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Recruiting 101

Recruiting is a two way street. Finding the right candidate is vital to the employer, and finding the right employer is just as vital to the candidate. How does recruiting fit into the mix? Does recruiting benefit the employer, the candidate, or both?

The easy answer to the above questions is recruiting benefits both the employer and the candidate. A recruiter’s main mission is to match prospective employers with qualified candidates. The really good recruiters look a little deeper though and try to match the prospective employers with qualified candidates who meet each other’s long-term goals

Not Just Filling Seats

Recruiting is not just about filling empty seats in the office. It’s about searching for qualified candidates who meet an employer’s short-term and long-term needs and objectives. It’s about finding candidates who match the employer’s mission.

It’s this mentality that truly separates the good recruiters from the recruiting pack. And it’s the recruiters who know how to actively go out and pursue potential candidates that really make a difference to an organization, and not just sit back and wait for candidates to come to them. 

Strong recruiters today use tools like social media to their advantage in finding not only candidates searching for jobs, but also finding the passive candidates who aren’t actively job searching.

Recruiters Advantage to Candidates

From a candidate perspective, recruiters may be more likely to put you in front of prospective employers than not. With a recruiter’s networking connections and knowledge of the key openings in the job market, they can place the right candidate in front of the right employer.

A good recruiter will dig into a candidate’s strengths, career objectives, and goals and look to find an employer who meets the candidate’s objectives. Simply placing a candidate in the first open job is a recipe for disaster for the employer, candidate, and recruiter.

Kane Partners

Whether you are a candidate searching for new challenges or an employer searching for your next rock star, contact Kane Partners today.

20 04, 2017

5 Tips for Updating Your References

By |2021-01-05T04:16:23-05:00April 20th, 2017|Recruiting Process|

Who's a Good Job Reference? You’re at the offer stage of the interview process and you get the call or email asking you to forward your professional references. Congrats!  You’re in the homestretch. How can you make sure you are as prepared as possible for when that request comes?   Below are a few things to [...]

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6 04, 2017

What it Means to Hire Kane Partners

By |2021-01-05T04:16:04-05:00April 6th, 2017|Recruiting Process|

Partnering with the Right Recruiter Are you looking to partner with a staffing agency to help fill your open positions, but not sure which one is the right choice for your company? There are hundreds if not thousands of companies and contractors to choose from including large national corporations that find anything from artificial intelligence [...]

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30 03, 2017

What Every Candidate Should Know, But Many Don’t Do

By |2021-01-05T04:15:36-05:00March 30th, 2017|Recruiting Process|

Pitfalls to Avoid in an Interview Work History in an Interview: I was asked recently at a video shoot for our company website, what my best advice is for candidates. This was an easy answer for me, and one I gave quickly, -- “Be Honest!” Now I know what you are thinking, do candidates really [...]

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28 02, 2017

Social Recruiting: Does Your Company Need It?

By |2021-01-05T16:18:05-05:00February 28th, 2017|Recruiting Process|

Job Recruiting through Social Media What is Social Recruiting? Should your company utilize social media in your staffing strategies? Short answer = it depends on the hire. First, let’s define Social Recruiting.  Since it is a relatively new term for many.  According to Wikipedia Social Recruiting is: recruiting candidates by using social platforms as talent [...]

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9 02, 2017

Hiring Millennials A New Perspective – Part 2

By |2020-09-10T06:03:00-04:00February 9th, 2017|Recruiting Process|

Millennial's and the New Workforce Part two – Retention In part one of the series I postulated that we have mistakenly made numerous false assumptions about the character and motivations of Millennials. Boomers and GenYers have applied our aged paradigms to a generation that they don’t fit.  Recognizing the value, ambition and creativity of Millennials [...]

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7 02, 2017

Finding a Job Is a Fulltime Job

By |2021-01-08T05:01:04-05:00February 7th, 2017|Recruiting Process|

Balancing your Job Search with your Job Finding the right position takes time, and time is valuable!  Time moves fast, and trying to get it all can feel daunting.  Between maintaining productivity at your current position and balancing time for the family, allowing yourself adequate time to find the right position tends to take a [...]

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31 01, 2017

Working Millennials A New Perspective: Part 1

By |2020-09-10T15:27:23-04:00January 31st, 2017|Recruiting Process|

Millennials in the Workforce Part One - Hiring I’m 57. A Boomer. I not supposed to enjoy or embrace hiring Millennials. We have all read the large volume of blogs, articles, and treatises on why Millennials are not satisfactory employees: Lazy, disloyal, lax work ethic, entitled, self-assured. With close to 40% of the current workforce [...]

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24 01, 2017

Going Tribal with Social Engineering

By |2021-01-05T04:14:01-05:00January 24th, 2017|Recruiting Process|

Connecting with the New Generation A Primer It's a challenging time to be in the recruiting game.  It has become nearly impossible to connect with top-tier candidates. People no longer answer their phones and will rarely take the time to listen to a voicemail from an unknown number.  It's easy to ignore unsolicited emails and [...]

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