The Pros and Cons of Remote Workers

The Pros and Cons of Remote Workers

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: 

  • Electricity 
  • The Internet 

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.  

3 Keys to a Positive Candidate Experience

3 Keys to a Positive Candidate Experience

Positive Candidate Experience

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. 

4 Steps to Find and Use Transferable Skills

4 Steps to Find and Use Transferable Skills


Transferable Skills

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 outof 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 skillsto 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 skillsare 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.

3. Network

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 teamto see what we can do for you.  

3 Tips for Recruiting During Low Unemployment

3 Tips for Recruiting During Low Unemployment

Recruiting During Low Employment

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 partnerto 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. 

Millennium Search Delivers Top Performers Amid Technology Talent Crunch

The executive search firm for early-stage startups and cutting-edge technology companies continues to deliver much needed talent to VC-backed technology companies.

Charlotte, NC- Millennium Search, the executive search firm for early-stage startups and cutting-edge technology companies, continues to deliver exceptional results for its expanding list of high-growth clients. With the number of startups launching and hiring due to increased seed funding in 2013 and 2014, early and established technology companies alike are finding it increasingly difficult to locate and capture talent. Millennium Search is continuing its 10 year track record of bringing industry leading talent to today’s hottest technology startups and companies.

Founded in 2003, Millennium Search is an executive recruiting firm helping startups, tech companies, and their venture capital investors locate and secure top talent. The recruiting firm is heavily focused on early and mid-stage startups, working with many of the hottest companies and top tier VCs in the industry. The executive search team recruits talent for C-level, management and individual contributor positions across technical, sales, marketing and business functions. 2013 marked the firm’s 10th anniversary of operation.

“There are a lot of companies out there right now with great ideas, solid funding and the potential to really take off, but they are finding it more and more difficult to secure the people they need,” says Amish Shah, CEO and Founder of Millennium Search. “Even their own talent networks are becoming scarce of available talent. They need hiring help from people who know the industry, have the experience, and can create results quickly. That’s why they come to us.”

Clients in the first quarter of 2014 stem from several sectors across the technology industry. include the following. Noteworthy clients include the following: VideoBlocks, a royalty-free online stock video platform; E*Trade, a leading self-directed online investment, trading and retirement platform; Fronto, the reward discovery app for mobile users; Robert Bosch, the multinational engineering and electronics company; Fanduel, the leading daily fantasy sports company; OpenSilo, the expertise mapping engine and communications solution for enterprise companies; Linode, the highly-rated cloud hosting and server management provider; Collibra, the automated data management solutions provider; and Adaptris; the enterprise mobile application development platform.

With 100% year over year growth in 2013, Millennium Search is continuing to attract top companies in the technology space seeking technical sales and marketing talent, along with many others requiring more complicated talent needs.

“We understand that today’s technology startup is strapped for resources, and finding the right talent on your own is challenging,” says Shah. “The market is getting more and more competitive, and startups need the right team behind them to stay ahead of the curve. It’s the people they hire that will drive their company’s growth.”

As The War For Talent Continues, Millennium Search Delivers Big Wins for Tech Companies

As The War For Talent Continues, Millennium Search Delivers Big Wins for Tech Companies

The executive recruiting firm for emerging startups and technology companies saw a record year in 2013, with current demand signaling no pause for continued growth in 2014.

Millennium Search

Charlotte, NC- Millennium Search, the executive search firm for emerging startups and high growth technology companies, continues to see strong demand, with growth expected to continue in 2014. The firm is ending 2013 with record numbers, seeing over 100% growth in revenue year over year from 2012. Even as the last quarter of 2013 comes to a close, demand continues to surge for the recruiting firm’s services.

Millennium Search is a boutique executive recruiting firm working with companies and their venture capital investors to locate and secure top talent across the technology landscape. The recruiting firm maintains a sharp focus on early stage and emerging technology startups, working with some of today’s hottest companies and top tier VCs in the industry. The executive search team works with these companies to fill C Level, management and individual contributor positions across technical, sales, marketing and business functions. 2013 marked the 10th  anniversary of the firm’s operation.

“We really took our focus to an extreme in 2013,” says Amish Shah, CEO and Founder of Millennium Search. “We have worked with many of today’s top technology startups and companies over the past ten years, but we’ve started to hyper focus on the early stage and emerging companies and adjusted our model specifically to accommodate them.  We are stepping our game up to a whole new level, and our client base is taking note.”

With year over year earnings up over 100%, Millennium Search has worked with many of this year’s hottest growing technology companies. Notable clients from 2013 include Trusteer, the financial security company acquired by IBM; Fanduel, the leading provider of online fantasy sports’ games; Viator, the leading global resource for finding and booking travel activity; Kony, the leading mobile enterprise application development platform; Loggly, providing the world’s most popular cloud based log management solution, and GCE, the cloud technologies company for business solutions.

Shah attributes the company’s solid growth to several factors. Above all, Millennium Search boasts an experienced, well seasoned team of recruiters and staff. Shah also attributes an increase in the level of internal collaboration as a driver of the team’s success, as well as increased resource allocation toward sourcing, workflow and customer service tools.

“We’ve been told over and over again that we move at the pace of the startups we work with,” says Shah of this year’s success. “We are working hard to increase our speed, efficiency and responsiveness, while the competition is getting complacent. These early stage companies need top talent yesterday to keep moving and hit their milestones. They aren’t playing around; neither are we.”

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