How to Hire Engineers with the Most Efficiency

, , ,

It’s no secret that the engineering world, along with many other industries, is experiencing rapid changes on a nationwide and global scale. Interdisciplinary work and experience are slowly becoming a need rather than a nice-to-have. With international companies and remote work, organizations can now compete for talent on a global level. Modern-day challenges ranging from environmental and sustainability concerns to digital transformation initiatives and rapidly changing consumer expectations, demand for programmers, data analysts, and cybersecurity engineers is increasing. No matter where you look, companies are in search of the right, skilled engineers for the job. Finding and attracting top-tier talent is no easy feat – so how can you hire engineers with the most efficiency? Below are some best practices to help improve your hiring practices specifically for the engineering field, plus how a talent partner and recruitment agency like Brightwing can help. 

Inside the Steps to Hire Engineers

To recruit engineers, as with any skill hire, you’ll need to understand the depth of the position, the technology or space you’re in, and the skills necessary in order to be successful. Targeted recruitment strategies are required in order to help you expand your brand’s reach. Specialized professional recruitment agencies like Brightwing have dedicated teams with deep networks and insights in their respective industries. Our engineering recruiters leverage their 50 plus years of combined experience to attract, find, and hire engineers for the right job. Recruitment works best when you treat your recruiting agency as a partner, collaborating on job qualifications, responsibilities, and expectations – aka defining your engineering hiring process. 

What Do You Need?

Before posting any ads or fielding any candidates, you must first identify what you need. Define the job role and skill requirements. 

  • What type of engineer is needed for the job/project? Software engineer, electrical engineer, etc? 
  • Does the engineer for hire need to hold specific certifications or have certain skills?, Knowledge of programming languages, hands-on professional experience, or is this an entry-level position? 
  • What educational background is necessary for this role? 
  • What soft skills do you expect this engineering hire to have? Identify which soft skills will guide how you hire engineers. You may not post all of them in your job description, but knowing whether you want your engineer to have excellent communication skills or leadership capabilities will heavily shape your final choice of candidate.

Crafting the Perfect Search: From Engineer Job Description to Recruiting Technology

To hire engineers with the talent and skills you’re looking for, you need an engineer job description that is clear and informative. 

  • Emphasize the unique aspects of the job and what your candidates can expect to do on a strategic high-level and on a daily basis. 
  • Be transparent about salary estimates and benefits packages. 
  • Incorporate inclusive language that resonates with diverse groups. 
  • Capture growth and advancement opportunities. 

Above are some practical approaches to crafting effective engineering job descriptions. A talent partner and recruitment agency like Brightwing can help you capture all these details and more to find and hire the right fit for the job. 

Interviews and Onboarding

The final step in hiring engineers is interviewing and onboarding. In a traditional hiring process, you might structure your interview to evaluate both technical aptitude and synergy with the workplace culture and ideals. However, if you’re trying to hire with optimal efficiency, using a recruitment service like Brightwing helps streamline your HR hiring process. Engineering recruiters take the time to get to know individual client teams, their needs, and their overall company. This “getting to know you” phase paired with intuition that never fails us allows our engineering recruiters to identify the best-fitting engineers. No more sifting through a stack of hardly vetted resumes and second-guessing your decisions – qualified, talented, and available candidates are your options. 

Priming the Company for Successful Searches

While having established HR hiring processes and the best recruiting resources in place – recruiting and maintaining top talent all comes down to one thing: your employer brand.  Your company’s values, work culture, and employer brand reputation will ultimately determine your success in hiring – and retaining – engineers. If you haven’t already, get a pulse about how past candidates have reviewed your organization. If you’ve received difficult feedback, it may be time to introspect as an organization and possibly promote your employer brand through social channels. 

The Employer Brand

At the heart of your employer brand are the values you drive. Does your recruitment marketing material align with your brand values and what you look for in candidates? Do you have employee stories sharing their experiences working at your organization? Industry-wide awards, recognitions, and certifications of excellence add additional rapport to your employer brand. Additionally, taking on relevant social initiatives adds an emotional connection and loyalty to your brand. Lastly, keep your brand active and top of mind for active candidates. Make yourself present at industry events, job fairs, universities, etc. 

Setting Expectations 

Oftentimes the engineering recruitment process misses details about the nature of the job, salary, and benefits. When this miscommunication happens, the candidate may turn down the offer at the end of the process.

Engineers Trust Brightwing

Brightwing’s engineering recruiters know the industry inside and out. Our locations in Metro Detroit and Dallas-Fort Worth are comfortable navigating the nuances of industrial engineering, manufacturing engineering, process engineering, and more thanks to years of experience working with high-profile clients to place candidates with specified technical expertise. With thousands of job placements under our belts, the Brightwing team understands the latest developments in the field. That knowledge is an enormous advantage that not every employment staffing agency can offer. That’s why our interview-to-hire rate exceeds the national average by nearly 40%. If you are looking for cutting-edge engineering candidates, contact Brightwing today. 

From Collaboration to Transformation: The Evolution of Business Partnerships with Brightwing Recruitment Agents

, , , ,

The world is changing rapidly. 

The world is changing at the fastest rate in history. 

The pandemic accelerated technology and innovation by years. 

The above are just a few of the common headlines we’ve all been witnessing in recent years. It’s no secret that the world is changing, and that translates to changes in all facets of our lives – and most importantly, our work. But what does that mean for us? 

With changes on a global scale – international companies, remote work, and new technologies – it becomes imperative to understand the talent market and what that means for your organization. The world of work is evolving. Additionally, the world of talent is evolving. The world of recruitment is evolving, too. Now, more than ever, having a reliable and credible talent and recruitment partner on your side will help you navigate uncertainties in a constantly evolving world. Over 50 years of serving clients and candidates, we know a thing or two about navigating change. Our recruiters have decades of experience and on-demand networks that will offer recruitment help and keep at modern-day pace. 

An Ever-Changing Landscape

Any partnership with a recruitment outsourcing company is bound to evolve in order to adapt to constant change on a global economic scale. Businesses worldwide adopted agile business models to stay more flexible in the face of uncertainty. At the same time, increased regulatory scrutiny and globalization have led to many companies widening their scope to previously untapped markets. The increasing prominence of the gig economy fundamentally changed the way individual job candidates opt to find their work. Similarly, remote and hybrid work schedules embedded themselves permanently into the array of options for job candidates who prefer the benefits of a work-from-home environment.

We haven’t even mentioned the increasing digitization across industries, the rise of big data, the exponential growth of e-commerce, a new focus on sustainability and inclusion, and other key components of the economy in recent years – all of which are changing how we do business. Companies are investing heavily in data security as they take bigger and bigger risks, and amidst all of this change, a supply of hand-picked, talented personnel is more necessary. We know correlation doesn’t equal causation, but looking at the recent past, it’s likely that things are only going to get more exciting and fast-paced moving forward.

The Function of a Recruitment Outsourcing Company

Traditionally, recruitment agents worked as intermediaries in the economy to source candidates and match them with open positions at client companies. Hiring agencies assess candidate skills, query references, and run all relevant background checks. While the average recruitment outsourcing company provides support during the onboarding process, few expend the energy to uplift their candidates. That’s because effectively fitting a candidate to the job – and helping ensure the job provides growth and opportunities – requires that recruiters truly understand the candidates and the clients. Without taking the time to get to know candidates on an individual basis, it will be challenging to place them into a position that is perfect for them.

The Here at Brightwing, we’re forging relationships that give our clients valuable skill sets and our candidates long-lasting jobs. A great recruitment outsourcing agency stands with you as a partner, and forges great relationships on your behalf – it’s why our recruiters prioritize the people element and get to know our clients and candidates in a meaningful way. Our work goes beyond matching people to jobs: It’s providing people with fulfilling work and providing teams with the right skills to set them up for success. 

How Will Recruitment Help Look in Future Years?

AI and data are irreversibly shaping the landscape of work, and that includes recruitment help. Data-driven frameworks and models designed off of enormous datasets grow more sophisticated by the day. AI tools can currently screen resumes, match candidates to fitting positions, and interact with candidates on a cursory level. Recruitment agents in coming years must learn to balance the advantages of this technology with the human heart at the center of their industries. While Brightwing is, and always will be, invested in technological innovation, we believe the human element of this work is irreplaceable. Our recruiters will continue to navigate the use of technology with the nuance and subtlety it deserves.

Where Do Brightwing Recruitment Agents Start?

