Chawn Peterson FINANCE~ACCOUNTING~ HUMAN RESOURCES’ Post

🚀 Why Partnering with a Recruiter is a Smart Move for Your Company 🔍 When it comes to hiring, many companies face the challenge of balancing speed, cost, and quality. Here’s why using a professional recruiter can be the game-changer your organization needs: 📊 The Numbers Tell the Story: Reduction in Hiring Time: Studies show that partnering with recruiters can reduce hiring time by up to 50%, allowing your team to stay focused on core business activities while experts handle the candidate search. Access to High-Quality Talent: Recruiters have extensive networks and industry insights, connecting companies with top-tier candidates who aren't active on job boards. In fact, 70% of the global workforce consists of passive talent, and recruiters know how to reach them. Lower Turnover Rates: Hiring mistakes can be costly. Recruiters contribute to more accurate placements, reducing the risk of turnover. Companies using recruitment services see an average 25% increase in retention after one year. Cost Savings: The cost of a bad hire can be as high as 30% of the individual’s annual salary. Recruiters help ensure the right fit from the start, ultimately saving time and resources. 💡 Why This Matters: Recruiting isn't just about filling an open role; it's about finding the right person who will contribute to long-term success and growth. Recruiters offer industry expertise, negotiation support, and candidate screening that elevates your entire hiring process. 👉 Take Action: Investing in a professional recruiter is an investment in the future of your company. Ready to explore how recruitment services can work for you? Let’s connect!

A lot of successful recruiters jump into starting their own recruitment firm, thinking their current skillset will lead to continued success. Big mistake. In fact, if you’re a recruiter looking to make this jump, you *may* need to unlearn everything that you currently know. Among other things, you’re no longer JUST a hunter! You are a leader, even if you’re a one-man/woman shop, and you manage an enterprise now. There is SO much that this entails. As a recruiter, you hit your targets, bring in the clients, and/or place the candidates, and you’re good. As an agency leader, especially in the early stages, you handle all the admin (which FYI, is wayyy more than you currently handle), you ensure your practices are in accordance with applicable labour (and other) laws, you manage (or will manage) a team of recruiters – which requires patience, leadership, teamwork and empathetic communication skills – and you decide the strategic direction of your agency. Recruitment Consultants aren’t the only ones who burn out, Recruitment Agency Leaders do too! I’d argue that it’s because they had no idea how deep the waters were before crossing over to the other side. If you focus on just the skills needed to be an excellent recruiter, you won’t get far running an agency. Do the research, self-audit, and other work to make sure you are ready to take that leap, otherwise, keep billing your 6-7 figures, and leave that stress alone 😄 CE Career Services #RecruitmentTips #recruitment #recruitertips #candidateplacement #candidateprep

🚫 Debunking Common Myths About Recruiting Agencies 🚫 As someone deeply entrenched in the world of recruitment, I've come across numerous misconceptions about the role and efficacy of recruiting agencies. Let's set the record straight by debunking three prevalent myths: 1️⃣ Myth: "Recruiting agencies are only for desperate job seekers." 👉 Reality: This couldn't be further from the truth. Recruiters work with a diverse range of candidates, both passive and active. Their expertise lies in connecting talent with the right opportunities, regardless of their current employment status. 2️⃣ Myth: "Recruiting agencies only care about filling roles, not the candidate's long-term success." 👉 Reality: Authentic recruiters prioritize building lasting relationships with both candidates and clients. They understand that successful placements are not just about filling positions but ensuring compatibility and growth for all parties involved. A good recruiter will support candidates throughout their career journey, offering guidance and opportunities for advancement. 3️⃣ Myth: "Recruiting agencies are expensive and not worth the investment." 👉 Reality: While there may be fees associated with using a recruiting agency, the value they provide often outweighs the cost. Consider the time and resources saved by outsourcing the hiring process to experts who can efficiently source, screen, and present qualified candidates. Moreover, the right hire can significantly impact a company's bottom line, making the investment in a reputable recruiting agency a wise decision. Let's refute these myths and recognize the invaluable role that recruiting agencies play in shaping successful careers and businesses. Have you had positive experiences with recruiting agencies? Share your thoughts below! #Recruitment #CareerDevelopment #Hiring #RecruitingAgencies

Struggling to find top talent in a competitive job market? Here’s why using a recruiter could be your best business decision this year: 🎯 Recruiters offer more than just a resume match. They provide: • Industry expertise and access to broader networks • A streamlined hiring process, saving you time and resources • A high-quality candidate experience that strengthens your brand Partnering with a recruiter can mean the difference between endless searches and finding the right fit fast. Want to know how? Let's connect and explore how we can help your business grow! #recruiting #hiring #talentacquisition #workwithus

