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07Sep

How much to hire a recruiter? | Pillar Staff Solutions | San Bernardino, California, USA

How much does it cost to hire a recruiter?

adminpsConsultation, Entrepreneurs, Jobs

How much does it cost to hire a recruiter? Is it worth while? In this article, we’ll take a look at the cost of recruiting internally versus working with a recruiting agency. We’ll discuss some of the pros and cons to recruiting while also offering some tips on how to find the right recruiter for your business. Let’s dive in!

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The Cost Of Recruiting

According to 2022 data from Society for Human Resource Management (SHRM), the average expense per hire was nearly $4,700. However many employers estimate their total expenses when hiring someone can reach three or even four times what they pay at first glance – in essence, if you’re working on filling a position that pays $60k annually it can cost around $180- $200K to fill the position! Wow, let’s find out how.

Soft & Hard Costs

The hard costs of filling open roles are advertising costs, revenue lost due to the open role, and the annual salary of the candidate. (Fact, open roles can be a loss of $1,000 to $10,000 a day in gross profit depending on the role). Soft costs however, do not show up as a line item on the budget but they do effect productivity which effects revenue. Soft costs consist of the time each departmental leader invests in supporting the HR-specific roles. Meeting with potential candidates, screening applications, scheduling a few rounds of interviews and making final decisions etc. all require an ample amount of time and effort from your team. This effort takes them away from their other duties, affecting the bottom line.

Advantages of Recruiting Agencies

There are several advantages to using a recruiting agency. First, recruiters have access to a large pool of candidates. They can conduct 1000’s of candidate screenings each year yet the timing is wrong so the candidate or client passes on the position. However, good recruiters keep in touch with the candidate and let them know about new opportunities in the future. Secondly, recruiters save you time by screening through candidates and conducting initial interviews. This is less time that your team has to use to fill the role internally. Third, recruiters have experience matching candidates with various companies. Pillar Staffing Solutions perform a thorough intake before we begin our search. This helps to make sure we find the right type of candidate for your business.

Disadvantages of Recruiting Agencies

There are also some disadvantages to using a recruiting agency. First, there’s no guarantee that they’ll find candidates that are a good fit for your business. Secondly, you may have less control over the hiring process when you use an agency depending on the search terms. Lastly, recruiting fees can add up quickly depending upon the agency’s pricing structure.

Cost of recruiting services

As previously mentioned, the cost to hire a recruiter varies by the agency, the position, number of positions, etc. To give you a broad idea most agencies will offer a contingent placement fee or a retainer fee. Contingent placement fees are the fees charged to the company only after they’ve decided to hire a submitted candidate. This fee may range anywhere from 10% to 35% of the employees annual salary. To give you an idea, if an employee makes $50,000 annually and the recruiting firm is charging a 15% percent fee, the employer will have to pay $7500 to the recruiting firm for the service.

Similarly, retainers consist of percentage fees. An upfront fee (the “retainer”), is charged to the employer before the search starts. This fee is a percentage of the

total placement fee. This upfront payment secures the recruiter’s exclusive attention and focus on filling the role. The fees are paid in installments (ie. when the search is begun, when a candidate “shortlist” is made, upon delivery of candidates, when an offer is accepted etc).

Find a recruiter

To find a recruiter, start by asking for recommendations from other businesses in your industry. Once you’ve compiled a list of potential agencies, take the time to interview them and learn about their process. Make sure you’re comfortable with their fees and that you feel confident in their ability to find qualified candidates for your open positions.

We hope this article has helped to shed some light on the cost to hire a recruiter. If you want to learn more about our services please visit our employer page.

Happy Hiring!

11May

What questions should I ask in an interview?

adminpsConsultation, Entrepreneurs, Franchising, Leadership

In most interviews, candidates do their best to give the answers to questions that they think the interviewer would want to hear. This article is for the hiring manager that really wants to get to know a potential candidate’s character in a short amount of time.

It is common that we hire people who fit all the check marks of the job description. However, after a month you soon find out that this person was not the right hire for the position. There’s got to be a way to better screen candidates and make better hires for your company on a more consistent basis, right? Yes there is!

