Most companies realize that they are only as good as their employees who work for them.  In fact, the employees of a company are the most important aspect to a company. They are what make or break a company. Management staff is even more important though because it is them that determines how well the company is going to perform. It is them who will meet company goals through their leadership skills.

The right executive must be experienced and reputable

It is absolutely imperative for a company to find and hire the most experienced, reputable kind of people in the top executive positions.  Executive search recruitment agencies are designed to help companies find the best calibre executives to lead a company. Sometimes companies find executive recruitment agencies extremely beneficial in that the recruitment company can do what they would not really be able to do within the company, and that is sourcing real talent from companies who they are highly in competition with.

Head-hunters are up to date with what is hot and what is not

What the company needs to do is to let the executive company know what type of person they need and it is then up to the professional head hunters to meet their end of the deal. A number of these firms specialize in a few very niche industry sectors and are very up to date on who and what is hot in the industry and what is not hot in the industry as well.  Because of this knowledge to arm them, they are capable of getting any organization the cream of the crop top performer. If the organization has let the recruitment company know the salary they are willing to pay, the recruitment company might already know the perfect candidate for the job.

Saving you time to let someone do it for you

Using a recruitment company to source out specialist individuals to lead your company also saves you time. Interviewing and vetting can take a long process. The executive recruitment company can significantly reduce the time because they have databases of applicants of the right person who has already been evaluated and found to be qualified; they’ve already had their background checked. The companies who use an executive recruitment agency also get a list of the potential candidates very quickly and they can tell very quickly who they would want for the job they have in mind.

Keep all information highly confidential

If you’re looking to replace someone already in a senior executive position in your company, you also want this information to be highly confidential in order to avoid disruption in the normal flow of business of your company. Also, many executive recruitment candidates who are interested in working for your corporation also do not want it to slip out that they themselves are intending to leave the very company they are working for. Executive recruitment firms maintain confidentially by keeping both candidates information highly confidential for as long as it is necessary.

Today top corporations are making using of top executive recruitment companies to source out the best candidates for the top job that they need to make a success of their company. They know that they are getting the best; they are saving time and money by not spending hours of time interviewing possibly the wrong candidates who would not get the position in any case. They are leaving the very important science of selecting the ideal candidate to maintain their cutting edge company at the forefront of its field.

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Each industry comes with it a certain set of skills, talents, training and personality. Some emphasize one aspect such as skill and experience over personality and others visa versa. When it comes to the retail industry, personality is one of the most important aspects that make up a successful retailer. For any business within the retail industry that is on the look out for new employees, this is one of the first aspects that need to be taken into account. Recruiting specifically for the retail industry can take time and this can become frustrating. To help you pick out the potentials out of a crowd we outline some retail recruitment tips below.

Retail Recruitment Tips – be personality savvy, everywhere!

Retail is unique in the sense that potential candidates can be found anywhere by simply observing people in one’s everyday life. Retail is all about interacting with customers in a positive and bubbly manner – with enthusiasm for the products as well as for meeting the needs of the customer while making them feel good. When it comes to retail recruitment it is important to look out for people skills first and foremost. A potential candidate needs to be comfortable talking to people in a professional yet friendly and relaxed manner. A potential customer won’t be as compelled to buy an item if the shop assistant helping them shows no real enthusiasm for the products they represent. This can reflect badly on the products and the business as a whole. When it comes to being in the sales industry confidence is key to encouraging a customer to feel that same confidence for the brand.

Retail Recruitment Tips – having a continues up-date list of potential candidates

In the retail business, staff can change hands quite regularly especially as many use retail as a stepping stone towards their own career goals. It is important to always be on the lookout for potential candidates and have a list that you can refer to when the time comes. It can take time finding the right person to fit into your retail business and the quality of your staff will have a direct impact on the reputation of your business. Staff are the core component to a successful retail business. Someone who loves what they do, has the confidence and great people skills will have much more success selling a product than someone who shows little of these characteristics.

Retail Recruitment Tips – how to approach individuals not actively looking

Through your everyday life you will certainly spot potential candidates that may prove to be a wonderful addition to your team. However, if they are not actively looking how to do you approach someone? Simple – be friendly, approach them with a smile and briefly state that you are on the look out for potential employees for your fantastic retail business and you have noticed how well they interact with customers and so on. Ask them for their details so that you can let them know in more detail about the positions you currently have open.

