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Leveraging a Staffing Firm During High Unemployment

Over the last year, the U.S. has watched the unemployment rate take some deeply worrying turns. Although unemployment is now bouncing back slowly, the consequences of mass layoffs and upended industries are still making themselves known.

A staffing firm can be a valuable ally during times of turbulence, including this period of high unemployment. Here’s why working with a staffing firm could be the right business decision for your company.

Staffing Firms Hire Faster at a Lower Cost

With more people out of work, more talented candidates are on the hunt for a new role. As a result, you’re more likely to see a deluge of applications for every open post, which complicates the hiring process.

Staffing firms are more adept at sorting through large applicant pools, including greater numbers of unqualified applicants. They also have existing talent pools that they can leverage to shorten the time from job advertisement to hire.

In short, staffing firms have the resources to shorten the time to hire and manage hiring during high unemployment while staying on budget.

Staffing Firms Help Manage the Risk of Hiring

High unemployment often coincides with a difficult business environment in which organizations need more staff, but the associated costs can be a risk.

Staffing firms can work with you to fill contract roles that allow you to get the help needed without committing to permanent roles with benefits. Temp-to-Hire can be a smart option if you see the need extending in the medium to long-term, but your tolerance for risk is low for the short term.

Additionally, recruiters have a keen eye for the hiring process. They’re better able to find you better quality Temp-to-Hire or contract consultants, which add value to your business and are more likely to turn into long-term partnerships when the time is right.

Get Started with Hiring Experts

High unemployment grants businesses access to more talent with less competition, but these periods of instability rarely leave businesses themselves unscathed. Working with a strategic partner to manage your talent pipeline can ensure you mitigate risk and stay on budget while also ensuring you get the help you need in the office.

Get in touch to learn more about RightStone nurtures consultant and client relationships to find the right fit every time.


Bored at Work? It Might Be Time for a Change of Scenery

When you read about modern work, you hear a lot about the dangers of overwork. Overwork and the stress that goes with it are huge problems for workers and organizations alike. But there’s one feeling that’s more prominent than burnout: boredom.

Being bored at workisn’t the result of running out of things to do. It’s an emotional state where the things you have to do no longer stimulate you creatively. Maybe it’s repetitiveness, or perhaps you feel unchallenged. Either way, being bored is common, and it’s not good for your career.

Are you bored at work? Here’s what to do next.

Why Boredom is Booming

Boredom is perhaps a greater symptom of modern work than overworking. Many things that used to take decision-making, skill use, and relationship building are now automated, particularly in industries like IT, marketing, and customer service.

There’s an app, tool, or streamlined process for much of our work, and with the rise of AI, machine learning, and eventually, quantum computing, many of the tasks left today will disappear.

Does Boredom Mean It’s Time for a Change?

Being bored at work doesn’t necessarily mean it’s time to seek out a new role. In some cases, it’s a sign that you can be doing more in terms of challenging yourself. If you’re bored, you could upskill, take risks, and set bigger goals.

At the same time, much of what it takes to remove boredom from the workplace comes from the top down. Hiring better managers, increasing collaboration, reinventing workflows, and ensuring the job is as great as the person who occupies it remains up to leadership.

However, if you work somewhere where boredom is part of the furniture and your team isn’t receptive to the idea of reinvigorating your days, then it may be time to seek out greener pastures.

Whether You Stay or Go, Think Carefully About What You Need

Being bored at work isn’t necessarily a sign that you need to get out of your job. However, a company culture that is uninterested in shaking up the status quo could be a sign that things won’t change (and even that your organization isn’t sustainable).

Before jumping ship, think about whether you’re bored and why. Then, think about what it could take to help you enjoy your job again. Once you have an answer, you’ll be better able to decide whether it’s time for a new role and even what that new role should be.

Looking for a Change of Scenery?

Are you looking for a role that will challenge and inspire you? Let’s talk. We’re ready to listen.Get in touchwith RightStone to learn how we place candidates with the right employer. 


Keeping the Interview Conversational: 5 Ways to Conduct an Interview Like a Pro

The best interviews flow like a conversation rather than an interrogation. Conversations work because it gives both the interviewer and the interviewee space to think laterally and creatively, which allows both parties to share more about themselves.

But how do you keep an interview conversational when you have so many to complete and little time to do it?

Here’s how to get the most out of an interview.

Break the Ice First

“How are you?” is the most obvious question you can ask, and you won’t glean much from the candidate by asking it. Instead, ask them a more specific question that allows you to make a minute or two of small talk.

