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.
Articles tagged 'candidates'
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.
Every Monday morning, the first thing I do is look for your column. You’ve been my legal guide for so long, and I really appreciate the help.
Is there anything I should know about taking money from a candidate?
A hiring manager wants to make an offer to my candidate, but the COO doesn’t want to pay the placement fee. The position has been open for 9 months, and my candidate is the right person for the job.
At the behest of the director of HR, I sent this candidate to use as an inducement for the COO to hire him. I have a signed agreement with the client to pay the placement fee if it hires anyone I refer.
It’s the candidate’s dream job at a dream compensation. Now HE wants to pay the fee.
On one hand it doesn’t feel right, on the other hand I have the power to make the candidate whole.
This seems so simple, but I just wanted to run it by you.
What do you think?
Thanks in advance, and thanks for helping me get this far!Dean Mannello The Sherwood Group
It’s Not That Simple
JOC inquiries like yours help all recruiters to know the law. That’s our
Six year old Wunderland Group says too often job seekers don’t have a clear understanding of what a recruiter “can and should do for them.” To help them, the Chicago-based staffing firm created what it calls “The Job Seeker’s Bill of Rights.”
In a fashion worthy of the creative agencies for which it sources and places direct hires, and temp and contract workers, Wunderland designed an infographic detailing 11 rights. Among them are the rights to:
- Know your recruiter’s opinion on how you stack up against
Eight ways to strike gold through a recruiter:
1. Do a little research – most highly successful, 3rd party recruiters specialize in an industry niche or a particular set of roles that they fill. Some, go further, and only work in a specific geography. Before making any contact determine if you are a good fit or not.
2. Present a resume along with yourself – Like you, we’re all busy. If you’re a serious candidate hoping to find attractive interviews, let the executive recruiter know by expressing an interest in seeking a new/alternative employment opportunity and attach your updated resume.
It’s that the Internet is like this huge, unattended, 24-hour candy superstore – fully stocked with candy-dates. Sweet-toothed “clients” skate through the aisles, tasting the free samples. Then, they just help themselves to the ones they like best. Sugar-highed, they skate right out the back door. Ergo, “back-door hires.”
Your name’s on the wrapper from A to Z: an Abba-Zaba resume. No problem. Just rip it off and “rip it off.”
You might never know that candidate who didn’t make it months ago, now has, and before your fee-year’s expired.
I recently met a “very placeable candidate” (some call them most placeable candidate) and gained intriguing insider knowledge that will show you how important trust is between a candidate and a recruiter.
To give you an overview, a VPC has great technical, communication, and leadership skills, with a personality that fits well with any company. Recruiters love meeting VPCs, but we also know they are called and emailed by many recruiters – constantly.
The VPC I connected with said she receives 50-100 calls andemails each week from local IT recruiters. I had to ask, “What do you with all those calls and emails?”
When hiring for a new position, all employers want to recruit the most talented and skilled candidates possible – preferably with a great attitude too. In reality, it is becoming increasingly difficult to find potential hires who “have it all.” All too frequently, these “have it all” individuals aren’t actively seeking a move.
Instead, employers are faced with an ever decreasing talent pool where the right combination of attitude, culture fit, and skills are difficult to find in one person.
In the final decision making process, which one is the most important?
Editor’s note: This is the second of two posts offering 20 reasons why ‘overqualified’ candidates make good hires. This article first appeared as a single post on our sister site, ERE.net. Though aimed at corporate recruiters, it offers good advice and powerful ammunition for search consultants when discussing great, if ‘overqualified’ candidates with hiring managers and HR contacts. With the talent pool for top performers getting smaller every day, passing up qualified candidates because of too much experience or too impressive a previous title can mean the loss of the placement and the fee.
Yesterday, I listed 10 reasons hire the overqualified candidate. Today, I’ll list 10 more.
The 20 different reasons or benefits associated with hiring overqualified candidates fall into three categories: 1) recruiting/ business impacts; 2) reasons to be suspicious of qualifications; and 3) actions to mitigate potential problems. Yesterday’s 10 were all in the first category, which is where we pick up today.
Editor’s note: This is the first of two posts offering 20 reasons why ‘overqualified’ candidates make good hires. This article first appeared as a single post on our sister site, ERE.net. Though aimed at corporate recruiters, it offers great advice and powerful ammunition for search consultants when discussing great, if ‘overqualified’ candidates with hiring managers and HR contacts. With the talent pool for top performers getting smaller every day, passing up qualified candidates because of too much experience or too impressive a previous title can mean the loss of the placement and the fee. Part two appears tomorrow.
Imagine being assigned a physician and then purposely rejecting them solely because they were overqualified for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.
There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tale in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit.