I am reading a very interesting book right now called “Who” by Geoff Smart & Randy Street. Wonderful read, relevant and current information about using scorecarding and sourcing. I’m only 50 pages in and I hit a sentence that inspired me to write an article. It just hit me. In a chapter discussing using external Recruiters to source talent, they offer this: “Think of recruiters much the way you would think of a doctor or a financial advisor. The more you keep them in the dark about who you are, what’s wrong, and what you really need, the less effective

The clients I typically work for require executive recruitment services; they fall into 1 of these 3 categories: Mid to Large sized companies with no in-house HR whose hiring is decentralized and falls on the shoulders of individual Business Leaders to handle Small business owners who are overextended and have little time to methodically handle the recruitment of quality candidates to their organization HR Leaders in large organizations who have multifaceted responsibilities preferring to partner up and source out their recruiting to a professional recruitment agency

A remarkable thing is happening in the staffing industry.  Recruiting has been repositioned into a company’s overall Marketing Strategy. Think about that for a moment. Leading companies, your competitors, think it is as important to attract new talented people as it is to garner more customers.

I had a wonderful thing happen to me today. Something so simple and basic yet, something that I know doesn’t happen to many people often enough. I was thanked by someone. This was someone who took the time to send me an email to say that I had treated her especially well and she told me that no Recruiter had ever taken the time to appreciate her for providing an Employment Reference for a former employee of hers

I am so very fortunate to have great clients. Clients who value their employees, guide and motivate and even inspire them. I am fortunate as well to be at a stage of my career where I get to be highly selective on which companies I will assist with their Recruitment and Staffing needs. I set out to work with diverse industries with diverse staffing needs so that I can keep learning and evolving and never feel like my work days are dull or repetitive. I have proudly become a Small Business Recruitment Company, providing cost effective full service Recruitment Consulting

The most common definition used for social recruiting is that it is the process of sourcing or recruiting candidates through the use of social platforms as promotional and/or advertising channels by employers and recruiters. (Wikipedia) Social Recruiting has enhanced the way companies find and qualify candidates. Its importance is hard to ignore: According to the Social Recruiting Survey put out yearly by Jobvite, an applicant tracking system (ATS) and social sourcing provider,this year’s data (2013) underscores that Social Recruiting is an essential HR practice used by 94% of surveyed recruiters across industries. The hard facts on cost savings and ROI

Please follow me on my new LinkedIn Company Page where I will be providing content I find interesting along with current information on the positions I am sourcing for! I look forward to engaging with you there!