Finding the right recruiting agency in NYC can be very challenging if you don’t have the right connections in your niche or your company is still in the early stages of formation.
New York City is a very competitive area and it might be difficult to reach top talent without the help of one of the top recruiting firms In NYC. Especially if you have little or no experience with recruiting.
But when should you use the services of top NYC executive search firms?
The Time Factor
Finding the right candidates used to be much faster a few years ago. This has changed since the economic downturn in 2008. The market has improved and there are several emerging startups and larger corporations looking for talent, too.
This change has resulted in more open positions and fewer candidates applying for them. At a time when a quick hire is crucial for business growth, this can be a decisive factor in choosing to work with headhunters.
The time factor is also very important when bad hires happen. Hiring the wrong candidates means great losses for both the hiring company and the job seekers. It can decrease revenue numbers, hinder growth, and disrupt company culture. NYC businesses tend to have strong growth rates immediately after formation and a bad hire can result in fatal losses for the company.
Bad Hires Cost You Time And Money
The fear of a bad hire can also result in prolonged hiring processes. The number of assessments and the length of interviews tends to be too high if the company lacks the right hiring experience. Many times the candidates don’t get sufficient amount of feedback from the companies during the assessment period and this can result in high drop off rates.
However, if the company chooses to work with top NYC headhunters, it is more likely that their tried and tested interview and assessment processes will decrease the number of rounds and the length of hiring.
Recruiting consultants are also more likely to be available to candidates during the entire length of the hiring process and this can result in more rapid hires. The best way to avoid bad hires and decrease the hiring time is to use reputable NYC recruitment agencies.
High Turnover Rates
Another important factor that can result in outsourcing recruiting is high turnover rates.
High employee turnover can result in losses in revenue and it damages company culture as well. Frequent changes in the company structure reduce productivity and harm the general morale among the remaining team members.
The best way to decrease employee turnover is to hire the right people from the start. Make sure to filter candidates carefully: first, assess their role-specific skills and then assess these top 5 employee strengths.
Niche Specific Positions
If you first decide to handle hiring internally and you end up with a very low number of qualified applicants, you might consider hiring a recruitment firm. NYC search firms have extensive databases of candidates who would otherwise be out of your reach. This is particularly true in the case of niche specific positions.
Niche specific and higher-level positions require special search methods. The number of qualified candidates is lower than in the case of more general roles and you might not be able to reach the right people by only addressing active job seekers.
Niche specific search firms usually have large databases of passive job seekers and might find you just what you need. When choosing a recruitment firm, make sure to check that they have hired for niches like your own. If you’re a location dependent business also make sure to choose from New York search firms who have direct access to local talent.
Finding Top Recruiting Firms In NYC
The best way to find the right search firm for your needs is networking. Make sure to build out connections among the top recruiting consultants in your niche before you actually need their services. This way you can save a considerable amount of time when in need of an urgent hire.
This should be easy by doing a short research among top executives in your niche. Reach out to them either through industry specific platforms or simply LinkedIn. Make sure you find people in similar roles that you want to hire for, or at least try to approach niche specific executives. Most of them were probably approached or even worked with NYC search firms throughout their careers and they will be able to give you some valuable advice.
If you lack the right connections or you didn’t manage to get any useful referrals from executives you can simply use online tools to find top NYC recruiters.
Beyond Personal Referrals
Nowadays when recruiters can be found and approached easier than ever it is very important to find the right ways of networking with them. Personal referrals are the best most of the time, but in cases of niche and location-specific choices online and offline databases might be of a great help, too.
How to find the right search firms online?
LinkedIn’s Advanced People Search function might be the best choice for you. It is accessible from every LinkedIn page and you can find niche and location specific recruiters very easily.
Just make sure to set your location to NYC and select ‘Staffing and Recruiting’ in the industry category. You can refine the search by adding some niche specific keywords or just hit the search button for a comprehensive list. For example, search the term “technology”. This will turn up thousands of names for IT recruiters in New York. LinkedIn’s search allows you to specify company name, location, job title, and other useful options.
Search recruiter directories. There are several offline and online recruiter directories that might help you find the top NYC search firms in your niche. For offline lists, try your local library, or search these sites for online databases:
RileyGuide.com: you can find free recruiter directories on this site such as Oya’s Directory of Recruiters and others. While free directories might be less comprehensive, they get updated more often so best is to search both free and subscription-based lists.
