Tag Archives: talent

Filling Your Sales And Marketing Positions

Today’s blog is about hiring and working with a recruiter to fill your marketing and sales positions.

Every organization has marketing and sales as a critical function of their business operations.

Having talented marketing and sales professionals is critical to your company’s growth and success.

The better your marketing and sales staff, the more successful your company will be.

One major challenge a lot of companies come across is how to attract and retain the best marketing and sales talent.

The best marketing and sales people are highly sought after and are often courted by multiple companies.

It’s important to have a unique, effective and aggressive strategy in order to attract and get these people on board your team.

FINDING TOP TALENT TO FILL YOUR ROLES

Long gone are the days where you can post a job in the classifieds and get people calling.

Job boards like Monster and CareerBuilder are mostly ineffective and are likely going to give you more work.

You will spend hours sifting through unqualified resumes and candidates in order to find maybe one person worth interviewing.

TAPPING INTO PASSIVE TALENT

The truth is that the top talent in the marketplace is not out aggressively looking for a job.

98% of the candidates we place with our clients are not actively and aggressively looking for a position.

This is what’s known as the passive talent market.

An effective talent acquisition strategy must include an effective pathway into speaking to, attracting and nailing down passive talent.

You must find a way to get to the people that are never going to hear about your company unless you proactively reach out to them.

This can be especially challenging with marketing and sales folks.

NARROWING THE POOL

These people tend to be extremely busy, bouncing from project to project with limited time to be applying for jobs, interviewing, etc.

Marketing and sales roles can become more and more nuanced, niched and challenging to fill.

You may require certain specialties, experience, technical capabilities, relationships and may even need to be within a certain geography.

As you add more and more specialized requirements to your position, you are narrowing down the talent pool further and further.

WORKING WITH A RECRUITER LIKE US 

This is where working with a recruiter like us can make a difference.

And when I say a “recruiter like us” I mean a headhunting firm to aggressively go after the best talent in the market.

A firm that will sell the opportunity of your company and the position to the candidates.

This is very different from a recruiting firm that will send you whatever resumes they have on their desk.

That is similar to the results you would get by using a job board.

A true headhunting firm is going to put in the volume and massage their network and the market.

They will be able to drum up the people that you want, particularly people from your competition.

NOT JUST ANY RECRUITER

It’s important to work with the recruiter that has significant experience working within the niche you need.

Marketing has become very nuanced and there’s a lot of different ways and types of marketing.

Take into account your industry, your vertical, your expertise and your products or services.

Find a recruiter who is going to be able to understand the nuances of marketing and sales.

You need them to understand your business and the different facets of marketing that you’re going to need.

Every company needs different strengths or skills depending on different facets of their marketing mix.

You want the recruiter who is able to hone in on the correct niche and the correct type of market for your business.

If you hired a firm that works mostly with technical people, you’d likely get resumes out of left field which would not do you any good.

In fact, it would likely just give you extra work and make your life more difficult.

When looking for an outside recruiter to work with it’s important to find someone who specializes in marketing and sales.

They will know what questions to ask you and the candidates to make the right match for the skill set that you need to fill your open roles.

PERTAINING TO AGENCIES AND AGENCY TALENT

This can be particularly and increasingly true and important if you are some type of agency.

Whether that be a digital marketing, advertising, media, public relations firm or something similar.

There is a unique nature to working with agencies and agency talent.

As an agency, you want the recruiter you hire to know what it takes to recruit agency talent and to understand the agency world.

They will be much more suited to get you the right candidates than someone who doesn’t understand the agency world.

As a talent acquisition or hiring manager the last thing you need is teach someone something as well.

So you don’t want to hire a recruiting firm that you have to teach too much about your type of business.

You want to hire a recruiting firm who already understands your type of business.

You want them already asking the right questions to understand your role, your culture and your company in order to find you the right talent. 

IN CONCLUSION

If you’re looking to hire top marketing and sales talent for your organization it’s critical that you have an aggressive and proactive recruiting strategy.

