Often, company officials know who they wish to hire, but desire a third-party professional to make the calls and be involved during the early stages of the process.  The reason for this could be that the company either lacks the expertise to make the calls, or more often, it does not desire to be seen poaching a competitor, supplier, or customer.

In these circumstances, employers can save thousands of dollars in search fees by hiring a recruiter on a per-hour basis to do the following:

• Understand their needs and write their script (90 minutes)
• Make the calls (10 to 45 minutes per call)
• Type notes (10 to 15 minutes per call)
• Follow-up time

By providing a list to the recruiter and managing the bulk of the process, you save money while compensating the recruiter for their time.

Expect rates like your accounting firm or attorney charges, but a lower accumulation of hours.  Not only will you save money, but you’ll make better hires, as well!

(For more information about maximizing the benefits of working with a recruiter, download a copy of Dan Simmons’s e-Book, Hunting the Headhunter: Your Guide to Debunking Myths, Cutting Costs, and Changing the Way You Play the Recruitment Game.)

The post How to Reduce Search Costs with Targeted Per-Hour Consulting appeared first on Continental Search and Outplacement, INC..

We do have one more piece of advice before you walk through that door, and that advice is comprised of two components.  During this interview, you must do two things:

1. You MUST present a positive attitude.
2. You MUST provide a positive and pleasant experience for everyone you meet.

Why are these two things important?  Let’s cut straight to the chase, shall we?

People hire people they like.  Period.

If they don’t like you, you won’t get the offer, regardless of your talent.

That’s why you must approach the entire interview process with a positive attitude.  Many less qualified people get hired because they are liked.  The best interview skills often win out over the best qualifications.  Let’s say that one more time:

The best interview skills often win out over the best qualifications.

During this interview, you’re not just explaining to company officials why you’re the best person for the job from a technical and skills standpoint.  You’re also showing them why you’re a fit for the position from a company culture standpoint.  Attributes such as excitement, enthusiasm, and a positive attitude go a long way toward making the proper impression, so make certain you have that mindset and you’re prepared to display those attributes.

Be yourself, enjoy yourself, and let your natural enthusiasm take over.  There’s a good chance that people like you . . . so show the people conducting this interview why you’re so likeable.

(For more information about successfully preparing for YOUR next interview, download a copy of Dan Simmons’s e-Book, Put Your Best You Forward: Simple Steps to a Successful Interview.)

The post Let’s Cut Straight to the Chase: People Hire People They Like appeared first on Continental Search and Outplacement, INC..

When using this approach, expect to pay for any advertising or research costs.  Flexibility is an advantage of this approach, since you can hire the recruiter for the entire project or only for the portions where you need their expertise, such as identifying prospects and the initial recruitment call.

Once again, I have a case study that illustrates the effectiveness of hiring a recruiter on a per-hour consulting basis and how you can reduce search costs with per-hour recruiter consulting.

The owner of a company wanted to hire a General Manager.  His previous attempt had failed miserably.  He wanted help articulating his need advertising the opportunity, identifying and qualifying the right candidates, and coaching to help him ask the right questions.

He also wanted to save as much money as possible.  He knew trade paper advertising and Internet job posting would produce a pool of candidates, but he didn’t know how to proceed from there.

I was hired on a per-hour basis to take him through the process.  Within 60 days, four candidates were interviewed and one was hired.  The new GM has now been on the job for one year and is quite successful.

I calculated the savings that the owner enjoyed.  After he paid for the advertising and my actual hours, his savings was 50% of what he would have paid if he had given the search to another recruiting firm.

The work was some of the most profitable I’ve ever done.  The hourly rate was profitable, and I placed the runner-up for this position 45 days later with a different client for my full fee.

In my next blog post, I’ll explore targeted per-hour consulting as yet another way to reduce search costs.

(For more information about maximizing the benefits of working with a recruiter, download a copy of Dan Simmons’s e-Book, Hunting the Headhunter: Your Guide to Debunking Myths, Cutting Costs, and Changing the Way You Play the Recruitment Game.)

The post How to Reduce Search Costs with Per-Hour Recruiter Consulting appeared first on Continental Search and Outplacement, INC..

The Non-Compete Agreement

These agreements can be tricky mainly because people don’t know exactly what they can do and what they can’t do if they signed one.  You might be in this boat, and it’s a crowded boat, to be sure.  While these agreements are most common among sales professionals, they do extend to other positions, as well.

So before you arrive at your prospective new employer for a face-to-face interview, be sure you know exactly where you stand in terms of your non-compete agreement.  Keep these three points in mind during your preparation:

1. If you signed a non-compete agreement with your current or previous employer, the recruiter who arranged your interview needs to know about it as soon as possible.
2. Many times, non-compete agreements are not even enforceable, depending upon the state in which they were drafted.
3. Seek the advice of a qualified attorney if you are currently under a restrictive non-compete.

