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Empowered employees are the best employees.

This past week men and women around the world celebrated International Women’s Day. On this day women are recognized for their achievements without regard to divisions, whether national, ethnic, linguistic, cultural, economic or political. In light of this day, we wanted to highlight the 5 ways you can help to empower your female recruiters to help women flourish, develop and excel.

1. Find Out What Motivates Them

We’re all familiar with the saying, “treat others the way you want to be treated”. While this is important, a seemingly more important phrase would be, “treat others the way they want to be treated”. Everything thinks, behaves and is empowered differently. It is important to find out what motivates your female recruiters and then motivates them in that way, not the way you think they would want to be motivated or the way you would want to be motivated.

2. Help Them Build A Strong and Empowering Network

Fostering and cultivating a strong network for your female recruiters is another way to empower them. Allowing them to build a network of other amazing women in their industry will help bolster their confidence and share ideas. This in turn, will create better results for your business and help your female recruiters thrive in their career- win win!

3. Allow Flexibility in Thier Work Schedules

Many working women are also mothers, wives, chefs, tutors, chauffeurs and coaches and so much more. With so many hats to wear, adding a demanding career on top of that is a challenge. By removing some of the barriers that come with working a career and allowing your recruiters to have a more flexible schedule, will help to empower your female employees that they can do it all.

4. Provide Female Leadership

Another way to empower you female workforce is to provide access to female leadership. The opportunity for your employees to interact with female leadership will give them motivation of what they can strive to become.

5. Preach and Exemplify Inclusiveness of Everyone- On All Levels!

Lastly, one of the most exemplary things you can do to empower your employees is to preach inclusiveness, fairness, and respect for everyone. As much as women want to be empowered in the workforce, a larger issue is that they want to feel respected by their male counterparts. Preaching inclusiveness of people of all gender will create a mutual atmosphere of respect and create a culture which allows everyone to flourish.

Looking for jobs in Chicago? Click here to see how partnering with a staffing firm, like Esquire Recruiting, can help.

As we dive into 2018 and begin to delve into the challenges we faced in 2017 we are reminded that with challenge comes opportunities. This year, make it your mission as a recruiter to hone in on these challenges and use them to propel you into your future. Whether your goals are personal, health or career driven make 2018 the year that you not only meet your goals but make lasting change that positively impacts your future for years to come. Today, we are sharing our 5 tips to be a top recruiter.

If you’re a recruiter and one of your goals this year is to stay competitive and at the top of your pack in your industry or at your company then we are here to help. As a leading recruitment firm in Chicago, we think we have mastered the art of recruiting and retaining the best and most qualified clients for our clients. Luckily for you, we like to share our tips and experiences with you to help you become the top recruiter in your field and industry.

Here are our 5 cardinal tips to be a top recruiter:

 

1. Consider accompanying your clients to their interviews

This practice, commonly referred to as a “walk on by” is a crucial element in differentiating yourself from other recruiters and making your client feel as confident and comfortable as possible. A walk on is when a recruiter physically accompanies a candidate to an interview, instead of sending them to the interview solo. This practice is useful in many ways including getting additional time with your client and the opportunity to answer any last minute questions your client may have or last-minute prep. This practice is sure to set you apart from other candidates and a way to make sure your clients remember you

2. Become a candidate “insider”

The best way to connect to your candidates, and tailor their personality and interests to their dream job is to research and find out what they like. Become an “insider” to your candidate by asking them what publications they read, what LinkedIn groups they’re in, what social media platforms they’re on, and who they follow, see where they ’re on the web. Most importantly, don’t just find out this critical information, take the next step to follow these social influencers, subscribe to the website or publications. By emerging yourself within your candidate’s lifestyle you will be more accurately tailor your recruitment efforts to positions where your candidate will thrive, and in turn, helping you advance in your career.

3. Send candidates to on multiple interviews

With the rise of social media, it is increasingly easier for a candidate to research and set up interviews on their own. This has made the job market even more competitive. To stay on top of the competition, candidates need to be sent to multiple job interviews. During your “insider” process be inquisitive of the companies your client respect and tailor your recruiting process to similar companies.

4. Develop a referral program

If you have been in this profession for longer than 18 months, over 50% of your candidates should be the result of referrals.

