Executing Recruiting, Executive Search, Hiring, Uncategorized

How Does A Company Attract Top Talent?

The key to success in attracting top talent is to make your company an employer of choice. A company must set itself up as a solid, well-organized enterprise and create compelling reasons for top-notch professionals to work there. Those reasons can include excellent compensation and benefits, advancement opportunities, regularly scheduled performance reviews, and other popular perks such as flextime.

Finding the top talent is often a difficult task. Most often, these individuals are not actively seeking new employment. That means companies have to dig deeper to find the top 5 percent. Direct hiring from primary competitors is a company’s best strategy. This involves sophisticated networking and sales ability.

One networking tactic is to determine which of your current employees have already come to you from key competitors. Ask them whom they would recommend hiring from those competitors. Even if a top candidate is ultimately not interested in your position, he or she may be able to refer someone else.

Typically, companies don’t part with top talent. This talent is often well compensated, which makes the stakes higher. In addition, a company will fight to keep them. Therefore, you must be able to offer something that their current employer doesn’t satisfy, such as a new technology or–best of all–a compelling company vision.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
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Executing Recruiting, Executive Search, Hiring, Uncategorized

Recruiting Strategies For Tough-To-Fill Technical Positions

Anyone who has been hiring recently knows that it is becoming tougher and tougher to find good candidates for tough- to-fill technical positions. Examples of these position are found in Information Technology, Software Engineering, as well as other disciplines.

We’re in a tightening labor market where the candidates, not the companies, are beginning to get the upper hand. It’s happening slowly but surely and, with the economy improving, it is only going to get worse. I see recruiters struggling because companies don’t yet recognize this shift in the market. The mindset of hiring managers is still to ask recruiters to provide multiple candidates who met their “must have” criteria (usually a length list).

The problem is the “perfect” candidates are not easily available in today’s market. Most candidates who are seeking employment are not necessarily the ones companies want. Companies who will be successful in today’s job market will be the ones that change their recruiting strategies.

I have listed some strategies below which companies can execute to be successful:

Loosen Up on Hiring Criteria
Forget the long list of “must have” criteria for the qualified candidate. Hiring managers have to determine what skills are absolutely “must haves” versus “nice to haves.” Consider the cost to the company of having a position unfilled for many months by waiting for a candidate who meets ALL of the criteria versus hiring a candidate who meets MOST of the criteria and would come up to speed quickly on the remaining.

Think “Out-of-Box”
In a tightening labor market, it’s time to think outside of the box. While the ideal candidate may come from the same industry, an excellent candidate may also come from a related industry. Consider someone who has the same skill set you need, and has demonstrated success with those skills, but in another industry. You can train a new hire so that he understands the intricacies of your industry. A person who wants to break into your industry will often work that much harder to get up to speed. In fact, he or she may be a superior choice to the candidate who works for the competition, but is just an average worker.

Position Your Company as an Employer of Choice
Since this is beginning to become an “employee’s market,” companies need to do a better job of selling themselves to candidates. Examine your salary and benefits package. Is it competitive? Does it meet or exceed the industry standard? Consider changing or updating your policies to be as attractive as possible. Remember that money is not always the reason a candidate takes a job. Talk up your company’s vision, technology, and culture.

Become More Creative in Sourcing Employees
It is time to be a little more creative in how you recruit employees. If you don’t already have one in place, start an employee referral program. Employees are often your best recruiters, and can be quite motivated when there’s a financial reward for successful matches. Create a buzz about your company in other ways. Try Internet chat boards, recruiting functions, industry meetings and more. If there’s a venue where potential candidates gather, you want to be front and center.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
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Executing Recruiting, Executive Search, Hiring, Uncategorized

Choosing The Proper Recruiting Model To Assist Your Company With Hiring

Choosing the proper recruiting model to work with your company is not an easy task. Many companies feel that all recruiting models are the same; when in fact there are vast differences. Let’s start with an explanation of the two most common recruiting models:

Contingency Recruiting
This is the model that most companies know about and use. Many companies feel that it is the only recruiting model available. Contingency recruiters represent the candidate and will submit the same candidate to a number of companies in hopes of placing this candidate anywhere. The contingency recruiter is paid his/her fee (generally 25% of the candidate’s annual base salary) ONLY if the candidate is placed at a particular company. The downside to this recruiting model is that contingency recruiters are basically in a race to “flip” candidates over to as many companies as they can. The recruiter’s interest lies with the candidate, and he/she does not have the company’s best interest in mind. Many companies use multiple contingency recruiters at the same time which only serves to compound the problem.

