Getting in the Door: How I got my first Recruiting Job in Boston

The year 2005 must have been a slow one for recruiting agencies; at least it felt that way as I stumbled from interview to interview never quite landing the job. I don’t know why I suddenly decided to quit my sales job and become a recruiter, its just like a childhood dream that you never quite knew about that suddenly awakes and throws you into something interesting.

Keywords:

Boston technical recruiter, technical recruiter, contract staffing, information technology

Article Body:

The year 2005 must have been a slow one for recruiting agencies; at least it felt that way as I stumbled from interview to interview never quite landing the job. I don’t know why I suddenly decided to quit my sales job and become a recruiter, its just like a childhood dream that you never quite knew about that suddenly awakes and throws you into something interesting.

My first encounter with a staffing agency had been in 2004, specifically with Creative Financial Staffing in Boston. A buddy of mine facilitated the hire that ended 3 week later with a pleasant “they will not be requiring your services” phone call from the recruiter. Apparently, I had dug up some really nasty collections issue that the supervisor did not want revealed (true story confirmed by insider).

So fast forward to 2005…

The summer was hot, maybe because I was running around in a nice suite from agency to agency trying to build a case why a young hard working graduate from Brandeis is a good bet. Yet I kept falling on my face. My Dad had bought me a really nice suit to help me out, but it just wasn’t doing it for me.

I interviewed with Robert Half, where the manager was the biggest ass you will ever meet, his name was Luke and he later became the division head of that great company. He told me I was a job hopper and that if I could hold on somewhere for more then a year to call him back. I actually did. This was just out of curiosity, by that time I had 35 people billing for me and had absolutely no desire to ever join Robert Half. But I digress…

I interviewed at Winter& Wyman in Waltham(later they tried to directly recruit me) then I went across the street to Sullivan & Cogliano. Undeterred, I interviewed at KNF&T in Boston, what amazed me about that company was the utter lack of men… anywhere. I managed to sneak into Sapphire for an unrelated job and tried to sell myself to the technical recruiter there by telling her that what I really wanted was “ to do what you do”. That must have freaked her out, recruiting being the competitive kill or be killed that it is J.

Then there was Maxim Staffing, they had a hole in the wall office, then to Apex Systems, better office still no offer. There was Ascent Consulting and lunch with my Dad who works in the same office park…. Then Resource Options in Needham, the way they described who they placed really turned me off.

I even interviewed at Time Warner for a collections job! Now I hate collections and anything to do with accounting and cubicle desk jobs, but hey, desperate times call for desperate measures! I went to SEDO.com, a reputable startup thinking they might take me for a sales guy, but alas, I didn’t come across as one.

And finally, when I despaired, and decided that maybe the world of recruiting had turned really was not for me, I interviewed at Total Technical Services in Waltham. I thought the interview went well, but just in case, I got myself a server job at the local Ground Round. This was something I wanted to do anyhow, just to level with everyone else who had done it. It seemed like such an All American thing to do. Kinda like joining the Army 5 years before!!

So I trained for 5 shifts and on the 6th shift they told me “sorry buddy, you’re not picking this up fast enough, we’re gonna have to let you go.” Holy crap! I just graduated from one of the best schools in the US and I wasn’t picking it up fast enough? That warm fuzzy feeling from before about the Ground dissipated rather quickly…

So here I was, 24 years old, no money, no job, and my Dad was wondering why he just paid an extortionist amount of money to Brandeis! Seems funny now… wasn’t funny then. I had been job searching for 2 months with nothing to shop but a pink slip from the Ground Round of all places!

To the rescue came a phone call from Total Technical saying that they wanted to bring me onboard! To say that I was pleased would be one hell of an understatement. Even the fact that they were offering $9.33/h with a 10k draw didn’t dampen my enthusiasm… I got in the door!!

Healthcare Recruiting: Strategies that Works

Recruiting enough people, and the right people, is an ongoing challenge in healthcare as the case of nursing shortage is growing. The demand for healthcare recruiting and staffing is high for healthcare agencies are vulnerable in needs of nurses and other medical personnel. There are strategies used by healthcare recruiter to acquire stability of their business.

Keywords:

medical recruiting, healthcare, how to start a nursing agency, nurse staffing software

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Establishing healthcare agencies needs you to look for beneficial factor that could contribute for the success of your business.

? Open Competition.

Nursing shortage is an advantage reason why healthcare agencies instituted. As the demand for nurses are growing the supply must also be escalated that is why there are numerous healthcare agencies recruiting good nursing employee at the same time increasing job employment.

With the command of a competent and consistent recruiter, a promoting strategy can draw away poorly treated high-caliber talent from local competitors. One reason why there is a tight competition is to admit that is not ethics but rather the extreme campaign for talent. Competition for talent is visibly arises. Focus on active candidates rather than employed with top-performing passive candidates.

Healthcare agencies look for the factor of open competition whereas they utilize various strategies to hire and recruit. Employee referral program is one weapon of choice with tight supervision of a managed employer brand. Healthcare agencies apply the number-one recruiting approach that is to make an effective local advertisement.

? Best Management Practice

Benchmark the very best retention programs, both within and outside of healthcare, and then develop your own. It should identify the designated person who is at risk of leaving and develop a program to rapidly share internal best practices in the area of retention

Healthcare agencies must build their name as a good place to work with the image of excellence. You can conduct a research of best management practices for people programs and create utilization of the acquired paramount management program to spread the word in local and industry publications. In addition, it is essential to get on both local and national best-place-to-work lists to further enhance your image.

Some healthcare agencies management uses metrics for gauging excellent performance. With the extensive use of metrics recruiting and retention program is possible. Integrate great metrics into everything you do in talent management. With strategic metrics you can identify what works and what does not work.

Develop management practice resolving unqualified employees. Remember that bad employee creates bad performance. You should develop a bad manager identification program and then either fix or replace poor managers before they drive double-digit turnover. In addition, tie their pay to their performance as managers.

You should not quantify the impacts of bad management. Managers at all levels fail to pay attention to recruiting and retention primarily because they underestimate the financial damage that lacking performance in these two areas can cause.

? Eliminate or Even Cast Out Weak Strategic Recruiting Plans.

Less than half of the healthcares recruiting departments have a recruiting plan that is actually used to make resource allocations in recruiting. There must be a clear outlined strategy for a recruiting department to be successful. Coherent implementation of the strategy will aware the recruiting department to allocate time and budget to attain the corporate goals.