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  • How to Find the Best Tech Placement Companies

    There are tens of thousands of recruiting firms around the United States. So how do you know which one can best help with your staffing needs? How do you know if you should even work with a recruiting agency? At Elevano, we know that the decision to use a 3rd party to help with your tech placements is a tough one. Using external recruiters means additional paperwork and money, after all. But it often also means less time and energy spent on finding the perfect candidate for your technical roles. To find the best agency for your staffing needs, you need to factor in the regions they service, their areas of expertise, and also take a look at the calibre or type of clients they’ve previously worked with. These are some of many factors that hiring managers or HR should think about when deciding on a tech recruitment company. Here they are in detail:

    Location

    If you’re looking to fill a technical role, then chances are, you’re located in, or are close to a major city in the U.S. Why do we say that? Because tech companies (and other companies utilizing technical staff) tend to concentrate in urban hubs. Take the Bay Area, Seattle, and New York, for instance. As a result, your first instinct may be to look into companies located close to you. If it’s your first time working with outside staffing firms, then this makes sense. But if not, you’ll know that the best tech placement or recruitment services don’t have to be located geographically close to you. Subsequently, it’s important to consider recruiting/ placement agencies that aren’t in your neck of the woods. Not every recruiting agency can be located in tech-heavy cities, and they know that! But every good technical recruiting agency in the country should know where the most-serviced regions for tech placements are in the U.S. As a result, it’s highly likely that no matter where they’re located in the country, they’ve worked with companies in your region before.

    Close-Up Photo of Assorted Color of Push Pins on Map

    Look at us, for example. Although Elevano is based in Orange County (Southern California), the vast majority of our jobs aren’t in Southern California. That’s because our clients are located with likeminded companies in those tech hubs mentioned above. We predominantly service the Bay Area, as well as Seattle, New York and Boston. If companies stuck to local recruiting agencies, we wouldn’t be as successful as we are today. We probably wouldn’t even be able to stay in business if that was the case! This is a common story for most recruiting agencies who operate outside of major tech hubs. Therefore, when deciding on which agency to work with, remember that location doesn’t mean everything! In fact, the best recruitment agency for your needs might not be physically close to your company, but fortunately, it’s only a Google search away!

    Expertise

    The types of roles that a tech recruitment company fills is not exactly a secret. But their specific areas of expertise might not be as clear. At Elevano, we outline our areas of experience and speciality on our website. These include:

    Person Using Macbook Pro

    Be sure that when choosing an agency, they specialize in the exact role you’re looking for. Not all tech recruiting agencies specialize in all (or the same) areas. There might be some overlap, but some agencies might have better candidate pools for specific roles, for example. Similarly, there may be too much/too little demand for particular job types. As a result, the availability of specialist recruiters may differ from agency to agency. Expertise should factor in greatly in your search to find a recruitment agency that works for you. Do your research, contact the agencies if you need to, and make sure that they’ll be able to fill the exact roles you’re looking for.

    Existing/ Previous Clients

    To get a better sense of the types of roles an agency has filled before, and the sort of companies they have experience working with: check out their client list! If it’s not available, then, don’t be afraid to ask for a copy, as well as references or testimonials. It’ll help inform your decision on whether or not this is the right company to work with. It’s also useful to find out if the agency has worked with similar companies to yours in the past.

    Some Other Things…

    Other factors to think about are whether the agreement with this agency is one-off or ongoing/long-term. As a result, you’ll need to know your budget for external agencies. Can you afford to pay per candidate, or will you set up an agreement for ongoing talent? These are important things you need to know before signing an agreement. Depending on this financial situation, you may also narrow down your choice of agencies. Keep in mind that most contingent recruiters charge 20% of their candidates’ base salary.

    Trust Your Instincts

    With the thousands of recruitment/placement agencies out there, it’s easy to get caught up in the slew of recruiters looking to secure you as a client. That certainly gives you the upper hand: you can be choosy about the agency you go with. But being spoiled for choice means you need to do your research, too. Use the above factors of location, expertise and previous clients to help guide your search. Remember, these agencies can only operate with your business. They might all blur into one at some point in your search, but there’s one out there that’s the perfect fit for your hiring needs.