We like to say that our recruiters know how to go from zero to best friend in sixty seconds just by their ability to ask the right questions and say the right things to make candidates feel comfortable. We make it clear that we are here to offer recruitment help, and it’s why we’re able to build and maintain deep networks of top-tier talent. Our recruiters’ tenure surpasses the industry benchmark, giving us access to developed networks of talent that we’ve already established trust and rapport with. 

The Difference a Brightwing Recruiter Can Make

Business partnerships with recruitment agents don’t just create work, they create a difference. Our first-year trajectory aims to give our agents a core curriculum of industry-specific skills quite unlike anything other hiring agencies have to offer. Our agents understand the nuances between IT work and electrical engineering, financial analysis, and project management. This is the result of one year of training with Brightwing – and most of our team has been here for much longer than one year. Working with a Brightwing agent means accessing a depth of expertise that is unparalleled in the rest of the industry.

We have three offices in Metro Detroit, Dallas-Fort Worth, and South Florida, though we are no strangers to recruiting for remote work. Our Florida location specializes in mid to executive-level IT, while our other two locations focus on staffing the full range of our target industries. The key difference between average hiring agencies and partnerships that will last a lifetime is that the latter develops from the ground up through intentional recruiter practices, networks, and experiences. Only a focus on genuine human potential beyond the standard names and numbers can get you there. This is the Brightwing difference. Contact us today to find out more about our Brightwing difference!

Innovate or Stagnate: Brightwing’s Role in Fostering Innovation in Your Workplace

, , ,

Fostering innovation has been at the forefront of conversations for many business leaders in recent years. In the fast-paced environment of modern-day business, a commitment to embracing innovative ideas is required to keep you ahead of the curve. By harnessing a company culture that makes employees feel heard and taken care of, employees will feel empowered to contribute to company growth and culture. That can be easier said than done – so where do you start?

Defining Innovation

We can describe innovation at work in much the same way as we describe innovation in the market, by differentiating between incremental innovations and disruptive innovations. Incremental innovations, also known as sustaining innovations, consist of improving your existing offerings in fostering loyalty towards your brand. Disruptive innovations consist of new ideas, products, and adopting cutting-edge technology; this type of innovation usually takes on more risk. These patterns hold true when fostering innovation in the workplace. Assess where you are at: You can either take the existing workplace culture and drive it towards an ever-refined goal or dive into a new status quo with big exciting changes. Let’s consider some variables at play in developing workplace innovation ideas.

If you’re looking for innovative ideas in the workplace, a good place to start is with the talent pool itself. Your workplace culture and standards begin with people having ideas, and those ideas develop and change as more people get to interact with them. In other words, improving your current talent improves those ideas. Incremental innovation at work may involve internal promotions, training, and opportunities for your employees to refine their skill sets and better themselves. Disruptive innovation may involve the creation of new workplace traditions, initiatives, and rewards for your employees, or even introducing new incentives, benefits, and partnerships. You may even introduce new positions to your organization and recruit new talent that is dedicated to innovation and exploring new technology. These are just some examples of ways to demonstrate to your employees how you as an organization are committed to innovation and welcome their contributions to those initiatives. 

Innovation at Work: Leadership and Employee Engagement

When it comes to introducing and fostering innovation, team alignment is key. Leadership must be clear about their goals and solicit employee engagement. On the other hand, employees should be expected to participate. Leadership should prioritize rewarding creativity and welcome opportunities for feedback that can improve the organization. Getting feedback from employees is an excellent way to encourage engagement and learn what areas would benefit most from workplace innovation ideas. For innovation at work to function, everyone has to meet in the middle in a top-down and bottom-up approach. Opening the floor for structured risk-taking empowers your employees to go out on a limb and offer input they might otherwise not. Brainstorming sessions and the aforementioned strategies of open feedback and improving training opportunities grow confidence in your employees, blazing the way for them to drive workplace innovation ideas that were previously out of reach. The real takeaway is to find out what your employees really want and assess whether it will improve your business. Putting your people first will go a long way in motivating them to bring their absolute best to their work every day.

Adapting to Change and Innovative Ideas in the Workplace

The landscape of work in the United States is radically different today. Workplace standards and ideas that would have sounded whimsical and out of place just ten years ago are within reach today, and better yet, they make the workforce happier, more creative, and more productive. Keep an open mind to new practices –  they might be true innovations at work. Some features of the modern workplace pertain to policy and procedures. Contemporary employees often look for parental leave, hybrid or remote work, and other benefits as key indicators for flexibility. Introducing them into your workplace will not only aid recruitment but also retention.

However, other key components of a flexible workplace have less to do with those concrete work policies and more to do with attitude. Devote resources towards staying on top of the latest developments in project management and adjust your management training appropriately. We recommend hosting these trainings regularly and openly. If you maintain the stance that no one in the company is left behind when information changes, your veteran employees will continue to feel valued and included. Most of what we’ve covered so far might fall under the umbrella of incremental innovation, or relatively safe disruptive innovation. We haven’t gone in-depth to discuss one of the strongest disruptive tools for fostering innovation: recruitment.

Recruiting as a Tool for Fostering Innovation

As mentioned above, ideas originate from and are refined by people. Hiring is an essential aspect of running a business and always will be. So why not leverage it as a tool for fostering innovation? When you take your focus off of hiring, you leave talent, innovative ideas, and your future on the table. Working with a recruitment agency is an excellent way to optimize your potential talent to this end. Recruiting agencies specialize in finding the right fit for the job, developing long-lasting relationships with key talent, and increasing the pool of readily available skilled labor. Without having to focus on these aspects of hiring, your company can balance other aspects. This may include developing a respectable brand, building stellar products and services, designing exceptional workplace practices and culture, etc. Depending on the industry, a recruiting agency can give you an even bigger leg up. After all, the readily available workforce may be minuscule. Why waste time when you can easily hire the cream of the crop?

Brightwing for Better Innovations

Traditional job postings do work to find new and innovative employees – most of the time. But if you want your talent pool to be far above average, work with Brightwing. With some of the highest retention rates in the industry, our approach has a proven track record of success. We hand-pick everyone we work with, both candidates and clients. Brightwing specializes in hiring for IT, engineering, financial services, and operations work. Contact us today to start innovating in your hiring processes.

Best Ways to Hire for Your Lending Business

, , ,

[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]

Hiring for a lending business

Financial industry jobs are anticipated to grow by 10% by the year 2026. This means it will soon become more important than ever for financial services recruiters to know how to find, hire, and retain talent. 

Lending service hiring is a very specific process. It has challenges that make it more difficult to find the right people to fill open roles than other industries may have. Your company’s financial services recruitment strategies need to be on point if you want to land the most qualified candidates.

What Are the Challenges of Financial Services Recruitment?

Every industry is unique when it comes to best practices in recruiting new candidates. However, many would argue that the financial industry is the most difficult. A large reason for this is simply a lack of suitable talent. In fact, 76% of accountancy and finance employers said a shortage of suitable applicants is the biggest obstacle they face when it comes to hiring. When you add the fact that financial industry jobs often require niche skill sets, navigating a small pool of candidates is even more challenging. Finally, financial employers are often competing with many other sectors for new talent. Many young employees today are pursuing jobs in fields like tech over finance. So, you’re not only competing against your direct competitors but companies in other industries as well.

How Can You Improve Your Lending Service Hiring Strategy?

Despite these challenges facing the industry, there are ways you can position your company ahead of the competition to land some impressive new hires.

Improve Your Employer Branding

If you want to get the attention of quality candidates, you will need to invest in your employer’s brand. You should begin by researching how potential candidates perceive your brand and the things they really want to know about you. Then, you can analyze how those expectations differ from what you’re actually showing them. How can you influence potential candidates’ perceptions about you to appeal to even more people?

For example, you’ll likely be competing with new, fintech companies that have a youthful, engaging brand. If that is something many candidates are looking for, they will skip applying to your traditional, conservative brand. In order to be competitive, you’ll need to make sure your company comes across in a way that resonates with the people you consider to be your ideal candidates. 

Use Recruitment Marketing Strategies

Lending service hiring really is a form of marketing and it doesn’t end with your company branding. You’ll also want to consider how you can employ strategies that will help you build an extensive pool of qualified candidates. This pool can be used for both current and future job openings. 

You’ll want to use digital tools such as programmatic advertising to help get your open positions in front of the right candidates. Another effective strategy is to create ideal candidate profiles for any job openings. This will help you identify the attributes that are most essential to success on the job. It will also help you employ programmatic advertising that targets the candidates with the skills you’re looking for.