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Conducting a good interview is an art form that takes practice. Like painting a picture, we must have a good grasp on what we would actually like to paint (the ideal employee/candidate), the necessary brushes to use at which times (Questions that allow the person to open up and move the interview along), and the appropriate strokes to brush (asking the right questions to the right people). As I said, to become a good artist it takes practice; you learn more as you do it, and you become more skilled with time. However, here are 5 questions you can start asking today that will help you to have a better idea of who you are hiring.

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1. What are the top 2?

Example: What are the top 2 things that you look for in a job or company?

This is a good question because you get to hear about what is important to the candidate pertaining to work. They may answer with growth tracks in a company, great health benefits, pay(which would be the majority of number one answers). Their top thing will usually fall in line with those common answers but question #2 will really shine some light on the candidates desires.

After you’ve heard both answers you can ask why those things are important to them so that they can expand upon them. This will allow you to learn what motivates that specific candidate and if they line up with your company’s values.

2. Imaginary Scenarios

Example: How would you react if…… there were rumors circulating that there would be layoffs coming in the following weeks?

If you are curious to know how the employee handles stress for example, instead of simply asking them how they do with it and hearing the response of “I am able to stay calm when I deal with stress, I assess the situation and adjust accordingly” That answer sounds great and ideal, but is it true? Presenting an imaginary scenario will allow you to get a glimpse into how the employee really thinks and how they would really react in a stressful situation. Will they panic, will they speak to their supervisor directly about it, will they perpetuate the rumor by asking other coworkers about it? From their response you can draw inference into their character when they feel their back is against the wall.

3. Emotional Quotient – Their EQ

Example: How would you feel if……a person in a leadership position of the company asks you to do some extra work to help them finish a task on time?<

This is a great “team player” question. This is like the imaginary scenario but it helps to unlock how they feel about something. Take leadership for example, you can hear how they feel about being told what to do, or how they view doing more without more compensation, etc. By their answer you can examine how much of a team player they really are or if they have no desire to do anything that is not listed in their job description.

A good answer would be something along the lines of “I would try to help them” or “If I could spare the time, then I would help them out no problem” Then you can discern that the person has traits of being a team player.

4. Self Perception

Example: Do you consider yourself to be a……..Teacher? Leader? Trustworthy? Why or why not?

This is a good question to gage their leadership qualities without directly asking them about them, or test their integrity. You may hear responses of “Yes, I’ve led small teams in the past that I had to teach the job to” or you may hear, “No, I’ve never taught anyone before. I’m not good at it.”

The key is to listen intently to their responses. Draw inference from their stories and examples they use. If they say, “Yes, I am trustworthy” you can still ask “why?” And learn what motivates them to be trustworthy.

5. Take me there

Example: Fast forward, you’ve been working at the company for 5 years now, what have you accomplished? Would you be promoted? Would you still be working here?

Where there is lack of vision, there is lack of growth. By this question, you can determine their vision for themselves and the company. You want someone that sees themselves growing with the company. Someone who wants to be promoted and not stay in the same spot. If they are thriving in the company that likely means that the company is also thriving. You’ll know if you have someone just passing thru or if they intend to be around for the long haul.

With this question, you can also discover their confidence level; are they confident or arrogant? What is their humility level like and would they be the type to step on others to get ahead?

These questions are examples of interview approaches that you can take to have a better idea of how a person really is and if they would be an asset or a liability to your company. Cookie-cutter questions will give you cookie-cutter answers. This style of interviewing helps to unlock things in individuals that they may not be willing to share on their own. Try them out and make them your own!

Happy Hiring!

29Jun

13 Ways to Show Your Boss You’re Ready for the Big Promotion

adminpsEntrepreneurs

If you’ve been at the same job for some time, it’s all too easy to just assume that a promotion will come along every year, like a bonus for time served. But you have to do more than log hours to make it to the next level. More responsibility means actively showing (and sometimes telling) your boss that you’re ready to take on a new role.