Searchfirm.com is a free online directory to help you find top NYC recruiters in your niche. It helps you filter different models: contingency, retained, outplacement, intern staffing, and RPO. It also has the option to select between a list of niches and add keywords to your search.
BlueSteps.com is a membership based career service primarily for job-seeking executives. But after becoming a member you can search their international executive search firm directory and find the best consultants for your needs.
Another two free and searchable recruiter directories include recruiterlink.com and onlinerecruitersdirectry.com.
Whether companies want to streamline their hiring processes or they are in an urgent need of a good hire, using one of the top recruiting firms In NYC will improve their chances of finding the right people. Hiring requires years of experience in the field and more importantly the right connections in specific niches, so outsourcing the recruiting process might be the right choice for both small and larger corporations as well.
What are the key strengths of good startup employees? What makes a good manager an exceptional manager and what are the most important qualities to look for in your next hire?
We are living in a rapidly changing and highly globalized business environment. The demand for top talent has never been higher and with the rising number of small and mid-sized companies, this is isn’t changing anytime soon.
First Comes Competency
Before the ‘70s the prevalent view in the recruitment industry was to test for general intelligence when hiring. This has changed, however, with David McClelland’s 1973 paper “Testing for Competence Rather than for Intelligence”. McClelland dismisses IQ, and emphasizes ‘personality variables’ such as habits, values, leadership and interpersonal skills. He also argues that employers should define the specific skills needed to fill specific roles and then compare the candidate’s competence to these competency variables.
Top 5 Startup Employee Strengths
The competency approach is still what dominates today’s talent spotting. Every employer has to first assess competency level and then filter candidates based on the results. Competency can be tested fairly accurately and you should end up with the best experts in your field after filtering for specific skills. But once you have determined a candidate’s competence, what other traits might be worth looking into?
Especially in the fast-paced milieu of startups, every employee needs to have a curious mind. An ideal candidate is always on the lookout for new experiences and not afraid of change. Curiosity is a very powerful trait that will keep candidates sharp and always up-to-date to current trends. Small companies need to follow and react to emerging trends very quickly, which requires employees to think beyond the fields they are working in, always seeking new challenges.
Curiosity also makes people natural learners and helps them remain engaged in their work, without the need for external motivation. This is very important in small companies, where the managers are themselves innovators and there is little room left for employee engagement.
How to spot curious minds?
To investigate curiosity, you have to see if there is any evidence in the candidates’ past where they displayed a high level of self-improvement without external motivation.
Ask about past job experiences, what have they learned in their positions and how did they acquire that knowledge. See if they were driven to explore underlying issues whenever they had to solve a problem and see if they were open to out-of-the-box solutions. People who prefer staying in their comfort zones will never make a great leader.
As the amount of information available to us is constantly growing it is increasingly important to recognize the best option or course of action in many tricky situations. It is crucial for a good manager to always see the whole picture, digest loads of new information on a daily basis and still be able to see patterns and trends.
But how to see if a candidate has great intuitive skills?
Insights depend on having a fresh eye on a specific problem. The best way to test this is so to come up with a brainstorming task for a complex problem. Construct a situational game with an issue that is likely to happen in the position you are about to fill and see if the candidate is able to propose meaningful, out-of-the-box solutions to the problem.
Employees with the right attitude are the center of company growth. They are always ready to face new challenges and keep other people around them engaged. Employee strengths directly links to effectiveness, output, and positive workspace environment.
While technical skills and experience can be tested very easily, the right attitude can be difficult to spot, despite its important role in building a good company culture. As Mark Murphy, the author of Hiring for Attitude puts it :
“For example, a newly hired executive may have the intelligence, business experience, and financial acumen to fit well in a new role. But if that same executive has an authoritarian, hard-driving style, and they’re being hired into a social culture where happiness and camaraderie are paramount, that combination is unlikely to work. “
But how to spot the right attitude before exposing the candidate to the working environment?
Questions like the following can help:
How do you react when someone challenges you?
How do you invite input from others on your team?
What do you do to broaden your thinking, experience, or personal development?
How do you foster learning in your organization?
What steps do you take to seek out the unknown?