We hope you have found these retail recruitment tips helpful. Make sure that you follow the same recruitment routine for every candidate that you decide to hire. Having a recruitment process is important to ensure that you end up with the right person amongst your team. Carry out extensive interviews for each candidate and ask them appropriate question and scenarios to gain further insight into their personality, people skills and experience.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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Any business needs to recruit successfully; otherwise this can cost them valuable time and hard earned money should inappropriate people be hired. The recruitment process should ideally be like a well oiled machine. Every aspect of the process should be analyzed, looked over, reworked and re-integrated into the entire procedure. This process should be applicable to any form of recruitment needed, regardless of the position opening and the type of person you would like to hire. Each step in the recruitment process should be followed each time recruiting takes place – this will ensure that you get the right candidate each and every time. Each time involved will help you as the business, know exactly what the job opening entails, what profile you are looking for to fill that position and how to go about advertising your job opening  that will target your specified market. Recruiting can be an expensive undertaking, depending on your business. However, if a business gets it wrong, this can become even more costly. So getting it right is essential! Below we outline the recruitment process made simple.

The recruitment process made simple Step #1 – Job Specifications

First and foremost you need to have a thorough understanding of what the job you will be advertising entails. You need to be certain of why you are recruiting and how that position fits into the company as a whole, what the objectives for the position are and what its main responsibilities involve. Recruiting helps a business to look at it’s needs and see what is working well and what needs reworking. Recruiting a new employee should be the result of thorough analyzing of what your business needs.

The recruitment process made simple Step #2 – Who fits the position

Now that you understand what your job opening is all about on all levels, it is time to work out who your ideal candidate would be. Consider the people that are already employed and put together a personality profile that summarizes the best qualities of each of them. Consider the position and its long-term goal. What kind of person do you need that5 will make this goal into a reality?

The recruitment process made simple Step #3 – Advertising

Now that you have all the right details in order to seek out the perfect candidate, you can begin advertising your job opening. You need to consider where, when and how to advertise your position so that you reach your target market. Consider recruiting online as well as conventional through various social media sites such as Facebook, LinkedIn and Twitter. If you have the financial backing, consider working with recruitment agencies to help you find the right candidates.

The recruitment process made simple Step #4 – Elimination

Once you start gathering candidates’ information and CV’s you can start your elimination and pick out possible candidates. It is important that you put together a list of appropriate questions for the interviews with these candidates. Also consider assessment tests involving skill and/or personality to understand if they have the basics skills and personality profile that you are looking for.

This is the recruitment process made simple. There are many intricacies involved in each step and the more you refine the procedure as a business, the smoother it will run each time you carry out a recruitment process.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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There are many recruitment agencies around to help job seekers find the jobs that they are looking for. Although they get paid by their clients, i.e. the businesses who are seeking a potential candidate, the recruitment agency will be working and putting your name out on your behalf when an appropriate position becomes available. As the job seeker we look at what to consider when using recruitment agencies.

What to consider when using recruitment agencies – how do they work?

As mentioned earlier, as the job seeker there is no fee for you to pay recruitment agencies as they are employed by the businesses that are seeking employees. This means that most recruitment agencies work on a contingency basis in that they get paid when a business successfully hires a candidate that came through them. There are also recruitment agencies known as retained recruiters. This means they have exclusivity for that particular company and will get paid no matter how long it takes them to find a suitable candidate. It means they have no competition from other recruiting agencies. Retained recruiters however, normally work on an executive level.

What to consider when using recruitment agencies – contacting more than one

As the job seeker it is wise to send out your CV to as many recruitment agencies as possible. However, it is good practice to inform each recruitment agency that you have submitted your information to more than one.

What to consider when using recruitment agencies – why use them?

There are various advantages to using recruitment agencies over what you can do for yourself. Recruitment agencies will have their fingers in various pots and having these contacts could be very beneficial for you when an appropriate position opens up. They will also have a better idea about the details of certain jobs – especially as some job descriptions can be rather featureless. Also, when seeking work on your own, you are relying very much on the impact your CV has on potential employers. A recruitment agency will evaluate your skills, goals, experiences and personality profile. They have the ability to sift out the relevant information and submit this to a job opening that you may not have considered on your own.

What to consider when using recruitment agencies – getting in touch

You may submit your CV online and have not heard anything in return. This simply means that there are no openings that are applicable to what you have to offer. If however, they arrange to have an interview with you, it is important to take this seriously. It is also good practice for when the real one comes up.

Having a good relationship with your recruiters is very valuable. If you treat them with respect and honest communication this can go a long way to developing a strong, mutually beneficial relationship. If you are contacting more than one recruitment agency, it is good etiquette to let them know. Reputable recruitment agencies will also always contact you before handing out your CV and will work closely with you to tailor your CV and career profile as best they can for the positions out there. Having a recruitment agency watching your back and vouching for you in our challenging business world is certainly an asset. So, these are a few things to consider when using recruitment agencies. Once you begin working with them, you will start understanding the process much better. Good luck!