Expand Your Sourcing Strategy

Are you looking in the right places to find new hires? Your open positions should be posted in relevant places like social media platforms and online job boards. Online job boards are one of the best places to advertise your openings since 71% of finance professionals said they look for work through these platforms. You can utilize general job boards such as LinkedIn or Indeed and specialist lending service hiring boards.

College job fairs and other recruiting events are another great way to expand your sourcing strategy. These are especially effective in meeting entry-level candidates. If the results of these strategies aren’t satisfactory, utilizing a recruiting agency like Brightwing is an excellent option. We can help you create a more effective sourcing strategy and even take some of the work off of your hands.

Make Growth and Inclusion Part of Your Employee Value Proposition

Today, employees are looking for more than a place to earn a salary. They want to work for a company that encourages their personal growth and prioritizes inclusion. Candidates should hear your employee value proposition (EVP) and immediately know there’s nowhere else they’d rather work. Can you offer training opportunities that your competitors can’t or won’t? Are there clear paths for advancement within the company? Do you hire people of all backgrounds? These are all things that should be an integral part of your EVP. 

Connect Through Email and Social Media

Email and social media are highly effective ways to reach the younger generations of applicants. Consider utilizing email as a way to stay in touch with candidates who didn’t make the cut. You can maintain a relationship and nurture them to keep them in the loop for future job openings using email.

Professional social media sites like LinkedIn are also useful for connecting with candidates. If you’re not convinced it’s a place to spend your time and money, consider that 49% of professionals follow relevant organizations on social media to keep up with their recruitment processes. You already know they are looking there, so why not reach them where they’re already active?

Start An Employee Referral Program

There is no one better to vouch for your company than someone who already works there. Inevitably, your employees will know people who work in similar industries or at other companies. Getting employee referrals is an extremely easy and efficient way to reach new talent. 

You can start a referral program by rewarding employees for recommending employees they think would make great candidates. Employee referral programs lower the time to hire and also help save on recruiting costs so you are not sourcing. In addition, you already know these candidates have a good relationship with your current employees, which is a win-win.

Lending Service Hiring is Hard

There’s no denying that recruiting in the financial industry is hard. Talent is in short supply and the competition is fierce. That’s why lending service hiring and recruiting has to be an active process, not a passive activity. You need to show potential employees why working for you will be the best choice for them. That means marketing to job seekers in a similar way to how you market to your customers.[/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s talk

[/vc_column_text][vc_column_text css=”.vc_custom_1571085449280{margin-top: 0px !important;margin-bottom: 0px !important;border-top-width: 0px !important;border-bottom-width: 0px !important;padding-top: 5px !important;padding-bottom: 20px !important;}”]

SEND US A MESSAGE

[/vc_column_text][vc_row_inner][vc_column_inner width=”1/4″][/vc_column_inner][vc_column_inner width=”1/2″][wpforms id=”27272″ title=”false” description=”false”][/vc_column_inner][vc_column_inner width=”1/4″][/vc_column_inner][/vc_row_inner][vc_empty_space height=”55px”][vc_row_inner][vc_column_inner][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row]

What is Technical Recruiting and Is It a Good Career Choice?

, , ,

[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text css=””]

Technical Recruiting as a Good Career Choice

If you identify as a person with excellent communication skills, a strong curiosity streak, and have knowledge of technical career fields, then becoming a technical recruiter could be a good career choice. 

What is a technical recruiter? 

A technical recruiter is a recruiter who specifically looks for talent to fill technical roles, which are jobs that require certain skills and expertise (usually in IT and engineering). Often, technical recruiters have at least two years of experience in the industry field they will be recruiting for, and formal education gives a prospective technical recruiter a competitive edge. 

Technical recruiters match people with opportunities to create a pool of qualified candidates for sustaining a pipeline of talent.

What does a recruiter do? 

To decide if technical recruiting is a good career choice for you, it’s important to understand the duties and responsibilities of a technical recruiter. 

Build recruiting strategy 

Recruiters are responsible for building a pool of qualified candidates for a talent pipeline, a task that is critical to securing a  recruiting firm’s success and longevity as they target the skillset. The importance of the task means that recruiters will have to strategize how to best find new talent and build relationships with them. The process involves reaching out through social media, job boards, text messages, emails, and phone calls.   

Identify sources of high-quality talent

A technical recruiter needs to identify the spaces where they can find qualified candidates for a technical role. This process often includes finding the right circles on recruitment-friendly websites such as LinkedIn and searching for candidates through social media. It’s also important that recruiters maintain a strong digital presence to present themselves as reliable and approachable. 

Reach out to prospective hires

This task is likely the first thing that comes to mind when you think of becoming a recruiter, and it’s a task that requires some tough skin. Technical recruiters will have to reach out to candidates who they identified through their searches who would be potentially good fits for the roles they are looking to fill. Recruiters will also have to be able to market different job opportunities to a prospective candidate. Often, it means reaching out to people who are not interested and being unfettered by blunt responses, rejection, and silences.  

Screen and interview prospective talent

Technical recruiters have to ensure that the candidate is qualified, which is why having industry knowledge is important for the job. The process often includes interviews, technical assessments, and other screening techniques-–often with multiple steps to guarantee talent and experience. To fully assess if a candidate is suitable for a role, a recruiter will need to have strong interpersonal skills and critical thinking.

At Brightwing, we use our tried and tested BRIGHTView Process to guarantee we find qualified individuals for our targeted positions. Beyond gauging a candidate’s technical capabilities, Brightwing technical recruiters dive deeper to learn about a candidate’s soft skills, career aspirations, and potential cultural fit. Brightwing recruiters spend time with the candidate themselves, as well as with previous managers and co-workers to get a 360-degree view.

Recommend prospective hires

Once a technical recruiter has found a candidate they think will be a good match, the candidate will likely be submitted to the client for the role. It is also a recruiter’s responsibility to present the recommended candidate in the best light. 

Coordinate and consult on client interviews

When a client decides to interview submitted candidates, the technical recruiter coordinates the interview scheduling and coaches candidates on how to perform their best during the interview. They’ll follow-up after each round of interviews with feedback from the client and tips on how to best approach the next phase of the process.

Offer and negotiate job offers 

Once the client decides they’d like your candidate to join their team, recruiters will have to contact the candidate with an offer and close them. The conversation can include questions and conditions from the candidate, during which a recruiter will have to answer and negotiate effectively to convince them to accept the offer. 

Represent businesses at job fairs

Recruiters will often be present at job fairs where they will promote and represent their business while also searching for potential employees and candidates. 

Is recruiting a good job? 

High Demand and Potential for Growth

There is currently a recruiter shortage. Today, companies are not only facing a staffing shortage, but also difficulty finding recruiters who can fill those shortages. As such, recruiting jobs are in very high demand with ample opportunities and chances that pay well. According to Indeed, the average technical recruiting job in the US pays around $60,737 a year, while Built-In says the average is closer to $85,000. 

The recruiting industry is also expected to grow in the coming years, which means that there will be growth reflected in both your salary and in recruiting firms. Entering this industry means you won’t be short on good opportunities. 

Work with Purpose

It’s hard to feel motivated by a job if you feel like you’re not making any sort of difference. But as a technical recruiter, your efforts will be tangible. You will be matching people with their best-fit opportunities, which means that with each placement you make, you have brought in new talent to a business. You can feel that you are doing valuable work both for the people you recruit and for the clients you serve. 

Your efforts will also clearly be reflected in your pay, as successful placements will give you commission fees and high-quality recruiting will lead to significant bonuses. 

Transferable Skills and Industry Freedom

A recruiting job is basically a sales job, which means there are countless soft skills you will learn from being a recruiter that you can transfer to other jobs. From excellent listening skills to critical thinking to negotiating, having a recruiter’s skillset prevents you from feeling trapped in one industry, and multiple doors will be open to you in the future. 

Become a recruiter

Here at Brightwing, we hire and invest in our people to help them reach their potential. Learn more about our careers today and send in your resume to see if becoming a recruiter with Brightwing is the best opportunity for you! [/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s talk

[/vc_column_text][vc_column_text css=”.vc_custom_1571085449280{margin-top: 0px !important;margin-bottom: 0px !important;border-top-width: 0px !important;border-bottom-width: 0px !important;padding-top: 5px !important;padding-bottom: 20px !important;}”]

SEND US A MESSAGE

[/vc_column_text][vc_row_inner][vc_column_inner width=”1/4″][/vc_column_inner][vc_column_inner width=”1/2″][wpforms id=”27272″ title=”false” description=”false”][/vc_column_inner][vc_column_inner width=”1/4″][/vc_column_inner][/vc_row_inner][vc_empty_space height=”55px”][vc_row_inner][vc_column_inner][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row]

Does LinkedIn Really Work to Find Jobs?

