Trillium Insights

Thoughts and Insights from Trillium's Practice Leaders

Advantages of a Staffing Firm for Hiring Managers

Advantages of a Staffing Firm for Hiring Managers

Staffing firms can play a key role in helping companies find talent.  They save hiring managers significant time reviewing resumes and qualified candidates for the interview process.  Good staffing firms will only submit candidates that are a good fit for the position.    So what is a staffing firm and why are they so critical in today’s market?

A staffing firm is an external search firm that earns a fee one of two ways.  The first is by providing a client with a candidate that is hired by the company on a full time basis – Direct Hire.  The second way is by placing a consultant at the client on a contract basis – Contract. 

The remainder of this article is focused on Direct Hire Staffing.  Direct Hire staffing firms recruit for both active and passive candidates.  An active candidate is a person who is actively looking for a job.  A passive candidate is a person who isn’t actively looking for a job.  Recruiting passive candidates is significantly more challenging, because a recruiter needs to provide insight to the candidate about both the opportunity that is created by the new role and also the benefits of making a job change. 

Staffing firms have highly qualified recruiters that have deep networks and credibility with candidates.  They foster relationships and understand that strong relationships are built upon trust, integrity and consistent results.  In many situations, highly qualified recruiters are able identify candidates that their clients are not able to find.  Using a staffing firm can enable you to hire more highly qualified employees. 

Lastly, staffing firms typically have a time-based guarantee for the candidates that a company hires.  In the event that the new hire turns out not to be a great fit for the company, the staffing firm will support the company in finding a suitable replacement.  

The key to having the relationship with a staffing firm work is to engage with the staffing firm directly in order to clearly outline your expectations and to provide insight into the qualifications that are most important to you.  When a hiring manager does not talk with the staffing firm, it typically delays the process and it likely will increase the number of candidates that you will have to interview in order to find the best candidate for the position.  Best of luck!

Are You Leveraging Job Boards and Social Media to Your Advantage?

Are You Leveraging Job Boards and Social Media to Your Advantage?

If you are looking for a job, you can leverage social media and job boards to reach thousands of potential employers.  With the increasing number of sites out there as well as the hundreds of thousands of potential other candidates, how can you make sure you are utilizing job boards and social media to your advantage?

Represent Your Brand:  Every picture, post or comment you put online is a reflection of you and your brand.  Think about who your audience is and how you want to present yourself to them.  Be sure to remain consistent and professional in your message to attract potential employers.  This is your first impression to recruiters and hiring managers.

Leverage Job Boards:  Job boards are a very popular avenue to search and apply for positions while also putting you in front of hiring managers and recruiters.  The challenge for these sites is that you are one of many who are looking for positions.  The key to overcoming this challenge is to make yourself stand out.  Ensure that your resume has clear and searchable key words.  Also, list specific dates, experience and accomplishments.   Also, leverage the job boards to build a list for which companies are actively hiring for the role you are looking to fill.

Research:  Learn which job boards are geared towards which industry.  For example, serves information technology and engineering professionals while CareerBuilder and Monster focus on individuals such as administrative assistants and accountants.  Other job boards such as ZipRecruiter and Indeed are one-stop search shops that pull job listings from all over the web. 

Leverage Social Media: There are plenty of social media sites on the web, but LinkedIn has been proven to be one of the market leaders with over a hundred and twenty million members.  It’s a great place to network and display your experience and accomplishments.  Whether you are actively looking for a job or not, you should have a LinkedIn profile.  LinkedIn users can join groups that cater to specific industries and interests.  These groups are helpful because they enable you to keep up to date on trends in the industry you are interested in, participate in discussions and respond to job inquiries.  Finally, be sure to upload a polished photo of yourself and ask trusted colleagues for referrals! 

Regardless of the approach you take to find your next job, it is important to remember that you are selling yourself and your brand.   By staying active online, you will be on your way to landing your dream job.

Skills for Interviewing Your First Potential Hire

Skills for Interviewing Your First Potential Hire

You have just started your role as a manager, and now it is time for you to conduct your first candidate interview.    Here are some helpful tips to ensure a successful interview.


Do Your Homework: Prior to the interview, take the time to review the resume and credentials of the candidate you are interviewing.  Understanding the candidate's background will enable you to come up with pertinent questions and discussion topics.  Brush up on general company information such as benefits offered, culture and goals.  You should be able to articulate clearly the role the candidate will be performing as well as who he or she will be reporting to.

Reverse the Roles:  Put yourself in the candidate’s shoes.   This will make it easier to predict and anticipate the questions that the candidate might ask you during the interview.    

Culture fit:  Evaluate the candidate for how well you feel they align with your company’s culture.     

Watch out for Red Flags:  Was the candidate on time? How were they dressed?  Did they speak negatively about a former employer?   Did they do their homework?  Evaluate the candidate’s attitude in addition to their aptitude.  Remember, if the candidate is hired, they will be representing themselves, the company, and it is a reflection on your ability to evaluate talent.

Follow up:  Provide HR with timely feedback regarding the candidate.  This will help recruiters better understand the requirements for the role and it will enable them to provide timely feedback to the candidate.  It is a great way to reinforce your brand.

Interviewing is a key role in leading people.  Always hold yourself to the highest standards and keep company brand image in the front of your mind.  Good luck!

Ways to Reduce Employee Turnover

Ways to Reduce Employee Turnover

Smart business owners know that employee turnover is something to keep at a minimum, and that great employees are the key to the businesses overall success.  So how do they make sure that they are retaining their top talent?  Here are a few ways:

Invest the Time: An employee’s positivity and enthusiasm begins with your investment in them.  Spend the time and money to train and get to know them.  When a person sees “investment” in them and feels that individual attention that you are providing them, they will truly feel that they are a valuable piece of the organization.  In turn, they will want to remain valuable by doing a great job for you. Investing the time and money in your new hire is imperative to their longevity with the company. 

Set realistic goals:  Goal setting is another important component to an employee’s long term success.  Not only does goal setting enable employees to understand and focus on the companies’ priorities, it allows both you and them to measure their progress.   Attainable goal setting is a large contributor to employee morale.  If an employee sees and feels that they are making a positive impact on an organization, the more likely they are to stay.

Live your culture:  One reason that an employee wants to stay at a company is because they believe in that company’s culture and they feel it aligns with theirs.  Make sure the company rewards actions that align to their culture and immediately provide feedback when a person’s actions don’t.  Employees make note of inconsistencies between a company’s actions and their words. 

Create an Employee Handbook: An employee handbook provides your people with information about your company’s policies, procedures and culture that they/you may have missed during the interview process.  It also demonstrates your understanding of an employees need for information.  When an employee understands expectations and has helpful information at their fingertips, the more likely they are to succeed.

Give and receive feedback:  Feedback works both ways, and is important for everybody to give and receive because it promotes communication.  Providing positive feedback and giving kudos when they are due gives people a sense of worth and accomplishment.  Negative feedback, as long as it is given in a constructive manner, shows care and concern for the individual and their personal goals.

Remember, when your employees feel supported and are doing something they love and believe in, retention automatically follows.