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?
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.
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.
Today I received an email asking me to buy someone’s services. They went to the trouble of personalizing their email pitch by using my name – it was even spelled correctly. All great until I go to the second sentence where they referenced my company, “XXX Bank”. Um, no, I do not work there and I don’t work in anything related to banking. So just like that, they lost all credibility before I even gave them a chance. No clue what their offer was because I automatically tuned out.
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!
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 could
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….
“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!