, ,

[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]

LinkedIn for job searching

If you’re like millions of job seekers around the world, you probably have a LinkedIn profile. And you also probably keep it updated with details about yourself and your previous jobs to hopefully capture the attention of a hiring manager.

Many people use LinkedIn as a way to stay connected with colleagues, peers, and thought leaders. Thanks to their job board, many also use LinkedIn to find a job. Since you’re already active on the platform, why wouldn’t you use it for an additional purpose, too? But it’s worth asking, is LinkedIn the best place to find and apply to jobs on? More often than not, the answer is no.

Is LinkedIn a Good Place to Find a Job?

If you want to spend weeks and even months looking for a job, then LinkedIn is a good place to find a job. These are some of the reasons you may not want to use LinkedIn to find a job.

The Resume Problem

It’s common knowledge that you should customize your resume to fit whatever position you are applying to. Many companies utilize applicant tracking systems (ATS) that scan your resume for certain keywords that match their job description. And if your resume does not include them, your resume will most likely be immediately discarded. Unfortunately, LinkedIn only lets you upload one resume that you can use for applications. It just isn’t possible for you to tailor a single version of your resume to every position. 

Not All Employers Post on LinkedIn

In theory, using LinkedIn to find a job seems like a no-brainer. And maybe it would be – if every company posted openings on it. While there are certainly a lot of companies that are active on LinkedIn, that doesn’t mean they’ll post open jobs on it. In addition, many companies are not active on LinkedIn at all. Needless to say, they won’t be posting their job openings on the website. If you are using LinkedIn as the only way to find a job, you will be missing out on a large number of opportunities. 

Fake Job Listings

You may not expect there to be scams on a professional network like LinkedIn. But as more people use the platform to look for jobs, the number of scammers is also rising. Still, not all job postings are spammers or identity thieves. Sometimes, companies put up job listings simply so they have backup resumes on file. Others may use it to simply test the waters and see if there’s a qualified candidate out there for a job that is not currently vacant. No matter what the context is, these fake job listings are a waste of time. They can even be potentially dangerous. If you don’t feel confident that you’d be able to spot a fake listing, you might not want to use LinkedIn to find a job.

It’s Hard to Get Noticed

Some people believe that simply having an up-to-date profile is enough to find a job using LinkedIn. However, that could not be further from the truth. Currently, there are over 800 million members on LinkedIn in more than 200 countries and territories. With that many people in one place, it’s difficult to get noticed. Getting noticed by a potential employer would take a significant amount of work on your part. You are probably already pressed for time in your schedule to job hunt. Adding consistent content creation and profile updates to your to-do list is unnecessarily stressful. Recruiters may often find you via LinkedIn and that relationship is certainly worth investing in.

Why Choose a Recruiting Agency as a LinkedIn Alternative

When it comes to LinkedIn alternatives to finding a job, a recruitment company is your best bet. Working with a recruiting agency provides you with the upper hand you may need to secure a new job. With local connections and industry knowledge, a recruiting company like Brightwing is a much more effective way to find your new job. Not convinced? These are just 5 reasons we’re a better LinkedIn alternative to finding a job.

Get Your Foot In The Door

Are you struggling to even get a first interview when you apply to jobs? You might be running into a problem with the applicant tracking systems (ATS) many companies use to weed out unfit candidates. Unfortunately, most jobs do not have a real person looking at every resume that comes through. Instead, the ATS decides which select few resumes should be reviewed by a person. 

So where does a professional recruiter come in? They have strong relationships with companies and hiring managers. These connections give the recruiter a chance to vouch for you and help you stand out in a very competitive job market. They add a personal touch that you won’t get by submitting an application online only.

Saves You Time

Searching for open jobs, customizing your resume, and applying is not an efficient method for finding a job. A recruitment agency works with you to quickly find jobs that are the right fit for your experience and aspirations. Recruiters can evaluate the fit and connect you with the hiring team much faster than doing it on your own. 

Extend Your Reach

A recruitment agency is always looking to fill new, open positions. That means with each new job vacancy, you could be pushed to the top of the list. While you may be able to keep up with these openings on your own, getting a recruiter’s help will exponentially increase your chances of finding a new job. They have the expertise to cast a larger net than you may have even considered. 

In fact, some jobs are only accessible through recruiters. Companies often make agreements with recruiting agencies to try to fill open positions before it gets publicly posted. By working with a recruiter, you’ll be the first to know about openings and may even be able to place you before the job opens up to the general public.

Gain Feedback

An underrated benefit of using a recruiting agency to find a job is that they can provide feedback on your job search efforts. For example, they can review your resume and typical interview responses and offer valuable feedback. Maybe you leave out certain skill sets in an interview that could increase your chance of landing the job. A recruiter can make sure you know when and where to include that information. This information might be the one thing that finally lands you that next interview – or the job itself!

Choosing a Recruiting Agency

Here at Brightwing, we believe that you deserve to close out each day at work with a sense of accomplishment. Check out our website for opportunities to find a role, team, and organization you can be proud of.[/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s talk

[/vc_column_text][vc_column_text css=”.vc_custom_1571085449280{margin-top: 0px !important;margin-bottom: 0px !important;border-top-width: 0px !important;border-bottom-width: 0px !important;padding-top: 5px !important;padding-bottom: 20px !important;}”]

SEND US A MESSAGE

[/vc_column_text][vc_row_inner][vc_column_inner width=”1/4″][/vc_column_inner][vc_column_inner width=”1/2″][wpforms id=”27272″ title=”false” description=”false”][/vc_column_inner][vc_column_inner width=”1/4″][/vc_column_inner][/vc_row_inner][vc_empty_space height=”55px”][vc_row_inner][vc_column_inner][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row]

Does LinkedIn Really Work to Find Jobs?

, ,

is LinkedIn the best place to find and apply to jobs on? More often than not, the answer is no. Find out more about your options.

Read more

How a Recruiting Company Can Help You Fill a Job Faster

, , ,

[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]As an employer, sifting through the numerous applicants received for every open position can be exceedingly challenging. Not just because it takes time and effort above and beyond a hiring manager’s normal set of responsibilities (though, of course it does). The challenges of hiring in today’s market are greater than in recent memory. How, when, and why we work has been disrupted over the last couple of years. Shifting priorities make hiring the best people harder than before. That’s where a specialized recruiting agency comes in extremely helpful. Recruitment companies yield more consistent and speedy employee and employment searches, results, and substantial, long-term employment of the best employees for a given role. Not least because they don’t wait for applications to come in – they work proactively to find top talent that may not even be looking to make a change. In this article, we’ll discuss what a recruiting agency is, the leading-edge benefits of using one, and how to make the most of a recruiting company.

 

Why Outsource Your Talent Recruiting?

 

In an ever-changing and evolving job labor market characterized by increasing recruitment and acquisition challenges, high turnovers, unfilled job openings, and changing candidate expectations, many have turned to recruiting firms to find their next career role or to find their next valuable employee. The average cost per hire in 2022 using traditional means is $4,425, and filling the average position takes 36-45 days. Moreover, the cost of a bad hire can be a third of one’s salary. A recruiting company acts as an expert mediator between employers and job hunters. They work for a company to understand their people’s needs and then find the most ideal matches. They have a broad view of the market in that skillset, and they have well-developed pipelines of candidates – some who are actively job seeking, and others who are not.  As a result, the best recruiters are prepared to garner top results for employers and job hunters, and save valuable time, money and energy for both.

In contrast to an employment agency that focuses on hiring unskilled applicants (or laborers), recruitment agencies are highly beneficial to both employers and skilled applicants. A skilled applicant possesses the experience and certifications, as well as the motivation and the soft skills to fill a role on a particular team well. The recruitment agency works with their clients to qualify job requisitions, then engages in recruitment processes that vary from firm to firm. In the case of Brightwing, we’ve developed the Brightview process to thoroughly vet our candidates, as an example. These tasks include meaningfully reaching out to candidates through various networks, identifying the most ideal for a job through their database and various networks of existing relationships, vetting these potential employment candidates, and presenting the resulting top candidates to the employer.