    So our final advice to you is to trust your instincts.

    Why You Should Think Twice Before Working with a Recruiting Agency

    Why You Should Think Twice Before Working with a Recruiting Agency

    Are you considering working with a recruiting agency to fill a position in your company? If so, there are a few things you should think about before you jump on board with using recruiters. While it’s tempting to go this route, especially with a difficult-to-fill job, it’s important to make sure you’re prepared for everything that goes with working with recruiting agencies.

    Costs

    The most important question to ask before your company works with a recruiting agency is: are you prepared to pay a fee? Working with recruiting agencies can get rather costly. So before you start, it’s crucial to know if their fees are in your budget. You might need to consider if it’s more feasible to hire an internal recruiter if you have a large volume of roles, for example. If you’re prepared to pay a fee to find top talent, then you should become familiar with the types of recruiting services available to your company.

    Brass Round 7 Stack Coins

    There are several different types of recruiting agencies around, each one with its own fee and guarantee structures.

    1. Contingency

    Contingency agencies send in candidates they find and take a percentage of the annual salary for the position after the new hire meets the guarantee period. (This one is pretty standard for agencies, and is also how Elevano works).

    Cost: Generally 15%-25% of the annual salary 

    Guarantee: Typically sixty days

    2. Retained

    With retained recruiting agencies, your company pays upfront and generally gives the agency exclusive rights to fill the position. This type is rarer and typically used for very difficult to fill or high-level positions.

    Cost: 10% of annual salary on average to begin recruiting, then another 10-15% after hire.

    Guarantee: Around six to twelve months

    3. Temporary/ Temporary to Permanent Hire

    These agencies send your company temporary workers who come and go, or if your company finds them to be a good fit, transfer to your payroll. Workers’ contracts are bought out for a fee, or after a certain time period you can get the worker for free. The buyout generally features a sliding scale. In other words, the sooner you the worker is on your payroll, the higher the fee you pay.

    Cost: 20%-50%of the hourly wage

    Buyout: Typically after 90 to 120 days

    Communication

    Sometimes, communication is a problem when it comes to working with a recruiting agency. Recruiters need to completely understand what skills candidates should have for the position you’re trying to fill. In addition, they should be familiar with the responsibilities of the job and any other information that helps them find the right candidates or job details candidates should know. All of this information can sometimes be difficult to communicate, especially if you only communicate with agencies via email.

    Group of People Holding Message Boards

    Poor communication is all too common in the recruiting industry. That’s why Elevano does recruiting differently. You won’t chase us up with phone calls, e-mails and texts. Our clients are our first priority. Fortunately, our automated recruiting process means that our Account Managers are available to speak to you whenever you need them. That’s because we spend a lot less time on repetitive (ex. data entry) tasks, and more time finding the perfect candidates for your role! In addition, we’re well-versed in all things technical, with our own Co-Founder coming from a software engineering background himself!

    Recruiters Don’t Always Know What Your Job Involves

    As mentioned earlier, recruiters need to know the necessary information to find the right candidates. However, they don’t always know exactly what the position they’re recruiting for involves. Recruiters may know your industry’s lingo. However, for more technical jobs, there’s a chance they don’t really understand what the daily responsibilities are of the position.

    Man Wearing Black and White Stripe Shirt Looking at White Printer Papers on the Wall

    At Elevano, we’re proud of our company history. In fact, we leverage our technical background to bring our clients better candidates, faster. How? We know the tech industry, because our founders came from there!

    Process

    Another question to ask before working with recruiting agencies is “Do you have a process to support working with an external agency?” If the answer is no, you should probably think twice before working with a recruiting agency, or at least until you have a process in place. It’s also important to make sure your internal staff are able to deal with candidates coming from recruiting agencies.

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    We work closely with your hiring team to make sure everything runs smoothly. With almost a decade of experience on this side of recruiting, we know what it takes to build strong, long-lasting relationships with our clients.

