Is Your Business Recruiting? Why Using Flat Fee Recruitment Could Save You Money

Like all other aspects of the business world, recruitment is evolving. Today if your business is still using traditional recruiting services and paying them a percentage of salary for the positions they fill, then you are behind the times.

Believe it or not, most traditional recruiters will employ the internet to secure the best qualified candidates for your position. Those candidates are already out there using the internet themselves to seek employment. So it doesn't matter what position you are attempting to fill, there are eager candidates already available.

If all a traditional company is doing is searching the internet, collecting resumes, and screening qualified applicants, then why are you still paying them exorbitant rates for the ones you hire? There is no advertising required, no travel, no job fairs, and yet these costs are still built in to their fee schedules.

Doesn't it make more sense to use a flat rate business recruitment agency that will do what the traditional agencies are doing but at a lower, one time rate? Single fee recruitment services charge just one flat fee for each person you hire. They do not take a percentage of the salary over the first year or two. Flat fee recruiting is available and is appropriate for all levels of recruitment. There are flat fee engineering recruitment services, flat fee IT recruitment services, and of course, flat fee clerical recruitment services. Some recruitment services can do it all while some are specialized in particular areas such as engineering

Naturally, there are some questions you as an employer would want to ask of any recruitment agency, traditional or flat fee. A good agency must include candidate filtering, multiple job board postings, and manual response management as part of its services. This is true of traditional agencies and flat fee agencies. Just because you are paying a lower rate should not mean and does not mean that you are getting an inferior recruiting service. It only means that you are spending your recruiting money more wisely.

Sitting down with your recruitment services representative and explaining exactly the type person you are searching for is critical. By doing that, the flat fee service can design on-line applications that hone in on exactly what you want in an employee. The traditional generic or standard work application is replaced with a computerized form that will generate only those best qualified for the position. The subtle use of kill questions in the process assures this.

Using this process the flat fee recruitment agency will be able to give you a list of qualified candidates ranked in order of preference by the qualifications you set forth in the initial meetings. Everything will be done totally transparently. You can see the resumes of everyone who applies and know why they are ranked high or low in desirability based on your own criteria. This is all done via computer so the time interval from search to hire is dramatically shortened.

Bottom line is this, using flat fee recruitment agencies will save you money, will save you time, is cutting edge recruitment, and you will get better qualified candidates for your positions.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI basic course to be qualified to operate as a license recruitment consultant in Singapore.

Sports Recruiting

Sports recruiting deals a lot with college sports camps, scholarships relocations, and professional level playing in a particular sport. Sports recruiter personnel and agencies have dedicated, secure, and easy to access homepages that make available sufficient information on academic and athletic requirements and scholarships. These web sites also offer promotional management to athletes, teams and sports organizations. Some sports recruiting web sites are comprised of testimonials, a description of the service, and FAQs.

There are sports recruiting agencies that provide resume services to high school athletes who want to submit applications for athletic college scholarships. Many sports recruiting websites and agencies provide model profiles, message forums, and recommendations from athletes and coaches. Several sports recruiting agencies also offer online registration for scholarships and jobs.

Sports recruiting also involves direct promotion of student athletes to college sports programs. There are a number of sports recruiting agencies that allow the users to search for prospective coaches or athletes, free of cost on their web sites.

Many sports recruitment agencies have the experience of both sports and recruitment, and, hence, they are ideal to offer advice and help with career development in sports. These sports recruiting agencies also have an increasing database of candidates and they can provide their clients with a swift response to any vacancy. They have the ability to locate candidates for specific requirements, through their long established network in sports or through strategic advertising.

Individuals with the ability to meet the demands of the modern sport arena are in short supply. Sport-recruiting agencies are a very good option, as they can take on specific assignments and support organizational needs in a flexible and cost-effective manner.

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI cert to be qualified to operate as a license recruitment consultant in Singapore.

How to Be a Great Recruiter - It's Easier Than You Think!

What do Great Recruiters do to make them so 'Great'? I'll start with my definition of 'Great' as it relates to recruiting. Great Recruiters, in my opinion, always:

1. Make placements efficiently and quickly using sound, proven, ethical methods.

2. Manage their time by focusing first on the activities that propel the placement toward the job offer/acceptance.

Great Recruiters thoroughly understand every step of the placement process and how to skillfully execute each step. They understand their "Headhunter power" and use it seemingly effortlessly to guide every participant's (client's and candidate's) actions toward the placement.

If they use the assistance of others to make a placement faster, Great Recruiters (GR) train their assistants to perform those tasks exactly like the Headhunter themselves would. How do GR make placements whenever they want? They certainly don't leave anything to chance.

