Archive for temp agency tag

INTERVIEW MISTAKES TO AVOID

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After what can feel like a lifetime you finally get word.  You’ve made the first cut, your resume caught someone’s attention and you’ve been called in for an interview. Now it’s time to prepare yourself for the inevitable. It’s question and answer time and you must have your homework done and be on your toes. Many have done it before, made that crucial career altering mistake during an interview. Here you’ll find some common interview mistakes to avoid that just may save your career.

Failure to Study The Company

Many people go into an interview not knowing anything about the company. This is a huge mistake.

If you really want this job, you’ll spend some time studying the company. You’ll know what they do, how they operate and a bit about a few of the job positions, especially the job position that you’re applying for. You want to go into this interview armed with some knowledge that will show the hiring manager why they should hire you for the open position.

Failure to Arrive On Time

This is one of the biggest mistakes you can avoid.

Failing to arrive on time shows the interviewer that you can’t be counted on to arrive on time for your job. If for any reason you’re going to be late, consider calling ahead and rescheduling the interview. However, try at all costs to avoid having to reschedule, it will make you look much better as a potential candidate if you arrive on time.

Mispronunciation

Have you ever been offended because someone kept pronouncing your name incorrectly? Your interviewer will be offended too. You need to know how to pronounce the name correctly. If you are unsure, ask something along the lines of “How do your pronounce your name?” This shows that you care. Make sure that you use their name at least once or twice to ensure you’re pronouncing it correctly.

It’s also a good idea to find out the name of the top personnel at the company and know how to pronounce their names as well. And please make sure you know how to pronounce the name of the company that is interview you. While it may seem like a little thing, it can make the difference between getting hired and continually looking for your next job.

Failure to Follow Up

When you don’t follow up, you’re not showing good manners. It’s important to follow up and show those good manners if you want the job. It’s also a good time to bring attention to a skill that you weren’t able to talk about in the interview, a skill you can expand on and reassure or even a way to squash any perceived negatives to hiring you.

It may seem silly but you need to follow up after your interview with a short note, card or email to your interviewer. No need to write a novel, but you should have some substance in your thank you note.  A good formula to use would be a three paragraph note/letter.  The first paragraph should be thanking them for their time and the opportunity to learn more about the position.  The second paragraph should contain 2-3 examples of why you are the right person (use the experience/skill set that seemed most important to them in the interview).  The third paragraph would be thanking them once again and letting them know your interest level.

This simple step accomplishes several things. It tells the interviewer that you are thankful and respectful, and it helps to keep your name foremost in their mind as they go through the process with other potential candidates.

The moral of the story is to use common sense.  Avoid these very common mistakes and you will have a much better chance of landing your dream job.  Happy Interviewing!

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.

RECRUITMENT INTELLIGENCE: TALENT MAPPING

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The term “talent mapping” may sound like it’s out of a science fiction movie.  In reality, the process of talent mapping is more a job for Lois Lane than Blade Runner.  Our recruiters use good, old-fashioned research, interviews, and elbow grease to create a database of individuals who are qualified for a specific position within a company.  Whether the candidate pool is a city block or the Lower 48, Recruitment Intelligence uses both Internet searches and a hands-on approach to collecting contact information and profiles.  While other recruitment agencies may deliver a list of names and numbers that may or may not be current, we provide accurate, detailed information about all the passive candidates who are qualified for the position.

We take the title of “Intelligence” to heart.   What if the CIA only used Google searches to compile its list of data for the President?  The USA would be in big trouble.   So our researchers and recruiters don’t stop at search engine inquires either.   That is where the talent map comes into play.

While we don’t seek to disrupt the established workforce of any company, we reach out to everyone who fits the job description in our assignment.   Working with social media sites like LinkedIn, websites, word-of-mouth, and prior research, is just a start.  We then perform cold calling campaigns and contact employees of our clients’ competitors.   Armed with a list of up-to-date contact information, our recruiters know how to get candidates on the line to tell us about themselves, their skills, experience, and capabilities.  We build a profile on each and analyze their potential.

A “talent map” might bring to mind an old MapQuest page with little shapes and stars on a geographic map.  While the location of talented people is important, a talent map looks more like a flow chart than a map.  Each sourced candidate is put into the schematic according to the value they can add to a company now and what they could provide in the future based on their qualifications.

