All posts in Top Talent

5 Ways to Guarantee You Won’t Fill Your Open Roles

5 Ways to Guarantee You Won’t Fill Your Open Roles

We have clients who tell us that in some parts of their businesses they literally have as many open roles as they have people. Each day they get further and further behind on their roadmap (despite everyone working a truly obscene number of hours). Their stakeholders and customers are cranky about it; and the existing staff feel like mice on spinning wheel.

Why can’t they hire?

If you’ve found yourself in a similar position, and you’re comfortable overworking your existing team, and letting your employer brand go down the drain (because trust me, word gets out), here are five ways to ensure your number of open roles goes through the roof. And you may just find yourself dealing with a few extra resignations as an added bonus! Read More…

Passive-Candidate-Outreach

The Insiders Guide to Passive Candidates [Infographic]

A passive candidate is someone who is currently employed but would still be open to considering other opportunities.

So why you would even seek out someone who is not looking for a new job?

In the 2015 LinkedIn Talent Trends Report, 75% of the 18,000 full time employees surveyed considered themselves passive candidates. 85% of those said they would be willing to talk about a new career opportunity, however only 61% of companies today are actually focused on recruiting passive candidates. Does yours?

By definition, the passive candidate is going to be tougher to engage than an active candidate (somebody eagerly on the hunt for a new position). But the whole point of passive sourcing is to find candidates who don’t think they’re interested in leaving their jobs and convincing them to give your open role a chance. Read More…

Why Allowing Social Media At Work Can Help Attract Top Talent

Why Allowing Social Media At Work Can Help Attract Top Talent

Editor’s Note: This is a guest post by Nancy Grace from iDigic.net. Her opinions are her own.

When it comes to employing people, everyone wants the crème de la crème. But no one tells you how best to go about it. And, there are no specific methods to trap these folks. So, what are you supposed to do?

The best shot you have to get people from all over the world looking at your product or service is to have it pop up in a big budget Hollywood movie, certainly not the most viable means for a small/medium sized company. The next best thing would be to leverage a medium that has even more exposure than an average movie, provided you know what you’re doing.

I’m talking about social media.
Read More…

8 Ways to Retain Employees After a Merger or Acquisition

8 Ways to Retain Employees After a Merger or Acquisition

Editor’s Note: This is a guest post by Esperanza Denise from Dissertation Heaven. Her opinions are her own.

One of the major challenges during any merger or acquisition is the retention of key employees.

Often, when companies go through a merger or acquisition, the employees feel insecure about the future of their employment. The ‘fusing’ of two companies often results in the implementation of new policies, procedures and business regulations. This is what makes employees feel insecure about their jobs as they are clueless about how things will turn out inside the ‘combined entity’.

As a result, many employees flee in search of greener pastures.

Here are 8 ways you can retain your top employees after a merger or acquisition: Read More…

5 Ways for Recruiters to Attract Passive Candidates and New Clients

5 Ways for Recruiters to Attract Passive Candidates and New Clients

Editor’s Note: This is a guest post by digital strategist and blogger, Tanya Williams. Her opinions are her own.  

People haven’t changed but the way we communicate with them has. In our fast paced, ‘want it now’ society technology new digital tools and platforms are making it easier than ever to access information.

The same applies to the world of recruitment. The rules have changed and how we find clients and talent today relies on much more than just knowing a few people in our network. Your potential clients and candidates are starting the ‘people finding’ process online and if they cannot find you, then you are missing out on business.

Clients and candidates are mobile, social and want personal relevant information given to them on their communication channel of choice delivered on their favourite device. With this in mind, you need to take the time to listen to and understand your audience about how digital technology is impacting their everyday life. Read More…

What recruiters want 12 ways to have them gagging for your business

12 Ways to Get Recruiters Gagging For Your Business

Picture it: Your business has reached the stage where you need to employ someone new into the team. But you’re far too busy to recruit the position yourself so you’ve decided to engage the services of a recruitment consultant.

Regardless of whether you’ve decided to go with a generalist or a specialist recruiter, the recruiter you choose could well be just as busy as you.

How can you become their top priority? Read More…

5 Secrets to Hiring the Right People

5 Secrets to Hiring the Right People

Editor’s Note: This is a guest post by Leonie Barnett from Media Vision. Her opinions are her own.

One of the keys to achieving business success is by hiring quality employees. The right people can make or break any profit-making enterprise, as they are the foundation upon which a company’s profitability depend.

It only takes one bad apple to spoil the bunch, so much so that a single bad hire could potentially ruin the whole team’s motivation. This will negatively affect productivity, and ultimately, impact the bottom line.

However, bringing in the perfect candidate to fill a role in your company is not an easy task. Potential hires that look good on paper do not always guarantee the right fit.

Someone who doesn’t shine during the interview might prove to be a better performer, even when compared to someone else who passes it with flying colors. Finding candidates for the right role goes beyond technical skills or the perfect CV. Other factors must be considered as well.

Here are five ways to help improve your team recruitment efforts moving forward.  Read More…

How to Stand Out to Passive Candidates

7 Ways to Stand Out to Passive Candidates

Ever heard the adage “It’s easier to find a job when you have a job?”

From the employee’s side that’s probably true. But what do you do if you’re the employer looking to hire someone who already has a job and is not actively looking for work?

This type of candidate is referred to as a passive candidate – someone who is not necessarily looking for a new job, but would be open to taking a new job if the right offer comes along.

Getting someone in this situation to be excited about your company can be a tough task. Read More…

6 Ways to Tweak Your Job Descriptions to Attract Better Talent

6 Ways to Tweak Your Job Descriptions to Attract Better Talent

Editors Note: This is a guest post by Monique Craig from Oneflare. Her opinions are her own.

If you’re struggling to find the right talent and your business goes through endless hiring cycles, this post is for you. Unfortunately, many organizations tend to sabotage their hiring strategy by publishing job descriptions which only prevent them from reaching critical recruitment goals. Ensure that you’re attracting the right type of talent by writing clear and relevant job descriptions.

Here are 6 tips to help you do that and boost the retention rate at your organization. Read More…

Top 50 C-Level Sales Professionals in Boston

Top 50 C-Level Sales Professionals in Boston

Boston. One of my absolute favourite cities in the USA.

What comes to mind when you think of Beantown? Is it The Red Sox? The Boston Tea Party? Faneuil Hall? Harvard? Good Will Hunting? Or perhaps it’s “Cheers” … where everybody knows your name!

Over the last few months we’ve shone the spotlight on several US cities. Not to promote them as a tourist destination but to highlight some of the country’s best talent.

For example, maybe you’ve got your eye set on one of the Top 50 C-Level Marketing Professionals in Seattle, the Top 50 Female Full Stack Developers in New York City, the Top 50 Female Front-End Engineers in San Francisco, the Top 50 Female UI/UX Designers in Austin, Texas, or the Top 50 Hadoop Developers in the Bay Area.

Today it’s Boston. One of the oldest cities in the USA, the largest in New England, and home to some very talented C-Level Sales Professionals.

Wherever you believe your ideal candidate might be ‘hiding’, at RecruitLoop, we’ve created a very specific sourcing algorithm and process to help you find them, anywhere in the world. We call it Sourcing as a Service. Sourcing is the process of identifying the specific characteristics of your ideal candidate, then finding as many people who meet that criteria as possible.

Here are the Top 50 C-Level Sales Professionals in Boston for your perusal based on their experience, qualifications and digital footprint. Read More…