What is the golden rule of hiring?

Following the Golden Rule applies to everything, including recruiting. It's a simple rule: treat others as you would like to be treated. This especially comes into play when working with potential job candidates.

staffersinc.com - The Recruiter's Guide to the Golden Rule - Staffers Inc.

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Following the Golden Rule applies to everything, including recruiting. It’s a simple rule: treat others as you would like to be treated. This especially comes into play when working with potential job candidates. What does it mean to follow the Golden Rule in recruiting, and why is it so important? Here is a recruiter’s guide to the Golden Rule and placing great candidates.

Keep Things Clear

A recruiter’s biggest strength is to be clear. It’s important to state the job description and salary (if you can) as clearly as possible so that candidates can make informed decisions about whether or not to apply. This will strengthen your application pool and allow candidates to more carefully screen for jobs that fit their needs and skills.

Respect Your Candidates’ Time

Just like you, most potential hires are busy. Job seekers often submit multiple applications a week and may be working with several staffing firms. Therefore, following up in a timely manner, and keeping in touch will show your top talent that you are dedicated to working with them and that you want them to apply for your jobs. In a competitive hiring atmosphere, recruiters have to go the extra mile to place great candidates.

Go the Extra Mile

Finding the right job for a potential candidate is as good for you as it is for the candidate. Learn the ins and outs of the position you are trying to fill, and make sure you have a good understanding of the key responsibilities of the position. When working with a candidate, it’s important that you listen to their expectations and desires, all while getting a better sense of their soft skills.

Touch Base with Applicants Who Don’t Fit the Bill

In any applicant pool, there are usually candidates who do not meet the specifics of the job description. Even though focusing on hiring the right candidate is a top priority, it never hurts to follow-up with those candidates whose applications you have chosen not to pursue. It means a lot to the applicant to know if they are not being considered for the position. If they ask politely and you have time, it never hurts to give some constructive feedback about how to strengthen their application. Who knows? You may end up wanting to hire them for another position down the line! At Staffers, we take the recruiter’s guide to the Golden Rule. If you are looking for temporary work or your dream job, we would love to help! We are one of the leading providers of administrative positions and clerical positions in Hinds, Rankin, and Madison counties. Contact us today to learn more about our available positions!

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What type of recruiting pays the most?

Executive recruiters Executive recruiters make the most money in the US. Internal Recruiters are typically working in Human Resources and only recruiting for the company they work for. External Recruiters, meaning contractors, are the ones earning the six-figure income.

zippia.com - What type of recruiters makes the most money? - Zippia

Executive recruiters make the most money in the US. The base annual salary is $93,045, and the average is $119,473 per year. The recruiters who make the most correlate to the industries that earn the most. There is a huge difference in pay structure between Internal Recruiters and External Recruiters. Internal Recruiters are typically working in Human Resources and only recruiting for the company they work for. External Recruiters, meaning contractors, are the ones earning the six-figure income. Agency recruiters aren't paid a flat salary; they earn commissions when they fill a vacancy through their candidate. Recruiters are paid to save the company time and money finding the right applicant for a vacant position. External Recruiters are paid a contingency fee based on a percentage of the first-year salary of the hired applicant (the company pays this, it does not come directly from the employee's salary). If an executive in IT, biotech, or pharma is placed on a $200,000 salaried position, the recruiter can receive a 20% payment based on this amount. However, If the recruiter is working for an agency, therefore, the $40,000 is split among the team, so their success adds up quickly.

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