Recruiting goes beyond just LinkedIn
Connecting with potential candidates requires emailing, calling and for some texting
The truth is, that sometimes it takes two, three, four or five attempts before a potential candidates responds
Click to see our July Study here.
Talent Mapping's Multiple Uses
Talent Mapping is an effective research/recruiting method that supports numerous teams within an organization. This process has been proven to create recruiting efficiency while ensuring completeness of the recruiting process. Talent Mapping goes beyond social media, and other research/recruiting tools. Talent Mapping also assists with opportunity hiring, future candidate pipelining, creating awareness among future high potential candidates as well sales, talent management and competitive intelligence. Talent Mapping offers names, titles, profiles, as well as relevant contact data to include emails and telephone numbers.
Today SGA Talent Presents the Multiple Uses of Talent Mapping While Exploring “The 25 Best Tech Companies to Work For in 2016, According to Employees". As intended the study looks inside each company's leadership teams and gives examples of how the data can be delivered to meet a leader's expectations. As with our other reports our methodology included mapping out the leaders’ teams used to provide valuable information included in the study being shared.
Enjoy the report and we look forward to connecting with you. Click to see our July Study here.
If you want to learn more about the study or are interested in the additional data that was gathered throughout the research process, please contact Sheila Greco, President SGA Talent - firstname.lastname@example.org
Recruiting Kick-Off Meetings Do Matter
Before we begin any recruiting project, even recruitment research assignments, we ask for a kick-off meeting prior to the start. This routine activity is a time where everyone can learn, share and discuss relevant information as well as discuss expectations. I believe recruiting kick-off meetings set the stage for the win-win partnership that lies ahead of the team.
Embrace Kick-Off Meetings
Recruiting kick-off meetings act as the first formal meeting between the client, their team and the recruiting team (s) for a specific assignment. These meetings need to be embraced, not ignored or taken lightly. It is a time to set expectations, discuss the recruiting process, a time to ask pointed questions, learn about the role, each team player’s responsibilities, as well as discuss other relevant information that cannot generally be answered from just a job specification or informal meeting. It is a time to build rapport between all parties, strengthen the relationship and quite frankly is the start of what needs to be a successful partnership that must yield success. Therefore, the act of engagement before and during the kick-off meeting from all parties is a must.
Kick-off meetings are generally used to introduce the team, understand the search, the strategy, the process, the goals, set the timeline of expectations as well as discuss how all involved are going to work together effectively. In effect, the recruiting kick-off meeting serves multiple administrative purposes. These recruiting kick-off meetings also establish communication protocols, discusses specific recruiting and interviewing processes. It is also a great time to discuss timing around start date and on-boarding. It is the time to discuss when to expect feedback from the hiring manager after a candidate has been presented, set dates for update calls with regards to the progress as well as a great time to talk about the target list, potential talent pool and how many candidates will be presented weekly. I believe recruiting kick-off meetings set the right tone for each recruiting engagement and should never be omitted from the recruiting strategy or process.
The agenda should be kept simple while allowing enough time to cover the role, the process and expectations. Each item should add value to the discussion. Most importantly it is recommended that all parties are prepared. Often the recruiting kick-off agenda is developed beforehand and sent to all parties prior to the meeting.
The Meeting - It Can Be Face-to-Face or Simply Done Over the Telephone
Happy Hunting and be sure to include a recruiting kick-off meeting as part of your next search engagement if it is not part of your recruiting process.
Sign-On Bonuses Are Back
The purpose of a sign-on bonus is to lure top performers who possesses special skill sets or experience a company requires. For years this added incentive has been very successful for recruiting senior level executives as well as professionals in particular industries to include professional services, healthcare (nurses), technology (especially women and software developers) and financial services. But sign-on bonuses are coming back strong and are used for all levels of recruiting. Just last week Wells Fargo announced plans to sweeten recruitment bonuses to lure new advisers. Sign-on bonuses can be just what is needed to land a high potential candidate in this very challenging recruiting environment. This type of bonus may be the incentive or an inducement to get a candidate to say "yes" to the job.