1. Make Your Boss Obsolete
“It’s ironic, but the best way to get promoted is to make your boss’ job easier. And the best way to do that is to make his or her job obsolete. You’re not really putting your manager out of a job—you’re allowing him or her to trust your work. In turn, he or she can focus on new areas that the higher-ups have needed to address for some time. Strong work goes up the chain, improves the company, and gets you noticed.”

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—Ankur Gopal, Interapt

2. Summarize Work Visually
“When talking about your work, give us something to look at. When you answer the question, ‘Why are people buying?’ show a chart of the top responses as well as how many people gave each response. It makes everyone a believer when we can see a quick visual snapshot that backs up what you’re saying.”

—Adam Grant, Campus Commandos

3. Own Projects From Start to Finish
“Organizations place a premium on individuals who follow through on tasks. If you can prove that you can consistently own projects from start to finish, you will not only get promoted, but you’ll also make yourself indispensable.”

—Kyle Wong, Pixlee

4. Keep a Positive Attitude
“The people who typically get promoted keep their cool under stress. They also act as a role model to everyone around them. They meet deadlines and ask relevant, intelligent questions that help clients be happier with our services. When an issue arises, they want to solve it and work to avoid future problems by learning from their mistakes.”

—Nicole Munoz, Start Ranking Now

5. Raise Other Team Members’ Performance
“I look for people who are completing their assignments and asking what that next task is going to be. They help their colleagues instead of stepping on them in their climb up the ladder. I love to promote people on my team who raise the performance of everybody around them.”

—Joshua Lee, StandOut Authority

6. Make Your Boss Aware You Want the Promotion
“It seems quite simple, but expressing your desire for a particular promotion is very helpful. Sometimes management may not know you want it, or has not thought of you as a candidate, especially if it’s outside of your current department. Often management will tell you what you need to do to get the position if they know you want it. Be humble, inquisitive, passionate, and hungry.”

—Joshua Waldron, Silencerco, LLC

7. Show Pride in Your Work
“Competence, diligence, intelligence, loyalty—these all matter, but what matters most is the inherent will to do the best work possible. The work is what matters, and employees who take it personally, who own their work as a reflection of their values and take pride in doing good work, are the employees I trust with positions of responsibility.”

—Vik Patel, Future Hosting

8. Avoid Office Politics and Gossip
“The qualities we considered most were those that demonstrate integrity and trustworthiness—which we measured by looking at who chose not to participate in office politics and gossip. While it’s important to understand the balance of office politics, individuals who are able to rise above the temptations stand out most as those I think would be the fairest to others in management roles.”

—Souny West, CHiC Capital

9. Display Commitment
“When people are really committed, you can tell by the quality of their work, the effort they put in, and the relationships they develop. When employees show commitment, we notice and try to reward them with deserved promotions.”

—Alfredo Atanacio, Uassist.ME

10. Demonstrate That You Can Solve Client Problems
“To get promoted, you have to show that you can take the initiative and help our clients solve their problems. Since I run a marketing company, I am looking for people who can implement creative and effective campaigns that make both us and our clients shine. This also means being able to work independently, without having to be told what to do every step of the way.”

—Shawn Porat, Fortune Cookie Advertising

11. Be Exceptional
“I want to promote from within, but it’s important that clients and co-workers see the justification. I need team members to make a significant impact on their clients—who really wow them. If they don’t have a client-facing position, they should be the go-to person for their colleagues.”

—Eddie Lou, Shiftgig

12. Make Money
“If someone is making money, they’ll be promoted. Making money is the ultimate internal currency. All other internal performance metrics can be translated into the money-making metric. And yes, saving money is making money, too. Anyone who understands enough of the business ROI levers to structure and ask for more resources or a different title will probably get it and keep moving up each time the argument is made.”

-Ross Resnick, Roaming Hunger

13. Attract and Manage Great Talent
“At a fast-growing company, hiring quality people quickly is one of the most important goals. That’s why I place great value on people who can bring in additional talent through their existing networks, convince that talent to join our company, and cultivate those individuals into productive team members. Showing that you can build and manage a profitable team is a clear path to promotion.”

-Sathvik Tantry, FormSwift

Source: https://www.themuse.com/advice/13-ways-to-show-your-boss-youre-ready-for-the-big-promotion

By Young Entrepreneur Council