5. Focus on the 5% of candidates that you will actually place

There is a common misconception that recruiters are guaranteed to place 100% of candidates that come to them. This, unfortunately, is not the case, and in reality, recruiters place 5% of the candidate we attract. Unfortunately, the other 95% are often not placed but deserve to have a positive experience when interacting with you and your firm. The average recruiter spends in excess of 90 minutes a day taking incoming calls and providing free career advice to individuals who represent the least placeable candidates. With such small margin, it is essential, to focus your energy and efforts on the 5% you will place and provide the 95% with resources that can help themselves. This way you’re focusing on efforts that will help you succeed, while still providing a positive experience for the candidates you cannot devote your efforts too.

 

If one of your New Year’s resolutions was to land your dream job, then you’re not alone. As mentioned in our previous blog article, the months following the New Year are the most prevalent for landing a new job. This attributes to many factors, but likely most prominent is the promise of a new year and the burst of motivation and inspiration that comes with it. Defining your career goals can be challenging, but it is essential in helping you land your dream job in 2018.

The reality is though, new year’s resolutions are tough, as it is found that upwards of 80% of resolutions fail within the first two weeks. Landing a new job can be especially challenging considering the process can often time be long and drawn out, with high rejection rates. Another challenge is what if you’re not even sure what your dream job is or looks like? To begin the process of switching to a career you are truly passionate about, you need to do some soul-searching.

Answer these 10 questions honestly and review your answers to help you revalidate your career goals, and to help propel you into the career of your dreams. Whether you are 15 years into your career, or a newly graduated college student, self-evaluating your goals and career ambitions is always relevant. And there are some questions to ask ahead of time to ensure you’re setting the right goals; ones that are achievable too.

7 Questions to ask yourself in 2018

  • What do you wish you would have done last year that you didn’t? How can you incorporate that into your new goals for the New Year?
  • What are your top three priorities in the New Year and how will you measure progress toward achieving them?
  • What are your biggest overall career goals and what steps can you take toward achieving them in 2018?
  • What other professional development goals should you be setting? How do you plan to achieve them?
  • What are your biggest strengths? What are some ways you can put them to better use in 2018?
  • What are your biggest weaknesses? How can you overcome them in the New Year?
  • What is the number one most important thing you’d like to accomplish in 2018?

Once these questions are answered, you can effectively start setting career goals that align with your ambitions in 2018. Goal setting is challenging, but providing the right framework to be able to set the right goals is how you can create goals that are achievable, measurable, and substantial enough to help you make the leap to a career you love.

As a leading provider of staffing in Chicago, we have the knowledge and experience – not to mention the expansive candidate network – to help you find and hire the people you need. To learn more about the benefits of working with a staffing agency, like Esquire, feel free to check out this blog post, and be sure to view our latest openings.

For new or small professional services organizations—think doctors’ offices, accounting companies, and law firms—figuring out how to weigh or increase advertising ventures can be a big problem. How many people and resources should you devote to it? What are the important traits for a marketing manager? As usual, there are no quick wide-spread solutions to hiring marketers for professional services firms; just guidelines.

How big should my marketing team be?

Always hire personnel based on the best use of resources, not the overall size of your firm. The number of people you hire, their experience, and salary, depends on what you hope to get from the department. Scale your marketing team size by goals and initiatives, not total staff. No matter your size, if you’re going to spend good money on marketing, try for at least one full-time employee.

How much should I budget for a specialist?

Especially in the professional services sector, plan on relatively high pay for marketing staff. Many small firms struggle to find hires willing to deal with, say, a one-man team or state bar advertising rules. Therefore, compensation offers must be more appealing than those of other offices with established and organized marketing teams. Still, salary will depend on the employee’s education, experience, and time commitment.

 

What skills show promise in marketers for professional services?

An employee with experience in an accounting firm will have an advantage in understanding and marketing that service. Written communication and relationship-building are must-haves. In such referral-based fields, traits such as extroversion and empathy are valuable– especially if you don’t have a business developer of some sort sharing the outreach work. Depending on the size and structure of your company, either teamwork or independence may be essential for the job; social media or event planning skills may rank high on your list of needs as well. Finally, remember the general skills that make a good employee: accountability, attention to detail, and fit within the workplace.

 

Marketing jobs can be hard to hire for, especially in smaller professional services firms with shared responsibilities among staff. If the task falls to you, be prepared to weigh these industry-specific considerations. Ultimately, however, the best marketing candidate depends on the specific needs of the office.