    Conclusion

    There are many reasons why you should think twice before working with a recruiting agency, however, if you take these main concerns into consideration, a recruiting agency may still be the answer to your problems. The important thing is to be prepared before working with one.

    Fortunately, Elevano recognizes the impediments that clients face when working with recruiting industries. That’s why we’re confident that you’ll love the way we do recruiting. We know what clients don’t like, and we know what it takes to bring them top notch candidates as efficiently as possible. So if you’re in need of a recruiting agency that specializes in the technology industry, Elevano may be just the solution you need. Focusing on specialized technology, Elevano provides qualified candidates that have the qualifications and qualities you’re looking for.

    Front-End Developer Jobs: Interview Questions and Answers in 2019

    Front-End Developer Jobs: Interview Questions and Answers in 2019

    The Job

    Front-end web developers work on user-facing features, and combine their programming expertise with their creative skills to build the interactive and visual elements of web applications. They build reusable code, and are responsible for optimizing web applications for high performance, speed and scalability.

    Front-end developers translate the UI/UX design to code in order to create the visual components of web applications. This requires working with the UI/UX designer to integrate elements of graphic design with technical aspects. Front-end developers will also work with back-end developers to assist with the integration of user-facing features with server-side logic. This includes ensuring that user input is validated before it is submitted to the back-end. Front-end developers will therefore have good interpersonal skills, and can expect to problem solve and think critically in a collaborative environment.

    The Interview

    If you have the necessary skills and experience to land yourself an interview for a front-end web development position, then this guide gives you an idea on the sorts of technical questions you could be asked. Front-end developers should have a good understanding of HTML, CSS and JavaScript, so the following questions are divided up into corresponding sections.

    General

    1. What role does UX (User Exp.) have in front-end development?

    Front-end developers work on the client side to build user-facing features. As a result, they ensure a good user experience by designing visual elements and content that looks seamless on a company’s site. Front-end developers are likely to work with the UX team to create web pages that both represent the brand, and deliver a highly user-centric experience. Candidates should think about the ways UX and front-end development come together in the process of web design when answering this question.

    2. What can you do to increase page performance?

    There are various methods candidates can name here: Reduce external HTTP requests, use compressed or smaller images, incorporate JavaScript on the bottom of the page, clean up the HTML document, and minify CSS, JavaScript and HTML.

    HTML

    3. Describe the function of the doctype.

    <!DOCTYPE> is a required declaration, and the first line of code in an HTML file. This tells the browser the version of HTML the page uses. Candidates should know that this declaration helps the browser interpret content correctly.

    4. How does XHTML differ from HTML?

    XHTML is optional, and used to provide more accessibility to a webpage. When used, it adds the XML markup language to a webpage.

    5. Describe the difference between cookies, local storage and session storage.

    Cookies allow applications to store data in a client’s browser. Local storage allows applications to store data without expiry limits. Session storage allows applications to store data for the duration that a window is open.

    6. Describe the new elements to HTML.

    Answering this question well indicates that a candidate understands and keeps up with changes to HTML. Candidates can discuss both design-related and more technical elements that are new to HTML. Some features candidates could mention are changes to the multimedia and graphic elements available (ex. Audio, canvas), and semantic tags (ex. Header, footer etc.).

    CSS

    7. When would you use CSS or JavaScript for animations?

    Understanding when and why to use one over another tells employers that the candidate can differentiate between CSS and JavaScript appropriately. CSS is better suited for simple state transitions, but JavaScript leverages better backwards compatibility.

    8. Describe the difference between classes and IDs.

    Classes and IDs are hooks for CSS styles. Classes are used to style different elements in the same way (ex. Various links). IDs are used to style elements that are only featured once on a page (ex. One instance of a navigation menu).

    9. What is the box model? How do you tell the browser to use it?

    The box model is useful to designing the layout of a webpage. All elements on a page are boxes. As a result, the box model is used to position elements on a webpage. The box model consists of:

    • Content: Where the content is located; the innermost part
    • Padding: Transparent area surrounding the content
    • Border: Border that frames the content
    • Margin: Transparent area outside the border

    10. How do floats work?

    A CSS float pushes an element to the left or right. A float property has four values: left, right, inherit, and none.