Sign-on bonuses don't necessarily need to be huge when enticing someone to join your company. Unfortunatatley for some companies and roles, companies may not have much of a choice other than offering one. For example, when a candidate's acceptance is critical and the need to do whatever it takes to get the candidate on-board, offering a sign-on could get the job done. But the size of the bonus can vary. According to an article in HR Magazine, the average amount of these bonuses ranges between 5-20% of a candidates base salary unless it is used for relocation expenses or a way to compensate a professional for money that may be left behind such as a bonus, commission, vacation or raise. Most of the time these bonuses are good for each party.
A Sign-On Bonus Not For Everyone
As we all know, a sign-on bonus is an expense for corporations therefore companies try to refrain from having to offer one, unless it is truly needed. Of course offering a sign-on bonus can motivate a professional to choose one company over another, but company's need to be sure it is necessary before offering one. Before offering a sign-on bonus to potential candidates, hiring managers as well as recruiters need to seriously analyze the situation, the competition, the job market, and of course the candidate to determine whether a sign-on bonus is necessary before moving forward with one.
Sign-On Bonuses Can Be Well Worth The Cost
Sign-on bonuses have been known to build trust, loyalty and can create long-term positive effects for employees who received one. Those who are offered a sign-on bonus often feel more committed and have a desire to do more. These candidates feel the company went the extra mile for them and they need to do the same.
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Our client is an Entertainment Diversified Company which experiences annual hiring spikes, average turnover and anticipating several senior level executives to retire. Although promoting from within is always our client’s first choice they realized they needed to expand their search activities. The decision was made to partner with us to execute a six-month recruiting effort to assist with recruiting for current roles as well getting a jump-start on future pipelining efforts. Prior to coming to us our client created an internal team to assist with accomplishing these goals. The internal team consisted of four senior level executives and the talent acquisition leader. Their mandate, set by the Chief Executive Officer, was to hire qualified talent to fill current needs and to create a process that will lead to opportunity hiring and future pipelining.
Our Client’s Recruitment Challenges: The Pursuit to Do More as Needed
Let’s face it, recruiting today can be very challenging in this very tight talent universe. A constant flow of candidates is not just desired it is expected. Companies that are often satisfied with current recruiting strategies and processes sometimes need to realize it just isn't enough. As with our client, the need to outsource part of their recruiting efforts became obvious.
The Process: Methodical and Process Driven
For this client, we had to use a variety of recruiting strategies and methodologies to achieve each of their goals. Even filling the current openings required the use of two different strategies along with a third strategy for pipelining and opportunity hiring.
Current Openings: Today’s need for speed, efficiency, low cost and results driven recruiting mindsets often impact the recruiting process strategy therefore we had to employ a very methodical end-to-end recruiting solution that best fit our client’s needs. Recognizing this, our team and our client's internal recruiting team, became a "recruiting machine" for the next six months.
1. Identify the Talent Pool: Our solution always starts with creating a target list of companies to recruit from and build a potential talent pool that best fits the needs of each role. As we began the process, our research teams began creating talent pools for each role, with the overall mission focused upon providing a talent pool of potential candidates. The talent pool had to be robust, filled with relevant, important, detailed information on each professional. The data collected included, company name, professional’s name, title, address, telephone number, direct dial, email, profile and more. Our client expected this from us and we wanted to be sure we were very thorough with our results. As we told our client, we believe creating a strong talent pool of potential candidates sets the stage for the recruiting process and overall success. We believe it ensures the recruiting process to be a thorough one so that the recruiters working the search can present the best, the brightest and most qualified, interested, ready to be interviewed candidate pipeline.
2. Recruiting Process: Connect, Recruit, Vet and Present – For this client we had to use multiple recruiting strategies.
A. Recruiting Strategy # 1- Two Very Specialized Roles – The Hiring Manager Wanted To Review The Potential Talent Pool Prior To Reaching Out and Apply Two Different Recruiting Approaches
With these two roles, the hiring manager wanted to be very engaged in the recruiting process due to the fact the talent pool was relatively small and the skill sets needed were very specialized. Our strategy for these two roles were to first create the talent pool and gather detailed profile information on each professional all of which was to be shared with the hiring manager prior to reaching out. From there, the hiring manager decided which approach the recruiter was going to use for each professional.
The process involved a "two-prong approach" to recruiting
Approach # 1 - For those who were qualified and seen as a great recruit, the recruiter was tasked with connecting, recruiting, vetting and presenting interested qualified candidates as they were identified. A very traditional, typical recruiting approach.
