A recruiter is calling you to discuss a career opportunity that might offer:

• More pay
• A role you’re more suited to
• Career growth
• A position with a desired company
• A great work location
• Opportunities to travel or learn new technology
• Improved benefits package
• Employment with a financially healthy company
• An opportunity to work with great people

So the next time you are considering not returning a call or answering an email, remember that a recruiter has:

•  Direct access to the HR contact at your potential employer: your resume won’t get lost in  the black hole of their applicant tracking system,
•  Insightful information for the interview process: what is the company’s culture and what is the hiring manager looking for in a candidate,
•  Knowledge of needed changes to your resume: make your resume stand out from the rest, and
•  The knowledge and expertise to assist you with preparation for a telephone and on-site interview.

Working with a recruiter has many advantages and can help you with career growth!

How we begin a search:

• Our recruiters conduct an initial call with our client to complete an in-depth analysis of the position.
• We agree upon a communication frequency and mode that best works for our clients.
• Sourcing begins with leveraging our network and utilizing technology and research skills  to reach passive and active candidates.

Next Steps:

• Our recruiters pass along candidates to our clients only after conducting an extensive interview of their background, skills and qualifications.
• “We don’t shovel resumes”; we only present candidates that fit the job requirements.
• We submit a high level summary of candidate’s background, skills and qualifications along with a copy of their resume.

Help with Logistics:

• Telephone and onsite interview scheduling
• Travel arrangements
• Reference checks, if desired
• Offer preparation
• Transition plans

We understand the challenges and stress of searching for a new job whether you are currently employed or in-between jobs. Our recruiters at JDS Networks tailor their approach to each candidate’s specific needs. JDS Networks distinguishes itself from other recruitment firms in these ways:

How we communicate

• As a candidate, you are not just a name in our database. Whether we assist you in finding a new position now or possibly sometime in the future, we value our relationship and respect your trust in us to place you in a new position.
• Too often we hear of frustrating situations in which candidates receive little or no communication from a recruiting firm. Our recruiters work hard to provide timely feedback and follow-up after each step in the selection process. We strive for open, honest and timely communication.

Support we provide

• JDS recruiters will coach you through the interview process.
• Our recruiters will handle salary negotiation and guide you through the job transition or relocation logistics.

The Insight We Bring

• With a combined 55 years of direct industry experience as a defense business unit executive and human resources director, our recruiters have connections to  senior human resource executives and hiring managers.

• Since we deal directly with human resources and often the hiring managers, we have insightful information that would not be available by applying online with a potential employer’s career site

We all know that dissatisfied customers share their story of a poor experience with their friends, family, and co-workers. The story gets repeated over and over again. These same customers may even complain to total strangers about their poor experience.  The same holds true for a candidate, if treated poorly during the application and selection process. Their story of a poor experience will get repeated over and over again to  friends, family, co-workers, and even total strangers. This experience discourages a candidate from ever seeking employment again with that company.

How perceptions are formed

Every time a potential candidate interacts with your company they will form a perception. Remember: first impressions matter. Their impression will answer the question candidates ask themselves, “Do I want to work for this company?”. It also becomes the story that gets repeated over and over again. What stories are told about your company? Are the stories of a positive or negative experience? What perception has your company created in the marketplace?

Start with the basics and keep it simple

A few basic principles and simple steps can help you write the stories that candidates will share.

Basic Principle #1

Treat others as you would like to be treated. A simple and well known statement that can be a powerful guideline for creating a positive candidate experience. Candidates appreciate something as simple as an auto-reply email message after submitting their resume to your company.

Basic Principle #2

Ask yourself: “Would I want to join this company?” “How was I treated during the selection process?”. The goal here is to place yourself in the candidate’s shoes, view the application and selection process through their eyes and determine if you would accept an offer of employment. Make sure you’ve gone step by step through the application process and experience the process yourself just as a candidate would.

• Step #1: Identify all the points in your selection process at which a candidate can form an impression of your company. Begin with review of your company’s website: what message is conveyed to potential candidates?, how difficult or easy it is for a candidate to apply?, what message do your job postings convey? Then review the candidate selection process: what interactions occur with the candidate after they submit their resume?, how how are interviews handled?, and do you leave a candidate excited, and even if not hired, wanting another opportunity to join your company?

• Step #2: Go back to the basics: Implement Principles 1 & 2 and take steps to make each candidate feel respected and valued. Remember that the #1 complaint that candidates share is that their potential employers did a poor job communicating with them during the selection process.

Many companies spend significant amounts of time and money to create an employment brand with the goal to attract top talent.  A substantial amount of other employers spend little or no effort and financial resources on employment branding.  With either a comprehensive or minimal approach, how your company is viewed in the marketplace by potential candidates will be a key factor in your company’s ability to attract the best talent. A few simple steps applied in a consistent manner can make the candidate experience positive and memorable.

By: Linda Jenkins

Linda Jenkins, SPHR is Co-Owner/Lead Recruiter at JDS Networks. She brings her many years of HR experience to each post.