Sometimes this can be accomplished by having your own in-house recruiting teams.

However if you have a lot of open positions it’s likely your team will easily get overloaded.

There’s a high chance you’ll need to bring in an external recruiter to provide the actual recruiting volume needed to fill your critical roles.

With marketing and sales, it’s important to work with a recruiting firm that specializes in that aspect of your business.

Find a recruiter that pertains to your business.

Whether they specialize in marketing and sales, technical positions, finance and accounting or legal.

The point is to make sure that the recruiting vendors you work with are focused and specialize in the specific areas that you need.

Be wary of any recruiting firm that says we do it all.

Nobody does it all and at least nobody does it all well!

Take these simple tips to create an effective and aggressive planning strategy to hire and retain the best talent in the market.


Here are some qualities and skills to consider when looking for sales and marketing talent: 

https://bit.ly/2OVqDF2

Job Market Tips For Employers And Job Seekers

Lance here today shooting a quick video with tips for success for both Employers and Job Seekers in this hot summer job market.

For Employers:

If you are an Employer looking to add to your team, its important to take a few simple steps to make sure you have a competitive edge in the current candidate driven market.

It’s important that you find a way to have a proactive outbound recruiting strategy. The number one HR complaint across Employers in 2018 is a tremendous lack of quality of resumes coming from online job boards. It’s very likely the right talent for your organization will not find you alone. It’s imperative you have someone on your team headhunting for you – either an internal employee or a qualified headhunting agency.

In the current market, which is certainly candidate driven, it’s critical that your interview process is streamlined and effective. If your process is slow, or unorganized, you really do risk losing great candidates to your competition.

For Job Seekers:

For you job seekers out there, my best advice is to make sure you are doing due diligence when interviewing. There is too much of a tend of “job hopping” starting to show up, and this is a major turn off for 9/10 prospective Employers. Be smart about how you manage your career.

It’s important you do everything you can to stand out in the crowd as well.

-Have an impeccable and well crafted resume,

-exude professionalism in all communications (email, phone, in person, etc.),

-do sufficient prep work for all interviews,

-always let your enthusiasm and excitement for the job come across,

-always follow up with interviewers with a thank you email,

-be on time for everything!

-always be asking yourself the question: How can I stand out in the crowd?

Hopefully you all find this video useful!

Negotiating Salary For Employers And Jobseekers

TIPS FOR NEGOTIATING SALARY 

Today we’re sharing tips for both employers and jobseekers who are considering accepting or negotiating a salary offer.

You should know there are different strategies to take depending on your situation for both employers and jobseekers.

Your strategy depends on if you are negotiating with each other directly or if there is a recruiter who is negotiating on your behalf.

WORKING WITH A RECRUITER

If there is a recruiter in the mix, you need to be clear about how much you trust them to represent and negotiate for both parties.

There are a lot of different recruiters out there and many of them are good at negotiating and many aren’t.

If you’re working with someone, you want to be sure you can trust that they are going to be able to handle both parties interests.

FOR THE JOBSEEKER

If you’re a job seeker and working with a recruiter, you definitely want to take whatever advice that recruiter is giving you.

The recruiter is likely going to have your best interest in mind and do everything they can to negotiate the highest salary possible.

Recruiters’ commissions are going to be based off of your final salary, so it really is in their best interest to negotiate the best possible salary.

The thing to keep in mind is that often by the time you get an offer, the recruiter will have already done some significant negotiating on your end.

Although it may be the first time you’re seeing an offer, it’s likely not the first time that potential employer has been in the negotiation process.

So you want to keep the above in mind as you don’t want to be in a position to over negotiate.

BEING CLEAR, CONCISE AND PREPARED

The last thing that you want to do is go back-and-forth with your prospective employer too many times.

This can make you seem nit-picky and could just annoy and or upset at the situation.

One way to avoid this is when you do an initial review of your offer be sure that you collect any and all questions that you have.

Many jobseekers make the mistake of going back and forth finding concerns and asking questions.

