The High Cost of Not Using a Recruiter

If you are getting ready to head into the job market, be prepared to endure a now even longer wait time- Glassdoor Economic Research found that the interview process time has almost doubled within just a few years. The length of the process surprisingly relates to a variety of factors including location and city population. While a company can take multiple steps in hiring employees to ensure a safe and “bulletproof” process, they still end up with a large percentage of bad hires. Companies often tend to get overwhelmed and confused during the process of bringing in new hires; when the company is overwhelmed, the wrong people for the job may end up being hired. It’s easy to get overwhelmed when you must sort through 100s of unqualified resumes for a job post. Even though in-efficient hiring practices occur often, the cost of it typically goes un-noticed.

Per the Society for Human Resources Management, the cost of a bad hire can be up to FIVE TIMES the salary they were making. That would mean that an original $40,000 salary just cost you $200,000. Research has claimed that companies usually hire the wrong person due to their job definition and job specification – these two descriptions should be different but companies make the mistake of listing them too similarly. Another reason companies find bad hires is the concept of “cultural misfit.” Cultural misfit is when an employee collides with the cultural values and beliefs of the company which can be avoided.

The complications that come with hiring employees can easily be relieved by hiring the RIGHT PEOPLE! Recruiters who specialize in hiring appropriate and qualified people for a specific job position and can take the stress away from human resources and hiring managers.

At CEG Partners we have perfected a Proprietary hiring process designed by our very own Process Engineer. We pride ourselves at being:

  • EFFICIENT – We send no more than 4 qualified candidates. You will want at least one!
  • SIMPLE – We know recruiting, it’s what WE are hired to do.
  • SAFE – We have a placement guarantee and can even payroll the employee while you decide whether to hire them.
  • FAST – Our target is to send you the first candidate within 72 hours of engagement!

If you don’t hire us, please hire a professional recruiting firm for your most important hires and save yourself some time, frustration, and Money!

 

Sources:

Fast Company

Dice Data

Glassdoor

Business Referrals – How to Get Them!

Candidate relationships

Everyone needs referrals in business. And no matter what type of business you’re in, they are the best kinds of leads  you can get. The person who was referred to you already has a good opinion of you, simply because their friend or colleague recommended you.

So, in the search for referrals, one of our recruiters posed a few questions, and they’re ones we hear often:

Why wouldn’t someone want to help out their friend who’s looking for a job? Why wouldn’t they take up an offer to cash in on a referral bonus? What’s the fear here? What keeps people from forwarding a job description or passing along a name and number?

#1: Eliminate Competition

Part of it, I suppose, has to do with a perception of competition. If I tell you people I know who fit a role you may want me for, then I’m hurting myself. In this case the referrer has to be convinced in the “pay it forward” philosophy that if you help others it comes around to you one day.

#2: Eliminate Laziness

Also, people are naturally lazy so we have to make it EASY for them to refer others. Giving a name and where they work may be all you need.

#3: Eliminate Suspicion

But probably most importantly, the person giving the referral has to have a strong connection with you and feel you are very worthy of “recommending to others”. This is a very personal decision and by way of recommending, you they are endorsing you at the same time. You may have to wait until you have built a solid reputation with this person. If you have helped someone they know, tell them. That builds trust as well.

#4: Eliminate Responsibility

And on the other end, if a candidate refers another candidate to you they will feel they have some responsibility for that referral. What if this referral is great for a flexible work from home company but not a more rigid 9-5 type company? Their referral may fail to deliver and that would be a direct reflection on them. Let the referrer know that it’s up to you to find the right fit for the candidate – not them.

#5: Go for the Triangle Closure

Lastly, if they were to “introduce” you to a candidate that would be an even stronger endorsement. The scientific name for this social network phenomena is “Triadic closure”. If only two of three individuals know each other, then the person connected to both will want to close the triangle. LinkedIn discovered this with their wildly successful “People You may Know” feature. If this doesn’t work out for you there’s always the “Joe thought I should talk to you about this position” approach.

Now go get those referrals!

3 reasons to change your hiring process

stop wasting time

By: Kathleen Stafford Branton

If it takes you months just to hire one person, something is wrong. Clearly you want an expert when it comes to hiring the right talent, just like you want someone experienced to handle your taxes, or heaven forbid, a lawsuit. You don’t attempt things you don’t know enough about, or don’t have time for – and let’s face it, your HR department is likely stressed as it is. YOU may even be that stressed out HR recruiter!