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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Recruitment has turned into an industry on its own, with much support both technologically and as well as professionally. Recruitment can be a challenging process for any organization no matter the size as a mistake can mean valuable money and time lost. Recruiters are there to help businesses find the right people. There are invariably various types of recruiters depending on the needs of the business. Being knowledgeable about recruitment principles is important whether you are a business owner or seeking a job and as such this article looks at understanding the role recruiters play.

Recruiters explained – corporate recruiters

Corporate recruiters can become a valuable asset to a company.  Corporate recruiters are employed by a business or larger organization to help them find the right potential candidates. Business on the look out for potential candidates may also involve a third party recruiter that will be hired and subcontracted by the company. These third party recruiters are in essence very similar to each other differing mainly in how they are remunerated. The difference between these third part recruiters and corporate recruiters known also as retained recruiters is that the latter are seen as having exclusivity towards the company and usually work on an executive level.

Recruiters explained – contingency recruiters

Third part recruiters may also come into this category in that these recruiters do not have a special relationship with a business, but rather work by getting paid only when a company or business hires a candidate that came through them. Contingency recruiters may across as not delivering to the job seekers on the market. Many have been known to get frustrated at not hearing back from them. An important aspect to remember about these types of recruiters is that they are being paid by the businesses who are seeking potential candidates. Therefore, these recruiters will be focusing on the needs of the companies, not the person seeking employment.  While on the one hand you many not hear from contingency recruiters if you do not fit any of the job openings currently available, on the other hand if you do fit a business profile they will do what they can to ensure that you get the job.

Recruiters explained – as the job seeker

As the job seeker it is important to be able to distinguish between respectable and experienced recruiters from the inexperienced, undesirable ones. One way to know where they fall is by looking at how they treat you from the beginning as well as down the line. A good recruiter will feed back to you and keep your interests in mind as well as please their clients. If you fit a certain profile for a job opening, and your application proved unsuccessful for the client, a good seasoned recruiter will want feedback from their client in order to determine where the shortfalls were. An inexperienced recruiter won’t be as thorough and organized.

Recruiters can be very valuable for both the company and the job seeker, when the reputable ones are sought out. Recruiters are an essential element to the whole recruitment process. We hope this article has provided some further insight into some of the recruitment principles, which in this case was all about understanding the role recruiters play and how they fit into the bigger picture.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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Recruitment is an important process for any business and getting it right is crucial to employing the right person that will become an asset to the business. Recruitment is no different to marketing the services of a business to potential customers and clients. In this instance however, you are exposing your services to potential candidates instead of customers. You still need to make your job offer desirable and the company itself an asset to the employee as much as the other way round. Therefore, incorporating a marketing plan when it comes to recruiting potential candidates will help you to target and attract the right individuals. Marketing however, does require a certain measure of skill, time as well as money. Mistakes can be costly so it is important to get your marketing ideas right from the start. We offer some marketing tips for recruitment below, that you might find useful to incorporate into your recruitment program.

Marketing tips for recruitment – define your perfect candidate

If you had the selection of every type of personality, character, training, set of skills and experience who would you choose? Who would be best suited to the job? Once you have defined the particulars of your perfect candidate, you will have a clear idea of who your target audience will be. Focus your marketing campaign towards universities, organizations and agencies – anywhere where you will be able to connect with people who have the profile you are looking for. Always include an adequate job description and salary in order to attract interest from your target audience.

Marketing tips for recruitment – promotional giveaways

Use events or shows as a way to gain the interest of potential candidates. If you are looking for some one with ambition and a ‘go-getter’ personality consider organizing a game or competition during an event. A game will always emphasize those that have to win and those that step aside. The ambitious ones will usually be the individuals who will do what they can to win, while the more reserved personalities may not be phased about the game at all. Gather their information, while handing out prizes with your logo and contact information. Another tip is to advertise that you are looking for potential candidates for a job opening at these events as well. Have business cards, brochures and fliers at the ready to collect their details and CV’s while providing them with contact information should they wish to know more about the position.

Marketing tips for recruitment – market online

Use the numerous social media sites such as Twitter, facebook as well as various job specific websites to marketing your job opening. By interacting with people online, you will be able to sift through your target market in more detail while being exposed to a broader audience. The more people you can get in touch with, within your target market, the better chances you have off finding the perfect person for the job.

