See Our Recent Press Releases

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We’ve had several recent press releases picked up by Yahoo Finance and news stations:

 

Recruitment Intelligence™ Launches Search for National Restaurant Chain:

http://finance.yahoo.com/news/recruitment-intelligence-launches-search-national-123500095.html

 

A Forbes Top 10-Ranked Bank Chooses Recruitment Intelligence over other Staffing Agencies & Recruiting Agencies:

http://www.wandtv.com/story/32773143/a-forbes-top-10-ranked-bank-chooses-recruitment-intelligence-over-other-staffing-agencies-recruiting-agencies

 

Top Ranked Staffing Agency Recruitment Intelligence Fills 2 Chief Operating Office Roles:

http://www.nbc-2.com/story/32300032/top-ranked-staffing-agency-recruitment-intelligence-fills-2-chief-operating-officer-roles

 

Recruitment Intelligence Opens New Staffing Agency in Austin, Texas

http://www.fox5vegas.com/story/32371992/recruitment-intelligence-opens-new-staffing-agency-office-in-austin-texas

 

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

 

 

 

 

 

Hardest Interview Questions From Tech Companies and Recruiting Agencies

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Many top tech companies, recruiting agencies and staffing agencies have a reputation for asking brainteasing interview questions. Most of them challenge you to think differently. They’re meant to test your problem-solving strategies on the spot. Here’s a list of the 3 hardest interview questions:

Apple: How would you breakdown the cost of this pen?

This question has a hidden side. There are the concrete costs such as the plastic, metal, casing, tubing, ink, grip, etc. But there’s also the hidden costs that include industrial designers to make the pen mold, labor to manufacture the pen, energy output of the machines, warehouse storage costs, shipping and much more. The purpose behind this question is to test your ability to see the entire, big picture. It’s to see if you can see the unseen parts of a problem that other people miss.

Google: If I gave you $10 million right now, what would you do?

They want to see how you would spend your own money because it’s a reflection of how you will spend the company’s money. This is especially important in a management role where you may be responsible for a company budget. Some people may buy private jet charters, vacations and other liabilities. Other people will invest the money to make more money. This way, their money won’t run out like many lottery winners.  Even when investing, some will choose appreciation-focused investments with little cash flow such as stocks or buying their own house. Others will choose cash-flow coupled with appreciation such as rental properties. How someone thinks about the company’s money is very important and even if they choose to invest it’s important they’re aware of the cash-flow aspects to ensure the company can cover its overhead costs.

Dropbox: If you have 1,000 emails, how would you decide which order to answer them, so as to give the best service?

This tests how you prioritize your tasks. Will you order them by date received? By date you must respond by? By person? By topic? Would you sort it by using 2 or more methods at the same time? This is important because when you’re given many projects to work on, the company wants to know that you will make good decisions on which to do first. This is especially true for management-type roles where you have to decide how to delegate tasks and to whom.

If you’re not interviewing at these 3 companies, you probably won’t have to answer questions this tough. But understanding the purpose behind these questions will help you prepare for any interviews you may have with staffing agencies, temp agencies, recruiting agencies and their clients.

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

 

30 Quick Job Search Tips That People Commonly Forget

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  1. Use staffing agencies, temp agencies, recruiting agencies or executive search firms to help find jobs which best match your skills
  2. First impressions are made within 30 seconds
  3. Don’t limit yourself to online job boards and applications
  4. Take advantage of your connections
  5. If you’re not on Linkedin, it’s very difficult to be found
  6. Write a thank-you email and a handwritten card
  7. Bring three copies of your resume to an interview
  8. Remove “To Whom it May Concern” from your resume and cover letter
  9. Don’t say anything negative about your previous employer
  10. Network around your industry
  11. Use niche job boards focused on your industry
  12. You cover letter should complement your resume
  13. Apply for jobs you’re qualified for
  14. Follow company social media accounts
  15. Research the company before going in for an interview
  16. Show examples of your work
  17. Always be nice to the receptionist
  18. People want to hire people they want to spend time with
  19. Avoid burning bridges
  20. Dress for success
  21. Arrive early to your interview
  22. Be authentic and upbeat
  23. Ask insightful questions
  24. Remember to sell yourself In the interview
  25. Create your online career brand
  26. Consider doing information interviews
  27. Follow-up with hiring managers after your interview
  28. Ask questions at the interview
  29. Customize your resume
  30. Apply for jobs you’re genuinely interested in