This can get annoying and makes you seem unorganized.

COMMUNICATING SALARY EXPECTATIONS

When working with a recruiter, it’s also in your best interest to be upfront about your current salary.

Many states are now employing laws which make it illegal for recruiters or companies to ask candidates what your current salary is.

The purpose of these laws is to avoid gender discrimination, not so that people can hide their salary and try to get more money.

It will be obvious to the recruiter if you do this.

The truth of the matter is that nine time out of ten, being upfront about your current salary is your best ammunition.

If you’re being underpaid, you can use that as an argument for why you want an increase.

If you aren’t being underpaid you can use your current salary as a basis for a certain percentage of increase.

In other words, it’s better to have a stand off point in your argument for certain salary expectations.

You don’t want to have a certain salary expectation based off of nothing.

Most of the time this is going to help, especially if you are working with a recruiter.

A recruiter will be able to take that information and really frame it with their client to really sell you with your requested salary.

WHAT JOBSEEKERS CAN EXPECT

Also, be sure that you don’t get offended if your first number on the offer is a bit off.

Many companies tend to come in with a lowball offer at first.

This is fairly normal and you want to make sure that you don’t take something like this personally.

This can be a red flag in some situations, but normally it’s just a starting off point knowing that there’s going to be some back-and-forth.

Be professional about it and remind them what your expectations are and what your current salary is.

You can also remind them of your justifications and your logical case for the salary that you are expecting.

The more evidence and logic you’re able to bring to the situation about your salary expectation, the better.

SALARY IS NOT EVERYTHING

You want to make sure you get a clear picture of all the benefits that come with the role you’re negotiating for.

Things like bonuses, health insurance, life insurance, 401(k) and disability should all be considered.

There are many other perks that companies are now instituting like food perks, dry cleaning, vacation, paid days off, remote days, short days in the summer, and the list goes on.

Many of these bonuses, benefits and perks are difficult to monetize, but add up to a lot of money within any given year.

It’s very important that you keep all of this in mind as these things can have a major impact on your overall compensation.

These things also greatly impact the quality of your work and life balance.

So it’s very important that you take it all in a consideration and don’t get too stuck on a salary number.

We’ve seen many candidates get stuck on a salary number and miss out on a great opportunity.

You want to be sure you’re taking the whole picture into account.

FOR THE EMPLOYERS

It’s important that you avoid the aforementioned initial lowball offer.

Be up front with people and let them know what your ranges are early on in the process.

Get expectations from people early on in the process.

You can ask questions as to why they are expecting a certain salary.

Be sure yon’t break the law in your state if you’re not allowed to ask about their current salary.

HAVING A SALARY AND BENEFITS PACKAGE

Have a really well thought-out and put-together benefits document showing as much as possible.

This will show the details of the monetary amount of your benefits package.

A well put together benefits package is really going to help supplement any salary offer that you make.

You’ll be able to justify a lower salary or market salary with candidates if you are also offering a competitive benefits package.

It’s important that you are clear with people throughout the process and you make sure they are clear with you about expectations.

You don’t want to waste your time getting all the way through your interview process with someone that you like, only to have a deal fall apart.

This can happen if you don’t communicate clearly and aren’t in the same ballpark when it comes to compensation.

It’s also not a good idea to come in with your first number as your maximum, unless of course this has been discussed with the candidate beforehand.

Most candidates are expecting to be able to negotiate or pushback on the salary at least once and get a little bit higher than the initial offer.

There is a very important emotional and psychological aspect of people accepting offers.

No one likes to just lay down and accept the first offer.

People want to feel like they pushed back and then someone gave in because they really like them.

The last thing you want is for someone to feel OK about accepting the offer and then to show up on day one feeling just OK having accepted the job.

You want people excited about the role and to feel wanted.

CONCLUSION

These are just a few tips you can take into consideration.

The tips in this blog can go a long way to getting the best offer for yourself and also for the company.


