Tag

better way to recruiting Archives - SourceMatch

Aug 05
1
habits of successful recruiters

7 Habits of Successful Recruiters

By | Blog, Recruiting | No Comments

Here’s a look at the habits of successful recruiters, in a time when the war for talent has become a reality for most organizations.

1. Keep Your Confidence and Persistence

Recruiting has its highs and lows. Staying confident and persistent can help you when things seem to slow down. It’s important to remember that a “no” now, could turn into a “yes” later. Don’t get discouraged, just shake it off and keep going with a smile. It’s not about you, it’s about a million other things that could be going on with your future client or candidate. Maybe there are personal things that put them in a bad mood. Maybe the workload is very busy right now. Keep calm, confident, and persistent, and you may have a future client or candidate. It’s important to check back, even if they said “no,” because time can change a lot.

2. Stay Proactive and Positive

In recruiting, you will need to do your research to stay proactive and be successful in the long-term game. What big changes have occurred in the recruiting world? The economy? Your clients’ businesses? By discussing and researching current trends, you can stay up to date with any changes. Staying positive despite the ongoing change demonstrates your ability to maneuver through obstacles, which will make you look great to potential clients. A smile and a positive attitude will go a long way!

3. Organizing Your Recruiting

It’s very beneficial to organize your contact list of clients and candidates. Using Excel or Google sheets is a good start. There are also specific sites that allow you to sign up for an account which will keep track of that data for you. For instance, when you send an email, some applicant tracking or customer relationship management systems keep track of who and when you sent it, allowing that legwork to be taken care of. It can remind you to follow up with potential clients or potential candidates. Do you use Google calendar or Calendly? Those are a few ways to keep track of meetings and appointments. There are numerous sites or software applications that can help you stay organized. In recruiting, it’s important to stay professional and organized with your time.

4. Knowledge of Clients and Candidates (and their needs)

Are you up to date with your clients and the current candidate pool? Staying up to date with your clients’ needs means keeping in contact with them, checking in on a regular basis, and finding out about any new workplace cultural norms. Have they adopted any new norms or are there any issues with employee retention? How can we help our clients solve those problems (if any)? Offering to listen to your clients’ needs shows that you respect and care about their business. Staying up to date with the current candidate pool means knowing what candidates are demanding in regard to the workplace and pay. How competitive are their skills in regards to the pay they are looking for?

5. Consistency of Building Relationships and Referrals

Building and adding clients to your base helps your company’s recruiting service. By constantly looking for potential clients and referrals, you create future clients and more revenue. It’s important to make time for relationship building. Have you reached out to new clients and offered to take them coffee or out to lunch? What about your current clients? It doesn’t hurt to take them out or send a nice gift to the staff. Those small gestures pay off big time when they share your business as a referral.

6. Communication, Empathy and Listening Skills

Being able to actively converse and listen during a conversation, is a great skill to hone. By asking questions and listening to your client, you build a relationship. It’s known that people who are interested in others create a bond and relationship by allowing the other to share information. People feel connected to others, the more they are allowed to talk about things that relate to them. Actively listening empathetically, is actually a skill that will benefit your relationships. Rather than just glaring over when someone is talking; smile, nod, and show interest. Let the other person finish his or her thought or say “excuse me” if you need a turn to speak. You can add to what the other person has said and show that you listened, as well. This makes the other person feel cared for and important.

7. Current Trends / Technology

Staying up to date with the current recruiting trends and technology will boost your know-how and relevance. What AI is available and what can it do to help with recruiting? What about the current recruiting trends? Which companies are struggling to find employees and what jobs are hot right now, and need to be filled asap? What are candidates looking for and what are companies looking for? LinkedIn is a great resource for learning about current trends with both businesses and candidates. Other popular recruiting resources are listed here. Recruiting is an ever-evolving process, so it’s important to stay in the loop!
The SourceMatch team regularly publishes blog posts, opinions, and curated content to save you the trouble of having to look for the best sources on the internet.

Being a successful recruiter can require a lot of know-how and practice. By keeping your confidence and persistence, staying proactive and positive, organizing your recruiting, having knowledge of clients and candidates (and their needs), staying consistent with building relationships and referrals, developing communication, empathy and listening skills, and keeping up with current trends/technology, you will build a successful recruiting career.

Reach out to us to learn more.

Jul 09
0
strategic staffing partner

Why do Companies Choose a Strategic Staffing Partner?

By | Blog, Recruiting | No Comments

According to Acara Solutions 2019 Staffing report, the main reason companies choose a Strategic Staffing Partner is because they find higher quality talent (voted by the majority of respondents).

What do the numbers say?

The US staffing industry is predicted to grow 4% in 2019, reaching a record $153.5 billion in revenue, according to the “US Staffing Industry Forecast” from Staffing Industry Analysts.
Temporary staffing, excluding place and search, is set to grow 3% this year, reaching a record $132.0 billion.

Growth will vary by segment, according to SIA:
Marketing/creative temporary staffing revenue and education temporary staffing revenue are expected to grow by 7% each this year.
The only segment where decline is expected is at the Office/clerical temporary staffing revenue with 1% in 2019.
How about 2020? US staffing industry expected to grow with 3% and reach $157.8 billion next year.

What is the biggest advantage top talent provides? A recent McKinsey statistics say that companies experience a boost of productivity from high performers, to be more exact, they are 400% more productive than average professionals.

Organizations often find themselves in a loop while trying to hire and retain the best talent. Partnering with a recruiting company like SourceMatch, gives them access to talent with a 360-degree view of the candidate, after putting them through assessments that reveal types of personality, culture fit, and other characteristics, according to the position’s needs. Our role is to consult you as to the practices that suit your recruiting process best!
It is essential in the development of a firm – and that is why many of them choose to partner – to expand and consider the idea of collaborating and trusting recruiting companies to find the right and best talent by following a process like the one SourceMatch has in place.

