The advance of internet technologies has introduced the remote worker option to companies that would never have considered it in the past. A growing number of jobs are well-suited to the practice, including positions that have traditionally been managed in-house.
Because of this, the remote workforce has grown by 159% since 2005. There’s little reason to think that growth won’t continue.
This doesn’t mean remote work is a good choice for your company. As with any employment situation, staffing teams must weigh the pros and cons to see if it makes sense for your circumstances.
Pro: Wider candidate pool
Talent shortage is the top emerging risk for companies worldwide. Considering remote workers casts your net out to candidates you could never bring in from your immediate region. It allows your recruiting team to pull in the best options from anywhere, including from all over the globe.
Con: Loss of oversight
When you see an employee every day, and their workspace is accessible to you, there’s a higher chance of catching issues before they snowball. You can build processes to decrease this risk, but it will never be as effective as interacting face to face in an office environment to see what’s up.
This is magnified by the fact remote workers are susceptible to intrusions from their personal life. Not everyone has the discipline to manage intrusions and distractions under their own roof.
Pro: Reduction in overhead
The elimination of facility costs is one of the most immediate areas of cost savings with remote workers. You may still have to supply them with software and tools, but you’re supplying those to your on-site staff as well. On the other hand…
Con: No control over facilities
Remote work is dependent on:
These are under your control in your own building. Your remote worker may be in a place where they aren’t a given, especially other countries. Any hiccup can cut them off.
Pro: Increased morale
Recent studies have shown that remote work can be good for morale. Overall, telecommuting has increased feelings of satisfaction and employee commitment. It also lowered stress and exhaustion. For the right people and the right circumstance, this equals a more productive employee.
Remote work isn’t the best choice for every situation. It’s important to make sure it’s the best solution both for the specific position and the team. You may find it a more productive solution than you’d considered.
Delivering Candidates You Need
Millennium Search has the experience in executive recruiting for technology companies to help you figure out the best hiring options for your team. Whether it’s remote workers or employees under your own roof, we’re the technical recruiting experts who can deliver the candidates you need. Contact us to see how we can best help you.
Both recruiters and employers are going into the coming year facing tremendous difficulties finding candidates with the right technical skills. They no longer have the luxury of picking from an eager pool of quality people. Recruiting passive candidates is key.
You need passive candidates more than they need you. Getting their attention is important, but you won’t be able to keep it if the process isn’t positive. This is why the “candidate experience” has become a top priority for technical recruiters. You have to make them feel like a priority for both your recruiting and hiring teams. If you don’t, they’ll have no problem moving on to other companies who do.
Here are some tips for hiring the best candidates on the market:
1. Have a clear process set up
It’s difficult for recruiting teams to keep things moving in the interview process. Team members’ calendars fill up quickly. It’s difficult to coordinate times that work for both them and the candidate.
The best way to make it work is to collaborate on a structured process with everyone’s buy-in. It can involve:
- Set times to schedule phone calls
- Windows for in-person interviews
- Deadlines for reviewing candidates
- Timelines for approving offers.
This will keep you from hanging candidates in limbo.
2. Listen to the candidate
A recruiting team can only win over a candidate if their opportunity lines up with the candidate’s goals. You can make that case if you ask them, in-depth, about it and pay close attention to their response. Once you have that information, make sure to share it with the rest of the team. They can then reinforce the goals-to-opportunity match throughout the process.
It’s also important to listen to what’s going on in their lives. A candidate may not be able to do Wednesday afternoons because that’s when they pick up their kids from school. If during scheduling, you tell them you avoided Wednesdays because you remembered they don’t work, you’ve told them you respect their priorities.
3. Tell the truth
There may be times when you find a candidate with the perfect background, but your opportunity doesn’t match their goals. Other times, they may be a great overall candidate, but their skills don’t line up with what you need today.
Don’t try to force a fit. Have a direct conversation about these possible issues. They will respect you for respecting them. That positive impression will keep the door open for better situations in the future. They’re also more likely to believe you when you tell them you do have something that works.
Millennium Search Can Help Identify Top Candidates
Millennium Search is your perfect Executive and Technical Recruiting partner to identify top candidates and make sure their experience is a positive one. We take time to understand what you need and make sure you have the right people to move your team forward. Contact us to discuss how we can help you.
A career is an ever-evolving process. In some cases, changes in industry direction can make your work obsolete. A surprising number of current jobs are in danger of fading out of existence in the coming decades. The last recession alone changed the job landscape in ways no one had predicted.
Successful professionals know how to cultivate and use transferable skills to thrive in a shifting economic landscape. Even if your occupation isn’t in danger, you’ll need them for moving up and/or finding a new path if you’re unhappy with your current one.
Transferable skills are qualities that can be carried from one job to another, even into different fields.
For example, the ability to program in Java doesn’t help if you decide to move from software development into sales management. You can use your talents in leadership, negotiation, and communication to take the leap. If you do want to stay in software, but want to lead the team, those same abilities prove you can take on more responsibility.
Taking the time to cultivate these skills pays dividends in any career. Figuring out what they are and how to use them is more straightforward than it may seem.
1. Start with your resume
Brush off or write up your resume. Take a look at the responsibilities you’ve listed and the skills involved. Identify which are specific to your current work and which can be carried over. Rank these by your strength in each. This is your transferable skill list.
2. Break down your future direction
Take a look at where you want to go next. This could be into a new field or a path in your current niche. Find some job descriptions for positions within these paths. Find out which have qualifications that intersect with your transferable skills. Those are your best bets in making a move.