However, it doesn’t end with your current employer or a previous employer.  Often, the company that is interviewing you will want you to sign a non-compete should you join them.

If this is the case, it’s important to review the document carefully, discuss it with the recruiter, and, if necessary, talk with an attorney.  Non-compete agreements are common and can be equitable.  However, it’s up to you to know everything about your non-compete (if you signed one) prior to your face-to-face interview, and if you have any concerns, you should speak with the recruiter frankly about those concerns.

Yes, paperwork can be boring, but those candidates who are a “pro” at handling it are the candidates who usually receive an offer of employment.  BE one of those candidates.

(For more information about successfully preparing for YOUR next interview, download a copy of Dan Simmons’s e-Book, Put Your Best You Forward: Simple Steps to a Successful Interview.)

The post Navigating the Tricky World of Non-Compete Agreements appeared first on Continental Search and Outplacement, INC..

Fact: it’s easier to fill six widget engineer positions with one company than it is to fill six widget engineer positions with six companies.

If you know you’re going to hire six engineers during the next 12 months, negotiate a discounted rate.  The easiest way to get a recruiter to agree to a discount is by offering one that engages as you hire more.  What follows is an example.

If you need six widget gurus, offer the first two hires at 30%, the next two hires at 27%, and additional hires at 24%.  If you hired six engineers at $80,000 salaries with this formula, you would have saved $14,400 over the course of the year, and your recruiter would most likely be more effective because they will learn what you truly desire and send only those types of candidates.  This saves both time and money.

I also have a case study that illustrates the effectiveness of this approach.

I had filled a few Software Developer positions with a consulting company over the course of a few years. The company was awarded a major contract and needed six developers during the next several months.

By using a formula similar to the one presented above, the company saved the cost of one placement fee.

In my next blog post, I’ll explore per-hour consulting as another way to reduce search costs.

(For more information about maximizing the benefits of working with a recruiter, download a copy of Dan Simmons’s e-Book, Hunting the Headhunter: Your Guide to Debunking Myths, Cutting Costs, and Changing the Way You Play the Recruitment Game.)

The post How to Reduce Search Costs with a Discount for Multiple Hires appeared first on Continental Search and Outplacement, INC..

The Employment Application

When it comes to the employment application, you might receive one well in advance of your interview, you might need to fill one out online, you might be given one to fill out once you arrive for the face-to-face interview, or you might encounter a combination of these possibilities.

Whatever the case is, it’s imperative to NOT lose your focus or get tripped up on the application.  Paying attention to detail is another way in which to stand out from the crowd and increase your chances for success.

To more readily attain that goal, below are some guidelines to follow when filling out the employment application:

• If possible, ask for a second application or make a photocopy of it.  Make your final application copy as neat, accurate, and complete as possible.
• Avoid errors in spelling, grammar, and punctuation.
• On the education section, include all education relevant to the prospective job, including seminars and other training.  If possible, all of your education should go on the application.  List your highest degrees first, unless directed otherwise.
• Completely fill out the work history section, including accomplishments, and, if recent, include jobs held to finance your education.  Do not try to substitute a resume for this section.  Only attach the resume if it includes information not on the application.
• Provide business and personal references.  You should have spoken to these people in advance and know what they will say.
• Complete all items on the application except for expected salary, which should be left blank.  If challenged as to why you left it blank, say, “I have a salary range in which I am looking.  I won’t know where in my range this position falls until the end of the interview.  I did not want to give you false or misleading information.”

Filling out the employment application in this fashion is the first step in being a “Paperwork Pro” in terms of your job search and especially your face-to-face interview.  In our next blog post, we’ll examine another way you can master the paperwork part of the process.

(For more information about successfully preparing for YOUR next interview, download a copy of Dan Simmons’s e-Book, Put Your Best You Forward: Simple Steps to a Successful Interview.)

The post How NOT to Get Tripped Up on a Employment Application appeared first on Continental Search and Outplacement, INC..

One reason contingent placement fees are so high is because there’s usually incredible risk involved on the part of the recruiter.  These risks include the following:

• The company having multiple recruiters working on the search
• The job could be cut or de-funded
• The job specs can change mid-stream
• An internal candidate could surface
• The “perfect candidate” might stumble in the front door looking for a job

So how do you reduce your search cost?  By reducing the recruiter’s risk with an engagement fee.  What follows is an example:

Instead of a 30% contingent fee for a 100,000 position, select who you consider to be the best recruiter for the search and offer a $5,000 deposit and a 25% fee.  This produces a $5,000 savings to the company, and the recruiter is fully engaged, knowing that the employer has a vested interest in their success.