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

Most Frequently Asked Interview Questions

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It would be great if you knew exactly which questions your interviewer will ask you. The best we can do is give you the most commonly asked questions. We recommend you prepare for these questions so you’re comfortable with them, but not to have a canned response.

Can you tell me about yourself?

Make this a brief synopsis about your recent accomplishments. Many people go off on a long rant about their personal and professional lives. What your interviewer cares about most is what you’re currently doing and how it applies to the position.

What do you consider your weaknesses?

What the interview is trying to do is gauge your honesty. Mention something that you struggle with but are working to improve on. Don’t mention that you are perfect or that you work too hard. Employers can see right through those answers.

Why are you leaving your current job?

This is a tough question you can count on being asked. Keep your response positive and try to avoid saying anything negative about your past employers. Many great candidates have lost out on a new job by making the mistake of talking badly about their past job. An employer will assume you will talk negative about them as well. Instead, frame it in a way that shows the position you’re interviewing for is a better fit than your past positions.

Why do you want this job?

Companies love hiring people who are enthusiastic about the job. Take this chance to point out particular areas where you’re a good fit. If the job fits in with your career, mention that too. Employers like knowing that a new hire is looking for a job for the long-term, not just a temporary fit.

Why should we hire you?

This is the best interview question to showcase your skills and sell yourself to the hiring manager. Here is your opportunity to talk about your previous accomplishments and how you can fit in with their team.

How did you find our company?

If you found out about the position through somebody who works at the company, here is your chance to name drop. If you found out about the company through a job board, mention what part of the job caught your attention.

Use these questions to practice and feel more confident going into your next interview.

 

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

 

4 Ways to Make Your Resume Stand Out

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recruitmentfirmsrecruitingfirmsWith more people applying for jobs on the internet, employers and recruitment firms are receiving large numbers of resumes. Use these 5 tips to make your resume stand out from the crowd:

  1. Use keywords. Most employers use an applicant tracking system (ATS) to scan resumes and weed out those which don’t meet the minimum requirements. The ATS system will search for words such as “CPA”, “Java Programming”, or “Microsoft Excel”. If your resume is missing important keywords, the ATS could put your resume in the wrong pile. HR professionals and recruitment firms are overwhelmed with the number of resumes and rely on an ATS to do the first round of filtering. Whatever industry you’re in, look at the keywords that apply to your skills and make sure to include them. If some of your skillsets go by multiple names, include all of them. For example, if you know Microsoft Office also list Microsoft Excel, Microsoft Word, Microsoft PowerPoint. If you only list Microsoft Office, an ATS system scanning for Microsoft Excel may accidentally put your resume in the “no” pile.
  2. Tailor your resume to the job. Most candidates send generic resumes to numerous employers and recruitment firms in hopes of landing a job. When you do this, nothing makes you stand out and your resume looks bland. It’s better to apply to less jobs with a highly-targeted resume for each. Your future employer wants to know exactly how your skills fit with their current operations. The more you tailor your resume to their business, the more your resume will make a positive impression to the reader and get you to the interview stage.
  3. Tell a story. Recruiting agencies and employers want to know how your skills were used to help your company’s goals. Not only do they want to know which skills you have, but they want to know how you applied those skills in helping the company with its projects. In addition, they want to see how you interacted with your co-workers to accomplish these goals.
  4. Include relevant projects outside your job in your resume. People who are really engaged in their work usually have completed projects outside of their working hours. This is one big way to distinguish yourself from the rest of the pack. Employers know that people who are genuinely interested in their work are probably going to bring better results and are more likely to put in the time and effort needed for a project to succeed. The more senior position you’re looking for, the more important this is to show your leadership qualities.

