A profession open to all

In US, since 1998, a large number of recruitment firms have been united in a professional union, whose members have undertaken to respect a code of ethics. Nevertheless, any professional with or without a diploma, but with some experience in business life, and a good sense of business, can immediately put up an “Executive search badge“.

Fishing for candidates

When choosing a recruitment agency, it is best to keep in mind the two main methods used to find candidates. Recruitment through advertisements in the print media or on job boards is the most common. Some call it fishing, we put lines on digital streams and wait for the fish to bite. A more quantitative than selective approach that can satisfy some recruitment needs.

Generalist or specialist firm

Firms specialize by sector or function. Some fields require technical expertise: IT, new technologies, medical professions. The firms therefore have consultants from these fields with additional training in human resources or management. The specialization of a firm raises the issue of ethics. A specialist firm must properly separate client companies from those it keeps as hunting grounds, at the risk of violating its ethics. In US, a preconception is that you don’t hunt with your customers.

Headhunting

Hunting, more commonly known as the “direct approach”, consists in contacting an executive by email or telephone, who has not asked for anything and the firm offers him a new opportunity. Head hunting approaches executives and managers. The firm identifies the “target” framework corresponding to the requirements of the companies that have commissioned them. The budget for a hunt is higher than that of an advertisement recruitment consultant. A hunt requires time, know-how to target the right setting, to understand an organizational chart. In an era of unemployment for executives and senior managers, increasingly changing organizational structures, hunting has its limits, and firms, in order to have an exhaustive approach, increasingly use social networks. The rare bird can now be between two posts.

Choosing the right firm for you

To limit errors and make the right choice, here are some practical tips:
1 – Consult several firms
2 – Meet the consultant who will be in charge of the mission
3 – Ask which method is best suited to your research
4 – Ensure that the one who convinces you is the one who leads the recruitment
5 – Ask for rules of conduct with candidates
6 – Find out about the method of calculating fees
7 – Check the e-notoriety of the firm and the consultant
8 – Choose the one that inspires confidence and trust him/her.
9 – Require references and guarantees

There are more than 1200 firms or recruitment agencies in US, 1 in 5 is created by a sole trader, 80% have less than 5 employees, 20% of the firms make 80% of the market. The firm market fluctuates according to the economic situation, a drop in recruitment as in 2012 leads to firm closures that are often resurrected as soon as the economic situation is more favorable. It is up to each person to recruit their recruiter according to all this information, without forgetting that mutual trust is the basis for the success of a mission.

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Hi folks!

So… the company I work at is expanding. Good thing, or I'd be out of a job :).
Now, we're looking for several dozens of IT graduates from all over Europe (and some outside) to join a career kickstart programme as support engineer. They'd have to move to The Netherlands, of course we'll arange relocation / …

It's my first actual experience with an International recruitment project on this scale. Question is simple: what are your thoughts on how to approach this? I'm trying to get in touch directly with tech uni's through Europe, but with limited success so far.

We'll be launching a career site for this project soon to get some sourcing through this channel. We're also recruiting from CV databases, job platforms, … you know, the regular stuff which is insufficient for this volume.

Any thoughts are helpful!

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This Bot will save you time by communicating with each of your candidate's references and obtaining for you all the information you need to know about your future employee. You just have to sit and wait for us to send you all the answers! #startups #hr #recruitment

https://recruitment.truora.com/

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This Bot will save you time by communicating with each of your candidate's references and obtaining for you all the information you need to know about your future employee. You just have to sit and wait for us to send you all the answers! #startups #hr #recruitment

https://recruitment.truora.com/

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This Bot will save you time by communicating with each of your candidate's references and obtaining for you all the information you need to know about your future employee. You just have to sit and wait for us to send you all the answers! #startups #hr #recruitment

https://recruitment.truora.com/

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Hi I run a small cloud solutions company in Toronto. I'm tech focused but I've built out elements of a website for recruiting people for disabilities in Canada using video, we started the project because there is a grant in Canada that supports young companies looking to help people with disabilities with tech. Looking for someone interested in building a recruiting agency/company to take it further. I'm open to ideas and collaboration, we just don't want to see this project die when we think it's kinda cool and my team is too tech and IT focused and would rather collaborate with someone with the interest to turn it into a business. https://calendly.com/reddit-founder/recruiting-technology-platform

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Hello guys, Let me start off by saying I am not a recruiter, I know nothing about recruiting . Here is what I know: despite the fact that I make good money as a Software Product Manager(north of $200k annual) I still find myself wanting to help others get a job especially in tech. This passion led me to do a dry run training of 8 young grads in my tech stack and helped them land their first jobs out of college (they all started at $100k a year… not in San Francisco) . My tech stark is a unicorn with very limited candidates out there. I am now ready to let go my full time job and start a recruiting practice: train and place. I have setup a a very professional website (built it from scratch myself). I have compiled a list of companies using some flavor of my tech stack. Here is where I need advise on: 1- is it a wise idea to leave my job? 2- how soon can I start making money with my agency? 3- Will you work for equity in a staffing agency? High prospect. I am a product manager and will evolve this into an IPO-ready company some day. 4- What should I consider before quitting? I plan to quit in March next 2020 latest

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PR Recruitment Experts and Public Affairs Recruitment Specialists – We Match Ambitious Public Relations Candidates and Public Affairs candidates with PR Jobs and Public Affairs Jobs which they can define, shape and make their own. Make BoldMove Your Next PR Recruitment or Public Affairs Recruitment Partner.

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I own a small company that recruits a lot (say, 80-100) of people every year. For the last ten years or so, I've managed the recruitment process myself – sourced talent, screened and scheduled, interviewed, offered, etc. Now that we've grown, I want to delegate this function to my managers. However, my managers run siloed teams that are competitive with each other; attracting and securing talent would have a material impact on their effectiveness as managers.

How should I organize my recruitment pipeline so that potential candidates aren't receiving duplicated outreach or being fought over by the managers in a way that negatively impacts the candidate experience? Have any of you found yourselves working inside a system that can utilize a moderate-volume ATS while still designating different hiring managers for different applicants? Any insights would be valued tremendously.

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