How do you do it ALL? Here is a great list on managing your work-life balance! https://muse.cm/SyV3yC

Interview Tips For Employers

Many of our clients come to us seeking advice on how to improve their interview process.

They are seeking the right candidates to find the right employees that will get the job done and last for a long time with their company.

Interviewing is tricky because prospective candidates are often better at interviewing than they are at doing the job that they’re interviewing for.

This is one of the most challenging things to overcome as an employer as you assess how to hire the right person for the role.

THE COSTLY MISTAKE OF BAD HIRING

It can be extremely detrimental to your company to make bad hires.

In fact, this is potentially one of the most costly expenses for any company.

Bad hires can cost the company hundreds of thousands of dollars over a very short period of time.

There are a lot of expenses that go into hiring, firing and having to rehire somebody.

GET VERY CLEAR ABOUT WHAT YOU NEED

The first and most important step in making the right hire is being crystal clear about what it is that you actually need.

Having a clear picture of what you need is absolutely critical because you can not interview precisely without knowing what you need.

Without having a clear place to start, you will waste a lot of time and spin your wheels when it comes to interviewing and hiring the right person.

BACKFILLING POSITIONS

If the position is a backfill position, it may be easier to fill because you’re likely clear about what that person is or isn’t doing.

You may need to adjust the job description slightly if you’re planning to alter the role.

However, in most cases the role won’t change much and you should have a clear picture of what you need.

HAVING A GOOD INTERVIEW SCREENING PROCESS

It is in every employer’s best interest to have an interview process that truly cuts the fat to determine if the person is the right fit.

Once you do have the description clear it’s critical to make a list of at least 10 initial pre-screening questions. 

You want questions that are very specific to the the role you’re hiring for.

Be sure to include some technical questions that have to do with the specific day-to-day requirements and abilities of the role.

Don’t lead the witness with these questions, for example, don’t say are you good at X?

You want to ask for specific examples or ask for how they would react in certain situations.

You also want to review these questions with your team to make sure you’re on the right track.

These initial screening questions will be critical in the early stages of the interview process.

CONSIDERING YOUR COMPANY CULTURE

It’s very important that you flush out what you need from a cultural and personality perspective.

Again, don’t ask candidates if they consider themselves a hard worker – the answer will always be yes.

Instead ask them to tell you about their work ethic or their definition of responsibility.

You can also give a specific scenario and ask how they would react or deal with certain situations.

Hypothetical questions are very good for flushing out how someone would deal with a certain situation.

Next, in the second or third round of your process, there should be a test or a presentation that goes beyond asking questions.

Some clients do a case studies, sample projects or put together proposals.

Think of something that has to do with the duties that the job entails and ask them to give you a sample of what that might be.

The point is to get them to sample the work that the job will entail so you get an actual sense of having them in that role.

This can be extremely useful as you will also be able to compare their work to the work of other candidates in the mix.

If you get really clear about what you need and integrate clear questions as well as some sort of “test,” you will go along way.

INCLUDING YOUR TEAM IN THE HIRING PROCESS

The last important piece is to make sure that you involve the right people from your team in your interview process.

If you have other people at the company doing this or similar jobs, you can have them interview the person as well.

They are the ones in the trenches doing what you already need and will be able to truly tell you if this person can do the job or not.

This can make a big difference and you should lean on your staff and your team to help with hiring as much as possible.

This is also important when hiring for a personality or culture fit, as you want people that will be a match and will work well with the current staff that you have.

CONCLUSION

There are simple steps you can take to make sure you’re making a good hire for any open position you’re looking to add to your team.

Avoiding common mistakes will go along way in avoiding making a bad hire and will save you a lot of money in the long run.

Get clear about the job and position that you need, follow the steps in this blog and you will have success!


Here are some tips on fostering leadership within your company: https://bit.ly/2KS7Dbf


 

Headhunting And Recruiting For Your Team

This week’s blog is about tips for headhunting and recruiting new employees for your team.

Headhunting and active recruiting is distinct from posting on job boards and in taking incoming resumes.

