MRINetwork’s most recent Recruiter Sentiment Study says 83% of the 333 responding recruiters describe the current employment market as candidate-driven. In three years, the percentage of recruiters who say candidates are in the driver’s seat has risen 29 points.
Anyone from the surrounding Seattle area knows you can’t live on Lake Washington for $200,000 without an extreme fixer upper.
So what happens next? Do I search for the “perfect” house only to be let down time and again when my offers are rejected? As silly as this may seem to savvy home buyers, this is a strategy used in recruiting and it can hamstring hiring managers.
Interviewing candidates centers on a conversation — a give and take. Your ability to question well supports the organization, competence, and rapport building skills that you bring to that conversation. There are some specific ways to sharpen that ability.
To get an overview of the process, consider this mnemonic device, which reinforces the critical elements of good questioning
2 + 6 over F x 4 = Good Questioning
The parts mean this:
- Question with the curiosity of a two-year-old
- Use the six interrogatives: Who, What, When, Where, Why, and How
- Lay that on top of follow-up
- Make sure to cover all four of the discovery areas: people, places, things, and events in time
This may appear simplistic, but after countless hours of analyzing
All but counted out a few years ago, as the biggest employers started in-housing executive search, retained and contingent firms have come roaring back.
By most accounts, 2014 is going to end on a strong note. So strong in fact that it may be the industry’s best year ever.
Third quarter reports from the publicly held search firms and global numbers from the Association of Executive Search Consultants show both revenue and searches are up this year over last year.
No longer a temporary fix for a sudden spurt in a company’s workload, contingent staffing has become such a strategic part of the corporate workforce mix that predictions are temps will soon account for more than 20% of the Fortune 500 headcount.
With that growth comes a need for greater sophistication by staffing firms to predict client demand, enhance productivity, and uncover opportunities from the dozens of client and potential client contacts a busy agency makes every day.
That’s what Bullhorn’s newest iteration of its CRM was designed to do.
To add to the robust report, the Labor Department’s monthly employment report, out this morning, adjusted upward its initial numbers for September and October by 44,000 jobs. Together with November, the U.S. economy has averaged 241,000 new jobs each month this year. In 2013 the average for the 11 months was 204,000 and in 2012 it was 184,000.
The unemployment rate was unchanged at 5.8%. A year ago the rate was 7%.
All major sectors added jobs. Temp hiring, at 22,700 new jobs, accounted for 7.3% of the total created. Since January, agencies have averaged 18,500 new temp jobs a month. Last year, the average was 15,670.
The Seven Commitments are important in gauging how “hot” a job order is. You need to verify the commitments in every conversation, using various different approaches. If you don’t have all the commitments, it does not mean you should not work the job order, it means you should figure out how to get the client commitment.
1. Hiring manager contact
Only the hiring manager has an emotional investment and feels a sense of urgency to get results. Second-hand information makes it impossible for you to impact the decision-maker and quality is compromised by inaccurate information. Providing a quality service and your ability to close depend on hiring manager contact.
This is a perfect time of year to reach out to your candidates and remind them to update their resumes. It is an excuse for you to connect and keep your name fresh in the minds of your candidates in an effort to learn about upcoming job vacancies at the companies in which those people work. It’s also smart to prompt your candidates to keep their resumes current so both of you are always on your toes.
Since most candidates need a little help when updating the resume, here’s a little tip sheet you can share.