    11. What is the purpose of the z-index?

    The z-index stacks elements on the z-axis. It only applies to positioned elements, and overrides the default stacking order of HTML.

    12. How do you deal with browser-specific style incompatibility?

    Candidates may identify various methods to answer this question. For example, using a conditional statement in the head tag of the HTML will allow you to identify the browser and load an external stylesheet.

    13. What is the function of pseudo-elements?

    Pseudo-elements style an aspect of an element (ex. The first letter of a paragraph). It also allows you to wrap text around images, create a body border or make multiple shapes using a single element.

    JavaScript

    14. What is the function of CoffeeScript and how does it differ to JavaScript? 

    CoffeeScript is a programming language that uses all the ‘good aspects’ of JavaScript in a compressed and simple way. It’s useful when writing JavaScript code, offering clearer and constant syntax. In CoffeeScript, elements don’t need semicolons at the end of them to execute, whereas they do in JavaScript. CoffeeScript has lightweight add-ons (ex. Python style list comprehension), and uses shorter code than JavaScript to express a program. It also helps to make JavaScript more readable.

    15. What is functional programming?

    Functional programming uses mathematical functions to produce programs. It’s essential in JavaScript. Lisp is the better-known programming language that uses it. Functional programming is supported by first-class and higher-order functions, and functions as arguments or values. Mentioning other languages that support functional programming is useful in an interview, as well as the features that support it.

    16. What are the benefits and downsides to functional programming versus object-oriented programming (OOP)?

    Functional programming avoids shared state or side effects. It also offers features like point freestyle (tacit programming), and highly simplified functions that are more easily re-composed for reusable code than OOP.  However, if these features are overused, the readability of the code may become jeopardized. Functional programming is also harder to learn than OOP due because it requires prior, foundational knowledge on various forms of mathematical theory.

    As a result, OOP is easier to understand, and uses an imperative style, which means that it reads more like a set of instructions for the computer. However, OOP depends on shared state. Objects and behaviors tend to be attached to the same entity, and this leads to behaviors like race conditions.

    17. What is asynchronous programming and why is it important in JavaScript?

    Asynchronous programming is unique to JavaScript, and the ability to identify its purpose and use in JavaScript is important for all front-end developers using this language. Asynchronous programming allows web pages to handle large volumes of client requests in one, single thread. This means that it is event-driven, and optimized for real-time web applications as well as applications that require scalability.

    5 Surprising Benefits of Staff Augmentation Services

    5 Surprising Benefits of Staff Augmentation Services

    Staff augmentation is a form of outsourcing used by companies when large-scale or important projects require additional talent to complete. As a result, companies augment their existing staff with professionals who have specialized skill sets perfect for particular projects. In booming industries, like IT, where projects are ongoing and high volume, working with staff augmentation agencies helps to get work done, with the right talent for each project.

    The benefits of staff augmentation services are abundant. It’s a cost-effective strategy that results in faster scalability for a business, but doesn’t require companies to compromise on the quality or talent of professionals they hire for the short-term. For some companies, these advantages are hidden behind confusion over what staff augmentation can do for a business.

    So here are five surprising benefits of staff augmentation:

    1. It Saves You Money

    Hiring full-time employees for the purpose of working on a specific project costs more time, money, and effort than necessary. Instead, companies can augment existing teams with specialized professionals to work solely on a short-term basis. This avoids expenses associated with salaries, benefits and other costs of hiring someone full-time– and who may or may not have the specific skills to work on a particular project. Staff augmentation gives companies the option to hire for the short-term, immediate and specific needs of the business without compromising on the quality of talent they bring on.

    2. It Gives You More Control

    Short-term projects are ideal for temporary employees who only need to work for a set amount of hours. Staffing augmentation services, then, give companies the chance to hire based on specific skills. This gives companies expert talent at a fraction of the cost of hiring a salaried professional for full-time work. Companies can identify the skills or areas in which their permanent workforce needs help with, and tailor their staff augmentation to fit those needs. It keeps companies in control, and costs down.