These are just some marketing tip for recruitment you can incorporate to get the position out there and in the news. Remember, know your target audience and be creative in thinking of ways to reach as many people within this target audience as possible.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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When it comes to finding the right people to fill the positions within your business, this is certainly not easy. This is not easy for a corporation or established company let alone for a smaller business with a more limited budget and a less established recruitment program. Business struggle tremendously when they cannot adequately fill up their spaces. Managers and other employees are then forced to compensate which not only affects them on a personal level but will also start showing cracks within the company. To help small businesses make the right choices and expose themselves and their job opportunity to the right target audience there are certain factors to consider. Read on as we outline some recruitment guidelines for small businesses.
Recruitment guidelines for small businesses – know exactly what you want
You need to be absolutely clear about what person you are looking for and what the job offer entails. What are the key responsibilities of the job? How do they fit in into the business as a whole? What is the long-term and short-term objectives pertaining to the position? What qualities, experience and training would be most applicable to this position? Before you can start your recruiting process you need to be able to answer these questions resolutely.
Recruitment guidelines for small businesses – don’t cut corners
As a small business, it may be more vulnerable to set backs and mistakes and won’t be able to handle losses as well as an established, bigger company. Therefore, trusting your instincts when it comes to recruitment, in the hopes of not having to be thorough and go through the process, will most likely end up in disappointment. Cutting corners is not wise when it comes to recruiting employees. You want to be certain from the beginning that the person in question fits the job description exactly and trusting one’s instincts alone is not sufficient. Recruitment, whether for a small or big business, takes time. Patience is important. Start spreading the word as soon as possible. Use medium that will help you to stay within your budget. Advertise your job opening online through facebook, Twitter and/or LinkedIn and get your current employees to spread the word.
Recruitment guidelines for a small business – be representative of good values and morals
A small business needs to be attractive for prospective candidates – i.e. that your business stands on solid business moral; values from which an employee can look up and aspire to. People want to be aspired these days and while a smaller business may not have the same monetary incentives as bigger companies, a small business can elicit a sense of passion, potential and excitement for what is to come.
It is important that as a small business you learn from your recruiting mistakes and develop a solid recruiting plan to follow each time an opening comes up within your business that requires recruiting more staff. Research how other businesses recruit employees, seek advice from professionals, contacts and online, research what tools are available to a business to help you with their recruiting needs. We hope you find these recruitment guidelines for small businesses useful. Good luck in finding your perfect employee!

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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Technology and the internet have integrated in our lives on a personal and business level in so many different ways. In business particularly, the Internet has opened up a whole new way for interacting with customers, clients and in this case, potential employees. Recruitment online is entirely different to the more traditional methods of hiring staff. Exposing your opening position online, gives you the opportunity to recruit through a vast number of people compared to advertising in the newspaper for example. However, there are certain techniques involved to ensure that you attract not only interested job seekers, but also the right profiles. Using the internet can be a huge asset to any recruiting program. So to help you along the right path we have outlined some online recruitment tips below.

Online Recruitment Tips – refresh your website and jobs page

For any reader on your website, they should be able to clearly see a ‘careers’ or ‘job opportunities’ link on your home page. These should be prominent so that those who are seeking employment will know to click through and find out more. Your page should also be inviting and entice the reader to find out what openings you have to offer. This page should describe the fundamentals of your business and what incentives a potential employee will gain by working for you. In addition, an easy follow-through link should be available so that readers can apply online with little fuss. Any job openings that you have available should be described in detail giving an accurate account of what the job responsibilities are and what qualities they are looking for in a potential candidate. Give direct details to the hiring manage or HR personnel to further encourage readers to get in touch.

Online Recruitment Tips – Advantages of LinkedIn

LinkedIn is a wonderful application to get involved with. It is a social networking site focusing on careers issues and topics. Many people have built up their own career profile and made these public so that they are able to be indexed by search engines such as Google. As a business looking to hire employees, searching Google for possible candidates on Google will help to generate accurate search results and hence potential candidates. If you are seeking a top-notch Chef, you can search Google for ‘experienced Chef’ and see what results from LinkedIn come up. You can also search within LinkedIn itself either by name, profession, title, location and so on. The results that come up with extend as far as three contact levels away from your extended network. It is a good idea to always work on your LinkedIn network base. If you come into contact with a potential candidate, ask him or her to contact you through LinkedIn – this way the potential candidates information and other contacts will become available to you through your three-level network.

Online Recruitment Tips – Facebook

Facebook also provides useful tools such as being able to create a facebook Workplace group to help build a sense of community among your employees and be used as a platform for employee referrals when a job opening comes up. In addition, facebook offers a ‘My Company is Hiring’ application which can be displayed on a recruiter’s facebook page.