#1. GRs take complete Job Orders, every time. They don't assume they know what the hiring manager wants, even if they've made multiple placements with that client.

They make it their goal to understand exactly what the client requires to hire a candidate and differentiate those qualities from what they prefer to have in the desired candidate.

If a client has too many 'requirements', Great Recruiters start a discussion and create added value as they offer advice as a Consultant. GRs establish trust and credibility with insightful, superior questions. They are the expert when it comes to recruiting. They are after win-win results.

Their marketing plan is simple. They know how to get a search quickly. They graciously back away from searches they know they don't really want and focus on clients they like and who will 'work well' with the GR. They don't wear themselves out with unproductive activity. If a client doesn't want to pay their fee after the GR explains their value, they move on to a client who depends on that value.

"Work well" means;

1. The client takes the GRs phone calls every time because the GR does not waste their client's time.

2. Clients re-arrange their schedule if needed to fit in an exceptional candidate.

3. They trust and rely on the GRs advice and make job offers quickly, if the situation calls for action. (GRs create a sense of urgency so the need for action is always there!)

When GRs search for candidates, they typically go directly to their contacts who know where their "exact best candidate" is located. If the GR is relatively new, they may use a resume to jump start their search.

My success mantra is: Since the best people are generally employed at what they do best and not looking for a job, I must go to them and present them with an exceptional opportunity.

Grs use, 'third party refferals', and are 'full cycle' Recruiters. Grs never rely on stale resumes and they don't care if their candidate even has a resume. (Shocking, I know.)

While much of the recruiting world is enthralled with resumes and acts like they cannot make a move without one, GRs send great candidates out on interviews!

As a Consultant and Expert, they 'describe' exactly what their client needs to know about the candidate. (They also make sure relevant facts are Always True!) No resume is needed for two people to talk. If the 'magic' exists, a resume can be produced; and more often than not, it's not needed.

The point is: 80% of Recruiters are diving through resumes that represent only 20% of all candidates.

A candidate must qualify and must have sound motivation for accepting an offer from a new employer before they are considered a viable candidate.

In my own experience, I always call candidates who are doing the job in question already for a competitor. I don't bother with job boards (another article). I usually find a great candidate within 13 - 20 phone calls. I schedule the in-depth, qualifying interview with myself, then repeat the process until I have two or three candidates.

A client who is willing to pay a substantial fee deserves a focused effort. GRs present a candidate within 72 hours of taking the Job Order. At the least they let their client know what is happening and provide a realistic time frame to expect their next employee to come in for a visit. (Some positions do take weeks or possibly months, but that too is another topic.)

Grs never send out the unqualified, under-qualified, or a plain poor match. Nothing disappoints a client more than ignoring their needs. The art of Recruiting lies with the ability to firmly control each phase of the placement process. It is done with kindness, listening, and questions.

Grs aren't afraid to 'take away' an opportunity from an uncooperative candidate. They are direct. "There's stiff competition for this position, John. While you have an impressive background, I feel you may not be ready to make this move. I'll give you a call when an assignment develops that incorporates your background and maybe the timing will be right for you then." If the candidate starts to fight for the position, re-qualify, and discuss any hidden issues, not previously voiced.

If a client starts to drag their feet about making an offer, GRs bring up the subject and reserve the option of 'taking the candidate away' by sending that talented candidate to another, perhaps more appreciative, client. Grs let their client know what's happening and if the client wants a great candidate they need to get serious and make an offer.

The goal is to make placements. By being honest and fair to everyone involved with the process GRs keep the egos and feelings of those they relate to on an even keel. GRs get their fees because they keep sending great candidates on interviews for positions they are well qualified to perform.

Grs mean business and they communicate that message with their authority, demeanor, enthusiasm, recruiter skills, and expertise. Grs have fun. Grs take things in stride, keep the tone light but focused, forgive and forget mistakes others (and themselves) may make in the process. And Grs use the excitement and high energy that surrounds the placement process to make more things happen.

Sending your client a very qualified, motivated, personable candidate within 72 hours of the Job Order does more for a GRs credibility than anything else. It also makes Great Recruiters very wealthy.

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI certification to be qualified to operate as a license recruitment consultant in Singapore.

Information Technology Staffing Firms in 2014

The staffing industry is one of the fastest growing industries in the US. The US staffing industry is expected to grow at a rate of 6% in both 2013 and 2014, according to the "US Staffing Industry Forecast: April Update." The positive role of staffing firms in finding and recruiting candidates has actively contributed to the continued growth of staffing agencies. Companies consider staffing firms as an important tool for finding the right candidate for their vacant positions. According to the American Staffing Association (ASA), recruitment companies offer the following benefits to a business:

90% of businesses say that staffing companies create flexibility and opportunity to keep a full staff during peak busy seasons.

