Author name: talent

You know it by now – great candidates are not always easy to come by. Finding someone with the right qualifications, skills, experience and culture fit is usually just a part of the definition of a “great candidate”. Passion is always a key part of what we look for when connecting with potential employees on behalf of our clients. Often this enthusiasm originates from a genuine interest or appreciation for the services and or products your company offers its customers. So its common sense — your customers (and vendors too!) can actually serve as valuable resources to keep in mind for your hiring needs.

We count collaboration as one of our key elements to success at our company. Why? We are believers in the old saying, “two heads are, in fact, better than one”. But does this contradict another classic adage — “too many cooks in the kitchen”? Our ideology is strongly rooted in team work and a collective-effort style of problem solving.

  “Be Prepared. The Scout motto means that you are always ready to do what is necessary to help others. It also means you are ready, willing, and able to do what is necessary in any situation that comes along. You are also being prepared to live a full and worthwhile life, being a physically fit, honorable citizen of strong character.”

  If finding great new employees is the hard part, getting them to accept the job should be simple….not always. Candidates are receiving multiple offers as well as counteroffers again. To be successful you need to think about closing from the start. 1) Set the stage in the first meeting – explain the interview process, steps involved, expected time frames. Make certain you give candidate’s opportunities to ask questions and to evaluate you as well. Let them know prior to any offer being made you look for agreement that the opportunity aligns with their goals and that they have no questions remaining.

  In an ideal world, job candidates of all kinds would lie in wait for the positions they are perfectly suited for. Unfortunately, many of the best candidates already hold positions when approached by managers planning to make employment offers. This is just par for the course when looking to hire top-performers for your company. Similarly, because these types of candidates are such hot commodities, their current employers are often reluctant to let them go without a fight. Enter, the dreaded Counter Offer.

We see them everywhere. They span the corners of our houses, connect the branches of the trees in our yards, and sometimes we are even lucky enough to break one with our face as we walk through our front door. We’re talking about spider webs! These pesky little guys seem to pop up everywhere, although their arrival never seems to be a welcomed o ccurrence. However, Halloween offers cobwebs an opportunity to shine. Bushes in the lawns of suburbia dawn imitation versions as a means of decorative tribute to these creepy creations. We know that right about now you might be thinking, “So what does any of this have to do with me?” Well, allow us to explain. You see, Halloween is on the only time that spider webs can, and should be glorified. Actually, in the corporate world of networking, spider webs are much more prevalent than one might initially think.

What happens when you combine mismanagement, bad relationships, and an unhealthy environment? Well in 2012 — you get the Boston Red Sox! Of course you have seen the Sox in the face of the media for months now, not only because of their inability to win games but because of the chaos within the organization. Time to get off the Red Sox bashing bandwagon and move on – from all of this dysfunction there is a valuable lesson to apply to the corporate world. When you break down the season, it’s pretty clear why things went wrong.

I’ve heard it all…every reason in the book as to why someone should not be hired. Of course, often the skills don’t match or the cultural fit just isn’t there, but first impressions take center stage. Wouldn’t it be foolish to blow the opportunity for your dream job based on a bad first impression? Miss Manners may seem old fashioned and passé, but manners never go out of style. Standards may change with the world, but the basics always stay the same. Common courtesy is always in fashion.

For many adults, Facebook is a way to connect with friends, old and new — find out what they’re doing, who they are with or where they are going. Although it is the most used social network today by all ages, the most active users are Generation Y – ages 18 to 29 years old, who have an average of 700 friends. Their networks continue to expand as they add co-workers, friends of friends, and anyone else they may know. But what is the significance of any of this when it comes to recruiting and hiring? Facebook is an inadvertent business network for Gen Y. So how can you take advantage of this on your quest for great employees?

It’s now 2012, a new year and a new start for most people. Many like to begin their new year with a fresh start, a new outlook on life, or even a new job. Over the past few years we have seen trends and fads fade in and out, but one trend for certain that isn’t going anywhere is social networks! Since its start up in 2004, Facebook has continued to grow and become the largest social network with over 800 million active users. If you thought that you could be the few left without a Facebook you should think again.