 

• How large is the recruitment firm?
• How many job orders is the firm handling at one time?
• Are the recruiters experienced professionals?
• What is their sourcing process?

How large is the recruitment firm?

When selecting a recruitment agency, consider the advantages of working with a smaller firm. Smaller size recruitment firms offer more personalized services and can better represent your company in the marketplace. Each time an agency recruiter connects with potential candidates, those candidates will form an impression of your organization. Smaller recruitment firms can invest the time necessary to understand your company and represent your organization in a manner consistent with your company’s mission and values. Smaller recruitment firms are not resume shops.

How many job orders is the firm handling at one time?

The key here is quality versus quantity. All too often, company decision makers will contract with a recruitment agency because that agency is handling a large volume of job orders.  It may sound counterintuitive however; the company handling a smaller volume of job orders is the wiser company to select to fill your open positions. High volume firms are focused daily on increasing their number of new job orders and typically will provide a limited number of candidates before moving on to the next companies’ job order. The level of service and support can be less personalized when working with large recruitment firm. Firms with a smaller volume of job orders are not “shoveling” resumes at you. These firms provide focused energy in sourcing, screening candidates and supporting your organization through the entire candidate selection process.

Are the recruiters experienced professionals?

High volume firms typically hire entry level individuals with little or no recruitment experience. These individuals are trained as sales professionals rather than human talent acquisition professionals. Turnover is often high in a large firm and the ability to establish a relationship with a quality recruiter is limited.  When looking to select the correct recruitment firm, ask about the background and qualifications of the recruiters and the firm’s recruiter turnover rate.  It is best to contract with an agency that has individuals with solid business experience.  Entry level individuals with little or no experience focused on sales and sales volumes cannot possibly service your organization at the same level of expertise as professional experienced recruiter with a business background and a strong network in the industry.

What is the sourcing process?

High volume firms will use the same methodology as your internal recruiting staff simply because they do not have enough time available to conduct creative and effective searches. Smaller firms can afford to spend significant time and resources locating passive and active candidates. Smaller firms also have the competitive edge over larger recruitment firms by sourcing candidates in unique ways.  Experienced recruiters begin the search process through their extensive network developed over time by cultivating relationships, not just building up a database of contacts.  Skilled recruiters conduct an in-depth interview and properly screen all candidates before submitting them for consideration. Experienced recruiters do not submit a candidate based on a match of keywords, a quality recruiter will take time to cultivate a relationship with candidates and as a result has the ability to learn important facts about a candidate’s background, qualifications, work experience and match to the potential company’s culture.

Why JDS Networks

We are a small recruitment firm focused on establishing relationships with our clients. We view ourselves as a partner to your organizational success through sourcing top talent to fill key position at your company. Our recruiters are experienced business and HR professionals trained in creative sourcing and locating quality candidates with a focus on human talent acquisition and establishing solid relationships with both, our clients and candidates. We provide customized services and represent your organization in the marketplace as you would.

• Program Managers
• Electrical Engineers
• Commissioning Engineers
• Bi-Lingual Proposal Specialists
• Field Service Managers
• Bid & Proposal Managers
• Software Engineers
• Manufacturing Managers
• Business Development Managers
• National Sales Managers
• Application Engineers
• Aircraft Certification Managers
• Numerous Specialized Skilled Positions

If you have a recruitment need, please contact us today. The staff at JDS Networks is prepared to lessen your workload around recruitment and assist you with your organizational needs. If you are a candidate, give us a call and introduce yourself. We would love to have your resume on hand and learn more about your background and qualifications.

For additional information on JDS Networks, we welcome you to visit our company site often as it is frequently updated, follow us on Twitter @JDSnetworks or “Like” us on Facebook at www.facebook.com/jdsnetworks.

Managers often feel that the annual review process is-

• too time consuming
• difficult to document
• difficult to provide constructive feedback
• allows only a limited dialogue with employees
• solely based upon past performance from the previous year

Employees often feel the annual review process is-

• too subjective
• limited to feedback from management only
• does not allow time for performance improvement before performance is formally documented
• not empowering and motivating

Many organizations have moved from a single, one source feedback event; the annual review process, to incorporating a multi-source midyear feedback session and individualized performance coaching. The typical questions received about a midyear feedback session and individualized coaching are summarized in the what, how and why sections below.

What is a multi-source midyear feedback session?

By utilizing a 360-degree feedback tool offered by JDS Networks, you will receive valuable and insightful data about 15 key job-related skills from multiple sources throughout your organization. For example, when participating in a 360-degree feedback process, a manager would receive performance feedback from his or her senior manager, direct reports, peers, and internal customers.

How is the data collected?

All performance feedback data is collected in an electronic format. JDS Networks handles the administrative and time consuming data collection process for your organization. The actual 360-degree feedback tool is easy to use and easy to access.

Why would an organization incorporate multi-source midyear feedback?

The benefits of a multi-source midyear feedback eliminate the dread of the annual review process and empower the members of an organization to be successful and align contributions to shared goals. These benefits are highlighted below.

To learn more about JDS consulting services and the 360-degree feedback tool and midyear review process, give us a call at 774.573.3106.