The Ultimate Recruiter: Pipelining

Written by Nick Curtin

*The Ultimate Recruiter is a series of articles that investigates the key aspects of a successful recruiter – breaking down the ‘why’ and answering the ‘how.’ This week we dive head first into Pipelining.

 

“Ole’ Reliable” – a term of endearment that is bestowed upon living things and inanimate objects alike that provide a steady service to the user. For myself, “Ole’ reliable” was a car, not just any car, but a 1997 Plymouth Breeze. The year was 2005; I had just received my license and was in need of a sweet ride. My Uncle knowingly called me on the same day and offered the Breeze for $1 – it came with over 200,000 miles and a rickety engine, but I knew it would get me from “A to B” and it was going to be all mine. Initially, she (personification engaged) was known as “The Grapevine” for it radiated it’s purple hue in all directions, but after years of dedicated service and nary a incident to it’s record – she earned the title “Ole’ Reliable.” Nonetheless, as I made my way down a steep, snowcapped hill one evening, the brakes gave out. I slide all they way down, off the road, and directly into tree.  To the old bird’s credit, I was unharmed in the accident, but I was filled with a deep remorse because I knew she was beyond saving. Prior to that night, no service report had ever indicated an error in the line; it was hard for me to accept that sometimes even reliable things can fall through. That lesson has stuck with me ever since, and it is a lesson I feel obliged to share with you and the staffing world.

Even the most reliable talent pools stand the risk of drying up. The stock market at best is reliably, unreliable as it animorphs between bull and bear. Therefore it is important as recruiters that we take steps to ensure that our applicant tracking system (ATS) is always stocked with a host of quality talent.

1. The first step is creating specified talent pipelines. Specifications of the pipeline can range from fields, experience levels, and even explicit client pipelines.

  • Those veteran recruiters who staffed prior to the age of the Internet (scary to think about nowadays) will recall a similar approach as keeping an “Availability List.”  Who is working, who is not, and the job requirements for each individual.

2. The second step is to open a search for several of your biggest needs among job banks (Career Builder, Monster, Indeed) and social media (LinkedIn, Twitter, Facebook) and start filling your pipeline.  I am not just referring to active candidates, but passive and prospective candidates as well.

  • To exploit the oft-used restaurant analogy – it does not matter whether they plan on ordering, gawking at the menu, or merely walking past the restaurant itself. Eventually, they are going to eat and when they get that craving, you will be ready to serve them some delectable options.

3. The third and most important step is effective communication. This begins by routinely reaching out (weekly, monthly, yearly) and establishing contact with the candidates via email or phone call.

  • During step 3 it is necessary to collect information about each individual – salary, job types, commutable distances, travel and populate that into their profile.  Furthermore, at this stage you can “G2” the candidates – inquiring where they are interviewing and the rates they were given at those companies.

Pipelining is vital to your success as a recruiter not only as it prepares you for the harsh times, but it will also allows you to select the best person for the job among the depth you have acquired. Running a search with key terms via some job bank is not enough anymore – clients want the best fit, not just a person that can do the job. The clients do not care how we do it and they certainly do not want to hear some sob story about how you tried. This desire for the “perfect” candidate is fueled by the idea (however misinformed) that because we have the Internet or a LinkedIn profile, that have access to the millions upon millions of job seekers out there. You know what? That’s not their problem. It is our problem.

Initially, the pipeline will yield very little results, but as time goes on and the list of candidates becomes larger so to does its value. As Confucius say, “A journey of a thousand miles begins with a solitary step.” So stop depending solely on those job banks and start building your pipelines

Not too mention – once you have built your pipelines, you get to experience that “Don Draper” cool, confident feeling when that your client contacts you about a requirement and your response is, “you will have 10 qualified candidates within the hour.”

Boom!

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6 Signs You Need Staffing Help

By Nick Curtin
There are a plethora of reasons for a company to reach out to a staffing firm. If one of the following signs is happening in your business you should reach out to Apollo:

Deadlines and Fluctuating Periods of Employment:  If your organization faces an increase in responsibilities due to unforeseen obstacles or hiring for seasonal periods, our temporary workers can immediately impact your business without having to deal with long term staffing costs.

Time: Candidates through Apollo Professional Solutions are screened by our experienced recruiters, mitigating the need for your staff to spend time scouring resumes, verifying qualifications, and  following up on references.

Company/Department Expansion:  If there is a great need from your company to hire a multitude of employees across varying fields, Apollo has a database pool of prescreened candidates that allow for optimum staffing submittal to fill ratios.

Expert, Unique Skill Set Required:  Finding the right talent is not always easy, especially when you are looking for particular skills, experience, and certifications. Apollo utilizes an excellent referral network in conjunction with staffing trial periods prior to permanent placement.

Turnover:  If turnover is high or the job imposes a great deal of pressure on those who perform it, working with temporary staffing can help reduce the costs of turnover and alleviate some of the pressure.

A need to reduce labor costs: Similar to time management, time equals money and hiring a new employee is an expensive proposition. There is time spent searching, posting on newspapers & online job boards, screening resumes, verifying employees, as well as onboarding cost like background checks, healthcare, holiday pay, etc.  Reaching out to Apollo can help your organization reduce these staffing costs and the risks of choosing the wrong person for the job.

If you believe a staffing firm might be right for your organization or you want to learn more, do not hesitate to contact us at Apollo.  At Apollo Professional Solutions, our experienced recruiters can help you find the temporary employees you need.  Contact us today to learn more!

How Mediocre Hires Impact the Company?

By Nick Curtin

A number of factors can result in a mediocre hire – or in a long-term employee losing his or her drive, doing only the minimum required to keep going.  Mediocre employees have no long-term connection to the company’s ambitions or vision; merely clock punchers who work to a time and not a task.

This lack of motivation, workplace apathy, can be detrimental to a company because the costs associated with this employee lack transparency. Some examples consist of:

  • They drag down other team members.  When a mediocre employee does the minimum amount of work required, other team members have to pick up the slack.  This situation breeds resentment and the increased workload drains energy and fire from other team members.
  • They are more likely to quit – or be let go.  Whether the mediocre employee quits or is fired, the company must then deal with the resulting costs of replacing the worker.
  • They require additional manager attention.  Mediocre employees lack either the internal perseverance to work through a project or the initiative to identify and address potential problems proactively.  As a result, managers must spend more time working with mediocre employees.
  • They can harm your company’s reputation.  When a mediocre team member interacts with clients or customers, they may convey the image that your company as a whole is mediocre.  Clients or customers who are discouraged by their communication with an unmotivated employee may assume your whole company is unprofessional, and may seek help elsewhere.

How can you avoid allowing your business to slide into the mediocre-employee trap? Consult with Apollo. By working with Apollo, we can help you identify and enrich your talent pool and utilize our vast experience in finding productive, motivated workers.

Client satisfaction is a never-ending pursuit, as we are constantly working to improve on our work and allow our clients to work as efficiently as possible. Contact us today to learn more!