06 Jul, 2017

Recruitment agencies are in the business of hiring – however, that doesn't mean it's always easy for them to head hunt or hire the best recruiters on the market. In addition to ensuring that your daily administrative tasks are taken care of, it's important to be able to scout the best talent – not only for clients, but also for your own agency.

Here are some tips for finding, vetting and hiring another recruiter for your firm.

1. Keep your eye out

In the same way that recruiters are almost always looking for passive candidates, they should also be keeping their eyes peeled for potential new colleagues. There are many ways to find the best recruiters for your agency, including scouring unrelated talent pools – these can actually yield the most promising new hires for your agency.

Neil Bolton, CEO of Recruitment Systems, claimed that he had better luck hiring personable non-recruiters who didn't come with bad habits and limited perspectives.

"When I was recruiting everyone 'knew' that a recruiter could only manage maybe 25 active contractors. But I hired someone from outside recruiting who did not have that internal restriction, and within two years she was running 70 contractors. She didn't know what the limit was."

If you encounter someone with the potential for recruiting, follow that instinct – you never know what could happen.

Recruiting another recruiter can prove to be a challenge in some cases.

2. Do some digging

Once you've located some quality candidates, the next step is to take a look at their track record. Entrepreneur suggests asking recruiters questions like, "How do you source and manage candidates?" and "How do you assess cultural fit for your clients" to see how engaged they are in their job.

In cases where a candidate shows potential but doesn't have concrete recruiting experience, ask questions about the ways in which they build relationships and networks, how thorough they are in their jobs and how they work on their own personal development.

3. Give them the day-to-day treatment

Observing how a candidate handles the day-to-day responsibilities of being a recruiter can be a revealing step in the process, primarily because you're hiring them for essentially the same job you have. Consider setting up a faux phone interview, or seeing how they would write a specific job posting.

It might also be beneficial to show them how helpful administrative platforms, such as TRIS recruitment software, can be for agencies. For a demo of the product, reach out to Recruitment Systems today!

30 Jun, 2017

Working remotely is one of the fastest growing workplace trends today, with one in three Australians now regularly working from home, according to the Australian Bureau of Statistics.

This type of employment has become easier in many industries with the growth and developments of technology, but how does it affect talent acquisition? Recruiters have started doing their jobs remotely as well, finding and interviewing potential candidates over the internet with recruitment software rather than in person. 

While this can be extremely beneficial in some situations, hiring a remote recruiter for your agency can also present a number of challenges. Let's look at some of the positive and negative aspects of incorporating remote recruiters into your agency. 

Advantages of managing a team of remote recruiters

One of the main benefits of bringing on remote recruiters in the recruitment industry is that agencies can pick and choose recruiters based solely on candidate management experience and talent rather than geographic location – this is an invaluable asset, as it means you will potentially have a much stronger team than you would otherwise.

Remote recruiters also tend to cost less than in-house employees, as the job comes with the same responsibilities but none of the liabilities. Ultimately, qualified remote recruiters have the same job as in-house recruiters and utilise the same recruitment databases – they just work on their own schedules and don't require the same infrastructure as the latter.

Drawbacks of employing remote recruiters

Although it might save you money and give you access to a larger talent pool, managing a team of remote recruiters can also have its challenges. One of the biggest ones is the potential for miscommunication; as with all online interactions, the lack of interpersonal contact can lead to frustration and gaps in correspondence, according to Juice.

Training can also be a particular challenge when managing a remote team, especially if your company has a very specific induction program. 

Organising a team of remote recruiters for your agency can be both beneficial and challenging. Regardless of whether you keep your employees in-house or expand outwards, all recruiters can benefit from specifically designed programs, such as TRIS recruitment software, that handle the day's administrative tasks and allow recruiters to focus on finding the best possible candidates.

For more information, reach out to Recruitment Systems today.

26 Jun, 2017

The specifics of each hiring process are different, but one thing remains the same: a candidate who is worth interviewing must be 'sold' on the open job. This process becomes significantly trickier when you're hiring on behalf of a client. Recruiters faced with this problem might wonder how they can sell a difficult job opening, especially for a third-party client.

Here are three ways agency recruiters can convince a candidate that a particular job is worth taking.

1. Find the USP

Researching and getting to know the client is obviously an important part of recruiting for them, but it becomes even more essential when you're trying to recruit for a difficult job.

In these cases, recruiters need to find and highlight the client's unique selling point, or USP, by communicating with them. Perri Chase, CEO of Archively, gives an example on her Medium page of a poor recruiting experience to demonstrate the importance of communication with the client to fully understand (and sell) the job at hand.

""[The recruiter] should have asked […] to get an understanding of where we are and where we are going. It would be great for him to understand where our product is going and how our needs will evolve."

Although you're certain about a specific candidate, they might not be certain about the job.

2. Practice your pitch

Forbes suggests that before they begin the hiring process, agency recruiters should look at the job and ask, "Would I accept this position?" If so, great – if not, they should practice pitching the employment opportunity, even if it's a challenging one.

For example, if the day-to-day of the position in question isn't particularly compelling, it makes sense to highlight opportunities for growth, company culture or any other unique benefits that come with the job, according to Workable.

3. Be friendly and organised

It might seem obvious, but a personable and excited interviewer will transfer their passion to the candidate. Keep in mind that you are the only link between candidate and client – everything they know about the job they know from you, so put on your best smile and sell the job.

Recruiters who are frazzled or disorganised during the interview will also not present the best portrayal of the client to the candidate. To streamline your recruiting process and eliminate your daily administrative tasks, take a look at TRIS Recruitment Software, or get in touch with us today.

