Hiregy’s recruiting services are built around a commitment to connect exceptional people in Central Florida, including Orlando, Tampa and St. Petersburg. Here’s why.
We recently sat down with the CEO of an insurance firm who was struggling to fill a key sales position. The spot had been empty for three months and she was ready to bring on a recruiting partner to help fill the role. By asking a few questions, we realized that the empty position was draining her company of thousands of dollars each month. No one had realized it because her team was juggling more work and overflowing to-do lists due to the empty position. The hidden costs of hiring were damaging her business.
Some costs related to expanding your staff are easy to track, such as the price of advertising, background checks and new equipment. Others require a bit of digging to reveal, but are still relatively straightforward to calculate, such as the value of a hiring manager's time spent writing job descriptions and interviewing. So what are the hidden costs — the sneaky, silent items that drain value from businesses, often without their even knowing? Keep your eye out for these stealthy wealth eaters.
With 4.6 percent unemployment, we’re facing a challenging hiring market. Exceptional people are in short supply, which means it’s time to approach hiring more strategically. Here’s what you can do to gain an edge on your competition.
Finding a valuable employee can be a time-consuming process. There is a job description to write, resumes to review, schedules to arrange, and interviews to conduct. This whole process takes time, and, as the saying goes, time is money. Your money. An easier option than taking this whole process upon yourself is to hand over the reigns to a recruitment firm for your staffing needs.
Are you hiring like a snail? Does it take your company forever to make a final decision on a candidate? Sure, you want to learn the most you can about an applicant, but putting them through a hiring process that involves multiple phone screens, an in-person interview with Human Resources, a second round interview with a Hiring Manager, a third round interview with a panel of executives, a personality profile, the Wonderlic test, and then a professional case study to top it all off, is overkill.
Hiregy is pleased to announce the release of our annual Hiring Trends Report! To help businesses and job seekers plan for 2015, Hiregy reviewed our job placement information from 2014 to identify hiring trends and salary data in Central Florida. The report includes examples of the types of positions we filled in the Tampa Bay area in 2014 with accompanying salary data.
We are now entering our second full week of 2015, and thus the second week of reminding myself not to write 2014 on any important documents (so far I'm 0 for 1, but I'm sure the HOA will try to cash my check regardless). Based on our experience, this is the time of year when hiring really heats up. This is due to many factors, including people returning to work from holiday vacations and the start of new initiatives for the coming year.
If you're a job seeker living in Tampa then you're in a great place to find a job. A recent report from wallethub.com ranked Tampa the 3rd best city in the U.S. to find a Job. Cities were ranked based on a variety of factors including number of job openings, industry variety, unemployment trend, hiring / staffing trends, salaries, benefits and more.
In honor of Halloween, we asked Tampa staffing managers to tell us some of the scariest things they’ve experienced in interviews. We thought we’d get a few interesting stories; however, we were flooded with responses. A few common themes appeared including outrageous outfits, crazy reasons why people left their previous jobs and improper language use during interviews.
Have you ever met with a candidate who had the perfect resume, excellent experience, perfectly-matched skills and said all of the right things in the interview but your gut still said “don’t hire them?” Recently, I was part of a team working on a high-level executive search. We had hundreds of candidates interested in the position but only a few met our hiring criteria. One candidate in particular looked perfect. The resume was a model which could have been used as our job description. In a panel-style interview, this candidate was poised, provided thoughtful answers with brevity and clarity and was completely comfortable with their surroundings. Not a single bead of sweat rolled down their face as they zapped every tough question from the committee of 7. A presentation followed. One of the best we’ve seen. A perfect performance.