Being in the recruitment industry for over 34 years, we have a lot of experience with which resumes work and which don’t. These are our best ways to make your resume stand out from the crowd and distinguish yourself.

 

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

Interview Tips For Landing Your Dream Job

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Interviewing can be a challenge for many people, especially those with little experience or years have passed since they’ve changed jobs. This is why we’ve come up with our top interview tips to help you land your dream job, whether you’re right out of college and it’s your first time interviewing or you’re a veteran looking to refresh your memory.

Prepare for the interview by researching the company. If you’re working with staffing agencies or recruiting agencies, ask them for information about the company. Visit the company’s website, LinkedIn page and recent news articles on Google. This way you’ll understand the current projects they’re working on and you’ll be able to mention the ways your skillsets and accomplishments can contribute to them. Before going in to the interview, pick a few examples with stories to show how your strengths can provide value to the company. Many candidates assume that just listing their previous experience will get them their dream job, but what the interviewer really cares about is how this applies to their business. It’s up to you as the interviewee to make it easy for the company to understand this connection.

Dress to impress. As they say, dress for the job you want not the job you have. If you’re looking to move up the career ladder or even just applying for your first job, make it as easy as possible for your future employer to envision you in the position. Even if you’re meeting with staffing agencies and recruiting agencies, show them you’re serious and make it easy for them to present you to their clients. Dress codes are rapidly becoming more relaxed across the board, but first impressions still matter and the way you dress says a lot about you and your work. Wrinkly clothes? The employer might assume you don’t pay attention to details. Shorts and flip-flops? The employer might think you aren’t seriously looking for a career. The company may later tell you that the dress code is casual, but for your first meeting we recommend you looking sharp and well put-together.

Show genuine enthusiasm for the work. Employers want people who genuinely want to be there and like being in the company of their co-workers. Employers usually can sniff out fake enthusiasm from a mile away. Even recruiting agencies and staffing agencies can sense this. Research as much as you possibly can about the company using the internet to make sure it’s the right fit for what you’re looking for. If you land the job, you’ll be spending most of your days alongside your co-workers. This is why most companies also look cultural fits besides purely technical skills. Employers need to be able to imagine you working together on a daily basis. The more information you gather about a company, the more you’ll understand how your skills can be immediately applied and the more your genuine enthusiasm about the work will shine through.

Come up with a few follow-up questions to ask at the end of the interview. Typically, an employer will ask if you have any questions. We recommend asking about relevant company projects and recent company events. Examples are asking about a recent article about the company you found online or specific information you found on their website? This shows you’ve spent time researching the job and you’re serious about bringing value to the company. This are unique questions that will separate you from many of the standard questions that other candidates ask. We do want to point out that you should save your questions about benefits or vacation or a later time.

Our tips will help you stand out from the crowd and make the best impression any employer or any staffing agencies and recruiting agencies you’re working with. The more you practice, even with real interviewers, the better you’ll get. By researching the company and showing how your skills can provide value, you’ll be seen as a unique candidate and have the best shot of landing the job you’ve been looking for.

 

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

BIG NEWS FROM RECRUITMENT INTELLIGENCE!

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Recruitment Intelligence™, a division of ARC Group, is proud that our recent press release has been picked up by such a credible and popular website such as Reuters.com.  When you have a moment, take a look at the news of our recent major partnership with a Fortune 500 company:

http://finance.yahoo.com/news/recruitment-intelligence-tm-announces-launch-081500885.html;_ylt=AwrC0F8O081W0zIAbu2TmYlQ;_ylu=X3oDMTByMDgyYjJiBGNvbG8DYmYxBHBvcwMyBHZ0aWQDBHNlYwNzYw–

 

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

PASSIVE OR ACTIVE CANDIDATES – WHICH ARE THE BEST?

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An average of 15% of the entire workforce is actively trying to find a new job at any given time. In addition, approximately 73% of most working American’s agree that there are always new, better jobs out there and would consider other opportunities if presented to them. So what then does the term active candidate vs passive candidate mean, and how does it affect recruitment agencies and temp agencies? Is one type of candidate better than the other? Let’s find out.