For example, a savvy Project Manager at a small software company might be an excellent fit for our mid-sized IT client.  Through a phone interview, our recruiters discover that this PM was the CEO of his own mobile app development small business which he sold for a healthy profit.   Further research of this candidate revealed that while his Master’s Degree was in Computer Science, his Bachelor’s Degree was in Chemistry.  When this information is plotted on our talent map, our client can analyze his credentials alongside the other qualified individuals in the area and decide that he is not the right choice.  But in a year, when the IT company takes on a project creating a mobile app for a pharmaceuticals company, the hiring manager can refer to the talent map provided by Recruitment Intelligence and recollect this candidate.

Recruitment intelligence takes the guess-work out of hiring and ensures that our clients can make informed decisions about each job role versus the available candidates in the search area.  It also is a way to track and monitor talented, sought-after individuals and warehouse their experience and qualifications.   Armed with a talent map, businesses can journey into the future confident that they have the right cars on the road.

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.

THE NEWEST TRENDS IN RECRUITING

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Several trends will define the recruiting industry in 2015. Digital technologies have affected just about every aspect of life and employment is no different. Here’s a list of the most intriguing and newest trends in recruiting industry.

The Use of LinkedIn in the Recruitment Process

Social networks have been shaping up the recruitment process for years but today, their impact is stronger than ever.

Using LinkedIn as a recruitment tool has made it easier and quicker for staffing agency professionals to discover top talent in the industry of choice. Statistics show that 94 percent of recruiters rely on social media to do research and 94 percent are active on LinkedIn. Eighty nine percent of these recruiters report that they have hired at least one candidate for a position through LinkedIn.

With over 200 million users in all parts of the world and 75 percent of these individuals making more than 75,000 dollars per year, LinkedIn is a true talent base that makes it much easier to establish connections with experienced professionals, even if they aren’t currently looking for a new career option.

Mobile Recruitment is No Longer a Thing of the Future 

More and more people rely on their mobile phones to look for information, including new job openings.

Recruiters have started responding to this new trend. Today, many job seekers use apps to directly apply for a position through their smartphone. Mobile platforms have affected numerous fields of the corporate world. It was only natural for recruitment to follow in the footsteps of marketing and information dissemination.

According to SimplyMeasured statistics, 70 percent of job seekers used their mobile devices to discover employment information. Of all people questioned, 72 percent responded that they’d love to receive career information via a smartphone app or alerts. Of all the active job seekers, 70 percent say that they’ll be happy with an opportunity to apply for a job directly from their smartphone.

The mobile platform is gradually becoming the primary channel for online communication. This is the main reason why many professionals believe that 2015 is going to be the year of mobile recruiting. Companies aren’t investing enough in mobile-friendly experiences, which is pulling them back and preventing them from becoming pioneers in the digital world.

The Newest Trends in Recruiting Industry: Video-Based Online Interviews 

As telecommuting is becoming a more prominent trend and many companies are outsourcing key processes, video-based job interviews have turned into the most convenient communication method with employers and remote candidates.

Over the last two years, video interviewing has grown by 49 percent, Recruiter.com reported. Today, six out of 10 recruiters use video interviews to learn more about the candidates and their competencies. Nearly 85 percent of the recruiters say that video hiring saves them money and 88 percent confirm that the technology reduces the amount of time needed to find the perfect candidate for each position.

Video interviews provide all the features of face-to-face communication, as well as behind the scene collaboration opportunities. This characteristic is one of the main reasons why numerous small and mid-sized companies are turning to this option for effective candidate screening.

For candidates, video interviews provide a lot of flexibility. These can happen at any time and in the comfort of one’s home. This is the main reason why if they were given an option, 66 percent of the candidates will opt for an online video interview rather than a face-to-face meeting.

The recruitment industry is changing rapidly. Videos are dominating job ad creation and interviews and being used more and more by recruitment agencies. Telecommuting makes it possible to connect with top professionals, even if talent is scarce locally. Online profiles are starting to become more important than carefully written resumes. These are just some of the newest trends in recruiting industry and chances are that technologies are going to have an even more pronounced effect in the years to come.

Make sure the temp agency or recruitment agency you are using is up to date on the latest technological trends.

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.

FEELING BLUE? MAYBE IT’S TIME FOR A NEW JOB

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Job hopping is something that no one wants to show on their resume.  It shows you aren’t loyal.  That you potentially haven’t been very successful with your previous employers.  It shows that after a company spends money on hiring you, that there is a chance that money will be wasted in the end.  That isn’t a good thing and one that you should always try and avoid.

