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7 February 2011
Topic: Recruiting

A fresh approach to recruiting

I wrote a post a couple of weeks ago on the process of recruiting, or at least on the process Career Solutions takes when it comes to agricultural recruiting. We feel that recruiters in the past have been given a bad rap, and some of them, I'm sure, deserve this reputation. But not all recruiters have the same ethics. We have four major categories in which we base our model on.

  • We want long-term partnerships with our clients
  • Our responsibility is to ensure our clients hire the best people
  • Contingency only, as we only want to get paid for what we do
  • Do not recruit personnel currently employed by clients

  • Client centered, we build the process around the client
  • Thorough needs assessment that may include an onsite visit
  • Detailed screening of candidates, we do not blast resumes
  • Our internal sharing of candidates creates a larger selection

  • Each recruiter is specialized by industry sector and/or region
  • We utilize a professional, ethical, hands on approach
  • All information is treated with the highest confidentiality
  • We are flexible and available to meet your schedule

  • We save time and money by freeing up internal resources
  • Our diverse and extensive network of candidates
  • Our industry knowledge can be tapped for data/trends
  • We assist with scheduling interviews and providing feedback

How we work means a great deal to us from working with our clients to working with our candidates. We want to do things the right way here at Career Solutions, and if that's what you're into, then it's time for a deeper conversation.

Have you had any less than great recruiting experiences? We'd like to hear about them.

8 March 2011
Topic: Recruiting

Don't let the wrong recruiter bring you down


Recruiters are just one of the multiple avenues available to you while taking that next step along your career path. A good recruiter can launch your career to the next level, whereas a poor recruiter can move you back to down the ladder.

Think of it from a carpenter's perspective. When they're on the jobsite, reaching into the toolbox and pulling out a dull screwdriver or a broken hammer costs them time and money, not to mention frustration!!! Therefore, it is critical that only high quality and dependable tools make it into their toolbox. In order to accomplish this, carpenter's tend to buy tools referred to them by their counterparts. However, referrals are not always available, so occasionally these skilled tradesmen have to test out a tool by the old trial and error method. I think this thought process applies well to the job search and selecting a recruiter.

Having a colleague or coworker direct you towards a recruiter that they have prior experience with is ideal, but not always reality, so there will be times where you have to go in cold turkey!!! With that in mind, here are some tips that may help:

  • Seek out a recruiter who specializes in your industry or concentrates in your profession. This will keep you away from the recruiter who tries to be everything to everybody.
  • Reference checking the recruiter with either candidates who have worked with them or clients who have hired from them is something to consider.
  • Ask them why the got into recruiting and then probe around this topic with some follow up questions. Don't be afraid to engage them in this topic. Your goal is to uncover their intention. Are they in it for the placement or do the genuinely want to help the candidate/client.
  • Find out how they work. Do they keep your information confidential or are they resume blasters? What type of career planning approach will they take with you? How do they handle the interview and negotiation process?

If you currently have a job but are seriously considering switching companies, I would suggest only using one or two recruiters in order to safeguard confidentially and to keep from over-extending yourself. Should you find yourself out of work, then turning up the heat by using three or four recruiters might make more sense. It is important to understand that your initial impressions may be wrong after a couple of test runs and in a couple weeks your portfolio may need some reorganizing!!!

Once you have completed this selection stage, you are prepared to move into the search stage. In my next blog, I'll discuss how to properly interact with recruiters and how to let them help you.
2 June 2011
Topic: Recruiting

What a Recruiter Can Do For You

Over the last couple of months, I've written a couple of blogs discussing how to select the right recruiter and then how to work with that recruiter. In thinking about the next blog post, it dawned on me that I might have gotten the cart ahead of the horse!!! While both of those topics are important, neither does much good unless you understand the value a recruiter brings to the table. Thus, I thought it might be a good idea to discuss my thoughts on what a good recruiter should be doing for you……

Assuming you have selected the right recruiter, this individual will fill two different roles for you: First as a job center, then secondly as a career counselor.

As a job center, a recruiter provides you with exposure to specific or hidden jobs (ones that are not advertised). Good recruiters will have strong relationships with the hiring managers of their clientele and are often privileged to human resource needs that even the HR department is not aware of. In addition, even if there is no job currently open and a recruiter believes you would be a good fit, they can market you in and often a job is created for you.

Also, the use of a recruiter will save you great amounts of time (especially if they pre-screen you to uncover your needs & goals) Instead of wasting time searching for jobs, you can apply this time to your current job. Furthermore, recruiters can operate in a confidential manner to ensure that your current employer isn't aware of your search. This is more of a short-term function.

Then from the career counselor perspective, you can expect a recruiter to look at your career strategically and offer up options based on your needs and goals. For example, they should be able to outline the advantages/disadvantages of different positions or explain which companies are known to have good/bad cultures. They can offer resume suggestions, give advice on whom to use for references, enlighten you to the current salary ranges, or instruct you on what types of questions to ask during the interview process. These are more long-term functions.

The key to this is simple honest communication. Once a recruiter understands how to help you, they can, and most often will. Don't be afraid to ask for help. Those who don't ask, don't get. Career Solutions is here if you have any questions at all.

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