FranPartners’ Post

As recruiters, we look to hold ourselves to account, and the feedback we receive from Recruiter Insider is an essential tool in this process. But it is crucial too for our clients to understand where gaps might exist in the brief, and in our collective communications with candidates. Never stop learning and getting better!

When it comes to doing time-bound assessments presented by recruiters and hiring managers, do you think it's better to quickly answer every question during the alloted time, or do you think it's better to answer half of the questions with absolute confidence? I am referring to multiple choice options, not open ended questions.

Client feedback 😁 Not usually one for sharing these types of things - but it is always motivating and refreshing to know that our clients appreciate how we work. Need to elevate your hiring/recruitment experience? Let's see if we can do that!

Three great ways to get better candidates without spending any money! Train your Recruiters and Hiring Managers to; 1, Show a little more empathy 2, Be a little more curious 3, Be a little less judgemental

With the end of financial year approaching , I'm seeing a big uptick in hiring for Customer Service. Capitalizing on those precious minutes in an interview ⏳ to find the right candidate for your team and project is a huge money saver 💰. Here are our tips on how to make the most of that time meeting potential future employees 🚀

STOP wasting time and money on new hires who aren't the right fit. It's time to eliminate the guesswork with our proven, evidence-based approach that frees up your time and ensures they are set up for success from day one. Click here to learn more. https://lnkd.in/gd5tAB69

Years of working with recruiters have shown us that there is a common thread of reactive behaviour within the industry.   In our experience, companies often wait for a specific opening before jumping on the candidate search.   At Fenway, we understand the importance of having the right people in place, ready to pull the trigger when the need arises.   Our approach is proactive, spending the time identifying, vetting, and building relationships with candidates all-year round. Regardless of whether or not there’s a live opportunity.   And by distributing our effort more evenly, we’re able to ensure supply always meets demand. Making our approach: 📉 Less intense 📉 Less reactive 📈 More efficient 📈 More effective And giving our clients:   ✅ faster response times ✅ higher-quality candidates ✅ a better standard of service overall. Got a need for data expertise in the not-so-distant future? Drop us a DM, we’re always happy to chat.

Using a hiring assessment, like PXT Select™, can help you determine what success looks like in each role you hire for—we’ll show you how. Ask us about a demo today!

What I do, and any other decent recruiter should do, is really simple: Know the market I serve well. Provide good advice to clients and candidates, even if it doesn't serve me short term (huge believer in what goes around, comes around). Do right by people. Doing the right thing, is always the right thing! Over deliver. It's that simple!

Recruiting professionals possess unique talents and skills. This quiz is designed to reveal your hidden strengths and uncover your personal approach to hiring. So... what kind of hiring genius are YOU? 👀 See for yourself! https://bit.ly/3ZGfUD7