Reginald J. Williams’ Post

From a sales leader to Recruiting/TA: "Top of the funnel" growth should be A priority but late stage candidates ( =Sales Prospects) should be THE priority. They're (Hopefully) engaged, invested, eager... Simplify the steps THEY have to take (interviews, references, verifications) if you want to win top talent, hit key KPI's & increase top-line revenue. Agree? Disagree?, Interested in more? - Let's have a conversation.

A day in the life of a Recruiter trying to do good work: - Wake up to a device full of notifications. Stare bleary-eyed into the screen as your foggy brain attempts to prioritize messages from candidates, managers, stakeholders, and colleagues. - Review your schedule for the day, noticing that two candidates have booked conversations with you overnight. - Open your applicant tracking system and see 800 new applications to the position you posted yesterday afternoon. Review as many as possible before your eyes cross, hoping that at least 1 in every 30 is qualified enough for a conversation. - Jump into your Recruiter screens - depending on the day, this could be anywhere between 3 and 8 interviews. Do your best to budget 5 minutes of preparation before each call. - Meet with a hiring manager, who tells you that after speaking to the finalist candidates, they’ve decided to change the scope of the role. This search is now back to square one. - Circle back with interviewers who didn’t provide feedback on yesterday’s interviews. When they don’t want to advance a candidate and you ask why, listen to empty responses such as “They didn’t blow me away” or “I just didn’t click with them.” - Contact a handful of candidates and let them know that the team is not moving forward. Listen to their frustrations and disappointment with empathy. - Meet an amazing candidate that is a perfect fit for a role, only to find out that they are $30,000 more expensive than the budgeted salary range. - Spend time with a hiring manager opening a new position. Listen to them rattle off a wish list of attributes, each one further narrowing your potential candidate pool. - Get a ping from your boss informing you that the manager of your now-square-one search (the one who changed the scope of the role) is frustrated with your lack of progress. - Write up your notes from today’s interviews to submit scorecards and build business cases for advancing candidates. Email those you aren’t moving forward with and brace yourself for the rebuttals. - Go on LinkedIn to source a new batch of candidates for your now-square-one search, sending 20 cold outreach messages in the hopes of scheduling conversations soon. While reviewing your inbound LinkedIn messages, most of whom are from people asking for your help or your time, read comments in your feed about the terrible nature of Recruiters. - Before you close your laptop for the day, review tomorrow’s packed schedule and block 10 minute placeholders for bathroom breaks and lunch. - Respond to “urgent” after-hours pings from bosses and stakeholders about things that could have waited until tomorrow. - Hit the pillow, marshaling your resolve get right back at it tomorrow. It’s not for the faint of heart.

I can’t believe it’s been 3 years…😦 Just over three years ago, my business partner Ben H. and I set out on our journey with one simple goal – to go about recruitment in a different way. The mission was simple: disrupt the status quo of the industry by forming GENUINE, value-adding, lasting and meaningful partnerships. And so, New Era Executive Search was born. It’s been a hell of a ride, and we’ve learnt an awful lot. The first lesson: figuring out exactly why the recruitment industry has, (for many) a shady reputation. For too long, recruitment has been seen as being full of charlatans who don’t really know what they’re doing. And so, over the years, it’s become increasingly difficult to gain traction with new clients, and/or gain their trust. Sound familiar? And the solution is not “more volume.” In fact, this really does just make it worse. I’m all for automation and efficiencies, but there comes a point (once your systems are optimized) where all you’re doing by upping the volume, is trading out quality for volume. Hiring Managers expect laser precision 🔬 when they’re paying out a hefty sum for a recruitment service to fill their open position(s). First impressions matter. They matter a lot. The first impression that most recruiters give when contacting a potential new prospect/client is (typically) to send across a summary of a candidate they are representing, and asking the Hiring Manager if they could be interested in the candidate. If the candidate is nowhere near being remotely appropriate for that business/team/Hiring Manager, you’ve fluffed it. Straight away, you look like you don’t know what you’re doing. Even if after another four attempts, you DO send an appropriate candidate across, your name is probably already associated with the “noise” and the email probably won’t even get read, even if you have the perfect candidate. That’s a lose-lose-lose (the recruiter, the candidate, the Hiring Manager). This is the feedback we’ve had from our partners when we’ve asked them what they think of the recruitment industry in general. There’s FAR too much “noise” from the spray-and-pray types. 🔊 What’s the solution? Go DEEP in your niche. Beneath the surface is where you’ll add value. Do your research. Read newsletters, stay up to date with the industry trends, SPEAK to people who have the knowledge/wisdom to pass on. Being credible comes from being competent. Learn your craft. 🎓 Become an expert. 🥇 Have an opinion. 💬 Is it easy? Nope. But if it was easy, it wouldn’t be valuable. You’ll have far more success, and barriers will drop quicker, giving room to actually create the lasting partnerships both you, and the Hiring Managers need, and frankly – what the recruitment industry as a whole needs.🤝 We’ve learnt far more than just this, but I’ll save that for another post. Finally, we’d like to say a massive THANK YOU to all of our partners who have worked with us over these last 3 years. Roll on the next 3!!🎉