With that said, it isn’t taboo to change jobs throughout your career.  Most people want to have a job that offers them a chance to grow or expand their skill set.  Unfortunately not every job can offer that to you.  So what do you do when you feel there is nothing for your future with your current employer?  It’s as simple as making a change.

If you aren’t performing well at your current job, you likely know when the time comes that you should look for a new opportunity or you risk not having a job in the near future.  But if you are performing well, knowing when it is time to make a change can be a hard thing to do.  You don’t want to leave too early and miss out on a career that you would later wish you didn’t leave.  But there are some warning signs to keep an eye on for when it might be time to reach out to a recruitment or staffing agency.

Boredom – When you feel your job is mundane, or just flat boring, it might be time to start looking elsewhere.  I don’t mean that if you do the same thing every day, without much change, that you aren’t going to be happy.  Most jobs require you to do the same thing without much deviation.  That’s perfectly fine and you may not even realize it because you enjoy your work.  But if you are the type of person that needs change, and feel a daily burn that you don’t want to go to work and do the same thing over and over again, then the boredom you are experiencing will continue to grow.  As it grows, your productivity will likely decline.  Time to make a change before management makes the change for you.

Anxiety – If an 8 hour day seems like it takes 20 hours, or weekends seem like they last 3 hours, it might be time to start thinking about your next job.  There is not much worse than spending most of your non-working hours thinking about how much you dread going back to work the next day.  It makes life unenjoyable and could have some drastic effects on your home life.  You become more irritable than normal, anxious and generally an unhappy person.  Life is too short to be that stressed about your job so call a recruitment agency and see if there are other, potentially better, opportunities out there.

Undesirable Changes – Nobody can predict the future.  At least not that has been scientifically proven anyway.  Therefore when a less than desirable change happens within a company, it might be time to start looking elsewhere.  Undesirable changes could be anything of importance.  Maybe your company was recently acquired by another company.  Or maybe the compensation structure has changed.  Possibly a new CEO comes to your organization and changes the whole company philosophy, one of which you do not agree on.  Whatever it might be, sometimes a major change at a company could trigger your thoughts on looking for your next opportunity.  If you perceive the changes as a good thing, then there is no reason to leave.  But if you feel the direction of the company, the new pay structure, or new management is something you just can’t see eye to eye on, then start thinking about your next move.

Again, nobody wants to change jobs like the wind changes direction.  But sometimes it is time to make a change and instead of plodding through life unchallenged or unhappy, call a staffing agency and see what they can do to help you.  There is no reason to remain that unhappy with your current job out there without at least first looking to see if there is something else better.

Sometime the grass is actually greener on the other side.

 

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.

PRESS RELEASE: AMERICAN RECRUITING & CONSULTING GROUP COMPLETES ACQUISITION OF THE MARVER GROUP

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Weston, FL – American Recruiting & Consulting Group (ARC Group), the parent company for Recruitment Intelligence, has completed the acquisition of The Marver Group, led by Nancy Marver-Ilhan, which is a respected Executive Search Firm in Chicago that opened in March 2003 and specializes in Commercial Insurance Search.

With this strategic partnership, ARC Group has added an additional level of expertise to their portfolio and will be able to help better service clients in the Insurance Industry, not only in Chicago, but also on a national level.   Nancy and The Marver Group bring a wealth of experience to ARC Group. Nancy has been recruiting professionals in Underwriting, Claims, Operations, Loss Control, Human Resources, Marketing and Management for over 25 years.

“We are very excited to have acquired The Marver Group for several reasons,” said Gregg Podalsky, CEO of ARC Group.  “We have had great success over the past 30+ years and are always looking for ways to better service our clients’ needs.  The Marver Group acquisition helps enhance our existing capabilities and accomplish this goal.”

 

About ARC Group©

American Recruiting & Consulting Group, a national executive recruitment agency was established in 1982 and has been consistently ranked in multiple issues of The Business Journals’ “Top 25 Executive Search and Consulting Firms” for the last 14 years. With over a hundred employees and a score of locations throughout the country, we have asserted ourselves as a leader in the recruitment, staffing, employment and consulting sectors.

At ARC Group, we focus on helping our clients grow by offering a unique blend of staffing, employment and temp services in the talent acquisition space. Our services include helping clients find the best talent for contract, temp to perm, and permanent placement opportunities. We also offer a unique and trademarked research recruitment solution, Recruitment Intelligence™, as well as retained, contingency and consulting services.

With our proven 7 stage end-to-end recruitment process we provide unsurpassed quality that most employment and temp staffing agencies are unable to offer.