What is grit? It is as simple as it sounds: the ability to maintain sustained performance toward a goal over time.
In a startup environment, there is usually little stability and employees have to face periods of adversity with the same positive attitude as success and growth. Employees with a high level of grit will not bounce back from challenges and will always sustain their performance regardless of the circumstances.
How to see true grit in a candidate?
You can ask the candidates about their ability to focus on projects which take up longer periods of time. Ask about their past experiences as project managers. You can see if they have a tendency for finishing the projects they start or leaving them when they produce no immediate results.
#1 Ultimate Startup Super Power: Resilience
The number one key strength of a good leader, based on our experiences is resilience. This is the most vital characteristic that we want to look for if we want someone to adapt and thrive in the fast-paced Bay Area tech startup environment.
Startup employees are always asked to take on new responsibilities in the company and learn new skills. Resilient candidates will cope well with this ongoing change and they will sustain a good attitude and energy even when under constant pressure.
According to Sam Goldstein, Ph.D., co-author of The Power of Resilience. How can you become more resilient? Here are 10 traits of resilient candidates:
1. They have a strong sense of purpose.
2. They have a healthy sense of control.
3. They accept circumstances that cannot be changed.
4. See change as a challenge or opportunity.
5. They are self-confident.
6. They are optimistic.
7.They have a good social support and are not afraid to ask for help.
8. They are flexible and adaptable.
9. They use sound problem-solving strategies.
10. They have a good sense of humor.
Even though curiosity, intuition, attitude, grit and resilience can be a game changer when hiring for a higher-level position, this doesn’t mean we should immediately toss aside intelligence, experience, and specific skill sets. But after finding the most competent and skilled candidates for the role, hiring for these strengths should be your top priority.
If you are not working with a search firm, make sure to conduct in-depth interviews and focus on questions and background stories that reveal whether the person has the qualities mentioned above. Don’t just ask questions like ‘Are you resilient?’ but try to uncover past stories and examples where the candidate demonstrated her potential. Hiring for potential and effectively engaging those who have it should now be your top priority.
Large corporations have long been using search firms for outsourcing recruiting processes. With the Bay Area’s competitive environment and the growing number of emerging startups and mid-sized firms, the traditional views on recruitment are rapidly changing. A growing number of search firms are focusing on smaller companies and offering services for targeting the needs of early-stage startups.
Recruitment firms can help alleviate the strains of hiring while startups can focus on core business processes. Here are the top 5 benefits of working with a search firm for small companies:
#1 Reducing Costs
This is one of the most basic arguments for outsourcing recruiting, especially for small and middle-sized companies. Small companies rarely have the resources, connections, and expertise to conduct a thorough search, and finding the best candidate for high-level positions is the key to future growth.
Collecting resumes, conducting interviews, setting up meetings and doing background checks are all very time-consuming and require a lot of connections in the industry. Not to say that each day the job remains unfilled, the company loses the benefit of growth.
#2 Employing The Best People Right From The Start
Every startup wants to have a pick from the top 10%, particularly in the Bay Area, where everyone is looking for talent. And it is of utmost importance to maintain a high level of standard, or else the team will suffer. There is nothing worse than team members not liking your executive hire. Not to mention a bad hire can cost you a lot.
To be able to pick the right candidates, it is very important to have the right connections in place when it comes to the selection process. You may be expert in your field, but recruiting requires years of networking and if you truly want to find the best fits for your positions, you might need all the connections a search firm has to offer.
#3 Focus on Business Growth
Having the right employees is the fuel of growth. And anything that takes away resources from core business functions will hinder growth.
This is also true for outsourcing recruiting and finding the best employees without taking away resources from early-stage company growth.
Another key question is: Do you have the resources to keep up with critical hiring in high-growth periods of the company?
#4 Fluctuating Recruiting Periods
When a high volume of needs arises, it is crucial to address the demand with the same level of scrupulousness as in regular periods of company growth.
Rapidly growing small and middle-sized companies often have fluctuating recruiting needs. Periods of rapid growth means periods heavily focused on hiring new people and in-house recruiting lays a huge burden on existing staff.
Finding the right candidates in this environment requires being constantly up-to-date on new recruitment tactics and the emergence of new trends. Not to mention that you have to keep up with social media, nurture ongoing relationships with candidates and do the background checks yourself.
