by John Purser | Mar 9, 2017 | Blog
The importance of strong leadership is an obvious part of growing a good business. This article that I read, “Why a Bad Boss is Bad for Employer Brank”, is a great eye opener for a lot of companies out there. It discusses the some points on Talent Attraction/Retention, Brand Reputation, Morale, Culture & Management by Fear. As a recruiter in the engineering & manufacturing space, I come across these topics on a daily basis and have even experienced some myself within my career. There are certainly companies that I can list that I get told by candidates that they do not want to work for. This is even before I’ve told them about any roles!!! You definitely do not want to be that type of business. What are you doing in your current role to prevent this from happening? It may be worth asking your recruiter what feedback has been. I know I am speaking with people every day about the manufacturing industry and have a good idea – I imagine others do as well. All of this has an impact on each of the points listed above. Not being able to attract the right people leads to bad hires which in turn causes turnover, costs money and creates a bad morale & culture in a business. We all know that going through a culture change is not easy. What are you doing today to ensure your management team are creating the reputation and culture you want? I’d like to hear ideas and thoughts of this....
by John Purser | Aug 10, 2016 | Blog
Money driven or negotiation is always an interesting topic when it comes to offering a candidate a job. However, I think it is really simple if you’ve found out the right information through out the process. I recently read this article that was posted on LinkedIn from Forbes and this has prompted this blog entry. Below are a few scenarios that I always try to avoid so a “back out” or “loss of opportunity” doesn’t happen for my clients or for my candidates. Not finding out enough information. When finding more information out about what candidates are looking for in the next step in their career, the bottom-line of what they are willing to accept for a new role is always asked. This is obviously one of many questions to help the candidate the best I can in getting them the right opportunity for them. I am just as blunt with my clients with where they are willing to negotiate on the position. Will they pay more than the range or is it a hard number. If a candidate’s pure reason for leaving their current role is for money. This isn’t good enough for me – I want to know why you want to leave. If it’s purely for the money, it rarely works out. There are a couple scenarios where I know the market value and can understand but this is rarely the case. The candidates bottom line is my clients top end. I let my client and my candidate know this right off the hop as it has to be treated differently than someone well in the range....
by John Purser | Dec 16, 2015 | Blog
I thought this was a great article on making sure you are able to find that best candidate in the engineering & manufacturing industry. #jpr #unicornhunting #engineeringrecruitment...