Approach #2- High potential recruits- The less traditional recruiting approach was used. Our recruiting strategy for this approach was to have the recruiter engage in an introductory conversation with these professionals and ask if they may be interested in having a casual meeting with our client about a current role or potentially a future one. Unconventional, yet creative and yet very smart. This type of recruiting method allowed our client and the high potential client to get to know one another and to alert the high potential candidate that he/she was on the hiring manager’s radar screen. Additionally, it was the start of a relationship that could benefit both parties long-term. Needless to say, both hires for this particular hiring manager were the result of the nontraditional recruiting method.
B. Recruiting Strategy # 2 – Filling High Priority Current Roles – Team Approach With Our Recruiting Team and Our Client's Internal Team - We Still used two different recruiting methodologies to achieve our goals.
As for these high priority current openings, our recruiting strategy was to “attack the roles” as a team and employ two different recruiting methodologies. It was decided to split the number of roles between their internal recruiting team and ours. For the most part, the roles we were recruiting for were at the Director and Manager levels, requiring specific skills sets, some requiring industry experience while others did not. Again, we started each search by having our research teams create potential talent pools and provided each assigned recruiter the information gathered. As for those roles in which our team was responsible for the recruiting, we were partnered up with a recruiter on their team to whom we sent the qualified candidates to. From there, their recruiters would review each presented candidate, have a quick call with them and then send them directly to the hiring manager. The good news for all involved is the fact that our client’s recruiting team had a history of great recruiting success so the process was relatively quick. It became obvious to us that our client's internal team was strong, had earned respect and trust amongst company leaders resulting in the hiring managers’ confidence to interview those candidates the recruiting team recommended. It was nice to work with such a strong team.
Pipelining and Opportunity Hiring
As we all know the key to recruiting is to always be recruiting and a major key to diversity recruiting is to always be recruiting and networking. Therefore, recruiting efforts should be continuous.
Pipelining and Opportunity Hiring: Long-term, continuous recruiting efforts have been known to reduced time to hire, reduced recruiting costs and provides access to an engaged community of high profile potential candidates. Those companies who employ pipelining and opportunity hiring recruiting efforts have discovered that these recruiting strategies help with hiring professionals who fit very specific roles and needs that may not always be for current roles, but future and/or anticipated ones.
Realizing the benefits of pipelining and opportunity hiring, our client asked us to help jumpstart this type of recruiting effort for the team. Our focus was to first create a target list of companies and then create robust, detailed talent pools focusing on functional areas where our client believed there existed future needs and gaps. The deliverable of the research portion of the process was provided in organization chart format and excel spreadsheets. Organization charts were at the request of the senior level executives and the recruiters preferred the excel spreadsheets because they can be sorted and exported.
In keeping with the spirit of recruiting and networking, I suggested that it would be a good idea that as their internal recruiter began connecting and engaging with these high potential recruits, that he/she is made aware of the fact that they have been identified by the company as such and the recruiter would like to stay actively connected with them. It was agreed upon that this would be done and their internal recruiting team began making their connections.
Once the initial connection was made with these high potential candidates, continuous recruiting efforts included monthly emails that were full of information about the industry and the company. Part of our continuing role with this effort was to create "recruiting-marketing emails" we believed would be of interest to those in the network. Their efforts continue......
Need help with finding talent. Let's chat. We look forward to it.
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Finding and recruiting skilled, qualified talent is very challenging for companies of all sizes. It is not just the norm for a specific industry, function or level. With low unemployment and a talent climate that is favoring candidates, without a doubt the pressure is on hiring managers to move quickly. To help with this pressure, a fully engaged recruiting team can get the job done quickly, efficiently and without giving up on quality.
With the average recruiting time of 18-21 days, this 100-hour recruiting model can work. There is no need to cut corners with the quality of the hire and the recruiting processes it, it just means recruiting is a priority to all involved and a proven methodology will need to be adhered to.
Recruiting skilled talent in 100 hours is actually doable and simple: Believe it or not the process itself does not change from the traditional recruiting/search process, the focus is on timing, deadlines, accountability and quick results.
Recruiting skilled talent in 100 hours fits nicely into the average recruiting time of 18-21 days. Most often in these scenarios, hiring managers will be interviewing interested, qualified potential candidates in weeks 3 & 4 or days 15-20 of the recruiting period.