Some questions include: 

  • What’s the best thing to happen to you this week? 
  • How did you find this job post? 
  • What are you watching on television at the moment? 
  • Tell me something you’ve learned this week.

These are questions that open up the floor for discussion but don’t veer far enough into the personal to be jarring. 

Practice Asking Open-Ended Questions

If the answer to a question is yes or no, then you’ll get a yes or no answer. While it may provide a perfunctory answer, you won’t learn much, and your questions will seem more like an interrogation.

Practice answering open-ended questions to get more from candidates. These questions usually begin with “why” or “how” rather than “can” or “do.’

Ask Questions (and Follow-ups) Relevant to the Interviewee

You won’t find cookie-cutter candidates because there aren’t cookie-cutter people. So, don’t ask every candidate the same list of questions. Instead, use their resume and their previous answers to riff on their experience and ask questions relevant to the candidate’s history specifically.

Lean on Your Emotional Intelligence

Emotional intelligence is an often-overlooked part of the interview process. You don’t give anything away by being kind, warm, and yourself with a candidate, even if you aren’t sure they’re a good fit.

Lean on building a natural rapport with each interviewee where possible to keep the conversation flowing. Not only does it improve the process, but it also gives you a better sense of the candidate’s emotional intelligence too.

Let the Conversation Flow

Candidates regularly say that the best interviews feel more like conversations. And these interviews leave them with a positive experience, even if they don’t land the job.

Rather than rattling off a list of questions, let the conversation flow by demonstrating emotional intelligence and keeping each interview personal. You’ll find you both get more from the process when you do.

RightStone Can Help With Hiring!

Are you struggling with the hiring process? Let the experts help. Get in touchto learn more about how the RightStone 360 process places qualified consultants with the right businesses.


Keeping Talented Employees Can Be Difficult: 4 Tricks for Retaining Them

Everyone wants to attract the best talent. But what are you doing to retain the talent you already have? If you’re like many organizations, you’re not doing enough.

Employee retention needs to be a core part of any business strategy, but many organizations put it on the backburner in favor of more “tangible” value-adding processes. Yet, attracting your best employees not only stops employee churn but promotes a stronger culture through experience, loyalty, and leadership.

So how do you keep employees when your competitors are actively recruiting them? Here are four tricks for employee retention.

1. Keep Their Compensation Competitive

A well-known maxim in today’s market is this: if you want a raise, then you need to get a new job.

Financial stability won’t keep employees who want to leave, but it will stop otherwise committed workers from quitting. And it will make your team more difficult to poach.

Do some research and make sure you’re offering a competitive package. If you’re not, start talking to your team to learn more about what you can do to close the gap.

2. Hire the Right Employees

Hiring an employee who is the right fit for the role and the culture is the best thing you can do to retain talent. 

So rather than filling a gap now, wait for the right fit to come along, and make sure you use a comprehensive hiring process to filter candidates.

3. Create a Robust Professional Development Process

Regular reviews, investment in skills, and mentorship are the building blocks of employee retention, and they’re all simultaneously an investment into your company.

Employees who continue to grow their skills and take on new challenges in their jobs are more likely to stay. And it will build into the final piece of the employee retention puzzle: employee recognition.

4. Recognize Employees’ Contributions

All your employees are pulling for the same team: your company. But it’s important to recognize their individual efforts. Be sure to recognize their contributions both privately and publicly to remind them how much you value them and to inspire others.

Remember to keep the recognition specific. Let them (and others) know exactly what they did right and celebrate both personal and team achievements.

Employee Retention Benefits the Whole Organization

Employee retention tactics come in many different forms, and each one is worth the investment. When you work hard to retain your employees by ensuring they feel valued, providing opportunities for growth, and recognizing your efforts, you build stronger teams and a more stable organization.

At RightStone, our consultant retention rate is far above the industry average.Get in touch to learn how we build decades-long relationships between clients and consultants.


5 Ways to Communicate With Passive Job Seekers

 

It’s no secret that a shortage of qualified candidates to fill highly-specialized roles has been hurting the IT industry in recent years. In their 2019 CIO Survey, the IT outsourcer Harvey Nash spoke with more than 3,000 leaders in the tech industry and found that a staggering 65% of respondents said that labor shortage is becoming a serious problem for the industry. In such a climate, the competition to source, recruit and hire top-talent applicants can be intense. It is also the reason why employers are beginning to adopt tactics aimed at recruiting “passive” job seekers or candidates who are currently employed elsewhere and thereby not actively seeking a new role.

Here are five tips for communicating with passive job seekers who might be a good match for a role within your company:

Strengthen Your Employer Brand

By building your company’s narrative (in the form of mission statements and the voice behind your copywriting, for example), candidates will be much more interested in learning more about you.

Understand Your Organization’s Needs

The more specifically you can define the skills, expertise, and specialties that you need to add to your company, the easier it will be to identify professionals whose backgrounds align with your needs. If a job description and its requirements closely align with their background and skills, passive candidates will be that much more likely to engage with you.

Partner With a Staffing Agency

Staffing agencies specialize in connecting engineers with companies who are seeking new talent. Once you’ve developed and strengthened your employer branding strategy, partnering with a staffing agency can help spread the message, mission, and values to all quarters of the industry to help attract top applicants.

Maintain Communication

Once you’ve established communication with a passive job seeker – whether that was through a staffing agency or by other means – it’s critical to do what you can to keep them engaged and to keep the conversation going. The fact that they’re currently employed elsewhere in all likelihood means that they’re happy in their current position, so excessive communication can ultimately be counterproductive. Rather, you can establish mutually productive communication by occasionally sending them posts that are relevant to their skills, and asking them questions about what their career goals look like.

Streamline the Application Process

Your goal while communicating with passive job seekers is to have them apply for a role. If, after strengthening your employer brand strategy, getting in touch with them, and maintaining your communication with them, they’ve decided to pursue an opportunity with your company, it should be your priority to make the process as frictionless as possible. Don’t have them submit their CV and application through an automated system; keep up personal communication. When they’re interviewing, don’t spend too much time asking them about their experience. After all, you approached them, so you can speed up the process by dropping those questions and instead of answering any questions that they might have.

Looking to Staff Up?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.


Top Reasons Why IT Professionals Leave Their Jobs, and What You Can Do to Change It

Finding talented candidates is a struggle that IT employers frequently encounter. But there is another, lesser-known issue that is causing big problems in the IT industry: employee turnover. According to a 2018 turnover report from LinkedIn, IT has a turnover rate of 13.2%, which is the highest of any modern industry. This is leaving tech companies of all sizes scrambling to find new candidates to fill vacant roles, and spending billions of dollars in the process.

The best solution, however, may not lie in replacing employees that jump ship but rather making changes to your organization that will make them want to stay aboard. Here are a few of the big reasons why IT professionals leave their jobs, and some solutions that will make them want to stay:

Lack of Clear Career Advancement Opportunities – The huge influx in demand for talented IT employees in recent years means that our best workers are always being sought after by competing companies. If those companies can provide them with clear plans for how they’ll be able to advance in their career, and you haven’t communicated such a plan, that’s a huge motivating force for them to accept a new position. To encourage employees to remain in your company, work with your team leaders to devise clear and practical roadmaps for how your employees might be able to climb the ladder of success within your company.

They Are Being Overloaded With Work – One of the major reasons why employees leave a position is because they’re overworked for an extended period. This typically is indicative not so much of an employee’s capabilities but rather of the awareness and leadership skills of their managers. As leaders in the field, the responsibility falls on us to delegate tasks appropriately and realistically to our teams. This includes remaining conscious of employees’ workloads and taking steps to lighten them if we can see that someone is overwhelmed.

They Are Not Being Acknowledged by Leadership – Failing to acknowledge someone’s successes or even to provide honest feedback now and again is one of the surest ways to make an employee feel alienated and unimportant. If this is kept up, and someone continues to have his or her efforts seemingly ignored or taken for granted, you can be sure they will fairly quickly start looking into other opportunities that can offer more supportive work environments. Taking the time to provide feedback and recognize an employee’s contributions, on the other hand, can go a long way towards making them feel like an important part of the team.

Looking to Grow Your Team?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.

 

 


Working With an IT Recruiter: How It Could Be The Best Move For Your Career

We’ve all experienced at one point or another what it’s like to be stuck in a rut when we’re searching for a new job. Sometimes we’re lucky, and things just seem to go our way while we’re searching and applying for new roles, but other times, it can feel like we’re just pursuing dead end after dead end. Those experiences can leave job seekers feeling frustrated and helpless.

IT recruiters can be powerful allies during the job search process, and they can help us work through those moments when we feel like we have nowhere to turn. In this post, we’ll explore how working with an IT recruiter can help you level up in your career.

What Do IT Recruiters Do?

Recruiters partner with employers in the IT industry to fill open positions within companies. It is the primary goal of an IT recruiter to screen multiple resumes and applications and connect the best-qualified candidates with hiring managers. In this way, they’re able to conduct deep dives into applications and can catch candidates that might otherwise have been overlooked by an employer with limited recruitment resources.

How Can Someone Get in Touch With an IT Recruiter?

In most cases, a recruiter will reach out to you on behalf of the employer once you’ve applied and if you’re a good fit for the role. Recruiters also shop around career networking sites such as LinkedIn to find-well suited candidates and so occasionally reach out via those sites even if a candidate hasn’t yet applied for a role.

Alternatively, many job postings will list the name of the recruiter overseeing the candidate-screening process for a particular role; in those cases, you have the option of reaching out to them directly and requesting an informational interview. This is an opportunity to connect with the recruiter and discuss how well your background, skills, and experience might match with an open position within a particular work environment. In other words, you can work with a recruiter during an informational interview to gauge a job opportunity before you commit to applying.

Why Should You Consider Working With an IT Recruiter?

There are many reasons why working through a recruiter can help expedite your job search, but here are the big ones:

  • Time
    • Most job seekers don’t have the freedom to spend eight hours a day searching for job sites and submitting applications. Recruiters, on the other hand, specialize in doing exactly that. When you partner with a recruiter like RightStone, you’re essentially doubling the number of hours that you spend searching for opportunities.
  • Access a Broader Network
    • One of the main parts of an IT recruiter’s job is to create and maintain a huge number of connections within the industry. You may have established a sizeable network throughout your career, but you can bet that working with a recruiter will provide you with new and beneficial connections.
  • Connect With More Career Opportunities
    • There are huge numbers of career opportunities that you’ll miss if you focus your search exclusively on job search sites like LinkedIn or Indeed. Lots of employers don’t post opportunities on those sites and instead only advertise on their website. Recruiters specialize in scouring every available resource to know the landscape of all IT career opportunities and are thereby able to help you find the position that is the best fit for you.

Ready to Grow Your Career?

At RightStone, we’re working with IT candidates and top employers to find connections that last. If you’re ready to start looking for an exciting new role in IT, check out our jobs page.

 


How to Write the Perfect IT Cover Letter

In the course of the IT professional’s job search, certain steps can ultimately mean the difference between being selected for an interview and being lost in the crowd. One of the most crucial of these steps is the crafting and submission of strong, compelling, and up-to-date cover letters.

The cover letter is your opportunity to leave a strong impression in the mind of a hiring manager. This document should communicate enough personal information that it creates a comprehensive picture of you, your background, and your experience; but it should not be so long that it leaves recruiters feeling bored. The bottom line is that creating the perfect cover letter is a balancing act; one that requires some knowledge about what, specifically, IT managers are looking for.

With that in mind, let’s explore four crucial steps to drafting the perfect IT cover letter:

  • Draft Your Cover Letter so That it’s Complementary To, Not Duplicative Of, Your Resume – Your resume and your cover letter are two separate documents serving separate purposes, and they should be drafted accordingly. Your resume will delineate the specific roles you’ve had throughout your career, and your cover letter should detail the specific skills that you’ve acquired as a result of working in each role. In other words, your resume should be seen as a more technical document; your cover letter, on the other hand, should describe how your experience has caused you to grow and develop professionally over the years.
  • Don’t Include Too Much Personal Information – Your cover letter should leave hiring managers with a detailed sense of your professional skills and experience. You don’t need to take up too much space discussing your personal or family life (unless that’s specifically requested in the job post). As a general rule, you should stick to elucidating your professional credentials and how they qualify you for a particular role when you’re crafting your cover letter.
  • Tailor Each Cover Letter for the Role You’re Applying For – If you’re submitting a generic cover letter for every role that you apply to, hiring managers will be able to tell. This will not reflect well on your suitability for a role. Before you submit, be sure that you mention somewhere in your cover letter the following pieces of information:
    • The position you’re applying for (this should be mentioned in the first couple of sentences)
    • How you first heard about the job
    • The skills and experience that qualify you for this particular role
  • Be honest – As with any part of the application and interview process, honesty is always the best policy. Your cover letter should focus on your background, experience, skills, and aspirations in as transparent a way as possible. Stating – or even implying – that you have skills that you haven’t developed may benefit you in the short-term, but it will eventually come back to haunt you. Be yourself and sell your merits exactly as they are.

Looking to Grow Your Career?

At RightStone, we’re working with IT candidates and top employers to find connections that last. If you’re ready to start looking for an exciting new role in IT, check out our jobs page.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


5 Ways an IT Recruiter Can Help Your HR Staff

As job requirements for professionals across the IT industry continue to become more and more specialized, it’s becoming an increasingly difficult challenge for even the most well-equipped HR departments to find and recruit candidates with the necessary experience and skills. In addition, the quick pace of the modern IT company puts pressure on hiring managers to fill roles quickly, often forcing them to sacrifice quality for expediency. As a consequence, it’s not uncommon for HR departments in the IT industry to go into acute crisis mode whenever it’s time to hire a new employee.

To help with the process of finding, contacting, and recruiting top-talent employees, many HR departments are finding that working with IT recruiters is beneficial.  The resources and expertise of these third-party hiring specialists make the recruitment process less cumbersome and can produce stronger and more long-lasting relationships between employers and employees.

If you’re curious about the benefits of working with an IT recruiter, then look no further: below we’ll explore five proven ways that an IT recruiter can empower your HR staff:

  • Sharpen Job Requirements –  Oftentimes, HR departments will only be able to describe the requirements of a particular IT job in general terms. Recruiters, on the other hand, can hone in on the particular responsibilities, qualities, and skills that will be required for a candidate to be successful.
  • Make the Distinction Between Needs’ and Wants –  It’s easy for HR departments to confuse “need-to-have” qualities with “nice-to-have” qualities when searching for a candidate, which can significantly delay the process. By working with an IT recruiter, hiring managers can enter into the search with a much clearer distinction between these categories, which will go a long way in keeping priorities straight.
  • Provide Follow-Up Support – Once initial contact is made with a promising candidate, it’s vitally important that the communication continues at a steady pace. Many HR departments are unable to commit enough time and resources to this phase of the hiring process. Recruiters, on the other hand, specialize in steady and productive conversations to ensure the process stays on track.
  • Create Productive Interviews – Any time your company is looking for that perfect candidate who will be able to bring the right set of skills, personality, and experience to a role, conducting generic, standardized interviews can be counterproductive. Alternatively, working with recruiters to design interview questions that are tailored for particular candidates will leave your team with a much clearer sense of their eligibility.
  • Provide Quick and Accurate Feedback – Many HR departments struggle to provide prompt feedback to candidates once the interview process has begun. Given the number of people being interviewed and the other demands placed on HR, this is unsurprising – however, it can often result in the loss of a promising candidate. IT recruiters remove the friction from this part of the process by gleaning thoughts and impressions from hiring managers and the candidates, shortly after the interview to provide constructive feedback to both parties.

Looking to Grow Your Team?

 At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, let’s talk.


5 Recruiting Tactics That Will Help Attract Top Talent

The rapid pace of development currently being experienced within the IT industry means there is more competition than ever — not only to innovate more advanced tech, but also to recruit the most talented engineers. In order to remain ahead of the curve, it’s crucial that IT companies implement the most effective and up-to-date tactics into their recruitment methods. The pace of change within the industry, however, can make it difficult to stay updated on the current best practices for finding talented candidates.

We’re here to help by providing you with five recruiting tactics that are sure to help your company attract top-talent IT professionals:

1. Be Clear About Mission Statements and Goals: It’s important for applicants to have a sense of the guiding purpose(s) that are driving your company, and how they would specifically fit within that scheme. Increase the chances of having talented candidates apply for open positions in your company by being clear in job descriptions about the mission statement that would define their role, and how that would fit into the larger context of their department and the organization.

2. Let Them Know About All Perks and Benefits: The more perks you’re able to offer, and the more clearly, you’re able to describe them in job posts and during the interview process, the more likely you’ll be to attract talented IT professionals.

3. Sell Your Company’s Scalability: Talented IT job candidates will seek employers who are able to offer opportunities for growth and advancement. When setting out to find new talent for an open position, it’s important to communicate to applicants exactly how they’ll be able to climb the ladder of success within the company. These details will vary from role to role, so it will be necessary to speak with team leaders before you advertise these opportunities in job posts.

4. Streamline Your Recruitment Process: Talented engineers in today’s IT industry are highly valued commodities, so the sooner you can secure a new hire, the better. This means it’s important to streamline each step of the recruitment process as much as possible — including establishing communication, reviewing their background, interviewing, and eventually hiring them.

5. Incentivize Employees to Help With Sourcing: When it comes to finding talented engineers, your existing employees could be one of your strongest assets. By offering incentives (either financial or benefits-based) for employees to connect your recruiting team with talented job candidates, you’ll be ensuring that your team helps to provide you with IT professionals that are in their network and looking for new roles.

Do You Want to Find Top Talent?

At RightStone, we’re working with IT candidates and top employers to make connections that last. To learn more about how to get connected with top talent, we’re here to help.


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