The tension between agency recruiters and HR professionals has seemingly been growing since the dawn of hiring (so, forever). I never understood the issue; don’t these two roles complement and support one another? They do, clearly. Yet agency recruiters try to bypass HR at all costs, and HR professionals – among whom I can include myself – often feel that recruiters are trying to steal our jobs.
I get it; as HR professionals we don’t like to imagine that some outsider can swoop in and do our jobs better. But here’s the thing – recruiting is far from the entirety of what we do. So why not consult with experts to help improve this one small part of our role, and in the process potentially help improve our company exponentially?
As an HR professional who spent the past six months working at a recruiting firm, I’ve been exposed to both sides of the equation. Here’s what I’ve observed:
1. HR has enough on its plate
Agency Recruiters vs. HR
Hiring managers will thumb through hundreds of applications, pay hefty advertising fees, and employ multiple internal and external recruiters in an effort to build the best team. All that work, when a simple thank you can often do just as much (if not more) for your hiring goals.
Hiring managers: you can interview as many candidates as you like, but if you aren’t expressing authentic gratitude during the process, you’re likely to lose your best candidates to your competitors.
The same can be said of candidates: if you’re not investing emotional energy in your future manager and recruiter, they’ll never fight to get you the best salary or benefits.
I’ve personally experienced the power of a simple thank you and I’ve seen what it can do for your professional development. Here’s how gratitude can transform your hiring process:
The Career-Changing Power of a Simple Thank You
1. Happy employees don’t leaveShowing gratitude is the easiest way to keep your team hap...
You and your hiring team need to quickly and accurately assess the merits of a given candidate without involving them in a prolonged interview process, during which time they’re likely to find work elsewhere or lose interest.
It all starts with asking the right questions. Don’t waste time on surface-level conversation; instead, develop a series of thought-provoking prompts that, when used effectively, will naturally reveal your candidate's character, values, skills, and motivations.
6 Must-Ask Questions To Hire Stars
1. "Tell me about an instance where you’ve been #1"
School, sports, work - this prompt can be taken in a number of different directions depending on the person you're interviewing. Regardless of how they choose to answer, the response will clue you in to their relationship to hard work, commitment, and success. Can they put in the hours, the effort, the emotional investment in order to be the best?
We find this q...
After multiple phone-screens and in-person interviews, the candidate accepts your offer. You begin to schedule on-boardings and trainings with various managers. The office is buzzing with excitement not only for the new addition, but for the opportunity to offload the extra work the team has taken on to compensate for a long-vacant position.
Day one comes and no one shows up. Day two, three, four - no word. Sound familiar?
According to a newly released Indeed survey, one in five workers will ghost on their first day. This statistic is backed by my own recruiting experience - in the past month I’ve personally had two professionals completely disappear after accepting an offer.
I know what you’re thinking; those ghosters must be low-skill workers accepting junior positions. Yet Proven Recruiting’s last two perpetrators were both Senior Accountants. In fa...
The ghosting phenomenon: how to read the signs
Failing to spark someone’s interest in the span of a few short seconds can mean a perfectly qualified professional will skip your job and apply for another.
Writing fun, smart, incisive job posts is part of our everyday work as recruiters. Given that it takes, on average, 80+ days to fill a professional role, you can’t afford to miss out on the right person.
We’ve developed a system to make each post unique and engaging without the need to spend unnecessary time or energy crafting a literary masterpiece for every role. Here’s how it works:
First, consider the big picture
How-to guide: writing engaging job posts
BrandingJob posts don’t exist in a vacuum - they’re a vital extension of your company that will be seen and judged by thousands of people in your industry. Maintainin...
Hiring for diversity doesn’t happen by accident. Left to their own devices, most companies will simply replicate their current workforce, whatever that means for them. It’s only natural for Managers, Directors, and Executives to want to surround themselves with that which is familiar - to do otherwise requires concerted effort, strategy, and self-awareness.
That’s where the Diversity Hiring Checklist comes in. This checklist has worked for us and for the companies we work with. If you follow it carefully, it will help you quickly boost your diversity efforts and start to effect real change:
5 proven ways to increase diversity hiring
The Diversity Hiring Checklist
1. Create an original diversity statementIt doesn’t need to be complex, but it does need to be unique to your company. Retire ...
To be completely honest, our industry lives off of your company’s attrition. When you lose your best employee, we as recruiters gain a highly marketable candidate. So yes, if you think we have a vested interest in the topic - you’re right. But that’s not why we’re writing this article.
Recruiting has one of the highest turnover rates of any industry. With every new year, multiple star recruiters will leave our ranks - destined for something or somewhere else. And while upsetting, this has made us experts of attrition, both the good and the bad.
Why you should let your best employees leave
Few people will retire at your company.Even the best companies - the ones that win all the ‘best places to work’ awards and offer in-chair massages and free daycare - are plagued by higher than desirable turnover rates. Not every company can be every person’s perfect match, and that’s perfectly okay. Even you, as a hiring manager or executive, will likely leave your current business someday. You will do t...
No, we’re not talking about how impossible it is to form an accurate judgment of a person’s skills and character in under an hour. We know that, you know that, the entire internet has pontificated on that. It’s no secret.
And no, we’re not talking about how easy it is to ‘game the system’ - or how we ourselves have multiple articles specifically geared at training people to succeed in interviews, regardless of their professional merit. That goes without saying.
What we’re talking about today is how the whole unstructured interview process can be overhauled and replaced with a leaner, smarter, minimally biased program. We’re talking about the future of interviewing and how the incorporation of a few easy changes into your company’s workflow can make a world of difference in terms of the quality and staying-power of your new hires.
The interview process is broken & a better way to interview
Do unstructured interviews actually work?Seems like an obvious question - yet few companies pause to consider it. T...
Combined, Americans spend over one billion hours freelancing or consulting each week. One in three Americans have worked as a consultant in the past year, and 61% of those people say they do so by choice - likely due to the flexible hours and competitive pay (for more information, read Upwork's "Freelancing in America" report).
On the flipside, companies are relying on consultants more and more to lead complex projects, bridge the gap following an employee’s resignation, or provide support for a very specific skillset. These businesses are taking advantage of a highly skilled, ready-to-start workforce that can quickly make a big impact and relieve pressure on the rest of the team.
But what happens to that culture you’ve carefully cultivated when you add a bunch of consultants to the mix? You’ve codified your guiding principles, invested thousands of man hours in...
Do consultants pose a threat to your company culture?