1. Days 1-5 (40 hours)- Start with a Kick-Off Meeting – Every recruiting assignment requires a kick-off meeting to set the objectives, discuss responsibilities, accountability, the creation of the target list, recruiting strategy all while focusing on the ideal candidate(s) the client is seeking. The first three days are critical for the overall success of the project. This is when the talent pool is carefully being built and the recruiting activities are at the beginning of being fully executed. Overall, the goal for the first week is to create a talent pool of 60 to 70 potential candidates, all with direct dials, emails, and profiles so that each can be connected with at least twice, via email and Inmail this first week.
2. Days 6-10 (80 hours in ) - The recruiting process is fully underway and calls have been made to each in the talent pool. The goal for this time period is to actually connect, recruit, vet, network and present the best 2 to 4 candidates while adding at least 30 additional potential candidates to the talent pool so that the total will be at approximately 100.
3. Days 11-15 (Completing 100 Hours Recruiting Skilled Talent - Following up and wrapping it up - During this time period communication with all parties involved must be focused upon. Speaking with candidates, the hiring manager and keeping with the spirit of a cohesive recruiting team is very important during this critical time period of the recruiting process. For which the goal to achieve success has arrived with either a hire or close to having one. Team goals results in team successes and makes for a very happy hiring manager. Need I say more….
This aggressive, focused methodology is not new. All it does is put actionable, accountable recruiting parameters around timing, process and results.
Lastly let it be noted and openly discussed that our experience in professional services recruiting shows that recruiting skilled talent in this industry requires on average 160-200 hours of recruiting or 4-5 weeks with a talent pool of approximately 200 names. These numbers are more in-line with recruiting reality for the professional services industry.
Why are some recruiting teams more successful than others? Having been in the business for over 30 years, I have seen many recruiting teams succeed while others not so much. Sure the leader of the team matters, but the players matter just as much. As the year comes to a close, I want to share with all of you the top five characteristics of the successful recruiters I have dealt over the years.
Sheila’s Top 5 Recruiting Characteristics of Successful Recruiters
1. Successful recruiters have relationships with their hiring managers. Without strong relationships easy searches can become dreadful and difficult searches, disastrous. Be sure your recruiter has a relationship with the hiring manager
2. Successful recruiters are knowledgeable. Successful recruiters understand the trends in the marketplace, the industries in which he/she is recruiting; the challenges of the role and of course the advantages of the role. In order to be top of your game, a great recruiter needs to be knowledgeable.
3. Successful recruiters ask questions, read, learn, and pay attention during the kick-off meetings. Most successful recruiters take the time to prepare themselves prior to these meetings. Being prepared before you recruit is a must.
4. Successful recruiters know how to choose the appropriate tools that will help them succeed. These tools should include social media and of course the telephone. Some tools are good for the research phase, while others such as the telephone AND the computers are the tools that can make the difference in recruiting the skilled talent the client deserves and requires.
5. Successful recruiters know how to proactively recruit. This requires the ability to write customized emails that get responses and use the telephone to reach out, network, recruit and vet exceptional talent that will quickly fill the pipeline with qualified candidates.
Recruiting is a process. Not all recruiters are successful ones. Do you have the characteristics of a successful recruiter?
Just saying...Happy Hunting!
It is six months into 2016 and there is no doubt that our industry has been experiencing one of the most challenging recruiting environments since 2008. Recruiting specific highly skilled professionals, not to mention the perfect candidate the hiring managers are seeking is requiring the recruiting team to have access to the entire talent pool to assure recruiting efficiency while ensuring a quality pipeline of candidates. In this day and age it is all about building awareness, creating strong professional relationships and networks that help us stay connected with the talent ourselves and the hiring managers’ desire.
Having a fully identified and engaged pipeline of ideal candidates has multiple benefits. The main benefit is having the ability to recruit from an already vetted out talent pool of highly qualified and desired talent. This practice certainly shortens the time to fill the pipeline of qualified candidates which directly decreases the recruiting cycle time immensely ultimately saving time and money. This recruiting strategy is not just for the Fortune 500 companies but it is successfully being used by companies of all sizes who too have a hard time competing for the in-demand skilled talent.
The process is simple to follow and implement. At first it may sound difficult to do, but the more it is done, you will quickly see how it creates recruiting efficiency.
