June 13th, 2014
Resumes do a lot of heavy lifting. They introduce a candidate, provide an “elevator pitch,” and sum up the candidate’s match with the job description – all in one page or less. With so much information packed into a small space, resumes give employers a quick but concentrated view of an applicant’s offerings, helping hiring managers decide whether to call the applicant for an interview or to resign the resume to the circular file.
With so much riding on one piece of paper, how can hiring managers improve their ability to make more accurate decisions based on resumes? Keep an eye out for these major resume red flags: Read the rest of this entry »
May 16th, 2014
Kids aren’t the only ones who love a treasure hunt. When a hiring manager spots the perfect candidate, the same excitement surrounds the find. Unlike kids, however, a hiring manager’s joy doesn’t end with finding the “treasured” candidate – they still have to match that candidate with the right job. And when the perfect opening simply isn’t available, excitement can quickly turn to frustration.
What’s a hiring manager to do when the perfect candidate appears, but the perfect opening doesn’t exist? Luckily, there are options, like: Read the rest of this entry »
April 29th, 2014
It’s the moment of truth. You’ve found the stellar sales and marketing candidate you’re looking for, and your company is ready to extend a job offer. You need to offer a competitive salary, but you also need to encourage the candidate to sign on with your company – not with a competitor.
How can hiring managers approach salary negotiations in a tasteful yet effective manner? Consider the following tips:
Top candidates can weather any storm.
Companies that lack experience in hiring top talent often mistakenly believe that during or immediately after an economic downturn, salary offers can be reduced when hiring new talent – even for top candidates. In fact, the best sales and marketing professionals know they’ll find a home in any company. Consequently, many of them will be looking for a competitive salary that represents their true worth, regardless of the state of the economy.
Often, the best sales and marketing professionals are on the job market only as “passive” candidates. In other words, they’re not actively looking for a new job, but they’ll take the right offer if it becomes available. This is why companies seeking to make offers to top candidates must make solid, competitive offers. Read the rest of this entry »
April 22nd, 2014
How can you tell if a sales or marketing candidate is using your position as a stepping stone or if he is in it for the long-haul? Here are some tips to make it easier to decide which candidates are worth your investment.
- Look for employment gaps. Are there unexplained gaps in the candidate’s resume or a series of positions listed with date ranges shorter than a year?
- Discuss long-range plans. Can the candidate articulate an ideal career path or share any long term goals?
- Check references. Always check references before extending an offer. You need to know whether the candidate is reaching for more challenging opportunities or just can’t hold a job.
Is Job Hopping Always a Bad Thing?
It depends. Ask yourself these questions to help you identify if job hopping is a factor: Read the rest of this entry »
March 28th, 2014
Every business wants to keep its “best and brightest” employees, as well as attract new talent to fill openings that develop as the business grows. These two goals are often compatible: when a business supports its established superstars, it creates a “brand” recognized for identifying and developing top talent, making it more likely to attract outstanding candidates when it announces a job opening.
To recruit and retain marketing and sales superstars, consider the following tips: Read the rest of this entry »
March 7th, 2014
Putting together a top-quality sales and marketing team can feel like building a professional sports team. Each member should be encouraged to strive for his or her best, but within the context both of the individual’s key roles and objectives and the goals of the team as a whole.
When sales and marketing professionals work together, the whole team benefits. Encourage your team to achieve higher-quality work by instituting these team-building tools:
Lunch Discussions and Team-Building Groups
Encourage sales and marketing staff to “put their heads together” during lunch by holding regular lunchtime discussions and team-building groups. Ask employees to contribute ideas for these meetings or even to lead them. Alternate between more structured team-building activities and looser, less-structured discussions to draw out the participants and encourage innovation as well as friendly competition.
Company-Sponsored Charity Events
Sales and marketing staff can put their formidable talents toward a common goal by playing key roles in a company-sponsored charity event. These events also improve the organization’s standing in the community and demonstrate its commitment to improving the lives of its neighbors. Ask employees for recommendations for charity events and encourage them to take on jobs like organizing and planning charity events. Read the rest of this entry »
February 7th, 2014
Many managers deal with their recruiting firms in a perfunctory fashion. They provide a job description and a short description of the candidate they’re looking for, and then leave the recruiter to find the right people. Because their search firm has the expertise, these managers assume their help is neither necessary nor wanted.
In fact, recruiting partners want to know everything they can about your needs. Think of your recruiting relationship like a relationship with your physician. The more your doctor knows about your current needs, your future plans, and your overall health, the better he or she can take care of you in the long run. The same is true of your staffing partner. The more you tell your recruitment firm about your current needs, your long-term staffing plans, and the company’s overall goals, the better your recruiting firm can match you with candidates who help you meet and exceed those metrics.
How can you improve communication with your talent provider to get you the people you need? Consider the following tips:
- Share freely. When you first begin working with your recruiting partner, talk at length with them about the types of candidates you’re looking for – not only temporary or long-term staff, but also the types of candidates you want in terms of skills, experience, interpersonal abilities, work ethic, and work style. The more your recruiter knows about your company’s culture and the people you’re looking for, the better they can find you the star candidates you seek.
- Keep the lines of communication open. Communicating with your recruiting partner should be an ongoing process. “Touch base” with your firm on a regular basis and after any significant change occurs that might affect your staffing needs.
- Think long-term. Your search firm specializes not only in finding candidates to meet your immediate needs, but also in helping you create and execute a strategic staffing plan that uses both the people you have and the people you plan to hire to your company’s best advantage. Make time to sit down and talk about strategy with your recruiting partner.
- Give feedback. Are the people your recruiting firm recruits as candidates working for your organization? If not, what qualities are they missing? The next time you “touch base” with your recruiter, comment on the candidates they’re offering. Your feedback helps your recruiter find exactly the people you’re looking for.
At SMR Group Ltd., our experienced recruiters work hard to connect sales and marketing departments with the top talent they need to thrive. Contact us today to learn more!
January 30th, 2014
When your job postings aren’t drawing in the candidates you need, your hiring manager’s first impulse might be to expand the search to draw in more applicants. However, a larger candidate pool is not necessarily a better one. To improve the quality of the applicant pool and reduce the stress and costs of hiring, consider creating a strategic staffing plan with the help of your staffing partner.
What Does a Strategic Staffing Plan Do?
A strategic staffing plan identifies your company’s likely hiring needs in the short and long term. It also provides processes and plans for finding the talent your company needs when that talent is needed.
Strategic staffing plans help companies plan for their staffing needs. When the time comes to hire, job postings and searches can be targeted to find the quality applicants you need without overwhelming hiring managers.
How Can My Staffing Partner Help?
Your staffing partner can help your organization create a strategic staffing plan. The plan will be based on information you provide to your staffing partner, like your company’s business plan and projected growth. It will also draw on the staffing partner’s extensive knowledge of your industry and the candidates available for the positions your organization will need to fill.
Your staffing partner can help you build better candidate pools in several ways:
- By helping your organization create a strategic staffing plan,
- By matching your organization’s job postings to candidates who have the skills and experience you’re looking for,
- By handling the “prescreening” and reference-check processes, reducing your overall time to hire while improving the quality of candidates,
- By tapping into the “passive-job-seeker” candidate pool, in which candidates may not be actively seeking a new job but will take the right opportunity if it is presented. These candidates offer an unparalleled source of talent and drive, but rarely respond to conventional job ads.
By increasing the number of candidates with the “on-target profile” your company needs, you increase the probability of a top-quality hire. It’s that simple!
The experienced staffing partners at SMR Group can help your company create a strategic staffing plan that addresses both your short-term and long-term needs. Contact us today to learn more!