We know recruiting, because it’s what many other companies like yours have hired us to do. With us, it’s about quality not quantity. We will send you no more than five qualified candidates, vs. the hundreds of unqualified resumes you’re probably dealing with today. We also have a risk-free placement guarantee and can even payroll the employee while you make up your mind.

So enough of all that, let’s help you figure out why your hiring process is broken Because like we said, if it takes you months, something is wrong.

Mistake #1: You have an inexperienced person looking for candidates. This should be common sense, but you’d be surprised how it’s not. Many times the person conducting the candidate search has no idea what the job really entails. Sure they have a job description, but we have found 80% of job descriptions only minimally describe the key elements of the position. The other problem is, they don’t know what your vision is, or who would be a good “fit” for your team and company. We take the time to really get to know your company, your industry and your desires in finding the right talent. There’s no guessing, so there’s no mistakes; it’s just that simple.

Mistake #2: Too many hoops. You can’t have so many hoops and rules that anyone trying to hire someone has to go through an elaborate process just to interview them. The best candidates are going to go quickly so they won’t put up with an inefficient hiring process. An inefficient hiring process also implies you don’t know what you’re doing; and let’s face it, bad word gets around quickly.

We aren’t those people. We have a proven track record of getting the job done quickly and effectively.

Mistake #3: Rushing the process. On the other end of the spectrum is rushing the process so much that you run the risk of hiring horrible talent who pretend to be someone they’re not. This will cost you time and tons of money. A bad hire can cost you money, time and embarrassment – depending on what they say and do with your customers. Nothing costs you more money than having to hire and train an endless parade of new employees. There shouldn’t be a revolving door; there should be an effective plan to ensure employee retention. And this can be achieved not only through improving your hiring process, but also through ensuring your employees are happy where they’re at. But that’s another blog for another time.

Look, we know you want to hire the right talent in the right amount of time. Don’t trust this process to just anyone, and don’t stress out your HR department any more than they already are.

Contact us today to see how we can help you.

About CEG Partners

CEG Partners is experienced in consulting, executive search and technical staffing. Our IT staffing agency includes – IT recruiting, IT staffing, Tech staffing, as well as sourcing IT consultants for many of our clients. Our consulting practice includes – Program Management, Six Sigma (and Lean Six Sigma), Customer Experience, Customer Retention, Process Improvement, Customer Loyalty, as well as Customer Surveys. Please contact us for all of your consulting and staffing needs, whether you’re a job seeker or an employer.

Hire The Right People

 By: Kathleen Stafford Blanton

The best way to find a needle in a haystack is to use a magnet!

 3 Tips to Hiring the Right People – Every Time By : Kathleen Stafford Branton

When you have open positions in your company, it can sometimes feel like finding the right talent is about as easy as finding a needle in a haystack. You’re bombarded with underwhelming resumes from people who aren’t qualified for the position, or who don’t have the education you’re looking for. It can be frustrating at times, and you wonder if they’re even reading your job description, or if you’re doing something wrong. Well, while we can’t control other people submitting resumes despite being under qualified, we can give you some tips to do your part to attract great talent.

 Tip #1: Have a well-defined job description: You need to be as descriptive as possible, the applicants need to – hopefully – know that you are very serious about the qualifications and experience you’re looking for. This also lets applicants know what to expect on the job if they were to obtain it. After all, no one likes bad surprises. It could also be that you need to actually fill two positions instead of one, or may need to combine two jobs into one. Either way, just be sure before you post.

Tip #2: Consider culture fit: Beyond qualifications, experience and education, you need to consider how this person or these people would fit in with the culture of your company. Every company has a certain culture, so what are you looking for in a person who would fit right in? You should add specific information about that as well. Click here to have our experts help you with this one.

Tip #3: Have one person dedicated to finding the right talent: This could be an employee with experience in recruiting, or you may need to hire a recruiter (we just so happen to keep several on staff). Why? Because if someone is busy doing their other job and respective duties, they won’t have time to devote to finding the right talent. They also may not have the relative experience or resources at their disposal.

About CEG Partners

CEG Partners is experienced in consulting, executive search, and technical staffing. Our IT staffing agency includes – IT recruiting, IT staffing, Tech staffing, as well as sourcing IT consultants for many of our clients. Our consulting practice includes – Program Management, Six Sigma (and Lean Six Sigma), Customer Experience, Customer Retention, Process Improvement, Customer Loyalty, as well as Customer Surveys. Please contact us for all of your consulting and staffing needs, whether you’re a job seeker or an employer.