Start by identifying the professionals of interest, connect with them, create company awareness, express interest in staying in touch and continue reaching out. Don’t fall into the trap of your networks being one-sided, be sure to offer assistance and guidance when approached. Don’t be afraid to email, call, in-mail or text these professionals as often as you wish without being a pest of course. Try sending out emails sharing company news, a networking text or just to say hello and is there anything I can help you with will also do. Be sure you continue to express your interest in them. Recruiting requires building relationships, maintaining them, while just as important making sure to listen and respond to their requests, questions or comments. Make a friend, be a friend and build your networks with thein-demand talent. This all makes recruiting sense.
As we all know, the talent shortage is not going away. Does your recruiting strategy and process include having a fully identified & engaged pipeline of ideal candidates? If not - you should definitely consider it.
As always ….. If you want to learn how, let's chat.
One of the nicest things we can give our co-workers, family and friends are positive comments. Authentic compliments make people feel better about them selves, especially if you praise a job well done. The truth is that people want to be around positive people and definitely work with them. Little things such as remembering someone's name, saying thank you, great job or just recognizing someone's good deed is all you need to do. Obviously, accentuating the positive goes a long way, not to mention helps us pay attention to what is going on around us.
Accentuating the positives can start by committing random acts of kindness, providing positive feedback, and being honest. Accentuating the positive can help those around us prosper professionally and personally, often enabling others to feel good about themselves, allowing them be better co-workers and ultimately benefiting everyone, more broadly.
In the workplace be the leader who engages in positive leadership. Focus on the team's, and each individual's strengths while having them capitalize on them. Be the leader who sets people up to succeed while allowing them to thrive. Positive leaders know how to create succesful teams, build positive work cultures, establish teams who are engaged, productive and produce positive results.
Accentuating the positives has many advantages, for one it produces a happy and healthy workplace which in turn creates a successful organization. Producing positive results more often than not translates into happy clients, good customer service and a win-win relationship for all involved. Having a positive environment and workplace culture not only boosts moral but carries outside the organization directly to the clients. Happy team, happy clients.
Be the leader who leads by being positive. Be part of creating a positive workplace and culture. Be sure to acknowledge good work and good behavior. It's all about accentuating the positive. Just saying..
The telephone is not just a vehicle used to connect and recruit professionals, but also a great resource used to make important recruiting decisions. Someone's voice, demeanor and how well someone communicates can either help or hurt a potential candidate's candidacy. Therefore when you use the telephone to recruit, be sure to listen to what the person is saying and how they are saying it.
When using the telephone to recruit it can be a great resource to learn about a potential candidate's wants, needs, desires as well as an understanding of their long-term and short-term goals. Communicating via the telephone evokes an immediate personal response allowing a potential candidate to express emotions through their voice while being interactive and of course confidential. It is one of the easiest ways to build a relationship through speaking rather than an email or in mail. Recruiters can use a resume or profile as a door opener, but a conversation reveals a lot more about the person. Therefore using the telephone to recruit is a proven resource that should be used when recruiting and seeking out rock stars.
As you use the telephone to recruit let me provide you with a few suggestions:
Good luck using the telephone to recruit. Now go call and connect with future candidates before your competition does.
Obviously matching a professional's background to the requirements of the job description matters, however, just as important is the professional's soft skills. Yes, soft skills do matter! Long term new hires need to possesses soft skills sets to include strong work ethic, positive attitude, and strong communication skills. Such crucial soft skills are the ones that count toward a professional's overall success which in turn results in the company's and team's success.
Having exceptional soft skills do matter! Having these skills help make an employee a better employee and a leader a better leader. Having the ability to trust, be trusted, problem solve, delegate, motivate and build strong teams are a heck of a lot easier if a professional has strong soft skills. Unfortunately way too often are these soft skills undervalued and even overlooked when evaluating a professional for a role. Moving forward, try to make it part of your interview process to evaluate a potential candidate's soft skills because soft skills do matter. Let's not believe or expect people know how to behave on the job and assume they understand the importance of being on time, taking initiative, being friendly, and producing high quality work. Just saying…..
Celebrating a decade of excellence this enhanced version allows users to more quickly access and intuitively understand the professional backgrounds of potential candidates and networking contacts of interest.