Active candidates vs Passive candidatesAs we mentioned earlier, only a few people, in the active workforce (around 15%), are actively looking for a job. They are actively interested in the prospects of getting a better job and have resumes posted online or are checking the job boards often. The active candidate will also contact staffing agencies or recruitment agencies in order to see if there are potential opportunities available.Passive candidates, on the other hand, are people that are not actively looking for a new job (around 85% of the market). They are busy with their current workplace and don’t have that much interest in the job market to begin with. Basically, recruitment agencies or temp agencies will post ads online that might interest them, but these candidates won’t ever see or reply to these job opportunities because they are too busy being productive for their current employer. Yet, they are still candidates because they might be interested in the opportunities offered by a new job if properly presented to them.

Which are better?

Usually a company will go to temp agencies, staffing agencies and recruitment firms in order to find the best people to hire, but while active candidates are very easy to attract, the passive ones will require a lot more time, resources and convincing.

That’s why many companies tend to consider the passive candidates as being more valuable and with a lot more to offer when compared to the active ones. Reason being is that active candidates usually have a reason behind why they want to leave. While several reasons may be positive in nature, many can involve issues at work, or that they lost their current job already or they are underperforming. Whereas, passive candidates may seem content with their present situations and typically have less present conflicts.They are typically busy performing and not concerned with looking for another opportunity until one is actively presented to them. Because of this, most companies have found a much higher success rate hiring candidates that come referred by internal employees, or candidates they obtained through recruiting firms, temp agencies or staffing agencies. The really good firms in the recruitment space will specialize on finding, evaluating and attracting the top tier of talent in the market place and this pool is usually targeted from the non-jobseekers.

While hiring firms, in the recruiting space, to get the attention of passive candidates can be a more expensive proposition for most companies, there’s no denying that the results can be worth it. Just think about how costly making a bad hire can be to an organization. The amount of resources that go into hiring, on-boarding, training and then the drain on internal morale can be far more expensive than paying experts to get it right from the start. While both active and passive candidates can be very good, it all comes down to finding the right partner to help fulfill your search needs, while targeting the best talent available.

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

BIG DATA: NAVIGATING THE EVER-EXPANDING UNIVERSE OF INFORMATION

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Big Data.  You’ve heard the term. And it’s not tough to decipher the definition.  It’s a large volume of data, right?  A giant spreadsheet?  Or even a massive workbook of spreadsheets?   What makes big data complicated is just how “big” it is and also the challenges that analysis and usage present.   But for recruiters and staffing agencies, these challenges are often opportunity for innovation.

The best analogy for Big Data is The Universe.   Out of the information that is out there, we can only process a very small portion of it.  Data that is collectible and can be analyzed and used represents the moon, sun and stars in the sky in our galaxy.   As society evolves, we can see more of The Universe through technology.  Likewise, we can “see” more data.   Complicated systems of information such as online user metrics are like the planets and far off star systems—hard to see with the naked eye.

But just as an infinite number of celestial bodies exist outside our ability to visualize them, so does an infinite amount of data.   Information about people, places, and things is out there but we lack the ability to access it.   Big Data is measured in petrabytes (1,024 terabytes) or exabytes (1,024 petrabytes) of information—literally billions and billions of individual records including vital statistics, buyer behaviors, weather trends, and online user preferences among millions of categories.

Since the advent of document scanning and the Internet—both products of the tech boom of the 80’s and 90’s—recruiters have been able to crunch more data and develop trends and analytics to make the process of finding prospective candidates more efficient.  Like astronomers, recruiters advance with technology.  Mobile apps, social media, and digital monitoring systems are all devices of information collection.   Today, it is possible to amass a body of data on a person that encompasses not just his former employers, but his work habits, personal life, relationships, consumer history and even his physical fitness.

We discussed before the concept of Talent Mapping as a way to manage the process of passive candidate recruitment. If contact information and resume keywords are the outline of a candidate on the map, Big Data can help fill in the colors.