 

Benefits of a Recruiting Company

 

Traditional hiring and job-seeking methods are less reliable and efficient than using a recruiting company. They are more expensive and time-consuming in numerous ways, and less able to yield the best results for both hiring manager and candidate. Some of the top benefits of using a recruitment company such as Brightwing to achieve your hiring goals include expert recruitment knowledge and assistance, easier and faster hiring, higher-quality candidates, extended reach and access, specialist knowledge of the job market and current trends, full support for employers and job hunters, less wasted time and resources, and a more competitive edge for both employers and job hunters.

 

Expert Knowledge and Assistance

The entire job and focus of a recruitment company is finding the best candidates with expert knowledge, resources, connections, and extensive experience above the average employer. Not only do they post compelling job ads, but they maximize interest in the position by leaning on their longstanding relationships with leaders and up-and-comers in the field.

 

Easier and Faster Hiring

An employment recruiter dramatically shortens the time it takes to fill a role with expert knowledge, assistance, and increased focus toward the end goal. What’s more – hiring managers will spend quality time looking at three qualified candidates, rather than sifting through hundreds of applications that are not necessarily qualified at all. The hiring manager or job hunter gets the gift of gaining back their time.

 

Higher Quality Candidates

When working with specialized, agency recruiters, employers receive only the highest quality, skilled candidates in their industry. Hiring managers work through a handful of expertly referenced, pre-screened, and interviewed candidates, rather than a vast pool of unvetted incoming applications.

 

Extended Reach and Access

Alongside expert knowledge and assistance, employment recruiters also have extended reach and access to wider pools of candidates in diverse industries, including ideal candidates that are less easily accessed and/or who may not be aware of the ideal job opportunity.

 

Specialist Market and Trends Knowledge

Recruitment agencies provide clarity on current job market trends, with deeper knowledge and investment in up-to-date research and reports. They provide valuable information and informed advice on how to best achieve goals and improve your employer brand or your job hunting profile.

 

Full Support

The best employment recruiting teams communicate actively with both employers and job hunters, find ideal candidates for various roles and job vacancies individual candidates are ideal for. They engage, make impactful connections, and provide full support, feedback, and suggestions to both.

 

Less Wasted Time and Resources

There is less waste of time and resources expended toward candidate searches, engagement, and recruitment by using an experienced recruitment agency. Expedient recruitment that provides higher-quality candidates saves time, money, and the results pay for themselves.

 

A More Competitive Edge

By providing expert knowledge and assistance, easier and faster hiring, higher-quality candidates and resulting employees, extended reach and access, specialist marketing and trends knowledge, full support, and less wasted time and resources, employment recruiters give employers and job hunters a more competitive edge in their diverse industries of the job market.

 

Experiences Without a Recruitment Company

 

Without an employment recruiter, employers and job hunters spend much more time and resources searching for candidates or jobs on their own through numerous conflicting, and potentially misleading sources of information. The results are ill-fitting employment matches and connections that lead to inefficiency, high turnover and ultimately make reaching organizational goals more difficult and more expensive. Not to mention, any drawn-out in-house recruiting places an additional burden on team members. This additional work can lead to excessive burnout and increased expenses. 

 

How to Make the Most of a Recruitment Company

 

To yield the best results, have a clear idea of your needs and desires for both the employment recruiters and the open role before you engage with a recruitment agency. The best recruiting agencies will press you for clarity on both of these. Provide a clear job description, a list of requirements, and important skills and attributes for the position. Be clear to yourself and toward the recruitment company on your ideal candidate so they know what to look for. And consider carefully which skills or attributes are required versus nice to have. As an ideal candidate, be clear on your own needs, desires, top skills, and attributes to match with the most ideal job for you. Work with your recruiter to develop questions so that you interview hiring companies as much as their interview you.

 

Getting Started With a Recruitment Company

 

Employment recruiters at Brightwing are ready to provide you with expert consultation, and highly efficient results that save valuable time, money, decrease turnover, and increase your teams’ work quality, focus, capabilities, performance, and competitiveness. Whether you are looking to find a job or your next top employee, a recruitment company can help you fill a job faster. For the best employee and employment matches, reach out to us to start a conversation.[/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s talk

[/vc_column_text][vc_column_text css=”.vc_custom_1571085449280{margin-top: 0px !important;margin-bottom: 0px !important;border-top-width: 0px !important;border-bottom-width: 0px !important;padding-top: 5px !important;padding-bottom: 20px !important;}”]

SEND US A MESSAGE

[/vc_column_text][vc_row_inner][vc_column_inner width=”1/4″][/vc_column_inner][vc_column_inner width=”1/2″][wpforms id=”27272″ title=”false” description=”false”][/vc_column_inner][vc_column_inner width=”1/4″][/vc_column_inner][/vc_row_inner][vc_empty_space height=”55px”][vc_row_inner][vc_column_inner][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row]

Are Recruiting Companies Worthwhile?

,

[vc_row gap=”20″][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″ css=”.vc_custom_1585081315933{margin-right: 20px !important;margin-left: 20px !important;}”][vc_column_text]Your company is composed of many excellent people, and the better your company does at recruiting new excellent people, the better off your company will be in the long term. This is why the recruiting process is crucial for the success of your business. Some even say that hiring is the single most important factor for businesses. If you want to hire the highest quality employees who are the best fit for your company, you can benefit from a partnership with a recruiting company. Few people realize the multitude of advantages that can ripple throughout their companies when they work with the right recruiting company. A recruiting company can handpick the ideal candidates and clients for your company, without you having to read a single resume. 

Why Recruiting Companies are Worthwhile 

Consider this: you can sell your home without the assistance of a realtor, but will you get the best price and will the sale go through as quickly? Chances are, when you use an expert in your market, your home sale will be much more successful. The same is true of recruiting companies. 

A recruiting company can help your business fill a job opening faster, offer access to a larger candidate pipeline, lower the chance of bad hires and having to repeat the process again, offer candidate screening, assistance with the onboarding process, and strong hiring and interviewing expertise. And though recruiting companies do charge for their services, the investment is outweighed by the value created by making a fantastic hire (and avoiding a bad one). 

Now that you understand the many benefits of recruiting companies, there are different types of recruiting and various types of recruitment models that might work best for your business. 

Internal vs. 3rd Party Recruiting

The first option you have regarding recruiting is to choose between internal recruiting and 3rd party recruiting. 

Internal Recruiting 

Internal recruiting is the process of filling vacancies at your company from within your existing workforce. It is typically handled internally, by your own HR department. 

3rd Party Recruiting

Third party recruiting is an agency, organization, individual, or company (like Brightwing) that recruits candidates for temporary, part-time, or full-time opportunities at their client companies. 3rd party recruiters are completely dedicated to helping your business fill the position with the best possible person. 

There are excellent recruiters in the worlds of both internal and 3rd party recruiting. However, many in-house recruiters do not have the time or bandwidth to fill the amount of job openings that any given company might have at one time, especially given the current atmosphere of the workforce during The Great Resignation. It is virtually impossible for one internal recruiter to create multiple successful candidate pipelines for a company’s variety of positions on their own. 

The other detriment of internal recruiting is that you are looking at only a small group of candidates. If you want to choose from a larger pool of candidates in order to diversify your company and find the best possible fit for the job, you might want to consider third party recruiting instead.

Third party recruiting allows your company to find better recruits in less time than relying on an internal recruiter to handle the entire hiring process all on their own. A third-party recruiter spends a great deal of time networking and recruiting candidates. Third-party recruiters also have ample time to conduct in-depth vetting. They have several follow-up conversations with candidates and spend plenty of time with them to ensure that they are the perfect fit for your company. 

Generalist vs. Specialized Recruiting

Generalist Recruiting

A generalist is a recruiter that has a broad focus and works on a wide variety of positions in many industries. As the name suggests, there is no specific industry or niche that a generalist would adhere to.

Specialized Recruiting

On the other hand, a specialized recruiter works within a particular industry or niche, and typically works on filling higher-level jobs with specific skills. For example, a specialized recruiter might work within the tech industry. This way, they are able to network and speak the language of the industry with their recruits. Specialized recruiters are able to develop relationships with potential candidates who are in your industry and are well-versed enough to vet specialized skill sets properly. 

In a world where so much is automated, the personal touch of a specialized recruiting company is key. It makes a world of difference to candidates. If your business wants to connect with the right people at the right time, a specialized recruiter is the answer. 

Especially if you work in specific industries like information technology, engineering, financial services, or other industries that require candidates with specific qualifications, a specialized recruiter is best. Specialized recruiters have a wide network within their chosen vertical of candidates for your job who might never actually apply on their own. Perhaps a desirable candidate who may be the perfect fit is currently employed elsewhere, but your specialized recruiter makes them aware of your job opening. 

