How to Make Your Recruiters Love You—And Get You Hired!

Recruiters are an essential part of the hiring process and job market. If you’ve had the opportunity to work with a recruiter, whether you solicited them or they found you, here are a few things you can do to make their job easier and help you get hired.

Be honest. The more upfront and honest you are, the more likely the recruiter can find the job that actually matches your qualifications and where you want to go. This can include:

  • Salary history and requirements (if you are ready to make a jump in income, be upfront about that too)
  • Past experience and meeting the qualifications of a listed position
  • Personality style and company culture ideals (most good recruiters are not matching on skill alone, but on culture and fit within the team as well)

Stay connected. Whether you are just starting the process of interviewing through a recruiter or have wrapped up getting hired, be sure to stay connected.

  • Send a thank you after an interview or a newly hired position
  • Respond quickly and timely with emails and other correspondence
  • Give the recruiter an update after an interview with a potential employer

Be resourceful. Everyone appreciates getting referrals and other resources. When you are creating rapport with a recruiter, think about all the ways you can serve them instead of just trying to get hired through the relationship.

  • Pass along potential employers who could be a good fit for the recruiter, make an email or informal introduction
  • Send other qualified candidates to the recruiter

These are great ways to help you get started in creating a powerful relationship with your recruiter, one that will make them love you and get you hired!

Can an Outside Company Really Understand Your Hiring Needs?

 It’s hard to believe that someone outside of your company could often find that perfect match for your new hire when they don’t work in the company, fully understand the culture, and have hands on experience within the workplace.

Well, that’s one side of the argument.

The flip side to this is an objective, third party, who can understand the cultural dynamics yet still be able to choose a candidate solely on skill, qualifications, and personality without letting any previous discord get in the way.

If you’ve questioned whether or not it’s possible for a third party to choose the best candidate consider these factors:

1.  An outside company generally does the hard work for you – meaning they get to choose through the hundreds of candidates to find the few that are a good fit for your company.

2.  You still get to ultimately choose who is RIGHT for you – but it’s easier on your end because all of the backend work has been done for you. (They’ve been prescreened, pre-interviewed, and are already noted as qualified candidates).

3.  A lot of companies and hiring managers are more emotionally involved in the choice of the applicant, an objective third party is often able to see the potential pitfalls with a candidate and company match prior to the company being able to see them.

These are just a few of the differences that are seen when utilizing an outside 3rd party in hiring your next candidate.   To find out if FORTIS is right for you, simply give us a call or email to find out how we can be of service to you.

When You Can’t Find the Needle in the Haystack

Does your current job opening have you throwing your hands up in frustration and asking, “Where are all the good people?” Despite the overwhelming number of unemployed applicants, finding the best candidate is still difficult for many companies.

And no wonder: almost half of the managers surveyed by the 2009 Employment Dynamics and Growth Expectations report revealed that a shortage in top talent is their biggest hiring challenge.

Here are a few reasons why we may be seeing this phenomenon even in this incredibly over-saturated marketplace of applicants:

1.    Talented people are working hard at their current roles, and although they may want to take a look at other opportunities, loyalty to current company, timing, confidentiality, and other factors get in the way.  Not to mention that the employed have a scarcity mentality based on current market conditions and many feel thankful just to have a job.  So how could they dare think about betraying their loyal company for another whose stability may not be as secure? Or who’s to say that their current employer won’t find out and let them go before they secure a new position?

2.    Some of the unemployed apply to everything, leaving hiring managers with an overwhelming number of unqualified applicants and resumes vying for the position.

3.    Most top candidates do not use the traditional job seeking methods, such as the big search engines and job boards.  Instead they get the help of professional recruiters, their network, or use “back door” entrees into a company.

4.    Additionally, the big job search engine sites get thousands (if not many more) of visits a day; these websites are generalized and attract a much broader audience. When searching for top talent, you won’t typically find them in the place of the masses; however, these are the most frequent places employers begin their search.

Still, the greatest challenge hiring managers face may not necessarily be a lack of talent. That needle is in there, somewhere – but who has the time to sift through the haystack?

In a survey recently conducted by FORTIS Resource Partners, leaders of functional departments cited that their biggest challenge to hiring was time.  They tell us that with the many competing responsibilities of their role and with hiring for their department being more infrequent, building in the time to review resumes, interview talent and hire effectively “just doesn’t happen.”  The hiring manager asks, “How do I fill my open role, or do succession planning when my plate is full with many competing day to day responsibilities? What resources will help me to achieve my goals and allow me to stay focused on my current tasks?”

Truly, it is difficult for a hiring manager to manage her day to day responsibilities and still find the time to identify qualified candidates in the stacks of twenty, fifty or even a hundred applications. Employers tell us that having a partner in the hiring process and a spokesperson for the market is extremely helpful. Someone who has access to top talent, presents the best for the current job opening, and facilitates hiring process to help the company achieve their critical hiring initiatives.

For many, working with a professional recruiter is the solution to the time crunch. A good recruiter can save you time and effort, identify only quality candidates who fit the company culture, and offer valuable market knowledge. When utilizing a recruiter, you need only ensure that they fully understand the company and position they are recruiting for.  Then your recruiter will be able to identify the factors that lead to the success of your future placement. And that’s one less haystack you need to burrow through.


What to Look For When Hiring Your Next Team Member

Hiring your next key staff member is a critical decision for your business and something that shouldn’t be taken lightly. However, many company’s who don’t have a designated person for hiring often make some critical mistakes when searching through resumes and going through the interview process. Whenever in doubt, remember the saying “hire slow, fire fast.”

The first thing to assess BEFORE you begin the interview process is what qualities this new opening requires. Is this an admin role where you need an organized, consistent, and dedicated person or is this a sales role where being assertive, money-motivated, and outgoing are desirable traits?

While interviewing it’s important to assess if the person’s natural qualities and abilities match your desires for the position.

Second, remember that SKILLS are teachable, but willingness, openness to change, and capabilities are much harder to change in people. If someone has all the desirable traits, a willingness to learn, and a strong dedication to what they are doing they will be able to quickly pick up on the new type of work and will more often than not prove to be a great team member. On the other hand, a person who looks great on paper, has a lot of experience, but isn’t open to change and doing things the way of the new company will cause more grief than good.  In both situations the outcome will vary, so you have to apply some practical judgment to your decision.

It’s critical that your interviewee has PASSION for their work. While it may be difficult to administer a passion test during your interview, be sure to ask what the person enjoys both in life and in work. Often we hire the wrong person simply because they are good or experienced at something, but they may have lost their passion for it which can lead to an unhappy employee and an even unhappier you.

Overall, look at the total package a person has to offer. At times one strength can outweigh several weaknesses. During the interview process be sure to LISTEN a lot more than talk, you want to give the person a chance to talk you into hiring them, or even better to talk you out of it.