 

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.

THE CONVENIENCE OF PRE-RECORDED VIDEO INTERVIEWS

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Video Interviews are a hot-topic in the recruiting industry these days.  For one, it allows Hiring Managers to conduct a live interview at a convenient time for them, as well as for the candidate, without having to push aside daily duties.  It is also quite cost effective when the candidate isn’t local as they won’t have to be flown in until you are pretty sure they are the person you are interested in hiring.

But what about pre-recorded video interviews?  They can be a buffer between a phone interview and a face-to-face interview.  It can be extremely helpful with screening candidates and weeding out the ones that you feel certain are not the right fit.  It can also tell you about a person’s communication skills and some of their personality without having to schedule a face to face interview.  So both time and money are saved as well.

How do they work?  Quite simply actually.  Some staffing and recruitment agencies, like Recruitment Intelligence, have the ability to provide this service to you at no additional cost.  All you have to do is provide four to five knock-out questions that you would like the candidates to answer.  Usually you start with an introduction, “Please state your name and give a brief background on your experience.”  From there you can ask as technical of a question as you like.  Some might want the candidate to speak about specific experience with a certain software package.  Others may ask a situational question to see how you would handle a certain scenario.  Whatever types of questions you choose, they will be used so that you are able to make a quick determination of whether or not it makes sense to keep that candidate in the hiring process.

It’s truly a great way to save time, money and resources.  You can watch them on your own time through your computer at work, at home, on your cell phone or even a tablet.  As a recruiter, you can now focus more on interviewing the viable candidates instead of spending a ton of time on screening them.  If you are a Hiring Manager, you can finally take time to interview candidates face-to-face that you know meet at least a few required skills that you need to see.

The recruitment process is usually long and costly as it is.  Why not use the technology that is readily available to help lessen some of that burden?

I know our clients love it and I am sure you would too.

 

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.

TIRED OF PAYING LARGE STAFFING AGENCY FEES?

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For decades the recruitment industry has remained largely untouched in the methodologies used to find and place candidates for companies.  Typically when a company engages with a staffing or employment agency, they agree to one of two types of contracts; contingency or retained.  With a contingency contract, the company agrees to pay a fee usually between 25-30% of the candidate’s first year salary should the recruitment agency provide the candidate that gets hired.  In a retained search, a company will agree to give a staffing agency an exclusive right to work on the search while paying the same fee agreement but broken up in three payments.  One third to start, one third upon receiving a short list of candidates and the final third upon hire.  As you can imagine, the fees for either of these services can be quite costly, usually five figures.

That’s where Recruitment Intelligence comes in to play.  Over the years, our clients have expressed a desire to use a recruitment agency without having to pay a high fee as not every company has the budget to do so.  That’s why we developed a research recruitment solution that specifically targets passive candidates for a fraction of the cost of traditional methods.  This has allowed companies of all sizes to use a staffing agency whereas before some couldn’t afford to do so.

Imagine this scenario.  You are searching on a job board’s resume database for a tough-to-fill position.  The database provides a handful of active candidate’s resumes that seem to be close to what you are looking for so you call them.  Once engaged, you realize that one or two are a match but the others miss the mark for one reason or another.  During your screening efforts of the qualified candidates you learn one was let go due to an economic downturn and the other left their job because of issues with upper management.  Neither are in ideal situations, but because of pressure, you hire one with a worrying thought that your new hire will eventually leave and you are back to square one.

Now imagine this scenario.  You are again searching on a job board’s resume database for the same position.  Instead of receiving a handful of resumes of people looking for jobs that may or may not be a match for your position, you receive a list of people that are doing the same position at your competitors and other companies of interest in that particular market. They aren’t actively looking for a new job but might be open to making a move for the right opportunity. Not only do you receive most people’s contact information but you also get a brief write up that expresses the reason for their desire to make a change, their experience level in the aforementioned position as well as the compensation and benefits they receive from their current employer.  You love the fact that each of these people are currently working and being successful instead of whatever reason they aren’t employed, even if its justified.

That’s essentially what Recruitment Intelligence does for you.  When you engage Recruitment Intelligence, you are partnering with a company that understands that while there are some good candidates that are actively seeking new opportunities for one reason or another, the best candidates are usually the ones that are not looking but would be open to hearing about a new opportunity.  In the recruiting industry, the active candidates make up roughly 15% of the available people that most staffing agencies target.  Wouldn’t you like to target the other 85% that most staffing agencies do not target?