80% of staffing clients also say that staffing firms help them find the right candidates that can become full-time employees.

Since businesses acknowledge recruitment service is beneficial to their businesses' success, the continued growth of this industry in 2014 is not a surprise; this is the fourth year of significant growth of this industry post recession.

IT staffing industry this year

Analysts have already predicted the growth of the staffing industry for the next year but this year has also been a year of tremendous growth for information technology staffing firms. Staffing companies witnessed a growth rate of 4.1%, which is 2.4% higher than in the same period in 2012. With the expansion in staffing company's responsibilities, it is important to increase the number of recruiters as well. The American Staffing Association shows that there are 7.6% more staffing employees in October 2013 than there were in October 2012.

In addition to the staffing industry, the IT sector is also predicted to see a robust growth of about 7 percent. This is likely to increase the demand for IT professionals and create multiple job orders for IT staffing companies.

Certain factors contributed to the rise of employment firms and also encouraged their growth. The most important among them are:

Difficulty in finding IT workers: 60 percent of companies using staffing solutions agree that the primary reason for them to approach an employment firm is to find the right IT candidate for a vacant position. Although every year millions of technical students complete their graduation program from different American universities, it is difficult to find a candidate with the right IT skills and experience. Recruiting a candidate within a certain time frame is even more difficult.

Retaining IT talent: Retaining IT professionals is another great challenge for companies today. Seven percent of businesses agree that they have problems in retaining their best talent. Although an employee's compensation is an important factor in his tenure with a company, there are other factors as well that needs to be considered. For example, if an employee does not fit in with a company's work culture or his colleagues it is difficult to retain him, regardless of salary.

If you are finding for a recruitment consultant Singapore job, you will need to obtain the CEI certificate to be qualified to operate as a license recruitment consultant in Singapore.

Help I've Been Made Redundant - What Do I Do?

The first thing to do when you are informed by your employer of an impending redundancy or the prospect of an immediate redundancy is not to take it personally. In the current climate, people are being made redundant all over the world by lots of different types of companies and firms for pretty much the same reason which is that there is no business to support their continued employment. This is being seen across the spectrum, from very senior professionals down to junior members of staff and the grounds for redundancy can almost always be the same.

How employers go about making the redundancy is another matter entirely and in particular, how they decide which of their employees is going to be made redundant varies quite widely.

So the first thing is not to panic and take it personally.

The second thing is to immediately think of it as an opportunity to do something either concerning your career, your life or your future. Being made redundant can be a very rewarding experience as it can open new doors to you that would not otherwise have opened. In my time as a career coach and as a recruitment consultant, I see many CVs for senior and junior executives dating back to the early 1990s when similar market conditions meant that there were a large number of redundancies. When you look back and see what people have done after their redundancy is very interesting as often they have moved into a completely new field either in the same specialism or changing to something different.

Some of them have redundancies that span five or six years and that they find a new role and get made redundant again as the new company struggles to attract any business in the climate. This again has not stopped that person from carrying on and they have moved onto yet another role and they continue to do this for some years to come.

For a lot of younger workers, the whole issue of redundancy is fairly new as over the last ten years we have seen prosperity and expansion rather than redundancy and recession. This means that some professionals are not equipped mentally to deal with the prospect of redundancy and it is important to get through to those people that redundancy is not a hindrance to a career but rather a benefit and must be seen as that otherwise it can have a really detrimental effect on a person's outlook on life.

The third thing to do is to take action and not sit back. If you are told of an impending redundancy or that you are being made redundant with immediate effect, it is important to take action and think through your options. Do not under any circumstances sit back and wait for the whole thing to blow over. If you do this, you may find yourself out of work with no income and in difficulty both mentally and financially.

The fourth thing to do is to talk through your options with someone. Talking through options can be very beneficial as it will enable you to get a independent view on your circumstances and possibilities and this is exactly why career coaching can be so useful and beneficial. Talking to a career coach can give you practical possibilities, improve your prospects of employment and enhance your career plans. Career coaches and consultants see many people of all shapes and sizes and have a lot of fresh and original ideas on opportunities that you could consider. For example, it is no use looking at establishing a business if you have no interest in entrepreneurial activities or being your own boss. Similarly, it is no use looking at a career that will not afford you any chance of displaying entrepreneurial skills and someone to solely work as an employer for the benefit of someone else. It all depends on your personality and your life circumstances. Only somebody impartial can give you this sort of information.

If you are seeking for a recruitment consultant Singapore job, you will need to obtain the CEI cert to be qualified to operate as a license recruitment consultant in Singapore.

