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
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.
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
In 2007, Ingram Losner and I quit our corporate jobs and started Proven Recruiting.
It was a total Jerry Maguire moment. At the time, we were both working for a large, publicly-traded recruiting firm and had become disillusioned with the way traditional agencies in our industry worked. The focus was almost singularly on shareholders and profit, and employees were often treated poorly as a result.
We refused to accept the idea that profit was a zero-sum game. We believed it was possible to make money and provide exceptional service to customers by focusing on our employees first - especially in an industry that exists to place new employees in positions and companies where they’ll thrive.
We thought that should start in our own backyard.
And so it did. In May of 2007, Proven Recruiting was born at a table in my garage. The mission was to create a place where talented people liked coming to work and were allowed to focus on the things they wer...
Proven Recruiting’s Five Guiding Principles
Letting Go and Trusting Your Employees to Build a Better Business
Letting go and trusting your employees to build a better business is a struggle for many entrepreneurs. In this article our CEO shares his three-part journey to this realization and advice for business owners facing a similar challenge.
Part I: Realizing 'the world’s graveyards are full of indispensable men'
I first discovered this quote by Charles De Gaulle approximately 20 years ago. At the time it felt like a quote about other people – people who had accomplished something significant in life – and it didn’t resonate with me on a personal level.
Recently I came across this quote again, and this time it made me a little anxious. It made me think of all the time that has passed since I first encountered these words and the time I hope I still have left. What do I want to accomplish? What is standing in the way? Th...