This article http://mashable.com/2016/05/12/top-ten-hardest-hires-tech/#32Qi7QouqSqf seems to validate what recruiters in the DC Metro area have been saying for quite some time. The market for Software Development talent has been extremely tight. Now take a tight market and try to find suitable candidates that possess high-level clearances. That’s the task many government contracting or ...[Read More]
We at Recruiting Associates have not done much candidate outreach via text, but Mike Wolford makes a compelling case for it. Check out his article here: Sending Out An SMS: Recruiting Texts From Last Night. We may give it a try with a small sample group to see how the outreach is received by our candidates.
I found this to be a solid article on sourcing: http://bit.ly/1TEhi2d The author’s approach is very similar to Recruiting Associates’ preferred method when starting a new sourcing assignment.
Have you ever wondered if, “You’re doing it wrong.” when it comes to contacting candidates? Finding the perfect resume is great, but it’s virtually useless if you are unable to make contact with the owner of that resume. Recruiting Associates has found that our initial candidate approach tends to work best via email. It’s a tried and true method that pays the most d ...[Read More]
2 words….Job Fairs Those 2 words can elicit a number of responses from recruiting professionals. Some recruiters enjoy the opportunity to get out of the office, maybe reconnect with former co-workers and get a decent lunch in a hotel ballroom. If they meet a candidate or two who could potentially fill one of their requisitions, it could be the perfect recruiting day. Other recruiters pani ...[Read More]
Happy New Year! I hope that you had a joyous Holiday season and your 2015 is off to a great start! I’m normally not one for making New Year’s resolutions, but this year feels different to me. In addition to the calendar rolling over to 2015, last week I wrapped up an executive search assignment that had consumed my thoughts and time since August. Now feels like the perfect time to t ...[Read More]
I was perusing the Fordyce Letter website today and read this post about counteroffers (http://www.fordyceletter.com/2014/05/20/how-to-counteroffer-proof-your-offers/). I thought it was interesting and I got a particular kick out of the author’s definition of what makes a good offer. Here is his breakdown: Offer Formula Generally speaking, offer percent increases fall into these general ranges: 0- ...[Read More]
Let me first start off by saying, I love Twitter. When I wake up in the morning, one of the first things I do is reach for my phone and check my twitter feed. I quickly see the weather, the traffic report, sports scores, news, etc. I don’t send out many tweets, but I follow a good number of people and news organizations. I think it’s a great tool for staying informed. My struggle is attracting fol ...[Read More]
Most all HR professionals and recruiters know that they should take the time to make the job descriptions they post better. I included this advice in my Top 10 Recruiting and Retention Tips for Washington, DC Area employers and I truly believe that a good job description can be a great recruiting tool. It’s important for company branding purposes and a detailed job description can help at ...[Read More]
1. Write descriptive and interesting job descriptions. Job descriptions shouldn’t be a laundry list of the requirements that the hiring manager is seeking. Consider your job description to be an advertisement for the entire organization. Show your company’s culture and personality. Why would someone want to work for your company? Is your location Metro accessible or do you pay for parking? Are you ...[Read More]