This article is about the best ways and tips for proactively acquiring top talent, otherwise known as headhunting.

Proactively recruiting or head hunting will give you a competitive edge in acquiring top talent and over your competition.

GET CLEAR ABOUT WHAT YOU NEED

First, for any given position that you’re recruiting for, you need to be 100% clear about what you need for that role.

Clarity is the first place to start and is critical because without it you will never be able to find what you want!

You should sit with your team, stakeholders, mentors or outside resources to write up a good job description for the role.

Before writing a description though, be sure that you know what you need for your team.

What type of experience do you need for the open role?

Do you require somebody with management experience? If so, how many years?

Does this person need to have a specific skill set?

Do they need to be skilled in a particular technology?

The list goes on, but be sure you set out all of the important questions you’ll need to ask to create your ideal candidate.

FINDING THE RIGHT CULTURAL FIT FOR YOUR COMPANY

One thing that is also important is getting clear about what the personality for this person should be.

They will need to be able to be a fit in your company culture.

On a separate note, having a defined company culture is the first step to being able to interview for culture.

Interviewing for culture is a separate topic that we will discuss in another blog.

STAYING FLEXIBLE DURING THE PROCESS

Once you get extremely clear on what you need for your next hire, you’ll be set to succeed and able to focus on exactly what you want.

It’s important to note that you should be open to adjusting this along the way.

When you start interviewing people you may realize there are certain things that you really need and certain things that you don’t.

So you won’t be stuck with this description, but you want to have a very solid and precise place to start from.

ADVERTISING FOR YOUR OPEN POSITIONS

You’re going to want to advertise your job in someway, but I don’t recommend posting on a lot of job boards.

As a recruiting strategy, posting on job boards may become a secondary thing that you do.

You need to have a good career portal on your website.

This is a place that you can direct people to apply into your database so that you can process them as a candidate.

This is very important as potential candidates will need a simple process to follow in order for you to move them through quickly.

HAVING A SMOOTH INTERVIEWING PROCESS

The next point is that you want to have a well flushed out and well thought out interview process.

This will easily move potential candidates through your process and leave them with a good experience of your company.

They have a good experience of your company and they will be left with your brand and your culture when moving through your interview cycle.

You don’t want to ever have any candidate have a bad experience moving through your interview cycle.

KNOW YOUR COMPETITION 

Next, you will likely need to do some research as to where your ideal candidate lives.

It’s likely they are with at least some form of your competition.

You may know about some of your competitors, but it’s likely you don’t know a lot about many of them.

The best place to start is making a list of competitive companies or companies where your ideal person might be.

CREATE A STRONG HEADHUNTING STRATEGY

You can leverage resources like LinkedIn, other social media and Google.

Start to hunt these people down and then you will need to do a lot of outbound contact to reach the right people.

Sometimes the toughest part in having a headhunting strategy is the volume that is required.

Many people who start headhunting think they’ll reach out to 10 ideal candidates and that they will get one of them.

Unfortunately, it never works that way.

Most of the rolls we fill for our clients take us contacting 500 to 1,000 people in order to find a suitable candidate.

You need to be prepared to do the volume of outreach, the work and spend the time to find that right person.

WHEN TO HIRE AN OUTSIDE RECRUITER

If this is something that you can’t do, hire someone to do it for you.

You can hire a solid recruiter who knows your business, knows what they’re doing and can do this work on your behalf.

It’s very important to have a streamlined interview process, especially in today’s candidate driven market.

If your interview process is too long or drawn out, you’re likely to lose candidates to other offers or companies that are moving faster.

You’ve also got to make sure that you can compete from a salary perspective.

CONCLUSION

You need to have a good strategy from start to finish in order to have an effective recruiting or headhunting experience.

You need to start with a clear and concise view of what you need and what you will be looking for.

Only then will you be able to hone in on what is needed.

If this step isn’t followed you could waste a lot of time spinning your wheels with people who aren’t what you really need.

Avoid job boards or at least don’t rely solely on them to produce any real result.

