Why I spent 10+ years ignoring most recruiters…

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...
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How much will a recruiter cost my company?

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.

What you can expect to pay

Think 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...
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Why you should let your best employees leave

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.

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...
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The interview process is broken & a better way to interview

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.

Do unstructured interviews actually work?

Seems like an obvious question - yet few companies pause to consider it. T...
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Do consultants pose a threat to your company culture?

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...
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How long should my resume be?

Trying to compress a lengthy resume into a single page is, at this point, a professional rite of passage. We’ve all done it - combined bullet points, removed perfectly valid work experience, and skipped over contextual elements that would otherwise complement our background. But is this minimization of our professional history really necessary? In this day and age when printed resumes are all but dead, does the single page resume still hold power? The short answer is no, it isn’t necessary to cram a lifetime of professional achievements onto an 8x11” piece of paper. That is, unless your professional history has been relatively short. Keep reading for the optimal resume length given your career and aspirations:

What recruiters like to see, according to science.

We’re not the first people to ask this question - in fact, the question has been hotly debated since the invention of the resume, and especially contentious since Applicant Tracking Systems (ATS: ...
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5 unconventional ways to leverage your Millennial workforce

The last thing we want is to generalize a few statistics to an entire population. We’ve worked with enough millennials to know that a cherry-picked selection of trendy research does little in the way of describing their lived experience, capturing their desires, and painting an accurate picture of their values. More than that, generational statistics are more often than not used as grounds to belittle or degrade the ‘offending’ generation - millennials are frivolous and ambitionless; Boomers are power-hungry and domineering. What we’ve done is collect key statistics that do the exact opposite; we’re showcasing what makes millennials excellent and innovative workers - and why you need more of them in your workforce. 1. Millennials love their work - so long as it loves them back Millennials are unusually value-driven; they want a company that

Early career professionals are taking on temp-to-hire

We know what you’re thinking: why take the risk? Why not just wait for an ideal permanent position? We’re asked this question every day. And no, we don’t have a vested interest in you taking a temporary position over a permanent role. The answer is simple: temp-to-hire allows you to fearlessly experiment with new software systems and/or company sizes, while exposing you to a larger network in your industry of choice and allowing you to develop your skills. Best of all, it more often than not results in a permanent position at a company that truly appreciates your value. And honestly, no job - temporary or permanent - is ever guaranteed. At-will employment means you could be fired at any time for any reason. So how do you want to spend your time - at a job that will superdrive your career and challenge you anew, or a job with little movement or opportunity for growth? You tell us. Why do companies opt for temp-to-hire? Temp-to-hire is not atypical and it should ...
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Savvy companies take a different approach to negotiations

Every fresh headline strikes new fear in the hearts of leaders and hiring managers nationwide; ‘2.4 million jobs projected to go unfilled in the next ten years;’ ‘45% of employers reporting extreme difficulty filling roles’; ‘unemployment at lowest rate in five decades’ - the list goes on. In this crazy competitive climate, skilled candidates are empowered to bid up offers, pit companies against one another, and ghost as they please. Hir...
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A job seeker’s guide to marijuana testing

Yes, marijuana will show up in your drug test. And yes, companies still care. Surprise, surprise - just because you live in one of the states that have legalized medical or recreational marijuana (10 states and 33 states, respectively), doesn’t mean you’re in the clear when it comes to pre-employment drug testing. Despite tacit approval for recreational marijuana and widespread support for medical use, companies still rely on drug tests to validate their hiring processes. As recruiters, we speak with hundreds of candidates every month - many of whom believe themselves ‘safe’ from discrimination based on marijuana use. This simply isn’t true. Don’t let your dream job slip away in the last stages: here’s everything you need to know about marijuana testing in today’s post-legalization world. The basics: risks, rules, revelations. Marijuana...
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