Volume 1
Employment Essentials Vol. 1: Is your organization a magnet for mediocrity?
Failure to attract top talent isn’t just a hiring issue; it’s a loud alarm signaling that your company may be on the brink of stagnation.
In our ever-changing world of employment tangled with deadlines, budgets, projects, and curve balls, can you really afford not to be properly staffed?
Although identifying top talent has its challenges, flag has built a reputation of results and expediency and we're here to share what you can do to put yourself in a prime position.
Top talent is not usually in the market, but when they are, they understand they can leverage the scarcity of their skills and competence to land the best opportunities the market has to offer. These applicants are highly sought after and are engaging with multiple recruiters, employers, entertaining offers, and time is of the essence. In order to convey you are a strong prospect, employers must be mindful of their reputation and the optics of their interviewing and onboarding process.
Competent Staffing Partner
Identifying and keeping top talent isn’t easy, but it is simple. Learn how flag can help incorporate a few of our strategies to give you a competitive edge.Establish your goals, non-negotiables, and set the standard for what you are looking for. Watch flag deliver.
Work with top staffing professionals to build and foster an expedient onboarding process while developing a strong talent bench.
Work with recruitment specialists that focus specifically in your industry.
Learn how our proprietary sales & recruitment strategy delivers results the 1st time around.
Aside from working with industry leaders vested in your success, below are additional items to evaluate with your HR team:
Expedited Interviewing AKA “Speed of Market!”
How long are you taking to get back to your recruiters/staffing partners?
Do you really need to stretch out your interviewing process an extra 2 weeks just to accommodate people that won’t directly manage the candidate?
Provide your recruiter with prompt feedback on whether they are presenting qualified candidates.
Recruiters must keep candidates engaged and interested in your opportunity.
Allocate specific times to meet candidates within the same week.
Consider same-day 15–30-minute time blocks to mitigate prolonging the process.
Identify the “required” decision makers needed for the interviewing process to eliminate any unnecessary steps.
From a time perspective, if you are treating candidates like your Plan B, why should they treat you like their Plan A?
World Class Onboarding
What if you hired great talent? Can you keep them? Retaining top talent is as much of a challenge as identifying them in the first place.
What does your onboarding experience look like?
Does your new hire know their new manager?
Besides safety and compliance, was company culture discussed?
What does your company reward? Merit? Attitude? Leadership?
30-60-90 Gameplan
A 3-month onboarding game plan allows management to periodically check in on a new hire while providing milestones they should be meeting.
Check-Ins
Employees and employers should be meeting periodically to be on the same page.
People don’t care how much you know, until they know how much you care.
If you're tired of the high costs of not having the best talent, it's time to invest in a winning strategy.
Partner with flag solutions and let's write your success story together.
Cheers to your success!
#WeStandForYou
Employee Insights Vol 1: What to Look for in a Recruiter
Looking for new employment can be a very challenging time for many people. It’s a time filled with uncertainty, discomfort, countless applications, and that one haunting question. “Am I making the right choice?”
One way to give you peace of mind during this transitional period is to partner with a skilled recruiter, or a trustworthy staffing/recruiting firm. But how do you know you’re making the right choice?
How do you separate pros’ from the amateurs’?
In this article, join us as we guide you through the essential traits to look for to ensure that your next move lines up with your career aspirations.
Transparency
A competent recruiter opens the communication doors to first understand where you are currently at professionally, what types of opportunities fit your skills, and ultimately what roles line up with your career.
What does the recruiters process look like? For a successful relationship between yourself and a recruiter, you should understand what types of time commitments you will be asked to make. (Applications, phone screens, client interviews).
A professional recruiter should be able to share the nature and specifications of the opportunities presented (contract to hire/ direct hire) in order for you to make a proper decision.
A good recruiter is honest with you about the types of roles you are a strong fit for, if your salary expectations are fair, and can provide additional insights on what you can do to improve your job search.
Industry Expertise
Depending on what kind of roles you are looking for, not every recruiter or staffing firm is equipped to pair you with the best opportunity.
Have you ever heard the expression, “your network, is your net worth”? Working with a specialist allows you to tap into the recruiters’ network where they have already established rapport with the correct decision makers that you can then leverage to potentially get an interview in case they are looking for someone with your skillset.
Industry specific recruiters can help you chart a course for your career given their understanding of all the nuances in the industry and are most privy to any lateral growth or upward mobility opportunities.
Effective Communication
A competent recruiter should be able to provide you with candid feedback on any interview feedback they may have received, feedback on your resume, as well as setting realistic expectations on what roles you are targeting.
Working with a successful recruiter can be a heavy communication experience. As they work with their clients to generate interviews and opportunities, they will be reaching out via calls, emails, and texts to book appointments on your behalf.
Recruiters to AVOID!
“One Size Fits ALL” Recruiters
These recruiters are transaction vs relationship minded. They do not take the time to listen and learn what you are aiming for in your next role. They are more interested in filling requisitions for their clients whether that person was suited for the role or not.
Pushy Recruiters
These recruiters tend to pressure candidates into making quick decisions that may not line up with your career objectives. They will continue to call and share any pressing role they may need to fill.
Poor Communication Recruiters
When it comes to interviewing, there are many moving parts a recruiter has no control over. Whether they have positive or negative news, a good recruiter should be able to give you feedback so you can pivot your employment search as needed.
Avoid recruiters that are non-responsive and don’t provide status updates as needed.
What about you? What can you do to make this process even easier?
Follow Through!
As much as recruiters can develop a bad reputation, you can too! If an opportunity is presented to you that you may not be interested in, be sure to let them know. This allows them to identify the next best candidate and maintain good rapport with your recruiter. Missing an interview, or not being responsive can negatively impact the recruiters perception of your character
Be Prepared
Before reaching out, be sure to have an updated resume, along with updated professional social media profiles such as LinkedIn.
Be sure to start off with a positive first impression by dressing professionally, being punctual, having video calls set up on time, etc.
Be Responsive
Promptly respond to any recruiter communications. They are on your side and actively advocating for you! They represent your best interests to their client and prompt responses are part of a successful candidate/employer experience.
Be Transparent
If you have any hesitations, questions, or concerns about a particular opportunity, bring it up to the forefront so not much time is invested in the wrong opportunities.
Request Feedback
Ask for feedback after any significant client interactions. These are additional opportunities to learn and grow from and better prepare for future opportunities if needed. Be sure to provide your recruiter with feedback on how they can better serve you.
Don’t leave your career up to chance, team up with FLAG’s professional recruiters to navigate the challenges of the employment search.
Check out our Google reviews to hear what others are saying about FLAG and our top tier recruiters.
FLAG, your one stop shop for all things hiring!
Cheers to your Success!
#WESTANDFORYOU