Find out where your talent is, do the legwork and research so you know where to get the people that you need for your team.

Likely they are with your competition, so know your competition.

A concise interview process that flows well will leave candidates with a good experience of your company, brand and culture.

Have a process that moves quickly so that you don’t lose candidates to other companies that move faster.

Lastly, be ready and able to spend the time to put in the sheer volume required to head home effectively.

If this all seems like a lot of work, it is!

That’s why headhunting companies like us exist!

If you ever need extra help feel free to contact us.


Check out this article for some qualities you should look for when seeking new talent for your team: https://read.bi/2N1YvyW


 

Pros And Cons Of Posting On Job Boards

NAVIGATING JOB BOARD OPTIONS

Today we’re talking about posting on job boards and what posting on a job board is worth.

With so many choices available, there are pros and cons to using job boards and I want to go over some of those here in this post.

If you’re looking to hire talent, there are a lot of options to find potential candidates for open positions within your company.

It may seem overwhelming with so many job board options, artificial intelligence software, recruiters, staffing agencies, and more.

ARE JOB BOARDS WORTH IT?

The question is are companies like Monster, Careerbuilder, Zip Recruiter, Indeed, and other job boards worth spending the money on.

It’s very likely if you are looking to fill open positions at your company that you’re in one of a few different positions.

If you don’t have enough outbound recruiting man power you’re likely trying to find ways to passively attract talent to your company.

Job boards like mentioned above can seem like a good option.

Looking into options, you will notice they can be very expensive and it may be challenging to know which option to choose.

PICKING AND CHOOSING FOR YOUR NEEDS

The most important thing to understand is that job boards are good for certain positions only.

Job boards should be used primarily for low level entry level positions.

Ideally, roles that are administrative or don’t require a lot of specialized education or skills are best for job boards.

Job boards lose their effectiveness the more specialized you get with a position, especially with more senior roles.

Once you start to get to the manager, director, VP or above, job boards are going to become increasingly less effective.

QUANTITY OVER QUALITY

One way or another, with job boards, you’re going to have to allot time to sift through an abundance of resumes.

Job boards will get you a high quantity of resumes, but the quality of those resumes and candidates is going to be very low.

You will likely reject eight or nine out of every 10 resumes that come through for your position.

You or someone on your staff will need to sift through these initial resumes and weed out the ones that are simply junk.

Many job boards today allow candidates to apply to multiple positions at once.

Therefore candidates are not necessarily looking at job descriptions or job requirements.

Often candidates are just blasting their resume out to as many positions as possible hoping that something will stick.

This shotgun affect makes it a headache for anyone who has to sift through hundreds of resumes to find only a few potentials.

For certain roles this can be good, but for many roles it isn’t worth it.

You may not have the staff or the time to go through all these resumes, therefore this may not be a good option for you.

SIFTING THROUGH THE MESS

The other thing to consider is that for the most part, people who are applying on job boards are not currently working.

Candidates without jobs who are actively looking may not be where the best talent tends to lie.

You may want to consider talent that is not actively and aggressively looking for a new position, or maybe not looking at all.

People working effectively for your competition may have the time to find a new position.

With this in mind, you’re likely not going to be tapping into the passive job market.

So you are limiting yourself greatly to the pool of talent that are the active talent.

Don’t get me wrong, there are some good people out there applying on job boards, but they are the exception to the rule.

IS THE COST WORTH THE PAYOFF?

The other tricky aspect with job boards is that you never can know which is the best one for your market.

Unless you are in an extremely specialized field like healthcare, engineering or software development, you won’t know which job board is best.

In these cases, it’s likely you will need memberships with multiple job boards which can get expensive.

The costs for membership and the time to speak to and sift through the high volume of resumes can be costly.

You’re likely better off hiring an internal headhunter or an external headhunting agency like us to do that work on your behalf.

HIRING A RECRUITER

One thing to keep in mind is to never hire a recruiting company that is going to post on job boards on your behalf.

