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The Hiring Insider

Thursday, December 02, 2004

We've moved

We've moved.....this blog and info may now be found at Thank you for reading!

Wednesday, September 08, 2004

3 More Reasons

Three more reasons as promised...

4. Reality Check - "Tough Love"

Recruiters can help you and advise you based on what we know is happening in the marketplace.

Maybe your job description needs beefing up - or you may need to visit with your friends in the compensation department to reclassify a position to increase the base salary. We can do the same on the candidate side. Candidates may have unrealistic expectations where comp is concerned and not understand the opportunity side of the equation. Tough love is sometimes required and recruiters are equipped to dish it out!

5. Nice segue into negotiations from the point above I set up for myself actually...

Salary and comp package are certainly a consideration...oh, but opportunity, a new challenge to do more, gain additional experience - isn't that what top candidates are really seeking? Recruiters can help you position your offer and help you hire top talent.

6. Closing deals.

The Kennedy Report did a piece not too long ago and reported that as much as 80% of offers extended by companies without the use of recruiters were TURNED DOWN by candidates. That's a lot of time and money wasted. Recruiters are your negotiators and can help you save time and money by helping you hire the right people who will accept the offer when it's made.

Tuesday, September 07, 2004

Top 10 Reasons to partner with a Recruiter

Well I'm back to blogging after a very busy August. I've decided daily entries are a bit more than I can handle for the moment so we're shooting for 3 entries per week for a bit.

Let us know if this is or is not working for you, our readers.

Well depending upon what you are reading the economy is recovering or it's still in a terrible state. However, many of you out there reading are in fact hiring and we want to shed some light on why we still think working with recruiters saves you time and money. Here's 3 reasons for today...

1. Recruiters offer specific expertise not just in hiring and knowing what the market bears, but usually also in subject matter. Recruiters talk with candidates each and every you and your staff don't simply because you are working on your primary jobs. Recruiters know what salary structures are and good ones build org charts of your competitors. We recently completed and continue to work on sales positions for CRO's. We can tell you how many reps are on each team - what they do and how much they make...for the top 20 in the country.
Would that information be valuable to you if you were building your sales force?

2. Recruiters talk with candidates each and every day - how many? A lot! Depending upon what we're sourcing for we can talk with as many as 20 people or more per day per recruiter. Do you really have time to do that?

3. Recruiters are a third party vendor and can do for you what you cannot do for yourselves. Candidates usually open up to us if we've done a good job. We can find out what reservations, concerns there are about a particular company or even industry. We can tell you what the base salary is and what the bonus structure is accurately - candidates simply cannot get away with exaggerating with most recruiters...we are used to asking lots of questions...and know (usually) when we're being snowed.

Bottom line: we cut to the chase and provide our clients with snapshots of who they should spend a moment talking to.

More tips to follow this week.....

Thursday, July 29, 2004

How to Hire Part III (Job Posting)

So you've now got a sexy, exciting job posting written...

Where do you place the post to get your hire?

First of all, be sure that you comply with corporate policies and procedures and if required to do a 3 or 5 day internal posting for existing employees that you do so.

Then you can have some fun placing the ad/post where your target population is hanging around.

Ideas include:

User groups/forums
Google AdWords or Yahoo Overture (PPC) text ads
Flyers for bulletin boards in coffee shops, wireless cafes etc.
Audio Postcards
Niche web sites (don't forget the diversity sites to target women and minority groups).
Job Boards (depending upon the type of position).
Print job announcements on pay stubs, in company newsletters and more.

There are many more ideas of course - brainstorm and track your results.

We'll cover tracking and ROI tomorrow....

Tuesday, July 27, 2004

How to Hire - Part II (Writing Job Descriptions that work)

Writing Job Descriptions that pull - that folks want to read... That's today's topic.

Job postings, position descriptions, ads whatever you'd like to call them should be written from a sales or branding perspective. What are you trying to accomplish with these posts? We want folks to call or email us a resume right? Well then STOP posting job requirements that top candidates will never respond to.

Job posts should be interesting and lead the reader like a good title does a news story.   Your post should be full of action verbs and questions...


Seeking energetic multi-tasker who likes to interact with others! Does this sound like you?

Issue a challenge in the post:

Would you get excited to be charged with the task of decreasing downtime by 10% in 60 days? Would you get even more excited charged with increasing productivity by 20% in 30 days?

Top candidates, those who have the competency to do the work and the motivation to do it better than it's been done before WANT you to challenge them! Why not start with a challenge in your ad or posts and distinguish your brand or work culture?

Have a story you'd like to share? We want to hear about it!

More tomorrow.....

Monday, July 26, 2004

How to Hire

Good morning!

I'm back after 10 beautiful days of vacationing on Cape Cod. It's the longest vacation I've ever taken and I highly recommend it to anyone who needs a good break.

I'm going to cover a 5 part series this week on how to hire. We'll begin at the beginning...

So you have a vacancy to fill. Why? Where? What's the work to be done, how and when?!

Take this as an opportunity instead of looking upon it as a burden. 

What work needs to be done and with who?  Who will supervise the effort and why? How can you measure good work? What skills are required or can be learned on the job?

Take a good look around the team make-up and "re-engineer" if it's time to do so.  Become friends with your compensation department and help them to understand what you need and why.

Begin to make a good list of action verbs for the position description...which we'll tackle tomorrow.

Make it a great day. lucia

Thursday, July 15, 2004

Blog Posts

We'll be on vacation the 16th returning on the 26th....."see" you again soon.

p.s. if anyone has posts they'd like to share for future time off we'd love to review your ideas.