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
The California Consumer Privacy Act (CCPA) is taking effect January 1st 2020. It promises to revolutionize the way businesses collect, store, and sell consumer data in California and beyond.
1. What is CCPA?
The California Consumer Privacy Act is an extra layer of protection afforded to consumers in California. It allows people to view, delete, and stop the sale of all personal data collected by for-profit companies that meet various conditions (see #2 for conditions).
The law further protects consumers from any discrimination based on their choice to opt-in or out of data collection and provides them with an avenue for legal recourse should their data be mistreated, hacked, or sold without their permission.
2. How to know if you’re impacted
CCPA applies to fo...
The data Death Star is coming – are you ready?
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
Want to get in the head of your remote workforce? First you'll need to better understand what they're up against; what drives them, what puzzles them, and what (sometimes) prevents them from fully integrating into your team.
Numerous studies have shown that remote workers are more productive, more loyal, and work longer hours than their office-bound counterparts. In fact, a recent study saw productivity READ MORE
Remote work vs. engagement: the trick to motivating your remote workforce
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...
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...
Savvy companies take a different approach to negotiations
The current state of hiring is predicated upon a fundamentally flawed idea; that people can and should be judged almost solely on their present-day skills and experience, and that that limited judgment will allow you to identify the best possible person for your company.
What’s going wrong here? To start, this assumption ignores a wealth of information that is likely more predictive of a person’s future performance than skills or experience ever could be. That is - their character, their soft skills, and their willingness to learn.
Grit. Gumption. Drive. Cooperation. Leadership. Kindness. Positivity.
These are the traits that make for an excellent worker. Resume skills are great - but so-called ‘eulogy’ characteristics are what differentiate your best employees from your worst.
Who is your worst employee?<...
Forget the talent shortage: what leaders are missing about hiring
The research confirms it: companies that use employee data to inform their business decisions are more competitive and earn higher returns than their less technologically advanced – and less morally ambiguous – competitors.
Without a doubt, it’s in a company’s best interest to gather data and monitor their employees. But any company, to be profitable and sustainable, must be built upon trust, culture, and a clear vision. No one wants to work in – or invest in, or lead – an office built on suspicion.
So how do you balance increased revenue with decreased sentiment? Depending on your goals, your company, and your culture, there are a number of different softwares you can purchase, ranging from the Orwellian ever-watching eye, to the less threatening website filters or anonymous data collection tools.
Before picking your employee surveillance system, ask yourself th...
Big Boss or Big Brother? Top 5 employee monitoring systems.
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.
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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