12 Jun, 2017

Is potential more important than experience in a job applicant? The age-old question plaguing recruiters has never been more relevant than it is in Australia's competitive business world today.

Recruitment agencies are often presented with a wide swathe of candidates, some of whom have rock-solid CVs and others who are fresh out university, full of untapped potential. How can Australian recruiters decide whether to hunt for talent or experience from their recruitment databases?

Is potential or experience more important in Australian recruitment?

Hiring for experience

Having an extensive CV never hurt a job applicant, and recruiters will naturally pay attention to candidates who boast impressive credentials. Experience is especially important when hiring for a leadership position; the risk of bringing on someone without solid leadership experience is much greater in this situation than it would be for an average job opening, according to Entrepreneur.

It might also be a good idea to hire for experience if you think the client company lacks the time or resources to train a new employee from the ground up. In these cases, it pays to bring on someone who can hit the ground running without a great deal of direction.

Hiring for talent and potential

If you're in the recruiting process for a non-leadership position and have to choose between a candidate with potential and a great work ethic and another with an impressive CV but less personality, it might make sense to go with talent. Organisations that have the time to nurture and grow new talent often stumble upon gold mines when they bring on fresh graduates that show enormous potential.

For companies that are looking to rebrand or appeal to a new demographic, hiring an inexperienced, yet talented candidate could provide the unbiased perspective needed to give the business an edge. 

Hiring for experience is best with leadership roles, and hiring for talent can be great in the long run.

Which should I choose?

The decision between these two types of candidates depends entirely on the specific situation. If the client already has a team of competent and experienced employees, keep your eye out for fresh talent to balance out the ratio. With younger or smaller companies that lack such a team, it might be smart to invest in an experienced hire who can pave the way.

The most important component, according to Forbes, is to allow your human judgment to take control; if you believe one candidate would make the best hire, don't second guess yourself. Whether you're hiring for experience or talent, TRIS recruitment software can help with candidate management by removing the administrative tasks from your day to day. Get in touch with us today!

22 May, 2017

Recruiters in Australia naturally want to attract the best, most qualified talent when looking to fill an open position. Unfortunately, many of the quality candidates out there are already employed – after all, they're in high demand. How can companies draw hidden talent out and efficiently recruit these quality candidates?

Sometimes, spreading the word that you're hiring isn't enough to reach the most qualified workers. Take a look at these ways to attract and retain passive candidates.

What is a passive candidate?

Passive candidates are defined as employees who aren't actively job seeking but who could potentially be open to another job opportunity if it presented itself. Naturally, they can be difficult to ensnare because they are likely comfortable in the position they currently hold.

While it would be easier for companies to stick to traditional recruiting methods and settle for active job seekers, these inactive candidates are often thought to have something of value that regular applicants might lack, like a higher education or extensive experience. Many companies without targeted strategies miss out on such candidates because they haven't taken the time to update their recruitment databases – doing so would allow them to locate and manage quality workers much easier.

Calling up a passive candidate is a great way to put your company on their radar.

Passive recruiting techniques in Australia

Though there are various methods for attracting passive job applicants in Australia, the easiest one is to find and capitalise on your company's unique selling points. In order to get a passive candidate to justify leaving their company and joining yours, you must first convince them that working at your business will benefit them more. They already have a job – you need to offer them something they don't already have.

Beyond that, it is important for companies to make the application process as easy as possible, as passive job hunters are less likely to dedicate a significant chunk of time to filling out a complicated application than active seekers. Recruitment software, such as TRIS, can help you design an efficient and effective application process for candidates.

TRIS allows you to focus on locating and pursuing passive candidates while the software takes care of the rest. Get in touch today to hear how you can better manage your recruitment system.

15 May, 2017

If you imagine the phrase 'employer branding', it is typically in the context of bringing in more business and improving the way potential customers view the company. In today's technical age, however, branding is equally important when it comes to scouting and managing quality job candidates.

Creating an employer brand in Australia can be difficult and time-consuming, but it's an important step to take if you want to hire the best. Why? Because the best want three things: values, company culture and tech-forwardness in their job. The easiest way to demonstrate that you have those things is by building a fantastic brand – read more here. 

1. The best candidates are looking for values

Young job seekers these days are driven by a different set of factors than many older generations. In particular, 58 per cent of millennials say they would take a pay cut if it meant working for a company whose values they aligned with, according to a 2012 Net Impact survey. 

For this reason, it is incredibly important for companies wanting to hire top new talent to immediately present candidates with their best features. This means making the company values a central aspect of the website (as well as the job posting) so everyone who visits has a clear picture of the impact your business has on the world.

2. They're looking for company culture and diversity

Most candidates today are also looking for businesses with diversity and a vibrant office culture – they want work to be ethically rewarding as well as fun. It is important for employers to tactfully advertise their culture, as well as the particular perks of the office (end of month drinks, table tennis, bean bags etc.) as these seemingly minute details could be make-or-break for the candidate.

Fresh young candidates are on the hunt for value-based, diverse and culturally vibrant workplaces.

3. They're looking for tech-forward businesses

Business today is wholly centred around technology – it's the way of the future, and is therefore a big pull for millennials. It is important for you, as an employer, to demonstrate your digital aptitude to all potential candidates if you hope to compete for their employment.

Many companies choose to revamp their websites to make them clearer and more user friendly. This will not only keep customers on your site longer, it will attract tech-savvy talent to your page and give them a reason to pursue a career with you. 

If you're rebranding and updating your website, it might also be smart to update your recruitment system. Check out some of our e recruitment options today to learn more about how you can attract and manage top talent.