For example, a recruiter may have a candidate in his database with a decade of experience as a Project Manager at tech firms.   On the recruiter’s desk is a job opening for a Creative Director at an Advertising Firm.  A quick analysis of this candidate would produce a “no-match” answer. However, a search of the candidate’s public social media yields details of his involvement in a theater company.  Furthermore, a deep Internet search reveals poetry and artwork awards not mentioned on his resume.  A scan of periodicals proves that since childhood, this candidate has had successes as a creative person.  Combined with his professional history, this information completes the candidate’s profile and at least warrants an interview.  In the future, data about this candidate’s reactions to specific advertisements online or his behaviors as a consumer could yield insight into how he would perform in an ad agency.

As the universe expands, so does the wealth of Big Data available for analysis.  Likewise, the possibilities of usage of this information to improve job markets and pair individuals with the best employment situation are just as infinite.

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.

 

 

 

IT’S NOT POACHING: HOW PASSIVE CANDIDATE RECRUITING DRIVES THE AMERICAN DREAM

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If you hold a position that requires skill, education, talent, experience or any combination of the four, you have heard the buzz term “sourcing” or perhaps “talent acquisition.”  You might wonder when your phone call from a recruiter is coming, what it would to take for you to leave your job, and what you would say.

If you have employees whom you value, maybe you are also waiting for that call and worrying if your employees are truly fulfilled in your company enough to say, “No thank you.”

With so much negativity around Passive Candidate Recruiting—the process of using a professional to contact currently employed people to fill open positions—it is important to discontinue the use of certain words like “poaching” and “stealing.”  For one, employees are neither wild animals with assets just roaming around unwittingly nor are they possessions.  Our workforce is a living machine that constantly evolves.

Evolution is a better word to keep in mind when discussing Passive Candidate Recruiting.  Here in America, we have a dream to do better than the generation before us.  To be faster, stronger, smarter, and more efficient.  When workers move up the workforce ladder, their lower positions go to other candidates who then might move up themselves.  So really, the dream works from the bottom up.   But there has to be mobility.

So the real enemy is stagnation.  In the last decade, workers’ wages have had very weak growth—about 10%.  Because of this trend, many workers fear losing what they have. They don’t want to ask for a raise or different agreement.  With the connectivity of the Internet and social media, workers don’t dare even browse job search sites or contact a recruitment agency for fear that they will rock the employment boat they sit in.

And thus, nobody on the ladder moves.  And the American Dream stalls.

With Passive Candidate Recruiting, a savvy recruiter is able to extend the hand of opportunity without an employee taking the risk of searching.  Likewise, when an employee contributes his or her information to a Talent Map—a grid of qualified people in a geographic area—employers can foresee changes they can make in the future and plan for mobility.  And thus, the workforce evolves.

Even America itself agrees that competition for candidates is within the country’s best interests.  In 2010, the Department of Justice ruled that the agreement between certain companies including Apple, Intel, and Google, not to contact each other’s employees about opportunities violated anti-trust laws.  The ruling freed up the ladder so that those workers could advance.

As the world becomes more connected, the workforce will continue to evolve.  Talent Maps will replace the blind gamble of job searching and upward mobility will be a right rather than a privilege.

About Recruitment Intelligence™ 

The Recruitment Intelligence™, a division of ARC Group, provides a solution that empowers companies by giving them access to the 85% of candidates not actively seeking employment (passive candidates). Clients receive a full report that compiles real-time market analytics including salary and benefits data, both on a local and national scale, as well as recorded video interviews of qualified candidates. Our research based talent mapping solution is perfect for companies of all sizes and is a refreshing alternative to typical Recruitment Agencies. We handle searches in all major cities, including Miami, Fort Lauderdale, Jacksonville, Boston, New York City, Washington, Chicago, Austin, Seattle, Los Angeles, San Francisco, Silicon Valley, etc. No matter what your hiring needs, we can help you secure the talent you would never get access to through running ads alone.