There are many more opportunities to get in touch with your target audience online – especially as more applications and online tools are being continuously developed. Incorporate these online recruitment tips for your recruiting needs and you will see how much they can benefit your business’s recruiting process as a whole.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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It has been difficult for businesses during the current economic climate and most of us have experienced it first hand one way or another. During these tough times it certainly enhances the reality that each person within an organization needs to count. Not only does it reflect on having to let people go as a result, but also when more people need to be hired, that the right choices are made so that this does not cost the business or company anymore that it should.  Improving the process you go through in terms of recruitment can save a lot of valuable time and money. So before you recruit any additional employees consider these quick tips to enhance your recruitment program.

Quick tips to enhance your recruitment program – understand the needs of your business

Recruiting an employee is not unlike any other shopping process. As a company you are buying a service essentially, and in order to get the right service you need to understand the needs of your business. Without adequate knowledge about the position, its responsibilities, what service you require from a candidate, how it fits within the business as a whole will result in making a poor recruitment decision. By understand the needs and responsibilities of the position, you will be able to define what sets of skills, experience level and training you need an individual worth considering. So essentially, recruiting a possible candidate is all about targeting; targeting the right profile for the position at hand – and the elements that will define this target market will naturally vary from business to business.

Quick tips to enhance your recruitment program – importance of recruiters and hiring managers

Every level that is involved in the hiring process is important. From the hiring managers that define the position, skills needed and details of the opening are responsible for hiring the right candidates. Recruiters are those that streamline the right candidates through your front door. Both parties are equally important to ensuring a smooth recruiting process. The recruiters involved need to be knowledgeable about your requirements at all times so that they direct the right people towards your business. This will enhance the efficiency of your recruiting program tremendously. Hiring managers are the final step to the process. For this reason it is crucial that they are fully aware and involved in the process so that they make an informed decision. Hiring managers can have a tendency to be distant to the process due to their other main job responsibilities requiring most of their time. This can result in poorly made recruitment choices – so be certain that the hiring managers involved are fully up to speed with the requirements of the position, skills and technical abilities needed and who exactly they are looking for.

Recruiting is an involved process and these are just a few quick tips to enhance your recruiting program. Be thorough within the process, do not take any short cuts and know exactly what you want as a business in terms of employees. Knowing what you want will go a long way to finding the right candidates.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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The call centre sector is well known for changing their staff at an alarmingly high rate. This is said to be due to many factors but with management style being the main culprit alongside salary, location, length of shifts, training, career potential and staff support. However, although these factors most certainly play a role in the high rotation of staff, a factor that should not be underestimated is the recruitment process. Call centre positions are not for everyone, and therefore it is important that such a company seek out individuals that are properly suited to the job. Making the wrong choices be it for a call centre or any business as a matter of fact – can have detrimental affects – costing valuable time and money while affecting business output. To help avoid such mistake we look at some of the call centre recruitment principles involved when it comes to hiring the right staff.

Call centre recruitment principles – are you looking for the right people?

Before you take any steps in recruiting call centre staff, it is important you have a clear understanding of what kind of person you want on your team. You need to research and have a thorough understanding about who will best fit a call centre environment, what qualities are most important for the job and what skills and experience you require the most. Clearly defining the job at hand is also crucial to appealing to your target audience. Recruitment is not only about you as a business finding the right person for the job, but it is also about your job offer being appealing to a potential candidate as well. By clearly knowing what you want and what you are offering, you will have a much clearer picture of where to go to find the right candidates.

Call centre recruitment principles – be thorough in your selection

There can be a lot more to the selection process that may have been done conventionally. Nowadays finding the right person is more challenging and should therefore involve more detailed processes to sift out the right people. Incorporate assessment tests in your recruitment process such as personality and skills assessments. These tests will help you to find out who has the basics skills you require for the position, such as mathematical knowledge, computer skills, ability to interact with consumers etc. In addition, allowing potential employees have an opportunity to engage with your workplace for a day to help give them a more realistic idea of what their job would involve and the environment within which it is set can be very effective. Some may appear to be perfect on paper, but in reality do not gel with the working environment what so ever.

It is important for a call centre to learn from their previous recruitment experience so that they can enhance and iron out shortcomings. Stay involved with your new recruits and their supervisor to gain an understanding of how well they are integrating into the call centre environment. These are some call centre recruitment principles that you should keep in mind, if you find yourself on the verge of hiring a new call centre employee.

A leading black owned executive search firm, Search Specifics has built a reputation on professional, top quality service in executive recruitment.

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