SGA Talent –Sheila Greco Associates LLC today announced their launch of SGA ExecutiveTracker LIVE. Originally launched in 2005, this enhanced version is the company’s response to the industry’s needs. Recognized as a premier on-line research tool, this “go to tool” once again is being praised by recruiters who hunt, source and identify passive candidates not just found on the Internet. “The re-launch of SGA ExecutiveTracker LIVE is just another way our company continues to evolve, listen and react to the changes in the recruiting industry,” said Sheila Greco, President of SGA Talent.
Enhancements include the ability to view public profiles and data as it relates to each contact from within the tool. “The more user-friendly interface allows users to quickly find information that can help them decide if the professional is someone they want to connect with. It also allows users to directly connect via email and LinkedIn with those professionals of interest,” said Sheila Greco. The result of these enhancements is to create greater recruiting efficiency compared to other tools. SGA ExecuitveTracker LIVE is used as a stand-alone research/recruiting tool and a complimentary tool for some. Either way it continues to speed up the recruiting process which in turn filling the candidate pipeline faster.
Pricing starts as low as $139.00 per month per user. SGA ExecutiveTracker Live should be part of your recruiting toolbox.
Headquartered in Amsterdam, New York, SGA Talent, Sheila Greco Associates LLC is one of the leading recruitment research and recruiting firms specializing in synergy services.
In Friday's job report it showed that the United States added 292,000 jobs in December, making it the second-best year for job growth since 1999. With employment rates at 5%, many believe we are just about at full employment. If we really are at full employment, it may have cause for concern for those needing talent. To add a bit more of concern, there too exists a shortage of skilled workers too. So......companies need to be aggressive with their recruiting efforts in 2016 as they look to hire, grow, compete and even sustain their position in their industry.
Don't let the stock market dictate your recruiting activities.
Yes, the stock is taking a hit right now, China's manufacturing is in turmoil, but no need to fret, the United States has shown resiliency during times like this before.
Now is the time to implement a recruiting strategy that is aggressive and continuous.
Be sure your recruiting strategy includes activities that will provide access to the entire talent pool of candidates. Be sure to use your professional networks and relationships to recruit. Use tools that are good for you! Use recruitment research as part of the recruiting strategy. Having access to a number of recruiting resources truly helps with uncovering the talent needed by most.
Don't be that recruiter or team that limits recruiting activities in any way. If you do, you obviously limit your potential recruiting successes and ability to recruit top talent. If you don't have access to them, you can't recruit them. Find resources that will assist you with having complete access, not just a name, but complete access and contact information so you can get to this limited skilled talent group before the competition does. Seriously!
Stay focused recruiters!
Recruiting efforts in 2016 will need to be aggressive and on-going. Start the new year by using tools and methods that will give you access to the hidden talent, the passive candidates, the skilled workforce your company and clients need. Start identifying, recruiting, vetting, presenting and of course building your networks. Now is not the time to let up, pause or stop your recruiting efforts. It is time to be aggressive and get to know, not to mention hire the talent before your competition does.........just saying.
If you need assistance with your recruiting efforts, SGA Talent is here for you. We have a number of options which can help you with keeping your recruiting efforts aggressive and continuous while saving you money during the process.
Just give us a call, we look forward to it.
Sheila Greco 518 843-4611
Recruiting is not an easy task. It is a recruitment process that requires hard work, dedication, commitment, integrity, honesty and having the ability to be a great networker. Fully engaged recruiters will win the war for talent in 2016. Fully engaged recruiters are ready and willing to do whatever it takes to identify, recruit, vet and present the best possible candidates for each and every role.
Fully engaged recruiters are creative, out of box thinkers, producers and results driven. Fully engaged recruiters in 2016 will be expected to identify the potential talent pool of candidates (or partner with someone who does), use a number of recruiting solutions that include connecting via the telephone, in-mail, corporate email and send an invitation to connect on LinkedIn. All 4 connecting vehicles will need to be used to be successful in 2016. Fully engaged recruiters, sometimes referred to as "stalkers" have a job to do and that is to get to the passive pool of candidates before the competition does.
Game On! Be sure to be the fully engaged recruiter now!
Please take a look at my recent Retrain Your Recruiting Brain presentation regarding "Retrain Your Recruiting Brain" where I touch upon the importance of being a proactive, fully engaged recruiter. I am presenting all across the country so if you wish to learn more I would be happy to discuss this with you. Now go get the candidates before the competition does……..