My colleagues and friends will tell you that compromise has never been my strong suit; I’ve always believed in either doing something to the absolute best of my ability or not doing it at all. Throughout my career that has led to working 60+ hour weeks, never taking a full day off, and consistently pushing myself to be the best I can be.
After my first born, I continued to find success. I actually (shocking even myself!) had my highest earning year ever. All it took was an exhausting amount of dedication, sleepless months, a very careful balancing act, and a well-established support system. Simple enough, right?
Of course sacrifices had to be made, but I decided that neither my career nor my relationship with my daughter would be compromised. Instead of sacrificing my job, I expanded my life.
I’m now pregnant with my second child and struggling to prepare for the demands of two children, a challenging career, and a husband who travels 24/7. How can I best take care of my d...
How I hit a record performance in my first year as a working mom
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
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 ...
Have you ever heard of dark matter? It’s thought that 85% of the universe is composed of it, but no one has seen it or can prove its existence except through inference.
So it exists everywhere, it’s very powerful, and yet it’s invisible to us. That’s kind of how I feel about contract work.
As a Technology recruiter for consulting/contract positions, I’m often struck by the enormous amount of misinformation circulating about consulting. Everyone seems to know it’s out there as a possibility, but no one really understands it or interacts with people who do it - even though 1 out of 5 Americans are doing some kind of contract work every year. And that number is even more impressive in the world of technology.
It comes down to a lack of understanding. I've heard people say that contract positions are
3 common misconceptions about consulting
1. Without benefits
If you’re an intelligent person in a remotely desirable field, you’ve probably received your fair share of recruiter messages. You know the ones - they’re usually polite, to the point, and clued into your area of expertise.
But for some reason - blame human nature, I guess - they’re irritating. Salesy. Bothersome. When I worked at Deloitte as an auditor, I’d get daily messages pitching one role or another. Without reading them I’d hit delete, or worse yet - just let them sit there unopened. We’ve been programmed to equate recruiter with salesman, and to equate sales with someone not working in our best interests.
I’m sure you’ve had the same experience. These messages often feel forced and tiresome, not worthy of your time. Plus, why bother humoring recruiters when you’re happy at your current job?
It wasn’t until I landed here at Proven Recruiting eight years ago as the Controller (now Director of Finance and Accounting) that I truly realized the value o...
Why I spent 10+ years ignoring most recruiters…
Almost all recruiting websites have one thing in common: they are conspicuously silent when it comes to pricing.
We’re no different. Until now, we’ve never shared what you as a client should expect to pay. In the past we’ve been guilty of the same manipulations as other agencies - offering prolonged sales pitches and only very broad estimates.
But we’ve come to see the light. Sales pitches are clearly not what you want, so why pretend? What you want is simple - an answer to your question. That’s what you’ll find here.
How much will a recruiter cost my company?
What you can expect to payThink of your most recent hire - was the person easy to find? Probably not. That’s because unemployment has held steady at a 50-year historic low for most of 2018 and 2019. Job seekers have all the power and they’re exerting it to leverage better salaries, benefits, and bonuses. That’s what we both - you as a hiring manager and us as recruiters - are up against. And that’s what is determining and dr...
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...