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6 Reasons to Hire Millennials (Part II of Series)

In our last post we busted some myths about millennials in the workforce. So why is it so important to hire them?  Your company’s ability to recruit millennials and understand them is critical as they will develop into leadership positions within the near future. So here’s why else you should hire them NOW!

5 Myths Busted About Millennials in the Workforce (Part I of Series)

Oh millennials. The generation is an enigma to many, including (or maybe especially to) those in the workforce. Although this isn’t all that unique to this generation, since older generations are always confused by the ones after them. This generation has stigmas attached to it that can be concerning but easily debunked if you take the time to understand the generation better. IBM conducted a global study  that aimed to separate fact from fiction so that we can learn what millennials are really all about. Here are five myths busted about millennials.

The How and Why of Passive Candidate Recruiting

 

Everyone has moments in their career where they are desperate to get out of their current role and move on to bigger and better things. They actively respond to job board postings and make their resume available for potential employers. They anxiously wait to hear back from the hiring managers for an interview that can rescue them from their current role. As for the rest of the workforce, it’s filled with happy employees who love their jobs and the company they work for, and have no burning desire to leave. Right?

How to Build a Strong Company Culture Through Agile Recruiting

 

We’ve all heard about the importance of building a strong company culture for your employees. But what does that even mean? Hanging ironic posters on the wall and eating pizza on Fridays in the break room? Company culture can mean many things; but an easy way to explain your company culture would be to simply identify a few words that define the company. Not what your company does, but what it stands for and what is important to your company. In other words, the core values of the organization. It can also be explained by things such as how one gets promoted and what kind of behavior gets rewarded/reprimanded, and what it takes to “fit in.” A company culture doesn’t mean everyone acts in the same robotic “cult-ural” way, rather a strong company culture is able to take everyone’s opinions and personalities and collaborate them to achieve common goals. It is critical to define the culture of your company because it provides employees with the foundation that they need for the ideals they are expected to follow and for them to have an understanding of the company’s direction and core values PRIOR to them joining the team. Despite its importance, many companies let the culture of their company simply “evolve” or take shape rather than paying any formal attention to it. Which does makes sense because having the foresight to completely map out a long-term plan for culture is difficult and rare for the most part. Nevertheless, being able to identify those values are crucial. So how do you re-establish a strong company culture right now, today? The key to reestablishing or placing a higher emphasis on your company’s culture starts with the new employees that you hire and the process in which those hiring decisions are made.

Talent Retriever is set to crash Boston Tech Jam 2015! Join us June 11th and try to survive riding our mechanical shark. Plus free SWAG, IF you can escape the jaws of Hammer!

What’s up TechJammers? The annual block party for networking in a fun and creative way is back and bigger than ever. Grab a drink, bring your team or just bring yourself and “Get your inner geek on.” Take a look at what other pioneers are doing with technology that will change the world. That’s right, the world! Talent Retriever will be there, and we have Hammer, the mechanical shark swimming to find his next prey -- oooh scary! How long do you think you can last? Find out and grab some free SWAG while you’re at it. But not without visiting some fellow developers, marketing and biz dev pros, founders, tech execs and others who love to get downright “Geeky!” and see innovation in action. Come join us June 11th from 4-9PM at Government Center in Boston, because the blood is in the water and the tank is filled with sharks.

Passive Candidate Recruiting: It’s October but Don’t Spook Them!

Hold up cowboy. Just because someone is talking to you does not mean they want a job at your company. So -- you have intrigued a passive candidate enough to open them up to a conversation. Great work! Now proceed carefully. I recommend you don’t take that as an offer to start grilling them with questions and coding tests just yet. Instead, look at it as the first step in relationship building. Strategic recruiting takes patience. Who has time for that, right? Good, solid and well-respected recruiters – that’s who!

Be a People Reader – Take notice of the candidate’s communication style. Whether over the phone or in person, pay attention to the cues you are receiving and communicate accordingly. If the person is a fast talker, stay on point in the conversation. If they are more casual and seem to prefer a bit of an ice breaker, perhaps you can share something non-work related with them. It can be as simple as mentioning something you did over the weekend, referencing an upcoming event like a wedding, or even a quick comment on the weather!  

All Staffing Agencies are the Same… if you don’t take the time to know them

 

Did You Hear The One About…“Offer Contingent on References being Checked”?

This statement is often made just as an offer is being extended.

Make Them an Offer They Can’t Refuse! 6 Tips to Getting to “Yes”

You have gone through the interviewing process and feel great about your decision on who you want to hire! So, you roll out the offer, they accept and you move on to your next challenge. Hey! Not so fast! In a perfect world, everyone accepts your offer, but unfortunately that’s not realistic.

"If It Ain't Broke, Don't Fix It..." -- Is this the best philosophy for your Employee Referral Program?