Those are lazy recruiters and if you’re going to hire a recruiter they should be tapping into the passive market mentioned above.

A recruiter is likely going to be slightly more expensive, but you’re going to get much more bang for your buck.

Also your life is going to be a whole lot easier and your experience hiring will be much more streamlined.

IN CONCLUSION

Job boards can work, but they take a lot of work to manage and can end up being very expensive.

I recommend doing a cost-benefit analysis.

You really want to look and see what you’re going to get with a recruiter versus what you would get with the job boards.

You’ll certainly attract better candidates going with the recruiter.

In any case, find and do what works best for you and your business.


Considering building an internal HR team? Here are some things to consider:

https://bit.ly/2JR2u3p


 

Hiring Remote, Partial Remote, and Telecommute Workers

Today we’re talking about the pros and cons of hiring remote workers or employing remote or telecommute workers.

It’s important to keep in mind that all businesses are different and this may not work for everyone.

Some businesses are prone to work very well with remote workers while others are not designed to have remote teams.

It’s important to pay attention to this because if your business is a good candidate for remote workers, you can greatly benefit.

If your business is not conducive to hiring remote workers this article may not be relevant to you.

If you want to consider this, you’ll need to see what changes you can make to take advantage of remote workers.

REMOTE WORKERS ARE TRENDING

There is currently a large trend for candidates that are interested in the ability to work remote or partially remote.

Many people nowadays are putting much more emphasis on their work-life balance.

Being able to work remote offers people the flexibility to have their work-life schedule be more balanced.

Many people also work better remote then they do in an office environment.

The office environment can often have many distractions with other coworkers or other things going on.

This of course depends on your office culture, office environment and the type of people that you hire.

Many extremely talented people who are at the top of their field are only interested in working with this flexibility.

THINGS TO CONSIDER WHEN HIRING REMOTE

Being open to hiring remote workers opens you up to a segment of the market that you may be missing out on.

If you are thinking of hiring remote workers, you have to consider how that will fit into your existing culture.

If your existing culture is one where everyone is in the office and then you hire someone remote, this could cause friction.

You could produce dissension in the ranks of your employees who might feel left out or jealous if the new person gets to work remote but they don’t.

TRANSITIONING TO HAVING REMOTE WORKERS

If you’re considering taking this on, you want to take inventory on whether your current employees can work remote.

Perhaps you make working remote more like a benefit to be attained if someone reaches certain KPI’s or metrics.

Many sales people are extremely effective working remote.

WHICH POSITIONS WORK BEST REMOTELY

If someone travels a lot and they’re mostly on site with clients, there really is no need to have them in office.

 You can benefit greatly from a rockstar sales person being somewhere else in the country.

Customer service folks and account management people also function very well in a remote capacity.

Believe it or not, accounting folks and financial people can also work very well remote.

You might want to think about having your internal financial people working remote as well.

WHO IS THE RIGHT FIT FOR REMOTE WORK

When hiring remote you shoud know if they are the kind of personality that’s productive in a remote function.

There are many people who if left to their own devices will not get the work done that needs to get done.

If you have those kind of people working remote you will see a slump in productivity.

Your people should know that their ability to work remote goes hand-in-hand with the results they are on the hook to produce.

In other words working remote should be slated more like a privilege or a benefit that is earned rather than a “right.”

Another trick to hiring a solid remote employee is hiring someone who has been successful working remote in the past.

THE BEST OF BOTH WORLDS

There’s also incorporate partial telecommuting where your team is in the office 3-4 days and remote 1-2 days a week.

This model can provide the best of both worlds for you and your employees.

Then you can accomplish the things you need with the team together and have the balance of working remote some days.

This is a very common model that’s being adopted by many companies and is being extremely successful.

This model works if all of your employees are local as you’ll need them in the office together certain days of the week.

CONCLUSION

Look at remote and telecommute working as a way to tap into a segment of the market with more great talent.

This is a segment of the market that is growing as more and more people are looking for that work-life balance.

