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Greetings from Andrew  Our regular readers have been reporting that the job market is continuing to tighten and candidates are getting more and more difficult to find in almost every vertical and market niche.
In this issue of Recruiter News, we've
included some great tips and tricks to address the barriers we all encounter; regardless of whether you're an agency recruiter or an internal/corporate recruiter. We hope you find some valuable insights in
this month's installment of Recruiter News and welcome your feedback on topics you'd like to see addressed in future issues.
As always, thank you for your ongoing support and best of luck in all your recruiting endeavors! |
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How to Prep a Candidate
 "A Little Pre-Interview Advice
Can Help You
Close More Deals!"
I recently wrote an article about the impact a well-conducted interview could have on preventing good candidates from getting excluded for bad reasons. Due to length restrictions I didn't get into the importance of using the recruiter's interview to prep the candidate for the meeting with the hiring manager. If you've ever lost a good candidate due to a poor assessment, spending time prepping your candidate might be the missing piece in making more placements.
A well-done prep can improve your sendout per hire by at least 25-30% better. Making sure that best candidate gets the job, not the best interviewee or the person with the exact qualifications, is the key to becoming a more effective recruiter.
As many of you know, I believe that the primary role of a good recruiter is to switch the decision making criteria for the candidate and hiring manager away from the dumb stuff to the important stuff. For the manager, the important stuff is what the person is expected to accomplish while on the job. The dumb stuff is over reliance on a detailed list of qualifications. For the candidate, important stuff is what the person is expected to accomplish on the job, not the title or pay. The real job content is the common denominator here. I call a job description that describes the real job as a performance profile.
To read the full article, and learn about
Lou's re-release of his best seller, "Hire With Your Head", click here.
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Character & Behavior Count - more than assessment tools!
By Mark E. Berger, CPC, AIRS CIR
Swat Recruiting
This month I wanted to introduce and write a bit about a new Hireability partner, Future Achievement International. I was happy to do this as it taught me a great deal about assessments and how they can help us all make better hiring decisions as well as develop our current employees. Their flagship product, the MERIT Profile™, uniquely brings together the measurement of both character competencies and behavioral attributes into a single tool.
The MERIT Profile process can take a group of successful people (maybe at your office), assess the characteristics of those people in relationship to some important business outcome unique to your company, and then create a benchmark for evaluating the degree of fit for future hires. How many people have we all hired that just didn't work out? Too many. Wouldn't it be nice if, through a simple online assessment given to potential hires, we could see if a candidate will really make a difference in our company's future? Well, that's what the system is designed to do and some success with this tool can certainly help you get a good night's sleep knowing you did everything you could do to reduce hiring costs and turnover rates.
To read the full article, click here.
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How to Work With Great Contingency Recruiters to Hire Top Talent!
By Craig Silverman, EVP, HireAbility
At HireAbility, our staff frequently interfaces with human resources professionals, corporate recruiters and hiring managers. And, often these individuals are looking to join HireAbility's recruiting network to locate experienced contingency recruiters to help fill their open job orders with top talent.
Our first interaction with most of these individuals is during the 'account registration process' where new users are asked, "Why would a contingency recruiter work on your job orders versus working positions from another company?" Amazingly, over half of all corporate recruiters are somewhat confused by this question. It appears there may be disconnect between corporate recruiters and the large community of third party staffing agencies and independent recruiting professionals.
What are you looking for?
To read the full article, click here.
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 From the Desk of Just J!
Dear Just J,
What's your favorite summertime treat?
- Curious in Hampton, New Hampshire
Dear Curious,
Well, for us New Englanders, there's no better way to celebrate the blessing of warm weather and sun-filled skies than with a cool and refreshing Maine lobster (or, as we like to say it...lobstah) salad.
There are many ways to get Maine lobster all around the country. Check your frozen food isle for this seafood blessing in a can---it's just as good and a heck of a lot less work!
What you'll need:
2 tablespoons butter
1 1/2 cups cooked lobster meat, diced
1 teaspoon seafood seasoning
1 tomato, diced
1/2 avocado, diced
2 cups chopped iceberg lettuce
1/4 cup crumbled feta
What the heck to do:
Melt butter in a skillet over medium heat, add lobster, and gently reheat until hot. Season with seafood seasoning, then transfer to a serving dish. Toss with tomato, avocado, and lettuce. Sprinkle with crumbled feta cheese.
So easy, so wonderful, so SUMMER!
Enjoy,
Just J.
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HireAbiity Unveils Accredited Training Center!
HireAbility is pleased to unveil its newest venture geared toward providing staffing professionals with accredited, online education taught by the industry's top talent.
The venture, called "The Recruiter Training Center" is based on the principals of making continuing education credits (CEU) for staffing professionals easily accessible and affordable by connecting recruiters with leading recruiting experts through state-of-the-art web conferencing technology.
Through much research, HireAbility has chosen the National Association of Personnel Services (NAPS) as its accreditation provider.
"Over the years NAPS has focused on alliances that will improve the success
of our membership and will take the industry image to the next level of
professionalism," said Conrad Taylor, CPC/CTC, President of NAPS. "We have been very impressed with what Hireability is doing in the industry to help meet those objectives." "The primary goal of The Recruiter Training Center is to address the educational needs of the industry," said Craig Silverman, EVP of Sales and Marketing for HireAbility. "An accountant can find course at their local college or university to address their needs, while recruiters have notoriously had a more difficult time learning the "ins and outs" of their speciality."
The Recruiter Training Center holds monthly training classes and is open to the public. Each hour of class a professional attends earns them one CEU credit from NAPS.
For more information about upcoming classes, see the ad below, or email us at learning@hireability.com
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Upcoming
Online and Accredited
Summer Training
Shally Steckerl
August 9th
1:00 - 2:30 PM EST
"Finding Passive Talent from Google and LinkedIn"
$119 for public
$89 for HA Exchange members
1.5 CEU credits earned!
Bonus: Receive Shally's CheatSheets at the end of the training. This is a $19.97 value.
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