The recruiter’s sense of urgency is still high, as the big payoff is still in the future.  In this example, your savings was 16%, and the recruiter’s probability of earning a fee is greatly enhanced.

In my next blog post, I’ll explore discounts for multiple hires of the same job description as another way to reduce search costs.

(For more information about maximizing the benefits of working with a recruiter, download a copy of Dan Simmons’s e-Book, Hunting the Headhunter: Your Guide to Debunking Myths, Cutting Costs, and Changing the Way You Play the Recruitment Game.)

The post How to Reduce Search Costs with the Engagement Fee appeared first on Continental Search and Outplacement, INC..

To each of us, our name is our identity.  That’s exactly why it’s very important to remember an interviewer’s name and use it frequently.  Of course, it would be better to know the interviewer’s name before you arrive, so hopefully you’re reading this prior to leaving for your interview.

Sure, you can fly by the seat of your pants—and you might even be able to pull that off—but it’s not recommended.  Remember, a successful interview is all about the proper preparation . . . and that’s why you should be mindful of the following tips:

• Request a list of the interviewers’ names and titles in advance of the interview
• Ask the interviewer for a business card, and then put the card in a side pocket of your folder with most of the name showing.
• Write the name down in your notes several times.
• Use the name in conversation as quickly as possible.

Never, ever underestimate the power of using somebody’s name, especially in a situation as important as a face-to-face interview.  Receiving an offer of employment is often a matter of standing out from the competition in a unique or memorable way.

Knowing (and using) the names of the people who are interviewing you is a great way to stand out from everybody else, and it might just give you the edge you need to close the deal and get the job offer that you’re seeking.

(For more information about successfully preparing for YOUR next interview, download a copy of Dan Simmons’s e-Book, Put Your Best You Forward: Simple Steps to a Successful Interview.)

The post What’s in a Name? Everything, That’s What! appeared first on Continental Search and Outplacement, INC..

Recruiting Myth #4 is as follows:

Cutting the fee percentage is the best way to cut costs.

There are smart ways to cut or contain search costs.  Simply reducing the fee percentage isn’t one of them.  Cutting percentages can affect results because it lowers the recruiter’s incentive and enthusiasm.  This slows down the candidate flow, and the results are often less than satisfactory.

In this blog post, I’m going to present one way to cut search costs in the correct fashion.  That way is with a flat fee.  (I’ll present additional ways in future blog posts.)

Most search fees are based on a percentage of the new hire’s first year of compensation.  Choose the mid-point of the salary range and offer a fee based on that salary.  That will be the flat fee for the search.

If you hire a candidate in the upper portion of the range, you have saved money on the fee.  If you hire in the lower portion of the range, you have saved money on the salary while keeping the recruiter totally engaged in the search.  That’s because the recruiter has no incentive to find top dollar candidates, only to fill the search quickly.

In addition, the recruiter has a potential upside and knows there won’t be an attempt at a fee negotiation at the end of the search because a candidate might be more expensive than anticipated.

In my next blog post, I’ll explore the engagement fee or engagement deposit as another way to reduce search costs.

(For more information about maximizing the benefits of working with a recruiter, download a copy of Dan Simmons’s e-Book, Hunting the Headhunter: Your Guide to Debunking Myths, Cutting Costs, and Changing the Way You Play the Recruitment Game.)

The post Recruiting Myth #4: Cutting the Fee Percentage appeared first on Continental Search and Outplacement, INC..

Remember, the central theme running through all of these blog posts is that of preparation.  The more prepared you are—at every stage of the process—the better your chances of getting what you want out that process: an offer of employment.

Below are some additional pre-interview tips designed to set you up for success:

• Get a haircut, trim your beard and/or mustache (if you’re a man, of course), and polish your shoes.
• Don’t wear heavy makeup, jewelry, colognes, or perfumes.
• Dress appropriately.  Over the past decade, customs regarding dress have changed dramatically and vary widely from organization to organization.  The best approach is to ask the person responsible for setting up the interview about recommended attire.
• Be prepared for a physical and substance abuse screening, and know that both poppy seeds and second-hand marijuana smoke may result in a positive drug test.

Okay, we’ve done just about all we can do before you arrive at the company for your interview.  Are you nervous?  Don’t be.

We have the inside information you need to give the right impression and provide a great experience for everybody at your potential new employer . . . and we’ll start sharing that information in our next blog post.

(For more information about successfully preparing for YOUR next interview, download a copy of Dan Simmons’s e-Book, Put Your Best You Forward: Simple Steps to a Successful Interview.)

The post Presenting Pre-Interview Tips to Help Ensure Success appeared first on Continental Search and Outplacement, INC..