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10 Things to Know About Recruiters | Client Edition

Our mission at PromoPlacement is to connect supplier and distributor clients with great promotional products industry talent. Our team brings over 50 years of promotional products and recruiting experience to every search we undertake. Understanding your business, the function of various positions in your business, and the unique business challenges you face help us to deliver on our brand promise.

Below are best practices that will allow you to get the maximum value when working with a recruiter:

#1

As a contingency recruiting firm, we work exclusively with promotional products firms to help you find the talent you need to succeed. We treat each client relationship as a true partnership with the goal of hiring the best possible candidate for your firm.

#2

We take confidentiality very seriously. The name of your business is not shared until you agree to interview a candidate. Confidentiality is critical to protecting both clients and candidates and ensuring the integrity of the search.

#3

Each candidate search is unique. We conduct a thorough search for candidates for every opportunity we’re presented with. PromoPlacement targets only the individuals who fit your profile for the ideal candidate.

We won’t send you a big pile of resumes to review. Our work is done with a laser, not a shotgun. Our goal is to provide you with two to four excellent candidates for your to choose from.

Searches are extensive and time-consuming. During a search, we utilize email, social media, phone, and thousands of industry contacts to develop the talent pool from which your new team member will emerge. We don’t run ads. The highly successful candidates we want don’t read ads. They become aware of a great opportunity with your company because we contact them and present the opportunity to them directly.

#4

We work exclusively with promotional products suppliers and distributors and provide only experienced promotional products industry talent. Our exclusive focus on the promo industry allows us to keep our finger on the pulse of the national talent market.

#5

Due to the nature and thoroughness of our searches, it can take anywhere from four to twelve weeks to complete your search. Planning your staffing needs in advance is critical.

#6

We don’t recruit distributor sales reps. During our first year in business, we had strong success in this highly competitive and challenging field. We now focus solely on salaried positions and can assist you with any role from mailroom clerk to CEO.

#7

Our days are pretty jammed packed. We’re busy but will always make time for our clients. Even if this means working nights and weekends. Our clients are our number one priority and for you, we are always on the clock. We’re on the phone most of the day, so email is often the best way to get a quick response.

#8

If we present a candidate who doesn’t quite fit your needs, don’t hesitate to say so. You won’t hurt anyone’s feelings, and you’ll help us to find better candidates for you in the near future. We do ask for clear, thorough feedback on where the candidate misses the mark.

#9

Prompt communication is critical when is comes to discussing job candidates. The faster we communicate, the faster we can fill your position. Slow communication can cost us candidates who accept other positions with companies who respond more quickly.

#10

PromoPlacement wants to earn your business. By working together in partnership, we can take recruiting off your plate and find you the best industry talent available.

To read more about how recruiters work read our candidate edition on this topic.

Contact us today to get started with PromoPlacement!

 

10 Things to Know About Recruiters | Candidate Edition

Every recruiting firm works a little bit differently. Each company has varying areas of specialization, unique candidate databases, and different services that they provide for their clients. However, one thing that all recruiting firms have in common is their commitment to finding great opportunities for great people and great people for great opportunities. There are plenty of challenges along the way, but we, at PromoPlacement, have spent years perfecting our process and getting terrific results.

Below are ten things to keep in mind when working with a recruiter:

#1

We’re a recruiting firm, not a placement or employment agency. Our business is client-driven, rather than candidate-driven. That being said, we pride ourselves on doing everything we possibly can to assist job seekers.

#2

Our days are pretty jammed-packed. We’re busy but will make as much time as possible to connect with you and to get to know you and your career goals. Even if this means working nights and weekends. Our candidates and clients are our number one priority. We’re on the phone most of the day, so email is often the best way to get a quick response.

#3

When we connect, be sure to highlight your strengths. It is achievements, successful projects, and accomplishments that help us sum up your background to the hiring managers that we work with.

#4

Don’t hesitate to share your career goals with us. What position do you aspire to hold one day? Do you have a plan about how to get there?

#5

Double-check your resume. Then, send it to two close friends and have them review it as well. Hiring managers hate resume mistakes.

#6

If we present an opportunity that isn’t quite up your alley, don’t hesitate to say so. You won’t hurt anyone’s feelings, and you’ll help us to better target opportunities for you in the future.

#7

If you suddenly can’t make an interview, please let all parties know as soon as possible.

#8

If we’re unable to identify the right opportunity for you at the moment, be patient. There are several ways that we can create the right opportunity for you. It just takes time and patience. Be sure to stay in touch and keep us posted on your job search so that we can best assist you.

#9

If we’re able to help you find the right opportunity, the best way to say “thank you” is with referrals.

#10

The way to build the best possible relationship with your recruiter is to be completely honest and transparent. The more candid you are about your career goals and your hopes for the future, the more likely it is that our relationship with bring you the career success you deserve.

To read more about how recruiters work read our client edition on this topic.

What has your experience been with recruiters? How can we improve to better serve you?

 

“Active” vs. “Passive” Hiring

In 2016, LinkedIn found that 36% of the talent market is actively searching for a new role. This includes those that are currently unemployed, underemployed, and unhappy in their current role. These people are often referred to as “active candidates”. They’re likely to actively seek out your company and apply for a position. Active candidates have read over your job board, done their research, and determined that they are interested in what you have to offer.

From a talent acquisition standpoint, relying on job postings to grow your team can be effective. Active candidates are likely to see or hear about your opportunity. That 25% of the talent market will come to you. The challenge is that you’re certain to miss out on the vast majority of industry talent.

So how do you attract the interest of the remaining 75% of the workforce and increase your chances of finding a truly exceptional new hire?

The answer is in your process. It is important to realize that you cannot treat the “passive candidate” the same as someone who actively sought you out. Passive candidates are typically successful and content in their current role. They need to be shown why working for you is better than what they have now. You will need to sell the role, the opportunity, and your company to get their attention and interest.

Challenges

  • Recruited candidates don’t know much about the job opening you have and tend to not be invested in the application and interview process.
  • It is unlikely that this type of candidate will be willing to take several hours off from their current job to do lengthy interviews with you before hearing specific details about the role.
  • Passive candidates aren’t likely to be quickly hired by another company because they aren’t testing the job market. However, once you engage with a passive candidate you should move with a sense of urgency to keep them interested in your role.

To combat these issues, there are a few things that you can do. When reaching out to someone you have found that could be a fit, you need to use a bit of salesmanship.

Changes

  • Give them a job description, tell them about the company and explain why their experience is a match for your organization. The more personal it is the more likely you will receive a response.
  • When you do get a response, it is a good idea to start off with a shorter phone interview. This allows you to explain the role, sell the benefits of your organization and spark their interest.
  • This is the point where you can ask for a survey or application to be completed if necessary. Never try to get someone to put forth a great deal of effort before you’ve generated sufficient interest in the role. You will likely be ignored.
  • You can ask for an in-person interview after this step. Make sure that you don’t drag the process out too long or you run the risk of being seen as a time-waster.

The takeaway from this isn’t to change the process of interviewing entirely, but rather to restructure the steps to maximize your response rate with passive candidates. Keep in mind what the recruitment process looks like to both active and passive candidates. This will help you to better connect with candidates, expand your pool of potential hires, and increase your likelihood of hiring the most qualified person out there.