    3. It Allows You to Scale Your Business Faster

    Staff augmentation allows you to scale your workforce in a cost-effective way. By cutting down on costs while still hiring top talent for specific projects, companies can scale their business faster than if they were to hire new, full-time employees. In most industries, a company’s workload is ever-changing in size. Temporary staffing is the perfect solution to managing ongoing and upcoming demands on a project-by-project basis. That means taking on more business without sacrificing the quality of your project.

    4. It’s Better than Completely Outsourcing

    While staff augmentation is a form of outsourcing, it allows companies to retain control over the skills and experience they need from temporary staff. The major advantage to this is that companies have the ability to monitor the progress of their temporary hires, because they’ll likely be working alongside their full-time staff. This also eliminates other downsides to completely outsourcing projects to external teams. Staff augmentation allows businesses to maintain the confidentiality of their projects, for example, and make recommendations to the project in real-time.

    5. It Earns You an Objective Perspective

    For temporary staff, an ‘outsider’s’ perspective may be useful to a company with ongoing projects. A pair of fresh eyes can illuminate suggestions for improvement to projects or practices that permanent staff may be too engrossed in their work to realize. This objective or outsider voice may increase productivity and ideas in the workplace.

    Adding to that, every workplace is unique, and the dynamic from office to office is likely going to be different. For temporary staff working on project-by-project bases, the possibility of them getting involved in any office politics is much less than if they were on-boarding full-time– Truly a surprising benefit to staff augmentation!

    For a convenient, cost-effective way to hire talented professionals for the short-term, staff augmentation is the way to go.

    Need help hiring short-term talent? Elevano can help! Reach out to us today.

    Top 3 Reasons Why Recruiters Get a Bad Rap

    Top 3 Reasons Why Recruiters Get a Bad Rap

    The general public’s perception of recruiters and recruiting agencies is definitely not the best. Some would go as far as to say they’re referred to as “in-human” resources. Unfortunately, there are some recruiters who may fit this idea, however, not every recruiter and recruiting agency is solely out to make money off you.

    Our Co-Founder, Amir, shared his thoughts on why mistrust exists in recruiting.

    What Do Recruiters Actually Do?

    One area of recruitment that lends itself to misinterpretation, and ultimately to bad perceptions and reputations, is what recruiters do, as well as who they actually work for. Sometimes, job seekers think that recruiters work for them, instead of the company offering the job.

    “Too much mistrust exists from the candidate pool. There is actually two issues, the candidates who have mistrust over the motives of the recruiters, because obviously partly recruiters are motivated by commissions and clauses. That overrides a lot of the conversation.”

    Recruiters ultimately work for the company with the job listing, paid by them to find candidates for the position. This means that recruiters will generally prioritize their time for the company, which can sometimes lead to job seekers thinking that recruiters aren’t helping them enough to find a job.

    Black Holes of Communication

    Oftentimes, job seekers are left hanging as the interview process continues or closes. This can result from poor communication between the hiring manager and the recruiter about interest or next steps with a candidate, or sometimes it happens due to recruiters being overworked.

    Over 50% of candidates deal with frustration over not knowing where they are in the hiring process. This is where an email or a call from a recruiter can go a long way. As for the second communication fault, recruiters are often working on finding candidates for many positions at one time. This sometimes causes them to immediately move on to the next position as soon as one closes and forget about sending a follow up email with candidates.

    Not getting a call or email at the close can leave a bad taste for recruiters. Fortunately, there are recruiters out there who make sure to take the time to reach out to candidates.

    Lack of Value

    There is also some skepticism about the value that recruiting agencies, or recruiters in general, provide.

    ”I do believe that they are skeptical that we provide any value. That’s actually forced Elevano to swim upstream and shout at the top of our lungs that there might be some differentiations that is of value to you guys.”

    Some job seekers, especially those who have worked with some less than ideal recruiters before, may question if a recruiter will actually deliver any value. After all, they’re trusting the recruiter to be their advocate.

