Recruiters don’t often come with a user manual or best practices guide for taking full advantage of the resources we offer. And because of this, many hiring managers, companies, and recruiters end up feeling less than satisfied.
From mismatched ‘culture fit,’ to candidates ghosting on interviews, companies are left wondering what went wrong. Where is the process falling apart?
During my 10+ years in this business working directly with executives and hiring managers, I’ve witnessed the collapse of countless candidate-company and company-recruiter relationships. And each time,...
4 ways your company can get more from your recruiter, build better relationships, and save money
You know how it goes; just as every software engineer has a preferred language, or every photographer a favorite camera, every recruiter has a preferred set of tools. From Indeed and Dice to CareerBuilder and LinkedIn, we’ve all been guilty of favoring that which is familiar and easy.
But five years in recruiting has taught me an important lesson - it’s taught me to diversify. Diversify candidate pools, job boards, and - perhaps most importantly - the type of software I rely on to make connections.
On my own, I’m just one guy trying to connect with thousands of professionals, many of whom are not interested in my advances. But with these tools, every InMail I send or phone call I make is informed by an army of data-driven technology.
These are the tools I wish I knew about when starting out as a recruiter:
Six free recruiting tools that will change your life
1. READ MORE
No question, it’s a tough time to be an employer. With unemployment at a 17-year low, qualified professionals have their pick of companies. Regardless of award-winning culture, competitive benefit packages, and generous bonuses, candidates – empowered by a buoyant market – are going to sometimes refuse your offers.
It’s when this becomes the norm – when the majority of your candidates, having devoted hours of their time to interviews and tests, decide against you – that you need to carefully evaluate your hiring process. At what point is it falling apart? When is the person losing interest? What can be done to change their mind?
It comes down to a few simple chan...
Breaking the cycle: why candidates are rejecting your offers.
In the age of elaborate – and frankly extravagant – perks, it can be tempting to simply throw money at benefits. Funds permitting, you may be lured into following Google’s lead by offering on-site massages and chef-crafted lunches. But is that really the best use of your money?
According to recent surveys, 60% of candidates consider benefits as a crucial element in their job decision process. This begs the question, exactly which perks pay off in the long run? Although most employees are motivated by unlimited vacation and a well-stocked fridge, are those truly the benefits that will keep your workers happy? How about loyal? Productive and fulfilled?
Not all perks are made equal. Find out which benefits work best for hiring and reten...
Which perks work (and which hurt)
Is your company talking about ‘Unconscious Incompetence’ yet? This learning-related phenomenon is a growing concern for employers, and it’s likely impacting the long-term success of your career.
The term refers to an invisible, creeping decline of skills and knowledge that occurs throughout every level of a company’s workforce. As technologies change, products and services evolve, and employees – particularly those who are 10+ years out of college – move further away from formal education, individuals’ relative competencies tend to decrease. A lack of awareness allows this decline to grow exponentially, and individuals, teams, and entire companies can become unconsciously incompetent as a result.
Simply put, Unconscious Incompetence stems from all of the things that you (and your coworkers) don’t know that you don’t know. And what you don’t know can harm you.
So how can you keep up with critical skills that you don’t know you lack?
Is Conscious Competence the Key to Success?
You go into the hiring process well prepared - you’ve considered all aspects of the position, laid out a detailed list of job requirements and expectations, and set your standards for applicants appropriately. No facet of the position escapes you.
Having established your requirements, you make the posting public - either by directly appealing to candidates through LinkedIn and Indeed, or hiring an experienced recruiting firm - and receive possibly thousands of applications, half of which have no relevance to the position being offered.
If you opted to work with a recruiter, that pool is immediately narrowed to the most talented and suitable candidates. In either case, you will eventually be faced with a crucial decision: who, among countless equally qualified and engaging people, is best for the job?
Apples and Oranges: Picking the Best Candidate
Making the Right ChoiceMost roles aren’t catered to one perfect person. Multiple peop...
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
Last month, PROVEN’s Co-Founder, Ingram Losner, journeyed to Israel to meet with local tech executives and startup founders considering operations in the U.S.
A British ex-pat and U.S. business owner himself, Losner was invited to give a presentation on the unique challenges and opportunities international companies face when navigating the U.S. labor market. He was there to learn as well.
Among his many discoveries, Losner reaffirmed his belief that the "Start-Up Nation" is laser-focused on the U.S. as a major source of future funding, talent, operations and acquisitions – a trend that will only increase the already-fierce competition for tech talent in the United States. However, with the proliferation of successful Israeli startups on U.S. soil also comes reciprocal benefits such as an influx of new talent, ideas and capital into our Knowledge Eco...
PROVEN’s Israel Connection: Ingram Losner’s Inspiring Journey
Our co-founders recently spoke to Staffing Industry Review regarding PROVEN's 2015 focus on the development and retention of internal staff to sustain growth. Read more on this growing trend below or click here to read the full article on Staffing Industry Review.
Prioritizing Internal Training and Development
Grow Your Own: Focusing On Internal StaffREAD MORE
This article first appeared on Uxperts in DC, The Blog for the DC Chapter of the User Experience Professionals Association (UXPA). To view the original post, please click here.’Posted on November 16, 2013 by Norm Sun
Author’s note: Today we are speaking with Anna Colton, a senior partner at PROVEN, Inc. Anna will be hosting a UX Career Q&A session with DC/MD/VA folks on November 20. She will be discussing the UX industry as a whole and how to get the UX job that you’ve always wanted.
Norm: Can you tell us a bit about PROVEN and what you do?
Anna: We are a staffing firm that is headquartered in California. At our Herndon, Virginia office we support employers in the Wash...
Interview with Anna Colton – Designing Your Future Career in UX