#Recruiters, the number one reason clients ask to see MORE candidates is You allow it. Managing client expectations is at the heart of recruiting because recruiting is sales. There's nothing that says you have to provide a parade of candidates for as long as the client demands it. If you’ve done your job right and presented 2-3 solid candidates, there’s no reason for a client to need to see more candidates. The only reason they ask to see more is because they can. Because they’re hoping for their idea of perfection at half the salary. It ain’t gonna’ happen. So, how do you stop the see-mores? In your contract, specify the maximum number of candidates you will present and the strict conditions additional candidates will be offered. For example: 💠 Recruiting Firm shall deliver 2-3 Client requirement-conforming candidates; additional candidates provided if all Client conditions are met, as noted below 💠 Within twenty-four (24) hours of receiving a candidate submission, Client shall provide recruiting firm with three (3) interview time availabilities that are to occur no more than five (5) working days from candidate submission 💠 Within twenty-four (24) hours of candidate(s) interviews, Client shall provide recruiting firm feedback and next steps 💠 Provide, in writing, specific reason(s) for any candidate rejection. Reason(s) related to age, race, gender, religion, zip code, will not be considered valid unless there is a legitimate business need to exclude candidate, e.g., required to work on Sabbath. A sense of urgency in hiring means they will abide by the agreement. If not, move on. Fast. And don’t feel like you’re missing out on something. A client absent urgency to hire, disregard for contracts, and no respect for your time will only want to see more while you get … Nothing. My Predictable Profits: The 7-step talent acquisition process to supercharge your revenue is a science-based system that enables Recruiters to 10X a candidate pool with 4X more relevant candidates, to generate a well-qualified and vetted candidate shortlist in an average of 18.4 days so you can earn more in less time. We offer half-day virtual/on-site training + video training library + everything you need to identify, source, vet, and present candidates for maximum revenue. Check out the link in comments below. 

Hiring Radar Alert! 📡 Competition for top talent is at an all time high. It’s important to remember that quality of hires should always be the number one priority, even when you want to speed up your hiring process. 8 Ways to Hire Faster in a Candidate’s Market: 1. Respond to all applicants immediately after they apply. 2. Recruit heavily from employee referrals. 3. Create templates for everything. 4. Recruit via text messaging. 5. Fast-track your best candidates with pre-screen questions. 6. Speed up the interview process with automation. 7. Create an ideal candidate profile to evaluate candidates faster. 8. Create a great candidate experience so your candidates accept your offers. 👏 For more details and tips, check out our blog! https://hubs.ly/Q0206c1C0

Making a placement is nice but don't forget about the little recruitment wins along the way. 🏆🌟💪 Prospect ----> Client Sleepy Job Req -----> Hot Job Req Sourced Candidate ----> Submitted Candidate Submitted Candidate ----> Interviewing Candidate Interview -----> Offer Out Offer Out ----> Placement 😍 Just like receiving a like or a comment on social media or adding to your shopping cart, moving candidates or clients through pipeline supplies that nice hit of dopamine ⚡🧠 that keeps recruiters going. Crelate is visual and makes celebrating a recruiters wins, whatever they may be, even more gratifying. It's easy to use because it adapts to your team's recruitment process and preferences. That's the way it should be, and not the other way around. If your team doesn't like a tool or platform, they either won't use it, or they won't use it effectively. This means the data will suffer every time, and so will your business. Your ATS and forecasting are only as good as your data. Enhancing your teams ATS experience and improving their workflow will get your data to where it is needs to be so you can effectively manage your business, and keep your team thriving along the way. 🤩