    “As a recruitment agent or whatever your title is, if you are doing a good job and you are an advocate, and that candidate believes that you can deliver value based on being an expert in whatever it is you are representing. Then, why would they not want somebody who they are not paying to go do all the leg work, do all the set up, do all the negotiations, do all that work for them?”

    In Conclusion

    While recruiters and recruiting agencies often get a bad reputation with many job seekers, and just the public in general, it’s important to remember that not all recruiters are the same!

    Top 11 Questions Answered by Our Recruiting Expert

    Top 11 Questions Answered by Our Recruiting Expert

    “Most people don’t like to be convinced of anything. That actually goes counterculture to getting people to agree with you. That’s why we’re now fully vested and centered on social proof.”

    Find out more about Elevano, it’s recruiting process, and the man who started it all.

    Taken from the ‘Share Your Story‘ Podcast with Michael de Groot.

    Q: Tell us a little about yourself.

    A: I was actually born on the East Coast of the States in around the Washington D.C area. My parents were immigrants, the classic $100 to America story. I went to school on the East Coast. Graduated with technology degrees, Master’s in technology. My family was actually moving out West for my brother who also is my business partner, but he was gonna play tennis at a university out in California in Orange County, and my options were to take a shiny new job with Verizon, at a very nice entry level starting salary or turn that down for nothing.

    Q: Why did you start your recruiting agency?

    A:  Came out here, got here and realized, “Well, now I got no job, living with my family, that’s nice. But I’ve got to find a job.” I found a job, dug into the engineering side.

    Slowly, I realized that while I could do software development and the sort, it really wasn’t what was driving me. I realized I enjoyed talking to people and the meetings and the prep work a lot more.

    I started to pivot into more of an analyst role, got into business intelligence, where I could get towards the business side of technology a little bit more, and then gravitated towards at one point running a BI practice, where I got a good taste for the sales process. That’s where I started thinking I could do this for myself.

    I made that decision to go out on my own. Again, my brother is my business partner. So it’s a nice comforting factor to have him as a backing. Somewhere along the line early on we got into recruitment and it became my thing. That’s where we are at.

    Q: What does BI stand for?

    A: BI is business intelligence. Back in the day it was a little bit different than it is now, but obviously providing that basis to get reporting and analytics to business, KPIs, metrics, that sort of thing.

    Q: How did you get into that? Is it just looking for a job or you were interested in doing that?

    A: When I got my master’s degree, there was a concentration in the data space. Building data warehouses, which were fundamental towards this type of reporting. I had a lot of I guess educational training when I got out, I didn’t have the experience to do that so I became a software engineer.

    I did see a little bit of an opportunity to start helping in those areas of the company I was working for. My manager was really fantastic, a South African guy. And he gave me a crack at touching that side. It just resonated more and I just gravitated towards it.

    Q: What inspired you to go into the kind of people side of the work?

    A: Initially Elevano started as a business intelligence consulting firm. That was my expertise, and that’s what we set off to do. Along the way we had a customer who basically said, “Well, all right. The project is done. We just need someone to help us with this.” We knew very little about recruitment honestly. I mean, I was recruited extensively all throughout my career. I knew it from that perspective. I’d never actually done it.

    We were a small business at that point, and we said, “Sure, why not? We could help you. We’ll figure it out obviously.” We kind of said yes, and that committed us towards wanting to succeed. If we said yes we knew we were gonna be all in to ensure as much quality and we’d figure out what we had to to deliver essentially.

    Q: How did you approach recruiting people?

    A: Basically I approached it as I was an internal hiring manager. How I had to gravitate towards recruitment was, “Okay. I’m going to hire this person for me. For my team, for the BI consulting, What would I be looking for? How would I actually go about finding this person to expand my own team?” If I’m comfortable enough that he or she is a good fit for my team, then I feel comfortable sending that candidate to the client to interview.

    We just took ownership based on if it’s a good hire for us, especially knowing the data space. That’s kind of how we operated initially. That’s actually transcended the business. Part of our fabric is, we really take ownership of the roles in terms of trying to put ourselves in a hiring manager’s position a lot of times.

