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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.

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

A few years ago an article was released indicating that nearly 50% of all hiring managers who use contingent labor only knew of one or two staffing agencies. This data was met with skepticism followed by the questions of how coul

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

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

We tell the candidate we have gone through hours of due diligence with assessments, interviews, dozens of questions, handshakes, and follow up calls…..

We’ve made serious considerations for the impact you can have on our team – the insight you will bring, the new ideas and push toward continued excellence….

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?

“If It Ain’t Broke, Don’t Fix It”…. We’ve all heard the expression and most likely have used it ourselves. Are you employing this philosophy when it comes to your company’s Employee Referral Program? Look at it another way: When you buy a new car, what are the important things you look for? Good gas mileage? Cost? Resale value? Safety features? Once you identify that “Perfect Car”, you make your purchase. Over time, the car still runs well, but wear and tear starts to kick in. Maybe it’s not as efficient on gas as it once ones because it has a leak. Or possibly your tires are worn and you can’t drive as safely in snow and ice. Do you not get your oil changed as frequently because the car is older and not worth the time for maintenance? Yes, it runs fine and gets the job done, but how do you feel about it? Envision getting new tires, a tune-up and having the car detailed. Get behind the wheel now and it may feel like a whole different ride!

How to Lose a Candidate in 10 Days: Ensure a Positive Candidate Experience

Have you ever had THE perfect candidate lined up for your most pressing open role and then “out of the blue” they withdraw just as you’re getting ready to make an offer?

Alright. Alright. Alright. Inspire Top Performers to Join Your Company

 

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