Busy hiring managers can only cope with a spike like that if they outsource at least part of their hiring processes. Outsourcing recruiting to experienced search companies can assure that the staffing requirements of rapid growth patterns are addressed with the right expertise.
#5 Competitive Advantage
Companies in the early stages of formation simply don’t have the same amount of resources available as their larger competitors. Outsourcing recruiting can guarantee that top talent will be placed on crucial positions from the start without losing on the competitiveness front and securing growth with the most skilled experts.
The outsourcing process makes sure small companies get access to passive job seekers as well and find the most skilled candidates for their recruitment needs.
With a competitive global job market, and an ongoing hunt for top talent in the Bay Area, startups and small companies can find it very difficult to keep up with the hiring needs of a rapid growth period and find the very best candidates for the most crucial positions as early as company formation.
Nowadays it is becoming more and more common to address these needs by using the services of executive search firms not only for industry giants but high-growth startups as well.
Have you tried coping with recruiting in-house in the early stages of company growth? If yes, what were your experiences? Tell us in comments!
In the Bay Area’s competitive environment, it has become virtually impossible to find the right candidates for mid- to senior-level positions without the help of top executive search firms.
The demand for talent has never been higher. The most sought-after professionals are either out of reach, or the hiring competition is so big that the recruitment process becomes very time-consuming and costly if handled in-house.
It is well known that big businesses have been using recruitment firms for some time now, but with the growing number of startups and mid-sized companies, the services of these firms have changed and diversified.
Nowadays even smaller organizations understand the benefits of executive search firms and use them to find the best candidates as early as company formation.
Executive Search Firms – Your Best Friends
Outsourcing the hiring process to professional headhunters can have various benefits: reaching a bigger number of qualified candidates, minimizing the risk of a bad hire and speeding up the recruitment process.
But where can you find the best executive search firms?
Finding the right recruiter that has a proven track record in the executive acquisition process and understands the nuances of working with top talent is key to making great hires. A few things to consider before you get started:
#1 Focus On Your Industry’s Top Executive Search Firms
First and foremost, try to find the top search firms in your niche and in your area. Niche specific recruiters will have closer relationships with the right people within industry giants and emerging startups as well. If you want to make sure you don’t miss any opportunities, look for a recruitment firm that places people in your industry.
You can start your search by first reaching out to your own network. Most top-level professionals have come across executive search firms throughout their careers so find these people and ask for referrals.
Another great tool is LinkedIn. Use LinkedIn’s advanced search tool to find industry specific headhunters by selecting your location and ‘Staffing and Recruiting’ in the industry category. You can refine the search by adding some keywords or just hit the search button for a comprehensive list.
#2 San Francisco And Bay Area Recruiters
Let’s look at some specifics now. Where to look for top Bay Area recruiters?
Since the recruitment industry heavily relies on connections, finding the right recruitment firm or headhunter in a competitive environment like San Francisco might be quite a bit of challenge.
A few platforms that can help you with the selection process if you find it hard to get personal referrals:
1. LinkedIn. As we have mentioned above, the easiest way to find recruiters in your area is to use LinkedIn’s advanced search for location specific hits.
2. Yelp: Yelp offers you a comprehensive list of recruitment firms with reviews, and you can sort them by highest rated and most reviewed. Reviews can help but keep in mind that they are sometimes written by company insiders. The best solution is always to find someone who had personal experiences with the firm and ask them about their experiences.
3. Quora: You can search their database for keyword-related questions and if you don’t find what you are looking for you can always submit a new question. A lot of professionals are using this platform to establish their authority in their fields so chances are your question will be answered by people who actually know what they are talking about.
Start here: Who are the best recruiters for software engineers in the Bay Area?
4. Millenium Search: If you are searching in the Bay Area for top technology executives, reach out to us through our technology executive search form.
#3 Networking Is The Key
If you want to have the best candidates when you need them, it is crucial to have an ongoing relationship with your industry’s top executive search firms.
If you have no established connections and can’t get any referrals, start attending professional events, find networking opportunities with executives and ask them about their recruitment experiences. Look for reputable recruitment industry outlets on the web and reach out to the top influencers in the field.
The best way to initiate a valuable relationship still lies in the power of personal referrals.