What is the role of the Recruiter in Hiring Process? The role of a recruiter in the hiring process is multifaceted and involves various responsibilities aimed at identifying, attracting, evaluating, and securing top talent for an organization. Here are some key aspects of a recruiter's role: Understanding Client Needs: Recruiters collaborate closely with hiring managers or clients to understand the specific requirements of the job opening, including qualifications, skills, experience, and cultural fit. Sourcing Candidates: Recruiters utilize a variety of methods to source potential candidates, including job boards, social media platforms, professional networks, referrals, and direct outreach. They may also use applicant tracking systems (ATS) to manage candidate databases. Candidate Screening and Evaluation: Recruiters review resumes, conduct initial screenings, and assess candidates' qualifications, skills, and experience. They may also conduct phone interviews or preliminary assessments to further evaluate candidates' fit for the role. Interview Coordination: Recruiters schedule and coordinate interviews between candidates and hiring managers, ensuring alignment of schedules and timely communication throughout the process. Candidate Relationship Management: Recruiters build and maintain relationships with candidates, providing updates on their application status, offering guidance throughout the interview process, and addressing any concerns or questions they may have. Client Relationship Management: Recruiters serve as the primary point of contact between the organization and the client, providing regular updates on candidate progress, soliciting feedback, and ensuring alignment between client needs and candidate qualifications. Offer Negotiation and Closing: Recruiters facilitate salary negotiations, offer extensions, and coordinate the final stages of the hiring process, ensuring a smooth transition for the candidate from offer acceptance to onboarding. Onboarding Assistance: Recruiters may provide support during the onboarding process, including coordinating start dates, facilitating paperwork, and serving as a liaison between the candidate and the hiring team. Market Research and Analysis: Recruiters stay informed about industry trends, competitor analysis, and salary benchmarks to provide insights and recommendations to clients and candidates. Compliance and Documentation: Recruiters ensure compliance with relevant laws, regulations, and company policies throughout the recruitment process, maintaining accurate records and documentation. Overall, recruiters play a critical role in the hiring process by identifying and attracting top talent, facilitating the interview and offer stages, and ensuring a positive experience for both candidates and clients. They act as ambassadors for the organization, representing its values, culture, and employer brand to prospective candidates. #Recruitment #Recruiters #Clients #Candidates #HM

Why Utilizing Recruiters Can Save Your Business Time and Money In today's competitive job market, finding top talent can be a daunting task for businesses. This is where recruiters come in, offering a valuable service that can save you both time and money in the long run. 1. Expertise in Talent Acquisition Recruiters specialize in identifying, attracting, and selecting highly qualified candidates. They have a deep understanding of the job market and know where to find the best talent. This expertise ensures that you get candidates who are not only skilled but also a good fit for your company culture. 2. Time-Saving Process One of the biggest advantages of using a recruiter is the time saved. Recruiters handle the entire hiring process, from writing job descriptions to screening resumes and conducting initial interviews. This allows you to focus on your core business activities while they take care of the recruitment process. 3. Access to a Wider Talent Pool Recruiters have access to a vast network of potential candidates, including those who may not be actively seeking new opportunities. This means you get access to a wider talent pool, increasing the chances of finding the perfect candidate for your open positions. 4. Cost-Effective Solution While there is a cost associated with using a recruiter, it can be a cost-effective solution in the long run. By reducing the time spent on the hiring process and increasing the likelihood of finding the right candidate, you can avoid the costs associated with high turnover and poor hiring decisions. 5. Improved Candidate Experience A positive candidate experience is crucial for attracting top talent. Recruiters are skilled at creating a smooth and professional hiring process, which can enhance your company's reputation and make it more attractive to potential employees. 6. Long-Term Benefits By partnering with a recruiter, you can build a strong talent pipeline for future hiring needs. This proactive approach ensures that you are always prepared for new opportunities and can quickly fill positions as they become available. References: ·  Express Employment Professionals ·  AIHR ·  Forbes ·  Great Place To Work ·  Society for Human Resource Management (SHRM) #recruiting, #hiring, #talentaquisition, #workwithus