Reach out to people in those fields you know or can connect to (via LinkedIn or other platforms). Let them know what you’d like to do, what skills you plan on leveraging to do it, and ask their advice on making your move. Make sure you include consultants at recruiting firms, as they’re the experts in navigating careers in their specialty areas. This networking can bring in sound advice and even interviews.
4. Market yourself
Using the knowledge you’ve gained, post your resume, and update your LinkedIn profile with an emphasis on your goal. Make sure you highlight the transferable skills that will make you attractive to decision-makers in the field. Use any advice you get in your networking to make sure you’re highlighting what they’ll be most interested in seeing.
Take the Next Step in Your Career
Managing your career, and helping you take your next step, is what Millennium Search is all about. We can help develop your strategy and bring the opportunities that will move you forward. Contact our team to see what we can do for you.
With the trend of record-low unemployment continuing into 2019, employers are struggling to recruit people in what was an already tight market. Finding talent is still the #1 issue facing talent acquisition teams.
The candidate pool is projected to stay shallow for the foreseeable future, so companies need to embrace new, smarter recruiting tactics to succeed. Employers must focus on attracting passive candidates, or they’ll never have the options they need. This is true no matter the size of the company or its standing in the market.
Here’s how you can step up your game.
1. Partner with a skilled agency.
Internal recruiting teams have already done some adjusting in the last decade. Gone are the days when they would post positions and wait for candidates to come in. They still can’t match the focus and expertise of a specialized recruiting firm. Agencies are able to spend more time and energy cultivating passive candidates. They can also dismiss the wrong people before you even see them. This means you don’t waste your time sifting through bad matches.
You need to make sure the agency is tuned into your exact needs, goals, and can effectively sell passive candidates on your opportunity. As an independent voice, they can often persuade a hesitant candidate more effectively than an internal recruiter.
2. Communicate what makes you stand out.
A lot of companies describe themselves as “employee oriented” or having a good “team environment.” These sorts of generic statements do nothing to make them stand out, even if they’re true.
Every company has something unique to offer. You need to define and then broadcast it to every potential candidate. Your current team can help you figure it out. Why did they choose you over others? What keeps them wanting to work there?
Once you know this, feature it on your social media, have your recruiting team promote it, and make sure your agency partners know to communicate it. This will give you an edge over companies with generic messaging.
3. Continuous networking.
Most recruiting teams don’t spend time finding specific candidates unless they have a current opening requiring them. It’s an approach successful companies can no longer afford.
There are certain skill sets a company will always need sooner or later. Have your hiring managers create a list of these skills. Communicate these skills to your recruiting team, and partners, so they’re always keeping in touch with the people who have them. This gives you a ready-to-go list of candidates the second you open a position.
These tips are the starting point to making sure your recruiting efforts pay off, no matter what the unemployment rate.
Finding the Talent You Need
Millennium Search is your ideal partner to help start-up and sustain these efforts. We can make sure you always have a line to the talent you need. Contact us today to craft and execute an effective recruiting plan.
The increasing global talent crunch continues to change the dynamics of the recruiting world. With the unemployment rate at low levels, employers don’t have a large pool of out-of-work professionals to chose from. You have to pull in passive candidates to get the people you need.
According to research by LinkedIn, passive candidates make up 70% of your potential recruiting field. Talent acquisition teams have great tools available for locating and contacting these candidates. Convincing them to consider your opportunity is the real challenge. Trust is the key to making that happen.
Considering a new position is a real commitment. It involves:
- Taking time for phone conversations with recruiting agencies and internal recruiting teams.
- Doing interviews during regular business hours. They must give up significant time from their current job, especially if they’re located elsewhere.
- Risk leaving what they know for something they can’t be 100% sure about before making the leap.
It cannot happen without trust. As Stephen Covey said, it’s the most essential ingredient in communications. They need to feel confident you are offering something they can’t afford to ignore. You, and your executive search partners, need to establish it from the moment you first engage them.
There are four key steps to doing this:
1. Ask questions and listen
You cannot gain trust without showing you have a genuine interest in them. That means finding out about their current situation, career goals, and tying it all back to what you can offer.
2. Be up-front to manage expectations
Every company has shortcomings. You may not be the number one company in your field. Your competitors may have better bonus plans or benefits. It could be you’ve been through a tough couple of years.
Don’t try to gloss over your weaknesses, as they’ll always surface later. If you haven’t discussed them, it will come off as deceitful. Instead, present your strengths and weaknesses from the start, with an emphasis on how the pluses more than makeup for the minuses.
3. Lay out the process and stick to it
Once you’ve decided to go ahead with a candidate, explain the interview process and make sure the team follows through. This will show respect for their time, while also creating expectations you can hold them to. Consult with your hiring team beforehand to make sure it works for them.
4. Keep communicating
The recruiting process has a lot of moving parts, so it’s a given it won’t always go to plan. This can happen without losing the candidate’s trust if you’re keeping them in the loop. Don’t leave it up to their imagination.
With all the pressures and options in the current job market, passive candidates will not give you their time if they don’t trust you. You need to work with your talent acquisition team, along with your recruiting agency partners, to make sure every candidate knows you’re considering their best interest.
An external agency is your number one ally in attracting passive candidates for several reasons.
- They can do the deep-dive sourcing required to target the right candidates.
- A well-regarded agency is viewed as an “honest broker” by the candidate, establishing trust from the first engagement.
- Passive candidates tend to be more responsive with trusted third-party recruiters than the hiring company.
The trusted recruiting resource
Millennium Search is your ideal partner to make this happen. We have a long track record as a trusted recruiting resource for clients and candidates. Learn more about us and let us know what we can do to help you.