𝙎𝙩𝙧𝙪𝙜𝙜𝙡𝙞𝙣𝙜 𝙩𝙤 𝙂𝙚𝙩 𝙩𝙝𝙚 𝙍𝙞𝙜𝙝𝙩 𝘾𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚? 𝙒𝙖𝙩𝙘𝙝 𝙊𝙪𝙩 𝙛𝙤𝙧 𝙏𝙝𝙚𝙨𝙚 6 𝙈𝙞𝙨𝙩𝙖𝙠𝙚𝙨 You're ready to expand and eager to delegate, but you hit a roadblock: no one is showing up for interviews, or those who do just don't fit the bill. It's a common scenario many business owners face, leaving you shouldering multiple roles and watching the clock tick away. It's not just about filling positions; it's about finding the right people who can take your business to new heights. Here are six critical mistakes you might be making in your recruitment process and how to avoid them: 1.    No Hiring Goal or Structure: Often, businesses lack a proactive hiring strategy. Solution: Establish clear hiring goals and a structured recruitment timeline to anticipate and fill needs before they become urgent. 2.    Using Copied Job Descriptions: Borrowing job descriptions from the internet or competitors can lead to unclear expectations. Solution: Craft unique job descriptions that reflect your business's specific needs and culture. 3.    Generic Interview Questions: Not asking the right questions can prevent you from understanding a candidate's true potential. Solution: Develop specific questions tailored to the job role and the required knowledge, skills and traits. 4.    Limited Recruitment Consultants: Relying on just one or two recruiters can restrict your candidate pool. Solution: Partner with 5 to 6  recruitment consultants to broaden your search and increase your chances of finding the right fit. 5.    Not Exploring All Sourcing Options: Many businesses do not fully utilize available resources to reach potential candidates. Solution: To reach a wider audience, leverage various sourcing methods, such as job portals, social media, professional networks, colleges, and industry contacts. 6.    Ignoring Candidate Experience: A negative recruitment experience can deter talented individuals from joining your team. Solution: Ensure the recruitment process is smooth, respectful, and reflects your company's values. If you continue making these mistakes, finding the right team members and conducting effective hiring will remain impossible. To break the cycle and start building a team that elevates your business, connect with me to align your hiring goals with your growth strategy. We'll explore effective hiring strategies in depth.   I've had the privilege of helping numerous service business owners enhance their growth strategies, empower their teams, and optimize their systems. With focused strategies and a personalized roadmap tailored to their unique goals and visions, they achieve measurable, significant results. #BusinessGrowth #ServiceBusiness #TeamEmpowerment #BusinessCoaching #SunitaPednekar #SmallBusiness #MSMEs #BusinessMentor #BusinessCoachSunita #teamhiring #growthstrategy 

As a seasoned Recruiter, marketing an outstanding candidate to prospective companies🏢 and hiring managers is a proactive and strategic approach to recruitment; it demonstrates commitment to both the candidate and the broader employment ecosystem. Here are some of the ways that I make the most of this situation: Networking: I leverage my professional network🤝 to identify potential opportunities for candidates, attend industry events , connect with other recruiters, and use platforms like LinkedIn, to expand my broader network. Targeted Outreach: I reach out📞📧 directly to Hiring Managers/decision-makers in companies that align with the candidate's skills and expertise; I craft personalized messages📝 that highlight their key strengths💪🏽 and the value they can bring to that organization. Informational Interviews: I encourage candidates to participate in informational interviews🤝with companies that might not have an open role but could benefit from their skills. This helps build relationships and keep the candidate on the radar🚨for future opportunities. Create a Compelling Profile: I develop a compelling & detailed candidate profile👨🏽💼, showcasing their skills, accomplishments🏆, and what makes them unique and I share this with my network and clients to generate legitimate interest. Collaborate with Hiring Managers: I continuously engage in conversation🗣️📞with hiring mgrs to understand their future staffing needs; if I can identify potential matches within my top candidate pool, share the profile and discuss how they could contribute to the organization, it ensures a win-win for all! Utilize Social Media: I leverage social media platforms to showcase the candidate's skills and experience, sharing any relevant content, articles 📰, or achievements🏆that demonstrate their expertise. This can attract the attention of hiring mgrs and companies looking for top talent... on the flipside, it allows me to informally connect and stay current on their business needs. Stay Informed: I keep myself informed about industry trends📈, upcoming projects, and company expansions. This intel🧠helps me to identify potential opportunities for candidates, even before they become publicly available. Emphasize Immediate Availability: If the candidate is available🙋🏻♀️immediately, or on short notice, it's key to highlight this. Some companies have urgent needs or unexpected/interim openings, and the candidate's availability could be a significant advantage... timing is EVERYTHING!🕒 Feedback Loop: I maintain open communication➰with the candidate throughout the process. Sharing the feedback from my outreach efforts and potential leads, and I adjust my strategy based on their preferences. By taking these steps, you can enhance the chances of finding a suitable opportunity for your A+ candidate(s), even in the absence of a formally posted role. @recruiters🧑💼👩🏿💼 , I'd love to know what you do with your star 🌟 players! Post your comments, below: