Prospex

Where Experience Meets Personal Touch in Recruiting.

Abby Roberts

Dear Abby, How Can I Better Respond to Job Recruiters?

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Dear Abby, I get hit up by recruiters ALL the time – how can I respond in the best way to make sure I’m spending my time effectively on conversations that are actually productive?! SPOILER ALERT – NOT all recruiters are created equal.

The Key to Active Job Search: Finding the Right Recruiter

If you are starting to get active in your job search, it’s super beneficial to work with a GOOD (keyword being GOOD) recruiter to keep an eye out for you on the market. Even if the comp or highlights of the opportunity in the message don’t quite look like what you’re wanting but you like the recruiter, you still respond by saying that you’d love to have a conversation to start your search. Make sure to review the recruiter prior to responding.

Recruiting in Utah and beyond

Spotting the Best: Features of a Good Recruiter

Key things to look for in a recruiter:

  • Connections, activity, and a good showing that they are well-networked
  • The positions they are working on – do they align with what you have done and what you want to do? Will they be a relevant resource and consultant of the market for you?
  • Strong interaction with the market

Passive Job Seekers: Crafting Your Response

If you aren’t active in your search but are interested in hearing about the right opportunities, a productive response can be: “Thanks so much for reaching out! I’m not actively looking, but I am interested in positions that have the following:

  1. The first main thing you’re looking for
  2. The second main thing you’re looking for
  3. The third main thing you’re looking for

Will you highlight how your position fits these requirements? If so, I’d be happy to hop on a call to discuss them in depth. If not, I’d love to stay connected when you get something that aligns with this.”

Establishing Mutual Interest: Working With a Recruiter

I will never send anyone to a company without talking with them first and making sure there is interest on both sides. I also understand wanting to make sure conversations are relevant. It’s always good to establish a relationship with a killer recruiter in your market who can be your eyes and ears and your market resource!

Share Your Story: Your Experience with Recruiters

I would love to hear about your recent experiences getting hit by recruiters and how you’ve handled it! Reach out to anyone on our Prospex Recruiting team to start your search, discuss what the market looks like, or just start that recruiter relationship!

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Dear Abby: I Have an Offer for a Lateral Position – Is That Going to Be a Bad Move for My Career? When Does It Make Sense to Make a Lateral Move?

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There are SO many factors that go into making the right next step for your career. There isn’t a right move or wrong move – there is a right and wrong for you!

Identifying Your Career Priorities

Write down what you are looking for in your next opportunity. Be specific.

What are you missing in your current position that you’d like to have in your next position?

What are your main motivators for making a move? Is it a better W/L balance? Is it long-term growth? Is it the right mentors? Team members? Company size? Industry? Better management?? The list goes on and on as to why someone is wanting to make a job transition. What is your WHY?

Whether you are actively or passively looking, make sure that you know what you are looking for.

Prospex Recruiting and expert career advice

Understanding Your Why

If you know your WHY, you can act intentionally on creating your career.

If your next offer is fulfilling the main things you are looking for in your next opportunity, a lateral compensation/title move makes sense. It’s not just about looking at the impact in the immediate, it’s satisfying your long-term career plans and seizing the right opportunities to get you there!

Embracing Lateral Moves for Long-Term Career Success

When have you taken a lateral position to fulfill your long-term plans? How did it go? What did you experience? Any extra advice with this?? LOVE hearing from your experiences!!

Reach out to anyone here at Prospex Recruiting and bounce off what you’re thinking with our market experts!! See the original post on my LinkedIn profile!

Dear Abby: What Is the “Secret Sauce” – What Differentiates a Top Performer from Someone Who Is Barely Scraping By?

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The reality is, there isn’t a “secret sauce”. It comes down to good, old-fashioned work. Aside from the day-to-day basics, below are the top 5 actions and mindsets that I’ve found have always elevated my performance and kept me motivated.

Consistent and Persistent.

I always joke with that once you speak with me, you never get rid of me ;). Strong focus on consistent, proactive follow ups whether you have their business or not. If you work that hard for them before you are working with them, just imagine how hard you’ll work for them once you’re engaged. Have a hunter mentality constantly. Use your planner/calendar religiously to stay organized and always have a follow up action. Have a positive attitude and understand the big picture of what you do.

Personal Branding

Not everyone will use you for everything they do, but when they do, I want the only name that comes to their head to be me. And make sure you back up what you preach!! Branding may get you in the door, but effective actions will keep you there!

Relationship Building

My goal with almost every business interaction is to build long-term relationships. I never want anyone I work with to feel like they are only a dollar sign or that this is a one-time conversation. I genuinely LOVE getting to know my network, fill my day with real conversations, and build a mutual trusting/professional friendship.

Scarcity Mindset/Gratitude

With every opportunity I work on, I am grateful for the opportunity to have worked it and am constantly humbled by this job every single day, regardless the size of the deal. I never want to take anything for granted and always keep my foot on the gas pedal to make sure I am giving everyone the best experience. There is a lot of competition in any space, I want to make sure that I show them why they chose me and my team and make sure they feel that gratitude and have an exceptional experience. No entitlement here.

Calling the Play and Working Intentionally

Prioritizing what makes the most sense each day to be able to keep a strong pipeline while simultaneously taking care of your clients (whoever they may be). Working intentionally and having a purpose for each action and not doing something just to check a box.

What have you seen that has helped you succeed in your role or in general?