Have you chosen a strategic partner for your organization, yet?
Connect with the SourceMatch team now!

Apr 15
1
a better way to recruiting

A Better way to Recruiting – Interview with SourceMatch

By | Blog, Recruiting | No Comments

There is a better way to recruiting than virtually moving resumes and candidates around on the recruiter’s desktop. It all comes down to the human interaction and depth of understanding of a candidate’s unique complexity.
With that in mind, the chances of getting the best and right talent your organization needs, grow exponentially. Why even bother? Can’t we just count on our “guesstimation” skills? Beyond achievements and resumes, there are multiple facets of the candidates’ personality that will reflect on their long-term performance. Why take blind chances? At SourceMatch, we count on staying human in the recruitment process, but also use validated systems and proprietary assessments that quantify all dimensions of a candidate’s profile that are predictive of success on the job.

The skills gap is very real and affects the recruiting efforts of most companies. They have trouble finding enough of the right level of talent and skills. Recruiters’ efforts are affected by an imbalance of high demand for talent and low availability and hence why many times they count on salary to convince candidates to make a move. From that, an artificial career progression ensues. Professionals end up “promotions” more often than healthy.
At SourceMatch, we start from one premise: by empowering our clients to access, hire, motivate and retain the best talent – our mission as a recruitment company, we can bridge the skills gap. Once hired, a company’s job regarding that new employee isn’t over. Motivating and retention are crucial and have their success roots in the recruitment process. Put in place the right recruitment strategy and retention is an entirely different ballgame.

There’s a saying that we believe in: “An organization’s ability to grow is only as good as its ability to attract, hire and retain the best talent, but also helps them develop professionally.”
By helping them develop professionally, you are not only making sure that they stay motivated, but you can achieve your goals in a different time frame.

As Bogdan Negru, our Vice President of Solutions, mentioned in this interview, one of the aspects that helps a company thrive is continuous recruiting. Employers are challenged every time they find themselves in the situation to fill vacant positions now or yesterday. The temptation to get someone in the job ASAP is so great that many times hiring managers end up having anyone that can manage somehow. SourceMatch’ continuous hiring solution enables our clients to constantly look for candidates that match their culture, the traits that make candidates successful in their organization, have objectives that align or complement their own, and finally values that don’t contradict, but rather improve theirs.

Working with a recruitment partner can be a bliss – listen to this interview that the SourceMatch VP of Solutions – Bogdan Negru – had with Malcolm Lui, explaining how that happens.

Nov 09
0
outsourcing can be a good thing

Outsourcing and its Alter ego (hint: Frugal Innovation)

By | Blog, Future of work, Recruiting | No Comments

Perhaps one of the leading misconceptions about outsourcing is that a company that outsources needs to cut the jobs of current employees. For sure, there are instances where we see that happening. But that is a result of a flawed mindset deriving from an early stage of outsourcing history where increasing the margins (for the sake of profit) was the only purpose. It works, but it’s short-sighted.

Outsourcing done right has a lot to do with frugal innovation. Navi Radjou coined the term and defined it as a mindset exhibited by individuals and organizations that strive to do more and better, with less. Most managers will translate this: “Ah, I need to cut costs while keeping the same revenues level.” Contrary to this understanding, frugal innovation rather translates to “How can I maintain my current level of expenditure while increasing the efficiency of output and revenues?” In other words, how can I increase value to my customers, while at the same time not spending more towards that purpose?

Outsourcing is undergoing a shift in mindset

This switches the angle from which managers look at outsourcing: it becomes a strategic decision (i.e. from cost-cutting to cost saving). The outsourcing partner comes in to complement an existing organization, and act as an extension of its teams in order to tackle larger projects or peaks in demand. Besides bringing in raw capacity, the outsourcing partner will contribute (if selected well) with a strong focus on end results, since their business with that organization depends on it.

stark-lightbulb

But let’s take a step back and think through the model of frugal innovation. Without any doubt, it’s quite easy to find a solution by spending a lot of capital (especially if it’s available and this seems like a good cause, right?!). However easy that may be, it actually drives down innovation and creativity (since most likely an existing solution will be chosen, one that can be bought off the shelf). While taking the decision to outsource is a step forward, it’s hardly the only one you need to take. The other critical step in reaching higher levels of value is the innovation process through which old practices and processes are entirely re-thought or upgraded. That puts the outsourcing partner (and whether they like it or not, the organization as well) in a tight spot that doesn’t allow for any status quo such as using piles of cash as a safety net. As Renault-Nissan Group CEO Carlos Ghosn once said “In the West, when we face huge problems and we lack resources, we tend to give up (too) easily. Frugal Innovation is about never giving up!”

The lesson from emerging markets

Although frugal innovation has been associated more than often with emerging markets (and for good reasons), more and more organizations in developed economies are considering this mindset because of the rising consciousness that resources are limited (i.e. see the Skills Gap for human resources or fossil fuels). The last economic crisis that swept many western markets off their feet has contributed towards that same consciousness.

stark-grinder

Outsourcing based on that mindset is probably one of the soundest decisions that an organization can make (where applicable, see the organization’s core or niche specialty capabilities that represent its trade secret), especially because of its sometimes harsh but healthy side effect: it enables that same organization to innovate faster, better, and cheaper (without giving up on any of the three). All of which are quintessential to success in the New Economy where capital takes the back seat, while talent drives.

Here’s a challenge that takes you out of the comfort zone, out of a profit-only or damage control mindset. What will you do?