Wishing the Happiest of Holidays to Our Clients and Candidates!

By Communications Collaborative on December 20, 2016

The Power of Gratitude

By Mary Truslow on June 04, 2015

Recently this post showed up on my Facebook feed. It is an exchange between a manager and a new hire, both of whom we recently placed. The manager has a full life both personally and professionally. He is currently stretched at work as the result of the success of his growing team.

Yet, he still took the time to express gratitude for his teammate. His coworker has been looking for the right "work home" for quite some time. These words of gratitude validated her feeling that she has finally found it.

The simple act of showing appreciation and gratitude for those around you makes all of the difference.

Who have you thanked recently?

Backdoor References

By Joyce Bethoney on April 15, 2015

It takes many good deeds to build a good reputation, and only one bad one to lose it. 

-Benjamin Franklin 

In the business of hiring, there is an increasingly common practice called “backdoor references.” A backdoor reference is when a hiring manager or team member knows someone at a company that a candidate has worked for previously, and puts in a call to gain information. Unbeknownst to the candidate. It happens all the time. 

There is a right way and a wrong way to conduct, and apply information from, a backdoor reference. Here are a few things to keep in mind.


You Get What You Pay For

By Joyce Bethoney on August 14, 2014

I’ve been in creative recruiting for 11 years, and in my experience, the old adage, “You get what you pay for,” rings most true when making hiring decisions.

Far too often I see hiring managers, even at large, publicly traded companies, opting for the junior-level candidate for a mid-level role, or a mid-level candidate for a senior role. Not because of a unique skill set, but because of the low price tag (read: salary) that comes with it. And while you think you might be doing the right thing and saving your company money, there are two key pitfalls that come along with hiring below your needs:

1) Productivity – Time is money. And the time it takes for tenured, senior-level teammates to teach and correct someone who is not the right fit for a role is the time they could be doing the job they were hired to do. This isn’t about abandoning mentoring and training. There are many junior-level positions where training is needed. This is about hiring an appropriately priced and skilled hire for a role where the person is expected to hit the ground running and add value right away.

2) Morale – Inserting inexperienced folks into roles where some (or a lot of) experience is required, will drag down the morale of peers who are still expected to perform at a higher level. Bringing on a person that everyone else is expected to “carry” is a recipe for an unhappy team. You have heard of the expression “one bad apple ruins the bunch”? Don’t embrace the misconception that the inexperienced person will rise to meet their senior-level counterparts. The less experienced person will drag your valued employees down.

In many instances, hiring young, green workers makes perfect sense. However, if the candidate you prefer has a bit of a higher salary requirement and more experience, choose that candidate. It is so important that skills and experience are commensurate with the position. While the bottom line cannot be ignored, focusing entirely on budget does not consider the real cost to your company, your projects and your team when a hire is, in fact, too junior for the job.

How A Recruiter Should Work With You

By Megan Greene on July 15, 2014

Placing a great candidate in a great role is exciting for all parties involved—the candidate, the client and the recruiter. But in all of the excitement, a candidate should never feel rushed or pressured to make a decision. If you decide to work with a recruiter, you should feel like you're in a partnership and working with someone who is looking out for your best interests.

It's the recruiter's job to establish open and honest communication, and provide enough time and space for a candidate to think through and answer critical, but often glossed over, questions, such as:

1) Does this position truly match my skill set?

2) Is the company of interest to me?

3) Is the commute feasible/location convenient?

4) Is the salary or hourly rate in line with what I am looking for?

5) Have I asked all of the questions I have around the position/company/opportunity?

At a minimum, these are the questions that need to be answered (honestly) before accepting any position. And the right recruiter cannot only help you to answer them, but also bring insight and considerations to the table that may assist you in your decision.

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