Reach out to anyone here at Prospex Recruiting to have an exceptional experience! See my original post on my LinkedIn profile.

What is a Recruiting Firm?

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For many businesses, hiring firms are a cost-effective solution to recurring problems with internal hiring. For instance, internal hiring is expensive, labor-intensive, and there’s no guarantee that your new employee will succeed.

Recruiting agencies can help minimize your employee’s workload and expedite the hiring process. Read on to learn how recruiting agencies work and why choosing one may be the best decision you can make for your company.

Lets keep it simple yet effective. coworkers using sticky notes on a glass wall during a meeting in the office

Why Companies Choose to Partner With Recruiting Agencies

Currently, the average time it takes a company to fill a position is roughly 36 days, and it’s unclear why employers take over a month to hire new staff. We also know employee turnover is on the rise as well.

A study by the research firm LeadershipIQ found that 46% of new employees either quit or are terminated within the first year and a half of employment.

Here are six reasons why it takes an average of five weeks to fill vacant positions and why are companies struggle with new hire retention.

‍1. Hiring in-house is challenging.

Hiring in-house is time-consuming. You have to draft a job posting, sift through resumes, check references, interview applicants—sometimes 2-3 different times per person—then once you’ve found a qualified candidate, you can finally proceed with onboarding.

2. It’s difficult to spot the candidate’s “x-factor” on paper.

Finding a competent candidate can be a challenge when the job requires a very specialized skill set. These candidates may have a remarkable resume, but their assets might not align with the position or the company culture. Traits like ambition, teachability, integrity, and dedication aren’t discernible from an application or interview.

3. Accounting for employee turnover.

Worker retention is often an issue, especially for start-up companies and small businesses that may experience growing pains. Roughly three and a half million people quit their jobs every month. This is an uphill battle that many industries and companies are facing, especially during the current hiring landscape we are in.

4. Economic cycles impact hiring needs.

Economic cycles play a huge role in a company’s staffing needs. Naturally, when production is high, the size of your workforce will need to reflect the demand. In a recession, rates of layoffs and furloughs rise. When the economy takes an upswing, we typically see a sharp increase in the employment rate due to the uptick in supply and demand.

5. Hiring is competitive.

Entrepreneurs and small businesses have to compete with larger-scale operations that are often more appealing to top talent. Acquiring an employee from a direct-hire firm comes with its own set of unique challenges. These candidates are in high demand, which means you may have to incentivize with a higher salary offer to compete with larger corporations. In the US, recruiting agencies fill an average of 16 million positions every year; the majority of these are jobs with large companies.

6. Bad hires happen.

Choosing the wrong employee can be detrimental for a company. Studies show that bad hires lower productivity, increase workplace tension, and may even harm the company’s reputation.

According to the Society for Human Resource Management, hiring the wrong employee can cost a company upwards of $240,000, plus countless wasted hours screening, hiring, and training that employee and their replacement. It takes companies an average of 17 weeks to recover from a bad hire, between decreased production and finding a replacement.

DEAR ABBY: I Love Having a Career but Also Love Being a Mom/Parent – How do I Feel Accomplished in Both??

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There is no right or wrong way to approach this. There is no perfect answer. There is only what is right for you and realizing that as your kids grow and demands change, your solution will need to be fluid.

1. SACRIFICE

There will always be sacrifice as a parent whether you are in the corporate world or not. When I am home, I try to put my phone down as much as I can and give my kids focused attention – even if it is 10 minutes of undivided attention, I want my kids to know they are important. When you are at the park, play with them. When you’re in the kitchen, have an impromptu dance party. I’ve had to sacrifice different things at different phases. I’ve started my calls at 7:00 am and I’ve logged in after my kids are asleep to get caught up. I’ve passed on different activities with friends to spend time with my kids. I’ve had to consume more caffeine than I’m proud of on sleepless nights to snuggle a sick kid, and I’ve had to take work calls during carpool while trying to mime to my kids that I’m on the phone or locked in my closet to have a quiet environment when I’ve worked from home. AND IT’S ALL BEEN WORTH IT. There are different seasons and the sacrifices will change as your kids grow.

2. GIVE YOURSELF GRACE

You will have times that you feel like you are dominating everything and times you feel like you are failing at everything. Give yourself grace. Acknowledge the proverbial Mom Guilt, feel it, and then let it go. It won’t always be a perfect balance. Your kids love you. You are doing better than you think you are!

3. GOOD CHILD CARE SOLUTION

When you have a place where you know your babes are being loved, you can focus on crushing your work. We’ve personally lucked out with childcare that has become part of the family. Our kids have an awesome support system built on a foundation of loving people!

4. DATE NIGHTS

I have a non-negotiable calendar invite the first Thursday of every month for a date night rotating between each of my girls. These are just as much for me as they are for them. They get to choose the food, the activity, the treat and we get to spend a whole night just having fun together with just the two of us!

5. FIND A PLACE THAT VALUES HARD WORK AND FAMILY VALUES

Ultimately – work needs to get done. Deadlines need to be hit. Reports need to be delivered. Find a place that allows you to get everything done while giving you the flexibility you need to be the parent you want to be!

What have you experienced as a working parent?? How have you allowed yourself to find success in both? I love hearing everyone’s experiences and having this wide-reaching support system!!

Having 11 working parents here at Prospex Recruiting (8 being working moms) – we’d love to talk through anything!! Reach out! See my original post on my LinkedIn profile.