In my opinion, contingency recruiting has a very low level service level, and statistics have shown that candidate attrition rate is high because the contingency recruiter is only interested in the placement and not the best fit for the company.

Retained Recruiting
The cost of using the retained recruiting model is the same as contingency recruiting (generally 25% of the candidate’s annual base salary), but, in my opinion, offers a much higher level of service and customer satisfaction. In a retained recruiting model, the client company “engages” the services of the retained recruiting firm by paying an upfront retainer to the firm to begin the search (generally 1/3 of the total fee with the balance of the fee (2/3) due upon the placement of the candidate). The retained recruiting firm will sit down with the company and do a through analysis of the position’s requirements and also understand your company’s culture. By doing this, the retained recruiting firm can offer a much better level of service to both the candidates and client company. This is because the recruiter is ONLY representing the company. In most cases, a good retained recruiter will tell you NOT to hire a certain candidate because of a poor cultural fit with client. I doubt very much if that ever happens with a contingency recruiting firm. A good retained recruiting organization will serve you as a “recruiting partner” and not just as a vendor, looking out for your company’s best interests and also representing your company well in the recruiting marketplace (an important feature to have).

Statistics have also shown that candidates placed via a retained recruiting model have a much higher retention rate versus the contingency model. In addition, the satisfaction level with both the candidates and the client company are higher in a retained model than with a contingency model.

If the retained recruiting model is appealing, interview several firms to learn more about their capabilities and experiences. Since it will serve you best to have one retained recruiting firm to be your “recruiting partner”, it is important for you to make sure that there is chemistry with that firm. Remember, this firm will be an extension of your company and will be representing you in the recruiting marketplace.

Partnering with the proper retained recruiting firm will not only lower your overall recruiting costs but will also result in a much higher quality of candidate with an overall better retention rate.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
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Executing Recruiting, Executive Search, Hiring, Uncategorized

Should I Customize My Resume For Each Job That I Apply To?

Job applicants ask me this question very often. My answer is always the same: YES! Too many applicants are settling for the “one size fits all” resume and wonder why they are not being more successful in obtaining interviews. In this challenging market, job applicants need every advantage that they can come up with. Hiring companies are generally holding to very rigid and narrow specs, and applicants need to be able to stand out from the many who are applying for the openings. Look carefully at each job specs before you apply and customize your resume to fit as closely as you can to the spec. As long as you truly have the experience, making your resume read like the job spec is the best way to get noticed by that busy hiring manager. I am fairly confident that following this method will result is a higher percentage of positive responses from hiring companies.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
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Executing Recruiting, Executive Search, Hiring, Uncategorized

5 Tips On Recruiting Employees Directly From the Competition

  • Is It Worth It?
The company leadership needs to assess whether the benefits of recruiting from the competition is worth the potential downside.  For example, if recruiting a key sales person or key technologist/scientist from the competition would potentially be a huge windfall for your company, then it is worth the potential legal battle and higher level of compensation that would come with hiring this person.

 

  • Use an Third Party Executive Search firm
If your company wants to recruit candidates directly from your competition, it is best to use a third party executive search firm to accomplish the task.  There are several reasons for this, but the major reason is you don’t want your own employees calling directly into recruit from the competition because it may open up your company to legal action, retaliation, and potentially a bad reputation in the industry.  Third party executive search firms are very skilled at approaching the competition and will provide your company with that initial cover of confidentiality.
  • Be Careful What Information that Your Interviewers Share

If you plan to interview a candidate from one of your competitors, you will need to instruct your interviewers to be very careful what information that they reveal to the candidate.   It is not unusual for the competition to send someone in for an interview just to get some inside information.  If you plan to reveal sensitive company data to candidates, you should present them with a non-disclosure agreement and have them sign the document in the presence of a witness.