Are you Happy with your corporate recruiting – or simply satisfied? As a Talent Attraction expert, my experience is that many companies are “simply satisfied.” Why are you simply satisfied with your recruiting effort? What do you like about your current talent acquisition efforts? What do you wish could change? Companies wish they could find a better way to attract the best candidates or even a higher level of candidates. The better candidates have a higher work ethic, are more engaged, are more productive and creative, and lead to higher corporate productivity and profitability. The excuses pour out of the Human Resource recruiting effort: 1.    Our salaries are too low. 2.    We cannot find candidates with those skills in our city/town/county/state. 3.    These are the best available candidates, etc. There is good news because there is a better way to attract the Best Candidates. Believe it or not, the answer is not a technological solution. Too many companies are sold that the Talent Acquisition technology will improve Recruiting – after the excitement of the new tech has worn off, the results remain the same. Attracting a higher caliber candidate is possible, but not with the current practices. Change is hard. Interestingly, this recruiting change makes sense when you reflect on my most recent brief article, TALENT ATTRACTION Is NOT “JUST RECRUITING!” – https://lnkd.in/gbTjWGs5 My business, RecruiterGuy.com is the Leading organic search engine result for "Talent Attraction Consultant". My passion is to assist businesses succeed by attracting better talent than their competitors. #TalentAttractionConsultant #TalentAttraction #TalentAcquisition #RecruitingImprovements Jeffrey Hayzlett Tricia Benn Pamela Manson

Here are 5 key skills required by recruiters, written from the perspective of a seasoned HR expert: As someone who has spent over a decade in the human resources field, interviewing thousands of candidates across every level, I can tell you that being a great recruiter requires a very specialized skill set. The most successful recruiters I've worked with all possess these 5 core competencies: 1. Exceptional Interviewing Abilities At the heart of recruiting is the talent interview. The best recruiters have finely-tuned interviewing skills that allow them to quickly build rapport, ask probing questions, accurately evaluate candidates' experience and skills, and ultimately make wise hiring decisions. Top-notch listening skills are a must. 2. In-Depth Knowledge of the Company and Roles You can't be an effective recruiter if you don't intimately understand the company, its culture, and the key responsibilities of the roles you're hiring for. Recruiters need to immerse themselves in the organization and the jobs they staff so they can provide a wealth of helpful details to candidates and screen for the right fit. 3. Strong Marketing and "Selling" Capabilities In many ways, recruiting is a marketing and sales role. The ability to skillfully sell candidates on the opportunity and company is crucial. This requires creativity in promoting the position, polished communication skills, and the savvy to highlight what will appeal most to top talent. 4. Keen Judgment and Gut Instincts With experience comes a seasoned recruiter's secret weapon: an intuitive sense about people and roles. The best recruiters use sound logic but also trust their instincts. They rely on their judgment to perceive important nuances and make gutsy judgment calls when needed. 5. Relationship-Building Talent Recruiting isn't a one-and-done transaction. It requires developing long-term relationships with candidates, hiring managers, and other stakeholders. Having strong interpersonal talents to build and nurture connections over time is essential for any successful recruiter. While finding candidates with the right technical skills is important, truly exceptional recruiters combine that with the right mix of the core abilities outlined above. With these skills, they become indispensable "people" experts for the organizations they serve. P. S. Are you having challenges hiring the right candidate for a role in your organization? Check comment section to book a free consultation call to help you increase your company productivity.

Enhancing Recruitment Partnerships… When clients partner with a recruiting firm, the goal is to alleviate the burden of hiring and ensure a successful, long-term placement. Here are key considerations to make this partnership more effective: 1. Direct Interaction with Recruiters: Clients should interact directly with the recruiters, not just the account managers. This direct contact ensures that the recruiter, who will be filling the role or finding top talent, fully understands what matters most to the hiring manager. 2. Unified Approach: Avoid the disconnect that often arises when account managers and recruiters operate in separate spheres. Both roles serve the overall mission but use different approaches. A unified approach ensures that all details are considered, and the recruitment process is streamlined. 3. Value of Discovery Calls: Every hire should be worth a discovery call. This call allows the recruiter to gain firsthand insight into the client's needs, challenges, and expectations, ensuring that the recruitment strategy is aligned with the company's goals. 4. Beyond Job Descriptions: Effective recruitment goes beyond matching resumes to job descriptions. It involves understanding the company's culture, challenges, and specific needs to find candidates who will bring long-term success and victories. 5. Strategic Matching: While resumes and candidates are easy to find, strategically matching the right candidate to the right client is rare and valuable. This strategic approach leads to higher retention rates and more successful placements. 6. Partnership Mindset: Clients should seek a recruiting firm that partners with them to understand their needs comprehensively and competitively. A firm that merely finds candidates without understanding the client's broader needs is not maximizing the value of the partnership. Key Takeaways for Clients: - Insist on Recruiter Presence: Always have the recruiter on the discovery call to ensure they fully understand your needs. - Know Your Recruiters: Before partnering, know who will be working on your roles and ensure they are involved from the start. - Prioritize Communication: Clear and direct communication between all parties involved leads to better recruitment outcomes. - Value Strategic Matches: Focus on finding a firm that excels in making strategic matches, not just filling positions. By following these guidelines, clients can maximize the value of partnering with a recruiting firm and achieve more successful and enduring hiring outcomes. #recruiting #linkedin #hiring #tech #techrecruiting