Hiring Can Cost You

How Hiring Can Cost You

Hiring a new employee? Get ready to pay the price. A report published by the Center for American Progress shows that companies typically spend up to one-fifth of an employee’s salary to find a replacement. These costs can include lost productivity, training, recruiting, background checks, overtime for workers picking up the slack – the list goes on and on.

In addition to the frustration and time suck of sifting through countless resumes and meeting with candidates, you want to be sure you make the right hiring decision so that you don’t have to go through the whole process again. That’s why working with a recruiter is so valuable.

We narrow down the list of candidates so that you only meet the cream of the crop. This fills your vacant position faster and reduces turnover by getting the right person in the door.

A couple of things to look for if you’re in the market for a recruiter:

– Experience: Simply put, the more years they’ve got under their belt, the better candidate pool they’ll be able to round up.

– Industry expertise: You will have better luck nailing down the right candidate if the recruiter is specialized in your field.

– Success stories: You want to know the recruiter is effective and can show the results to back up their claims.

In the market for high-tech sales talent? Let us know.

 

The Perfect Match

In all my years placing high-tech talent, I’ve found pairing the right candidate with the right job is a lot like dating. There are certain qualities you look for in a partner and when it’s a good match – you know it! Here are a couple of ways to tell if you’ve got a keeper:

The First Impression

When meeting a candidate if you’re immediately put off by his scraggly beard, chances are your clients will too. As superficial as it sounds, physical appearances matter. Bottom line is, you know the level of professionalism expected to get the job done. And if the person walking through the door is anything less, there’s no reason to move forward.

On the flipside, it’s a turnoff to candidates if they’re not shown the professional courtesy they expect. A bad impression could send a potentially good candidate running for the door or worse yet, garner your company a bad reputation among peers.

Good Conversation

Sure, it’s an interview. There are going to be questions that need answering. The tricky part is making the exchange interesting. The conversation needs to flow, not seem forced or have awkward silences. Find something in common – could be your alma mater, hometown, hobbies – and build on that. An engaging dialogue is a two-way street. Your attitude will either set the stage for a great conversation or an awful interrogation. If time seems to fly during the interview, chances are, it’s a good sign.

Common Ground

Travel, telecommuting, work/life balance – these are just some of the things to consider when finding a good fit. Is the company all buttoned up but you’re more comfortable working in jeans? Are weekends out of the question? As an employer, be upfront about what the corporate culture is like. As a candidate, be honest with yourself and the interviewer. If you want to come home for dinner every night but the job calls for extensive travel, it’s probably not for you.

Future Plans

Are you looking for a committed relationship or a temporary solution? Make sure your short and long-term goals are aligned. Is your ideal candidate one who can grow with the company? Are you looking to advance your career? Do you need someone for one project for only a brief period of time? These are questions you should ask yourself and your counterpart to ensure both parties are happy with the end result.

Happy Valentine’s Day!