or incompetence, the causes of workplace idleness are usually ingrained in the fundamental systems which underlie office norms and politics.
Again - remember your early days, when you were working your way up the ladder. If you’re anything like most people, you’d have to be physically threatened before admitting to your superior that you had ‘nothing to do.’
Now that you’re the boss, you see the error of your ways. Idleness is costing an estimatedREAD MORE
How keeping your employees engaged can save you millions.
You know how it goes; just as every software engineer has a preferred language, or every photographer a favorite camera, every recruiter has a preferred set of tools. From Indeed and Dice to CareerBuilder and LinkedIn, we’ve all been guilty of favoring that which is familiar and easy.
But five years in recruiting has taught me an important lesson - it’s taught me to diversify. Diversify candidate pools, job boards, and - perhaps most importantly - the type of software I rely on to make connections.
On my own, I’m just one guy trying to connect with thousands of professionals, many of whom are not interested in my advances. But with these tools, every InMail I send or phone call I make is informed by an army of data-driven technology.
These are the tools I wish I knew about when starting out as a recruiter:
Six free recruiting tools that will change your life
1. READ MORE
Depending on your industry, it can range from extremely easy – doctors, social workers, veterinarians – to extremely hard – software engineers, statisticians, data scientists – to identify and retain female professionals. While women comprise nearly 50% of the US workforce, they make up just 24% of STEM workers.
But women aren’t an impenetrable black box of motivations and desires, their needs unknowable and their job search patterns random. Their drives are, in fact, quite easily discernable – if only you make the effort to listen.
Stop losing out to your competition or lagging behind your industry. With the talent shortage growing every day, the need to attract, hire, and support fema...
Why You’re Not Attracting More Female Candidates
No question, it’s a tough time to be an employer. With unemployment at a 17-year low, qualified professionals have their pick of companies. Regardless of award-winning culture, competitive benefit packages, and generous bonuses, candidates – empowered by a buoyant market – are going to sometimes refuse your offers.
It’s when this becomes the norm – when the majority of your candidates, having devoted hours of their time to interviews and tests, decide against you – that you need to carefully evaluate your hiring process. At what point is it falling apart? When is the person losing interest? What can be done to change their mind?
It comes down to a few simple chan...
Breaking the cycle: why candidates are rejecting your offers.