Contingency vs. Contract vs. Retained vs. RPO

When it comes to recruiting firms, you have options. There are various recruitment models you might use depending on your business and the scenario. 

Retained

A retained recruiter works on a single job exclusively until it is complete, and they are compensated for their time and expertise, rather than when the hiring is completed. 

Contingency

A contingency recruiter only gets paid if they are the one to ultimately successfully fill the position. During a contingency search, an employer might even hire several agencies to search for the right candidate.

Contract

A contract recruiter is a recruiter that works on placing candidates for a set period of time or a specific project. 

RPO

In an RPO contract, or recruitment process outsourcing, your company delegates all or part of the recruitment process to the recruiting company you are working with. 

The best recruiting model for you depends on the type of job you are filling, your industry, and which payment option you prefer. 

Partner with Brightwing for the Best Recruiting Experience

Just like you want to choose the best candidates for open positions at your company, you also want to choose the best recruitment company for the job. Brightwing Talent Experts is the best company to help you fill jobs quickly and effectively. [/vc_column_text][vc_separator][/vc_column][vc_column width=”1/4″][/vc_column][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078267198{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639423677748{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s talk

[/vc_column_text][vc_column_text css=”.vc_custom_1571085449280{margin-top: 0px !important;margin-bottom: 0px !important;border-top-width: 0px !important;border-bottom-width: 0px !important;padding-top: 5px !important;padding-bottom: 20px !important;}”]

SEND US A MESSAGE

[/vc_column_text][vc_row_inner][vc_column_inner width=”1/4″][/vc_column_inner][vc_column_inner width=”1/2″][wpforms id=”27272″ title=”false” description=”false”][/vc_column_inner][vc_column_inner width=”1/4″][/vc_column_inner][/vc_row_inner][vc_empty_space height=”55px”][vc_row_inner][vc_column_inner][/vc_column_inner][/vc_row_inner][/vc_column][/vc_row]

Are All Hires Now Purple Squirrels? Recruiting in a 0% Unemployment Market

, , , , ,

 

From the Desk of Jason Hochstein, Director of Talent Acquisition at Brightwing

Your firm just got hit with a great job req (.NET Developer? Corporate Accountant? Quality Engineer? You pick!), and it’s a client you can’t afford to disappoint. Only problem is, every trick up your sleeve and tool in your shed may not be enough to find the right person.

 

That’s the reality of recruiting in a zero-unemployment market: a great – but otherwise ordinary – job req can turn into a hunt for a purple squirrel.

 

You’ve seen with your own eyes the hundreds of amazing jobs out there – with no one there to fill them. With such a ridiculously low unemployment rate, finding the right candidate takes a massive network and a ton of time (not to mention intuition and experience). It’s the reason employers need stellar recruiters more than ever.

 

Here’s what it takes to become the go-to recruiter when there are more jobs than candidates to take them.

 

1. A Brand You Believe In

 

The hardest part of recruiting in a zero-unemployment landscape is that candidates are picky. They’re in the driver’s seat, going full-throttle, with the radio blasting their favorite tune. Most recruiters won’t be heard – or seen – unless they’ve got something truly spectacular to offer.

 

First impressions are everything. Candidates accept or reject you based on your brand and reputation before you even know they exist. As a recruiter, that means your work is cut out for you: your personal brand and your firm’s brand and your client’s brand all matter. A lot.

 

If you really want to attract and recruit amazing candidates, you have to choose to work for a firm that has a brand, vision, and purpose you truly believe in. And you need to choose a firm that’s intentional about the clients they choose to work with. For example, I chose Brightwing because their mission is my mission: we fight for our candidates and clients because we believe in them and because we’re committed to helping them realize their potential. That covers my first two brand bases.

 

The last piece to manage is your personal brand. You probably don’t need me to tell you to be active on LinkedIn – every recruiter knows that. But make sure you post your own take on what’s happening in your field, and that you participate and even land speaking opportunities at conferences, local events and meetups. Get your name out there, and the best professionals will know to come to you when they’re looking for something new.

 

2. A Candidate Experience You Can Be Proud Of

 

Here’s an eye-opening story. In 2014, over 130,000 candidates applied for jobs with Virgin Media. 18% of those candidates were existing customers. But the candidate experience was so bad that more than 7,500 of those customers-turned-candidates canceled their subscriptions, costing the company an estimated $5.4 million in lost revenue – not to mention lost opportunity.

 

Today’s jobseekers have little to no patience for less-than-stellar experiences. You may not be able to choose the ATS your firm uses or decide the steps of the hiring process, but from the moment a candidate interacts with you – through email, LinkedIn, or the phone – you are in charge of the experience.

 

What does that experience look like? It starts with the basic stuff – don’t misspell their name in an email, provide timely follow-up – you know the drill.

 

But what makes for a truly great experience is the time you take to understand and advocate for a candidate’s career goals, help them navigate rejection, walk through negotiations, and more.

 

3. Relationship-Building You Rock At

 

You’ve probably heard of the “post-and-pray” tactic that many recruiters have turned to in desperation. Post a job ad on every available job board and pray to the recruiting gods that the right candidate will magically show up.

 

I’m all for job boards when they’re a part of a comprehensive recruiting strategy, but you need to work the big picture. Our 2019 talent survey revealed that many professionals choose to work with industry-specific recruiters and network on social media instead of digging through job boards.

 

Why? Because recruiters have the kind of intuition and insight that search algorithms don’t.  

 

But candidates won’t get a sense for the value you bring to the table if you approach job placements like transactions.

 

If you work to build relationships with candidates, they will come to learn about the natural advantages you offer. Maybe the first position you approached them about doesn’t sway them, but when another req comes across your desk that’s a better fit, don’t you want them to pick up your phone call? Better yet, when they’re ready to make a move, don’t you want them to call YOU?

 

Building a relationship means spending a little extra time with each candidate to find out what makes them special. The beauty of it is – the extra time works its magic in both directions, and candidates will see what makes you a special recruiter.

 

Recruiting in a zero-unemployment market isn’t easy. But if you are armed with the right resources, attitude, and approach, you’ve got it made.

 

 

Jason is our Director, Talent Acquisition and has been a Brightwinger for 8 years. When he’s not helping people land their dream job, you can find him playing cards, camping, or spending time with his family. Learn more about him here.

 

 

Feeling held back in your current position? Join a company that gives you the resources, tools, and environment to really make a difference in this challenging market. Become a Brightwinger! Check out our careers page today for more information about what it’s like to work here.

 

2019 IT Salaries: Do Your Competitors Have Deeper Pockets?

, , , ,

Did you check out our recent 2019 Hiring Insights in IT yet? We’ve got the research you need to prepare for your 2019 hiring initiatives. Go ahead and take a look – we’ll be right here waiting when you get back.

 

Surveys tell us that less than half of all tech professionals are satisfied with their current salary. And they don’t have far to look for something better. The competitive state of the IT job market looks more and more attractive every day.

 

While money isn’t the only way to recruit and retain talent (more on this later), you can’t deny that it’s a massive motivator. Thus, staying up to date with IT market rates is essential.

 

An Employer’s Quick Guide to 2019 IT Salaries

The IT pros we know love a good challenge, want to work for great companies, and embrace flexibility. But they still have bills to pay. That’s why comparing your current IT compensation package with market rates is critical to stay competitive.

 

10 years ago, the average IT salary sat at $78,845. But a decade is a lifetime in the tech industry. Today’s average IT professional is making $93,244, a significant increase over time. What era are your salaries in? Below we break down 2019 IT salaries by function, technologies, experience level, and employment type.

 

2019 IT Salaries by Function

Bear in mind, these numbers aren’t set in stone. They are highly dependent on experience level, region, industry, company size, and other elements like bonuses and perks. But the following numbers from Dice.com provide a solid baseline. Check them out.

 

 

2019 IT Salaries by Technology

Programming, big data, and cloud technologies are among the highest paying skills in the tech world. They’re also the areas that companies need talent for the most. If your 2019 IT initiatives cover these trends, you need to budget accordingly. Are you looking for talent with the following skills? If so, adjust your baseline to reflect these Dice.com salaries.

 

 

2019 IT Salaries by Experience

In this current war for tech talent, many companies are choosing to compromise. Rather than following a strict list of technical requirements and experience that severally narrows the talent pool, many employers are beginning to see the perks of hiring junior talent whom they can train and develop. In this scenario, the focus of their hiring profile is on soft skills; quality candidates must have the ability and drive to learn, adapt, and collaborate.