Make sure to build out a few connections while you have a solid company structure. If headhunters already know you by the time you really need them, they will more likely refer the best candidates to you.
#4 Run a Background Check
Before using recruitment services, make sure to do a quick background check by finding people the firm has already placed in your industry. Contact a few ex-candidates to better understand the recruitment process, their methods to approach candidates, and the ways they present their offer.
There are a few additional efficiency metrics you should probably be aware of before setting up a meeting with a consultant: days to first submittal, days to fill a position, submittal to interview efficiency ratio, interview to offer efficiency ratio, offer to close efficiency ratio, diversity ratio, retention percentage and average salary of filled positions.
#5 Make Sure They Understand Your Needs
After you found the search firm you want to work with, it is very important to make sure they understand your needs.
They must have a clear picture of the responsibilities, experiences, and qualifications the role requires. They also need to understand the company culture, the specific problem you face with the empty position and you must be 100% transparent with all the information you provide.
Craft a report with a detailed role description for the position in question. The best way to make a job description useful for the recruiter is to include your company narrative and a brief company culture along with a detailed list of skills and qualifications needed.
Recruiters will only be able to find the most suitable candidate if you give them the whole story. Making the job description more personal helps the recruiter and future candidates relate to the position emotionally, and can be very motivating, too.
Also, try to stay factual but try to avoid the following mistakes:
1. Using numbers instead of words. Numbers are what will eventually establish your authority in the industry but they are not a big help if you want to make your job description emotionally relatable.
2. Not tailoring your job description for the specific type of candidate you are looking for. Being vague and emphasizing a wide variety of skills is not a good strategy in case of search firms. Help recruiters find just the right person by providing them with a highly relevant set of skills and requirements for the role.
3. Being boring. The search firm will eventually help you craft the best job description, but make sure you add a personal voice to the company narrative and don’t be afraid to brag. Don’t forget that your job description is ultimately a sales pitch.
Finding the top San Francisco recruiters and building out relationships with them should be part of your long-term company plan. You should always be on the lookout for opportunities to network with the top executive search consultants and –especially in case of startups- help them notice your presence in the industry.
Do you have any experience with headhunters in San Francisco? Have you been working with any of the top executive search firms? What were your experiences? Tell us in comments.
Tech sales resumes are not what get you hired, but by no means does that render them useless. Their purpose is to get you to the table. In order to do that, your resume must differentiate you, accent your abilities, and do as good a job selling you to an employer as you could do selling that employer’s message. Take a look at our tips for making your sales resume stand out, tell your best story and get you into the job you want.
Tell Your Story with Numbers
For a sales professional, nothing tells your story better than the numbers. How much you sold, how much revenue you generated, how far you surpassed your goals, and the progression of your numbers over time all tell the story that hiring managers want to see. For smaller, high-growth companies, illustrating your ability to start from the bottom and create an impact is crucial. Your numbers are that demonstrative.
Clarify What You Sold and To Whom you Sold It
Your experience within an industry and your knowledge of products and technologies is not always as important as the networks you’ve lived in and which relationships you’ve grown. When you show you have an established network with a group of professionals within a given target market or sector, you show the hiring sales manager the kind of leg up that you offer. Rather than building a book of business from the ground up, you can hit the ground running with a list of warm prospects.
Show off Your Brands, Industries and Products
Everyone loves brand names, especially on a resume. They are obvious and lend instant credibility and recognition. The same goes for industries and sectors you’ve been involved with, as well as products and services. Listing these on your sales resume doesn’t demonstrate performance, but it makes you instantly identifiable.
Display Your Achievements
No other type of employee is the recipient of more varied awards than that of the sales professional. Recognition amongst sales professionals is abundant for product quotas, revenue tiers, regional and overall performance, as well as awards for consistency. Incentives for salespeople carry a lot of impact to the bottom line, but they also serve as context around performance metrics. Generating a million dollars in revenue seems impressive, but when you can point to that being $350,000 more than the next closest rep, your accomplishment cannot be questioned.
If you are searching for your next sales opportunity in high-tech, we want to speak with you. Millennium Search works with early stage startups and high growth companies across the technology world to hire top performing sales talent from New York and Boston, to the Bay Area and Los Angeles, and all sales territories in between. Speak with us today!