  • Carefully Review The Candidate’s Non-Compete Agreement

If you interview and intend to make an offer to someone from the competition, make sure to have your legal team carefully review the candidate’s non-compete agreement.  Some states are stricter than others in interpreting the non-competes and, depending how the agreement is worded, it may be very difficult to get around.  It is better to spend the legal dollars upfront for advice than to be hit with a costly lawsuit later.

  • Be Prepare to Compensate Stars from the Competition Well

If you have an opportunity to hire a real star from the competition, be prepared to pay royally for that person’s services.  You figure that his/her current company is paying them well that and will fight hard to retain the person.  While money will be a major motivating factor in moving to your company, a candidate will also be looking at the upside that your company offers in career development, market growth, and product/services  capabilities.

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Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
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Executing Recruiting, Executive Search, Hiring, Uncategorized

The Value Of A Robust LinkedIn Profile

LinkedIn has been a tremendous step forward in the evolution of recruiting. From the days of snail-mailed resumes to job boards like Monster and CareerBuilder to LinkedIn, we have seen ability of job seekers to get their background in front of recruiters greatly enhanced. This is especially true for “passive jobseekers” who are generally willing to listen to a targeted job opportunity that seems appealing. The best way to do this is to make sure you have your LinkedIn profile up to date and completely filled out.

Before LinkedIn was developed (and even today), anyone who posted their resume on a job board risked someone at their current company finding out. With a robust LinkedIn profile, you have the opportunity of being approached about a tremendous job opportunity without it being apparent to your company that you would consider other options.

LinkedIn makes it very easy to develop your profile everything from your experience, education, skills & endorsements, publications, and recommendations. You can also attach documents such as your resume.

If you don’t have a LinkedIn profile, develop one as soon as you can. If you have an existing profile, take the time to update it.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
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Executing Recruiting, Executive Search, Hiring, Uncategorized

Winning Recruiting Strategies For Companies In A Tightening Job Market

For those of you in the “trenches” of daily recruiting, it is pretty obvious that the job market has become very tight for many positions; especially many technical roles. Gone are the days from a couple of years ago when a company could just run an Internet ad for a position and get several great candidates who applied. This was the case, but not in this market. Candidates have or are gaining the advantage in the market.

Companies are under pressure to fill business-critical roles. With the market beginning to closely resemble the tight job talent conditions of the late 1990s, company are having to shift their recruiting strategies to match what was being done during that period. Here are some of those winning strategies that companies are employing:

Create Attractive Work Conditions
Believe or not, a higher salary is probably 3rd or 4th on the list as to why a candidate will want to leave their current employer. The main attraction to leave tends to be to move to a new employer with more attractive work conditions: These could include:

  • Exciting projects or products to work on
  • Flexible work schedule or the ability to telecommute/work from home office
  • Regular company events such as lunches, happy hours, etc.
  • Prompt and Streamlined Hiring Process

As the job market continues to pick up steam, candidates are finding that they are getting a lot more calls from recruiters either from cold calls or in response to resumes submitted to ads. Companies that react quickly to get the candidates into their hiring process are generally the ones that are making the hires. A general rule of thumb is respond back to candidates within 48 hours of the resume submission. If there is interest in the candidate, scheduling a phone and/or onsite interview within a week is what is needed to move the process along.

Competitive Salary Offers
Because great candidates are so much in demand in today’s job market, the hiring companies need to be sure that they are putting forth very competitive salary offers. Because salaries of current employees may have been held down over the last few years because of economic conditions, you may want to consider sign-on bonuses to new hires as a way of keeping your salary structure in balance.


Author
Mike Sweeny
Principal & Founder
MAS Recruiting
www.masrecruiting.com

As a Philadelphia area based Executive Search and Recruiting firm, MAS Recruiting offers clients a strong level of recruiting expertise and an unprecedented level of service not received from larger firms.

We have a national list of clients. Our client list includes emerging growth up to Fortune 500 companies. We have strong recruiting experience in a multitude of industry verticals including:

  • Advanced Materials
  • Business Consulting
  • Clean-Tech & Energy
  • e-Commerce
  • Financial Services
  • Food & Beverage
  • Healthcare
  • Retail
  • Software
  • Technology
  • Technology