It isn’t enough to just find skilled, intelligent, and knowledgeable candidates and place them at your client’s company. Even in this era of low unemployment, you need to find out if a candidate would be an all-around great fit in…Read More »
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As a recruiter, you probably realize the importance of educating your clients. This is especially the case in this current candidates’ market. The fact of the matter is that some hiring authorities and hiring managers simply can’t make the mental…Read More »
There are two parts to successful workforce management. The first part is hiring the best candidates. The second part is retaining those candidates after they become employees. A company or organization needs to be proficient with both in order to…Read More »
So many things were supposed to replace recruiters. The Internet was supposed to replace recruiters. Then big job boards like Monster and CareerBuilder were supposed to replace them. During the past few years, social media (specifically LinkedIn) was supposed to…Read More »
You don’t want to be “just another recruiter” to your clients. You want to be a trusted advisor. You want to be viewed as a consultant. In fact, you want to be viewed as a search consultant. There may not…Read More »
We’ve discussed the offer stage of the hiring process extensively during our last several blog posts. However, there is one more consideration regarding the offer state that pertains to recruiting clients and their efforts to hire the best candidates. There…Read More »