More and more people are looking for the ability to have flexibility around their work schedules.

Many of these types of people can be extremely high producers and will produce better with this type of flexibility.

As managers it’s important for us to focus on hiring the right personalities that can work well autonomously.

This can be more productive for managers also, not having to control and micromanage everybody.

You owe it to yourself to explore this a bit further and see if it’s something that can work for your business.

RECRUITING REMOTE WORKERS

If you are going to go after remote workers it may be challenging from a recruiting perspective.

Recruiting firms like us are extremely solid resources for being able to tap into other markets for remote work.

Remember, the challenge will be instead of just recruiting in your city you’re going to be recruiting nationwide.

You may even be just recruiting in certain times zones.

Your pool of people to reach out to is going to increase dramatically.

You will need to have a strategy for how to tap into those markets and find the best talent.

Keep in mind that it will likely take a lot of volume, so leaning on a recruiter can be a very valuable resource for tapping into that market.


Here are some great tools for increasing your team’s productivity:

https://bit.ly/2Aj4qrY


 

Recruiting Marketing and Sales Candidates in Seattle

RECRUITING IN SEATTLE

Today’s post is about recruiting Marketing, Media, PR and Sales professionals in the Seattle market.

Seattle is currently a fast growing market, especially in the technology space.

Many people think that Seattle is going to be the next Silicon Valley with a lot of technology based companies being started.

We may also see established companies moving and opening up offices in the Seattle area.

A TOUGH MARKET TO FILL

Seattle has challenges from a recruiting perspective and often times will require additional help.

Companies may either use internal recruiting efforts or hire outside firms.

It’s important to know when you need to get extra help for finding specific talent.

The need for talent is extremely high as the market expands and therefore is becoming very competitive.

LOCATION, LOCATION, LOCATION

In order to compete there are certain things that you can do from a recruiting perspective.

Seattle is a great market to offer relocation in the Pacific Northwest and is even attractive from the Midwest.

It is an attractive city and many people, especially the millennial generation, are interested in moving to a city like Seattle.

Seattle offers a lot of outdoor recreation as well as career growth.

It is a smaller market and recruiting only within Seattle can be challenging.

This is another reason to be open to hiring and relocating candidates from other parts of the country.

Portland is a great market to poach people from, as well as Southern California.

The Bay area, Los Angeles, Orange County and San Diego are all great markets to pull talent from, as well as Denver and Chicago.

HIRING REMOTE

If you’re not able to relocate people it’s a good idea to be open to remote workers.

Tapping into the remote work force is great for any company, especially those in smaller markets like Seattle.

Another challenge in Seattle can be the commute due to the geography and traffic in the city.

An already small market can be dropped even further depending on where your company is located and where your talent is located.

This is again another reason to be open to remote or partial remote workers.

If you’re able to find local talent that is partial remote you’re more likely to find folks who would otherwise not be interested.

DEFINE YOUR CULTURE

It’s important to differentiate yourself from your competition.

Your company should have a defined culture with structures and processes put in place that engender the growth of that company. 

You want to be able to communicate that culture and appeal to prospective employees.

Having a strong employer brand is critical now more than ever for attracting the right talent.

Offering benefits like parking passes or other perks will also make it easier for local talent to get to your location.

IN CONCLUSION

Seattle is an excellent market to be in right now.

It’s attracting a lot of talented individuals that you will be able to tap into for your business.

At the same time, more companies are moving to the area and this means more potential competitors for you and your business.

Some of these things can increase your costs, but at the end of the day should also increase your bottom line.

These factors can give you a fighting chance to beating out your competition.

Being open to remote workers and relocating people to your company greatly gives you an advantage for finding good talent.

It’s important to take the necessary steps to have your business compete and your employer brand be one that differentiates you from your competitors.

At the end of the day your employees are what make up your company and it’s critical that you do everything you can to hire and attract the best talent.


Seattle is trending as the decade’s fastest growing city in the US.

Read about it here: https://bit.ly/2km1hSB