    Q: What exactly is Elevano?

    A: We are a recruitment agency. We don’t operate much like most agencies I suppose. There are some commonalities, there are some differences. I’m an engineer who comes from the perspective of, I know what I liked from being recruited and I know what I didn’t like.

    We just set about going, how would we want recruiting done? We approached it from the standpoint of that. And then obviously coming from a consulting background, we really liked to dig in and understand. In essence that’s part of who we are, and that’s kind of into the training that we provide people when we bring them onboard, is to help them understand those gaps, and the mindset that we expect here to resonate with, being true to our own history.

    Q: Your route for getting people onboard, getting candidates, and then getting those candidates in front of recruiters. What is the process in terms of how much technology is involved with that?

    A:  I like leveraging technology. We are not a platform. We had thought about, we actually had thought about many times, converting the service to platform. We might still do that down the road. Part of that is being an engineer, being somebody who is good at dissecting problems and try to reverse engineer solutions. I do see the gap pretty soundly. I have used my engineering background to go find tools and technologies, and process tweaks that leverage that.

    My goal is to get my hands on any tool that’s out there before another recruiting company can think about it, see it, because obviously I’m digging into a lot of startups and technologies that are emerging, that are still risky but I can evaluate because of my background. That does give us an advantage. I do believe that’s a distinct advantage.

    Q: How did you work on getting “social proof” for your business?

    A: We’ve made a big push to ask our candidates, “If we’ve done a good job, write reviews.” In four months I think we amassed close to a hundred reviews written for us. Not all of those reviews are placements. Some of those are people that were so happy in the way that we approached them and our unique philosophies of recruitment, that they were willing to write a couple of nice words about us.

    We focused on Google, Facebook, Trustpilot, but I’d say the majority is around Google. The reason we centered on Google is you have to have a user profile, it ties back to a person. For me, the social proof and transparency is of imminent importance to establish that good practices can be done. Again, what I really like about our candidates is, we sometimes have one meaningful conversation, and that person is willing to write us a review.

    Q: How would you convince someone that they should be coming with you rather than go to some platform, LinkedIn, Indeed or somewhere else?

    A: That’s where our strategy has shifted. We’ve spent a lot of time in the past trying to convince people. I’ve done a lot of reading in this area and I realized one thing, most people don’t like to be convinced of anything. That actually goes counterculture to actually getting people to agree with you. That’s why we’ve now fully are vested and centered on social proof, so the word of mouth and others.

    Our view is, instead of trying to go out and try to convince people on an individual basis, we wanna have the social proof speak for our quality of work. A place with five out of five with 1,000 reviews, you are like, “Okay, why wouldn’t I go to that place? As long as it’s authentic and trusted reviews. Why wouldn’t you do that?”

    Q: How do you see the future for recruitment, and how do you see the future for you as an organization?

    A: I maintain that recruiting is just a marketing activity as it would be in any sales organization. You need lead generation, candidate generation. I think marketing and branding will ultimately define people who can help generate passive inward burn applications versus you constantly going out and doing the solicitation. I actually think at some point that most HR, internal HR teams, will actually be made up of mostly content and marketing people. There’ll be fewer resources needed just to handle the inbound and outreach and nurturing of candidate pools. I think a lot of that will shift because the content, and the platforms will kill off the transactional need for some of the basic recruitment activities.

    I view whatever we’ve done, whatever we’ve figured out as pretty valuable, because I don’t hear many other agencies replicating what we’ve done. I actually think we will probably spin off a second company that’s an actual marketing company that helps recruitment companies, whether internal or external, do what we’ve done.

    I think my recruitment company will continue, it will be a strong brand, and I think we are gonna take our knowhow and help actual brands get to the numbers we’ve gotten. I think there are so many different techniques that aren’t even remotely being used. I think there is gonna be a big convergence, and I think the platforms, AI will come for a lot of the recruitment industry and eliminate some of that transactional.

    Freelance Web Developer in MontrealWeb Design Company Montreal