Reasons Why Manpower Recruitment Agencies Are Indispensable

Manpower recruitment is highly essential for proper growth of an organization. It is not easy to obtain the right candidates with the required skill sets. Today the business scenario witnesses tremendous changes and has to overcome innumerable challenges to obtain the desired results. The manpower recruitment services help the companies to search for potential candidates and thereby improve the growth of the company.

The Growing Significance of Manpower Recruitment
With the substantial growth of business and technology, the entire structure of work has changed requiring more skilled personnel for specific jobs. There are hoards of manpower recruitment consultants that assist companies to bring in the right candidates to meet job requirements. Companies can easily search for these recruitment services in the business to business directories. There are number of manpower recruitment agencies listed in the b2b marketplaces which act as intermediaries between the company and the recruits seeking job openings.

Manpower recruitment is a complex task as it involves understanding a person well enough to know if he is suitable for a particular job opening. It involves a huge responsibility as it has to provide the right recruit to the company as well as ensure that the candidates have obtained the right opportunity. Today there are wide number of agencies that provide their services to companies for recruiting skilled personnel. Most of the companies are outsourcing recruitment services to agencies for easy and better results. The company benefits with the recruitment of efficient candidates as they contribute to the development of the company by increasing sales and profits.

Why Manpower Recruitment Is Important
Every company requires a well structured and planned HR department which hires efficient candidates and acts as a lubricant between employees and the management. While today, most of the companies prefer to outsource the functions of an efficient HR department to recruitment agencies. These agencies provide their services at cost effective rates and ensure excellent results.

With the growing usage of online directories for job openings, potential candidates find it easier to search for the right job. The recruitment agencies make use of these portals for posting ads of prospective job openings. Interested candidates can apply through these online portals and the agencies can recruit the suitable candidates for their clients.

The recruitment agencies conduct a detailed research regarding the professional skills of the candidates and ensure that their skill sets match the requirements of the company. This process requires time and professional expertise. This is the very reason why most of the companies opt for professional recruitment services.

Some of the well known manpower recruitment agencies listed in the business to business portals are

• The India International Technical Recruiters, Delhi, which provides professionals to the IT sector, healthcare and BPO.


• FNK Services India Pvt Ltd which also provides consultancy and recruitment services.


• Integrated Personnel Service Private Ltd.

Manpower recruitment agencies play a vital role in recruiting efficient and skilled personnel within a stipulated time frame. It is highly cost efficient and beneficial to companies seeking to hire professionals.

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI certification to be qualified to operate as a license recruitment consultant in Singapore.

Essential People Skills Required By Recruitment Consultants

Recruitment opportunities are always available and many have tried their luck at them. The fact however is that only a few make it through such opportunities. Recruitment consultants want to give only the best to recruiting companies; hence, they pay attention to detail when making the cut from the long list of recruitment hopefuls. To increase your chances of making it to the recruitment, you will need to have essential people skills most of the consultants look at. Here are some of the skills that can help you land that job you have been dreaming of.

1. Sales skills
The fact is that placements don't just happen; you will need a sales nature to work it out and make it successfully. The more convincing you are the more valuable you will look for a company and this is critical in any recruitment process. If you can present opportunities in the best light possible, you will definitely enjoy success in the end.

2. Analytical skills
This is in the sense of being solution oriented by understanding the marketplace. If you are able to spot opportunities and come up with solutions for the same, you will be considered better equipped and more valuable. It is not always easy to succeed in recruitment if you are not very sure of the demands as far as the competitors and clients are concerned. So, this is an important skill.

3. Communication skills
Great communication skills are essential in any given recruitment process. You must therefore know how to speak with conviction when selling services to candidates and clients. The success lies in the impact your words make to the ears of the individual you are talking to. It is not enough for them to hear you, but it is most important for them to listen to what you have to say. This is where good communication skills are separated from not very good skills. You ought to have that ability to create and maintain relationships with everyone on your market list.
4. Positivity
A positive attitude will always get you by the dark days you are bound to face at some point. Rejection is something that you have to expect when undertaking your job. Your true measure is made by how you handle the rejection. The secret is to keep pushing and not allow the refusals to overshadow the possibilities of one valuable yes that might come out of the situation. Being positive means chasing after people who have no interest at all listening to you until they give you a little of their time. It can make all the difference between a success and a missed chance.

5. IT skills
If you are tech savvy, you will be best placed in recruitments. Almost everything now is computer run and knowing your way around the computer will be most beneficial. There are so many technologies available today and you must have the skills required to source for needed information within the shortest period of time. When you have the skills, you will most definitely be a step ahead of other candidates.

If you are sourcing for a recruitment consultant Singapore job, you will need to obtain the CEI basic to be qualified to operate as a license recruitment consultant in Singapore.