The process is simple.  You tell us what position it is you are trying to fill, provide a job description and some details about the position and company, provide a list of companies you want us to target or ones you want us to stay away from.  Then we perform a cold calling campaign directly into those companies of interest to identify and speak with the person that is currently doing the position you are trying to fill.  Once we engage those potential candidates we will screen them for the information you need to determine if someone is a viable candidate or not.  Even if they aren’t interested in a new opportunity, we still do our best to gather competitive information that will be valuable to your organization.

Once we have an interested and qualified candidate, we then provide them to you quickly so you can contact them while they are thinking about a new opportunity.  When the search is complete, we provide to you a full report of everyone we identified, whether we spoke with them or not, any information we were able to obtain.  You will also receive pre-recorded video interviews of those interested candidates that have the experience you are looking for so you can determine if you like them before ever having to talk to them.  This will save you time, money and resources.  If you have an applicant tracking system (ATS) we can also provide a full report in a format that you can easily import so you don’t have to worry about time for data entry.

All of this is charged on an hourly basis and is a fraction of what you would normally pay when using traditional recruiting methods like contingency and retained searches.  Did I mention that there are no extra fees if you make a hire?  Did I also mention that you can hire one, two or ten people and there are still no extra charges?

Now imagine telling your boss that you just hired 4 top people from some of your competitors while saving your company tens of thousands of dollars.  That wouldn’t be a bad conversation to have.

 

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.

A BETTER LOW COST ALTERNATIVE FOR RECRUITING

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Have you ever used a contingency or retained recruiting firm to help fill an executive level position?  If you have, then you likely paid a fee somewhere between 20-30% of the hire’s first year compensation.  If that executive level salary was $150k then you are on the hook for $30-$45k in fees for that one, single hire.  What if a recruiting agency helped you fill a Manager level role on a contingency basis that pays $50k in first year salary?  You would still have to pay a considerable fee between $10-$15k.

Those figures can make your budget dwindle quickly or get a long, cold stare from the person writing the checks.  Neither are desirable and thankfully there is an alternative.  A research recruiting based model, that we recently launched, to help you fill positions (multiple if necessary) at a cost that is typically 60-70% less than the fees you would incur using traditional methods such as contingency or retained firms.

In short, we perform a cold calling campaign directly into your competitors or companies of interest to reach the extreme passive candidate that is too busy being successful to even know that you have an opportunity available.  I would imagine you prefer to have the best of the best so why not target them specifically?

Benefits:

  • Cost effective – as our model is typically a quarter of the price you would pay for contingency searches (we charge by the hour with hours dependent on the scope of the search)
  • Immediate responses – we send to you all interested and qualified candidates as we find them but you also receive a full report of everyone we identified (whether we connected with them or not), contact information and any call notes from our conversation.
  • You own the report – The report you receive is yours to keep and can be used for future recruiting or if you need to make multiple hires for one position. As such, your cost per hire is considerably less than traditional methods.
  • Salary and Benefits analytics – we will compile a report of all salary & benefit information we obtain so that you can be sure you are staying competitive in the industry.
  • Pre-recorded video interviews – We will supply to you pre-recorded video interviews from interested and qualified candidates of which you can provide a few knock out questions. This way you can determine if your time and money is going to be well spent on interviewing the candidate.
  • You control the process – Once we have completed the first half of the search you can determine to stop, pause or redirect the search as you see fit. If we quote you 40 hours and after 20-25 hours you are ready to make a hire, we can stop the search and you only pay for the hours worked on the search even if that is less than 40 hours.
  • Online web portal – this allows you to see in real time the progress of the search, including downloading resumes, seeing call notes, etc.
  • Directly import data – The final report can be emailed to you in a format that would make it easy for you to import directly into your ATS.

The average search takes around 40 hours to complete, so your total fees would be around $5k.  That’s your cost whether you need to hire 1 Executive or 2 Managers or 5 Account Executives.  That’s a far cry from the fees you would pay through contingency or retained search firms.  Think about how much of a hero you would look like to your boss when you present this option compared to the tens of thousands of dollars you are used to spending.  You could then use the excess money in your budget for other important things that need to be done.  Not only that, but you are still the driving force behind the recruiting as opposed to someone at another company (the recruiter) making some important decisions for you.

With all that said, we can support your needs through traditional recruiting methods should you feel that is a better fit for you.  But considering how cost effective this model is while providing to you the most successful candidates in the market, maybe you would like to schedule a call to talk a little more about it?

