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...
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.
The interview process is broken & a better way to interview
Do unstructured interviews actually work?Seems like an obvious question - yet few companies pause to consider it. T...
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
5 unconventional ways to leverage your Millennial workforce
- Celebrates their hard work and success ...
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
On the surface, the Gender Decoder seems like an invaluable tool. It helps pinpoint hard-to-identify gendered terms and excise them from your job post lexicon.
Based on research from the Journal of Personality and Social Psychology, the software highlights how gendered wording in job posts can propagate inequality by inadvertently excluding one sex or the other. But what happens when words like ‘challenge’ and ‘analyze’ are coded male - and therefore erased from professional job posts? Is that really promoting diversity?
As recruiters, we ...
We tried the gender decoder, and the results surprised us.
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.