 

What impact does this decision make on your budget? Data from Dice.com breaks average tech salaries down by the following experience levels.

 

 

2019 IT Salaries by Employment Type

One major factor in what you pay your tech talent will of course be whether you hire them on as full-time permanent employees or as contractors. IT pros who choose to work on a contract basis do so for the higher pay, greater flexibility, and broader range of experience and opportunities it offers them. For companies whose hiring initiatives require highly specialized talent for niche projects, contract-based employees are the obvious choice. It’s a win-win situation that is becoming increasingly popular among both professionals and companies.

 

That said, it does throw a bit of a wrench in your compensation calculations. Hiring a contractor relieves the burden of taxes and benefits, but you will end up paying higher rates as a result. Choosing to partner with a staffing firm will give you even greater security and ease, not to mention a deeper talent pool, but again, this will be reflected in the salary rates.

 

Dice.com provides the following averages for IT salaries by employment type.

 

 

But It’s Going to Take More Than Money

At the end of the day, whether you’re focused on recruiting or retaining (or both), the big picture is made of more than dollar signs. Finding and keeping the best people comes down to experience, to relationships, and to intuition. At Brightwing, our motto is “Recruiting, Reimagined” – which means getting out of the transactional mindset of hiring and managing, and, instead, really getting to know the people behind the resumes and paychecks.

 

Yes, people want higher salaries – they do, after all, have mortgages, childcare, groceries, and vacations to pay for – but they also want better working conditions, more responsibilities, greater flexibility, and meaningful career development options. Did you know that 35% of IT professionals say they are very burnt out? Can you commit to being an employer that flips that statistic on its head?

 

We’d love to find out more about what you’re doing to attract top tech talent. We’re all ears. Got five minutes to chat?

 

Get the latest research in our 2019 Hiring Insights in IT Guide

How Do Recruiting Chatbots Impact the Candidate Experience?

, , ,

How Do Recruiting Chatbots Impact the Candidate Experience

In the customer service space, 83% of consumers prefer to interact with real-life human beings instead of chatbots. In recruiting and hiring, where the stakes are critically higher, we believe the majority of candidates have the same preference. In fact, we recently explored how AI is sparking evolution of the recruitment process (grab the eBook here), and we are particularly interested in the role of AI in the candidate journey. A candidate’s experience is significantly impacted by who or what is driving the interaction, and we believe that no matter how smart recruiting chatbots get, the humanity of a real-life recruiter is impossible to replicate.

 

That said, let’s explore how recruiting chatbots impact the candidate experience.

 

The Advantage of Recruiting Chatbots

The most obvious benefit to implementing an AI-powered recruiting tool like a chatbot is the sheer volume of applicants they can process in the least amount of time. The ease of submitting a resume through job boards and career sites has always had the negative impact of creating a “resume black hole,” in which candidates receive little to no feedback about the positions they apply to. That’s where recruiting chatbots are changing the game.

 

A CareerBuilder survey reveals that over half of all applicants give up on a company if they haven’t received feedback within two weeks of applying. But recruiting chatbots can provide an immediate response, answering any questions the candidate may have about the company or the position. Plus, with 31% of those candidates expecting a customized message, intelligent chatbots are the perfect solution, leveraging big data, machine learning, and natural language processing to deliver a valuable, personalized interaction within hours, or even minutes, of a submitted application.

 

AI recruiting tools also have the power to more thoroughly cross-reference candidates against job requirements, assessing resumes, test results, and even interview transcripts for skills alignment and cultural fit. Once again, the volume at which these tools can execute far surpasses that of a real-life recruiter.

 

Drivers of the Candidate Experience

According to statistics from the company that created AI recruiting tool Mya, a massive 73% of candidates didn’t even realize they were speaking with a chatbot when interacting via text about basic application questions. That’s great, but will that statistic really hold up deeper in the hiring funnel when candidates are looking for career advice?

 

Our highly educated guess is, no.

 

Responsiveness and personalization are key drivers of the candidate experience, but they aren’t the only factors. No matter how quick or cute the feedback, the journey from applicant to new hire can be intimidating, confusing, tedious, or frustrating without the help of a true advisor. A recruiting chatbot can only understand a candidate’s challenges and motivations from a semantic point of view, but it’s a genuine connection that really defines a successful candidate experience.

 

A recruiter’s experience, intuition, and compassion – as well as their drive to make a real difference in the lives of the people they’re recruiting – is what fuels the quality of candidate experience that leads to the absolute best-fit placement.

 

This is especially true in the case of passive candidates who aren’t actively looking for a new job opportunity in the first place. These candidates are some of the most valuable on the market, especially in hard-to-recruit fields like IT and engineering, among others. In these scenarios, recruiting chatbots have little to no capacity to engage these professionals. The candidate experience for them begins with conversation and relationship-building; something only an experienced real-life recruiter can do.

 

Recruiting Chatbots and the Candidate Experience

According to CareerBuilder, 68% of employees say that the candidate experience is a reflection of the employee experience. Furthermore, another survey reveals that 82% of candidates will refer friends and colleagues if they had a positive candidate experience.

 

In short, the data shows that the candidate experience is a critical component in a professional’s decision to accept a job offer and, subsequently, make referrals. Thus, it is crucial that employers consider how AI-powered recruiting tools like chatbots impact this experience. Advancements in natural language processing and machine learning have enabled valuable interactions at impressive volumes, but it’s the recruiter relationship that results in the most fruitful kind of candidate experience – one that leads to a best-fit, long-term placement.

 

For a deeper dive into chatbots and AI in the hiring process, grab your copy of our latest eBook: AI in Hiring: The Best Thing Since Sliced Bread? Or Is It Toast?

 

Read this next!

Alexa, Find Me a New Job! Exploring the Role of Recruiting Chatbots in Talent Acquisition

What to Look for in a Staffing & Recruiting Firm: A Checklist

The Power of Company Culture in Your Talent Acquisition Strategy

Real Stories from Real Recruiters: Going Above and Beyond

, , , , ,

Real Stories from Real Recruiters: Going Above and Beyond

This article is Part 6 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. This story is from Brightwing’s Adriana Michaels, Senior Recruiter.

 

When candidates work with recruiters, they’re essentially putting their career – and their life – in the hands of a stranger. That can be an extremely vulnerable position for these talented individuals, and, as recruiters, we recognize the huge responsibility we have to put them at ease and deliver a great experience.

 

At Brightwing, we have an established BRIGHTview process to streamline recruitment and hiring, but even with this time-tested strategy, there’s always room for things to go awry. That’s when I rely on my intuition and creativity to work everything out, as well as my commitment to go above and beyond to ensure a candidate is as comfortable as possible and equipped for success.

 

A great example of this is a software engineer I recruited for one of our automotive clients. We had worked closely with the client to narrow down their technical requirements and expand their talent pool (read that story here), and we found the perfect candidate four states away in the aerospace industry. It would be a huge transition for this candidate; not only would he be moving his career to a new industry (automotive), he’d be moving his wife and four kids to a new state, one he’d never even visited before. I worked closely with him to support and encourage him through the process. He nailed the phone interview, and the next step was to fly in for a face-to-face interview.

 

From the beginning, I could tell he was enthusiastic about the opportunity, but it was clear there was some hesitation about uprooting his entire family and moving them somewhere brand new. For many recruiters, this hesitation would have been a red flag; was he really serious about leaving his current job and moving his family? But because I had taken the time to understand his goals and motivations, I was confident about continuing to support him through this process.

 

We set up the in-person interview, with the client securing travel and hotel arrangements for my candidate, but at the last minute, an urgent family issue came up. With everything already arranged, it was a predicament that clearly made him anxious. Again, many other recruiters may have taken this opportunity to walk away, but I knew my candidate was genuine. I worked with the client to figure out the scheduling to make the interview happen.

 

The interview was scheduled early on a Monday morning, with the candidate flying in the night before and flying back out immediately after the interview, spending a minimal amount of time away from his family. Incredibly, when he arrived, something went wrong with the hotel reservation. He called me panicking. I knew how important it would be for him to be comfortable and rested before the interview, so I called the hotel myself and worked it out.

 

The interview went well, and our client quickly presented him with a great job offer and a very attractive relocation package (complete with a consultant to help him and his family find the perfect new home). When I sat down to lunch with him two weeks after he started, he was unbelievably appreciative, saying he could not have done this without our help. His family was settling his well, he loves the company, and they have great feedback about him, too. Since he’s been there, he has also sent two referrals my way, proving to me just how much he trusted us with this life-changing career move. Knowing how much my candidates trust me motivates me to continue going above and beyond for them throughout the entire hiring process.