 

About Recruitment Intelligence™
The Recruitment Intelligence solution 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 where your hiring needs are, we can help you secure the talent you would never get access to through running ads alone.

Learn more at http://www.RecruitmentIntelligence.com

INTERVIEW TIPS (QUESTIONS TO ASK)

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Every job interview I have been a part of, whether trying to get a job for myself or helping a candidate prepare for an interview, the one constant is the interviewer asking the candidate if they have any questions.  While it is important to do your research on the company and understand their values and business model, it is even more important to have a few questions prepared for the interviewer.  When asked “do you have any questions?” the last thing you want to reply with is “no.”

Here are a few questions you can ask, in your own words, when the time is right: 

  1. What do you feel are some of the competitive advantages your organization has over other companies?This is what one would consider a “high level” question.  Even if you already know the answer, go ahead and ask anyway.  The interviewer’s response will tell you a lot about their opinion of the company.  Not only that but you may gain some knowledge about other companies you were interested in or just solidify your interest in this particular company.
  2. What % of the management/leadership of the organization are “home grown” versus externally hired?This question will accomplish a couple of things.  First it will let you know if the company promotes internally, which is important for your career growth, but also, it is important to know that the leadership is also hired externally as well.  This is important because you also want people at the “helm of the ship” who have other experiences they can bring to the table.  This will ensure decisions are based on past outside experiences.  Very strong organizations usually have a good mix of both.
  3. What are some of the short and long range objectives of the department, and how would achieving those goals impact the overall organization? Again, this is a high level question that will show you have the “big picture” in mind.  Companies tend to like people that have an interest in obtaining and/or exceeding goals to positively influence the entire organization.

While there are many other high level questions that can be asked during an interview, these three, or some variation of them, should be good enough to help you stand out from the competition.  In a future blog post we will touch base on tough questions that you may be asked and some ideas on how to respond.

Our hope is that if you follow these tips you will feel more confident and comfortable when starting your next interview and ultimately get the job you desire.  We will have more tips for you next week, please check back to our blog, or follow us on Facebook and Twitter to be automatically notified of our next post!   Happy Interviewing…

 

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.

Learn more at www.RecruitmentIntelligence.com

RESUME TIPS TO HELP YOU LAND YOUR NEXT JOB

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Your resume is a powerful tool when applying for a job; a representation of your past experience, skills, references, education and more. When it comes to formatting your resume, your options are wide open. Even resume templates offer a range of options when it comes to the presentation of a resume.

While you want your resume to be unique and to stand out, there are certain resume tips you should follow to ensure that your resume has the right effect in the hands of a potential employer. You have to realize that employers see tons of resumes for job openings, especially these days, so you want your resume to offer the correct first impression.

One Page Rule

Many people think they have to go by the age old rule of having their entire background on one page. While you don’t have to keep your resume to one page, it is advised to keep it to a minimum.  The Hiring Manager will likely have a stack of resumes to go through so try and keep your resume condensed if possible.

Your skills and experience need to be highlighted, short and to the point. Keeping everything condensed to just a page or three is one of the most important resume tips for you to follow.  A Hiring Manager will not typically examine every aspect of your resume upon first glance so you need to make sure you have the relevant information front and center.

Everyone has different selling points when it comes to their resumes. Some people have more extensive education sections, while others have more job experience to list that is related to the position in which they are applying.  Education background is usually very important but most times there is not a need to go into too much detail about your school activities and clubs you were a part of in college.

Precision 

Building a resume is just as much about avoiding mistakes as it is ensuring all the proper information is listed on the sheet of paper. While you do want to be concise, you also have to balance this out with specificity when it comes to certain parts of your resume.

As a matter of fact, specificity has nothing to do with adding extra words. For example, when describing your duties at a former employer, don’t be vague. You want to give a representation of what you did for the company and why it was important.

Duties vs Accomplishments

It’s important to describe your job duties in a unique manner as mentioned. Job duties are a major part of your resume, but people often get wrapped up in job duties and forget to focus on listing accomplishments. Accomplishments show how you stood out while performing those job duties.

Action Verbs

The use of action verbs is very attention getting.  For example, instead of putting “was responsible for 15 employees,” you should put “supervised 15 employees.” Look for ways to start sentences or phrases contained in your resume with action verbs. They are very authoritative and show confidence.

Building a winning resume is not difficult if you know the hindrances that many have experienced before you. Using these resume tips that have pointed you in the right direction, it’s time for you to land that job.

 

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.

Learn more at www.RecruitmentIntelligence.com