 

Watch out for more stories and blog posts by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process

Real Stories from Real Recruiters: The Power of Candidate Referrals

, , , , ,

Real Stories from Real Recruiters: The Power of Candidate Referrals

This article is Part 5 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. This story is from Brightwing’s Adriana Michaels, Senior Recruiter.

 

Referrals really are one of the most powerful sources of top-notch candidates. When you take the time and energy to build great relationships with every candidate, they won’t hesitate to refer their friends or family members who are seeking new opportunities.

 

I’ve read many studies that explain the value of referrals. In particular, this study from Jobvite shows that even though referrals make up just 7% of total applicants, they account for almost half of all hires. Plus, they’re usually a better fit and stay with a company longer than other candidates. It’s why Brightwing has an amazing referral program, BrightSHARE, to help build a rich network of strong candidates.

 

It’s my personal experience with referral candidates that really makes these truths hit home, and is why I am personally dedicated to every referral that is sent my way. Every candidate I speak to, whether they are a referral or not, is an opportunity to build a relationship and make the perfect match (see our BRIGHTview process).

 

I feel an extra level of commitment to nurturing the relationship when I know someone trusted me enough to refer them. This is exactly what happened when a candidate I placed reached out to me six months later to help his recently graduated son.

 

The father was a candidate I had recruited and supported through a long client hiring process, engaging and collaborating with him to make the best possible match. We had built a solid relationship, so I was honored when he referred his son. I was immediately committed to understanding this candidate and going above and beyond to help him. The pressure was on!

 

Because the son was a recent graduate, he had limited interviewing experience, which was definitely a hurdle to landing an offer. He was super smart, technically proficient, and clearly had the skills to succeed. But after three interviews, I was surprised to hear negative feedback from several hiring managers.

 

While some recruiters may have given up after three unsuccessful interviews, my relationship with both him and his dad solidified my belief that he could still succeed. He had the talent to be a stellar employee – if we could get past this interview barrier. I went back to the clients he interviewed with to ask for more specific feedback, and then brought him into the office to coach him on his interview technique and build his confidence.

 

In the end, I set him up with a company where I just knew he’d be the perfect fit – both technically and culturally. He aced the interview and the client quickly made him an offer. In fact, he’s still with the same company to this day.

 

In most cases, referrals end up being a great fit for our clients, making me all the more committed to nurturing these connections. The success I’ve seen placing referred candidates into positions where they’ll thrive is a testament that I’m doing meaningful work and really making a difference in people’s lives.

 

Watch out for more of our “Real Stories from Real Recruiters” by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process

Real Stories from Real Recruiters: An Automotive Software Engineering Tale

, , ,

This article is Part 3 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. This story is from Brightwing’s Mike Gourley, Senior Engineering Recruiter.

 

Recruiting the Purple Squirrel of Automotive Software Engineering

 

One of the biggest changes I’ve seen in recent years is in my car. How does this relate to hiring, you ask? Well, today’s cars are no longer mechanical at their core. It’s all electrical, with each system communicating to each other through the car’s computer. This fundamental shift means that the automobile industry is hiring software engineers more often than mechanical engineers.

 

But the right software engineer talent is as hard to find as a needle in a haystack and as rare as a purple squirrel. For every one candidate that exists, there are as many as fifteen jobs available within a 30-mile radius. That means every candidate is being inundated with calls from recruiters at their house, at their office, and even to their mothers! They see countless emails and LinkedIn messages on a daily basis.

 

So when I was tasked with recruiting a Senior Embedded Software Engineer for my client, I knew it’d be a difficult hunt. It was an extremely hard-to-find skillset, but incredibly I came across the perfect candidate almost immediately. He had broad experience and deep expertise that would enable the client to move fast on their project.

 

He was such a good candidate that I wondered why he was even still available at all. How had he been overlooked by other recruiters?

 

The more I talked to him, the more I came to understand that he had grown a mistrust of recruiters. His previous experiences with recruiters had not been positive, and he felt that he’d been treated as a commodity instead of a human being. Those experiences made him stand-offish and hard to open up.

 

I wasn’t fazed by his quietness and mistrust. Something told me to keep learning about this candidate and seek to understand what motivated him. I kept asking questions and listened to his responses.  As I started to understand his career goals, strengths, and needs, I was able to present him an opportunity that I felt matched all three areas. He was just who our client needed, and when I finally presented the offer of employment to him, he was so thankful and even gifted me a box of chocolates! It was truly rewarding.

 

More than just rewarding, this experience was real insight into the value of relationship-building. Taking the time to really understand a candidate’s motivations and aspirations is so important in making the right match.

 

Watch out for more of our “Real Stories from Real Recruiters” by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process

Real Stories from Real Recruiters: Moving Fast on Engineers

, ,

Real Stories from Real Recruiters Steve ErmakThis article is Part 2 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. (Click here to read Part 1.) This story is from Brightwinger Steve Ermak, Business Development Manager.

 

Moving Fast on the Best Candidates

 

A client came to me with an urgent need for a Functional Safety Manager. They had been looking for months but had yet to find the perfect candidate. I wasn’t surprised – the engineering market is faced with massive demand and low supply, making it incredibly difficult to find the right talent.

 

After some searching and thorough vetting, including several face-to-face interviews, I came across a great candidate. Incredibly, he was actively searching for a new job (most “perfect” candidates are passive, making them even more difficult to find).

 

Knowing that great active candidates never stay on the market long, I immediately presented him to our client. It was at this point where the lack of agility and speed in the client’s hiring process became apparent. While the company had this role open for several months, they still spent six weeks in the hiring process before making a final decision. Yes, it takes time to ensure you have the right candidate, and every company should reduce the risk of a bad hire through their talent acquisition process, but losing track of what the competition is doing for highly sought after talent is fatal.

 

In this case, my candidate received two other offers before our client even had a chance to extend their own. He accepted one of those offers from a competing company that had moved faster in their hiring process.

 

It was a difficult situation to watch play out, and definitely a lesson learned. In today’s frenzied, fast-moving market, I urge companies to ensure that their talent acquisition process is thorough and competitive.

 

Watch out for more of our “Real Stories from Real Recruiters” by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process

Real Stories from Real Recruiters: Coaching to Build Interview Confidence

,

 

 

This article is Part 1 in a series of “Real Stories from Real Recruiters.” We check in with several Brightwingers to reveal some important lessons for anyone who’s looking either for talent or for opportunities. This story is from Brightwing’s Matt Glynn, Sr. Lead IT Recruiter.

 

Know When to Coach Your Candidate for the Interview

 

While recruiting for a technical support role, I found an amazing candidate. I just knew she’d be an incredible asset for any company – she was a high achiever who took initiative, clearly possessed a high work ethic, had exceptional customer services skills, and had a well-rounded technical background. She was the perfect fit for any number of roles I was working on, so I wasn’t surprised that I was able to set up several interviews for her immediately.

 

I was surprised when the feedback for the first few interviews I sent her on was negative. After speaking more in-depth with those who interviewed the candidate, it was clear that her lack of interview experience was her biggest obstacle. As it turns out, this candidate hadn’t looked for a new job in years and had limited interview exposure. While I had prepped her before on each interview and even went so far as to take her through mock interview questions, when challenged to think on her feet, she lost her confidence and didn’t perform well at all.

 

Having gotten to know her well, I could tell she was secure talking competently and personably with those she felt comfortable with, but her nerves in an interview were winning out. Knowing her potential value to any employer, I set some time up to do a more in-depth mock interview, coaching her on her interview technique and helping her to think more quickly on her feet. I introduced her to behavioral-based interviewing, asking her difficult questions until she was confident in her delivery and articulation.

 

It worked! The next interview she attended won her a job that she still loves to this day and where she’s a great fit. The situation was definitely a great lesson into the reality that an interview doesn’t always reflect a candidate’s true personality or competence. Working with a candidate to overcome these obstacles is the true test of a great candidate-recruiter relationship.

 

Watch out for more of our “Real Stories from Real Recruiters” by following us on LinkedIn. We’d love to share more of our insight with you – dig deeper into our process here.

 

Related Articles

What to Look for in a Staffing & Recruiting Firm: A Checklist

5 Strategies for Assessing the Strength of Your Hiring Process

The Power of Company Culture in Your Talent Acquisition Process