The ‘Downside’ of Extensive Industry Experience

The most common question we are asked when engaging a new client is “How much experience do you have in our industry and our market?”.  And while in theory this is a fair question, there is a ‘downside’ to extensive industry and/or market experience . . . If the Search Firm you are engaging with has extensive industry/market experience, then they are likely working with your competitors – the same competitors you would like to recruit talent from! What’s Wrong with Industry Experience? It puts

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Why are you working with so many Search Firms?

Many Hiring Leaders believe in the outdated practice of using multiple firms to fill the same position.  This history of this practice goes back to the advent of Vendor Management Systems and rooted on the principle of “More is better”.   The more search firms you have working your position, the more candidates you will have.  And the more competition you create will get them to react faster. While at the time, this theory seemed to make sense, we quickly found that MORE is not better

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Why RPO’s don’t solve all your Recruitment Programs

Recruitment Process Outsourcing (RPO) became a fancy industry term for outsourcing recruitment  about 20 years ago 😊.  RPO vendors boasted they could outperform your internal recruitment function and provide higher quality service, faster and at less cost.  They incubated the notion that “recruitment” was not a “core” function of your business and that it made sense to outsource it. I have been following and analyzing performance of RPOs since 2002.  And while there can be significant ROI when outsourcing recruitment services when you: Don’t have

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Communication

When Hiring and Interviewing

Dear Hiring Managers: When hiring and interviewing potential Candidates please remember what it’s like to be on the other side of the Desk: Treat candidates as if they were family members (the ones you like preferably).  Throughout this Covid19 time I have had the opportunity to speak / connect with several Executives / VP’s who unfortunately were affected by the downturn and lost their jobs. As we discussed their job search and status of interviews, I sensed an uneasiness in their voice.  Why?  I heard

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Does Your Company Have A Clearly Defined “Email Culture”?

Happy Friday! Every company culture is different but whatever your culture is make sure your company has clearly outlined “email acceptable behavior”. Emailing an employee or coworker at 2 am or when you know they are on vacation can be taken the wrong way if email guidelines aren’t in place.  #culture #culturefirst #values #roguesearch Last Week we at RogueSearch shared an article on LinkedIn from Fast Company:  The article talks about Emails & Company Culture:  Our post on LinkedIn received over 19,000 views! It was a topic that seemed to hit

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A Solution to Search Firm Guarantee Periods that MAKES MORE SENSE!

A Solution to Search Firm Guarantee Periods that MAKES MORE SENSE!  Search Firm guarantee periods have been a hotly debated discussion for years!  Arguments made by both sides include: Client Company: We are paying a lot of money to fill this position.  We want to guarantee this person is productive, a valuable member of our team, and stays a long period of time to validate the expense.  Search Firm Vendor: I can’t control the new hires’ onboarding experience and/or their experience once they’ve started the

Read More »

The ‘Downside’ of Extensive Industry Experience

The most common question we are asked when engaging a new client is “How much experience do you have in our industry and our market?”.  And while in theory this is a fair question, there is a ‘downside’ to extensive industry and/or market experience . . . If the Search Firm you are engaging with has extensive industry/market experience, then they are likely working with your competitors – the same competitors you would like to recruit talent from! What’s Wrong with Industry Experience? It puts

Read More »

Why are you working with so many Search Firms?

Many Hiring Leaders believe in the outdated practice of using multiple firms to fill the same position.  This history of this practice goes back to the advent of Vendor Management Systems and rooted on the principle of “More is better”.   The more search firms you have working your position, the more candidates you will have.  And the more competition you create will get them to react faster. While at the time, this theory seemed to make sense, we quickly found that MORE is not better

Read More »

Why RPO’s don’t solve all your Recruitment Programs

Recruitment Process Outsourcing (RPO) became a fancy industry term for outsourcing recruitment  about 20 years ago 😊.  RPO vendors boasted they could outperform your internal recruitment function and provide higher quality service, faster and at less cost.  They incubated the notion that “recruitment” was not a “core” function of your business and that it made sense to outsource it. I have been following and analyzing performance of RPOs since 2002.  And while there can be significant ROI when outsourcing recruitment services when you: Don’t have

Read More »
Communication

When Hiring and Interviewing

Dear Hiring Managers: When hiring and interviewing potential Candidates please remember what it’s like to be on the other side of the Desk: Treat candidates as if they were family members (the ones you like preferably).  Throughout this Covid19 time I have had the opportunity to speak / connect with several Executives / VP’s who unfortunately were affected by the downturn and lost their jobs. As we discussed their job search and status of interviews, I sensed an uneasiness in their voice.  Why?  I heard

Read More »

Does Your Company Have A Clearly Defined “Email Culture”?

Happy Friday! Every company culture is different but whatever your culture is make sure your company has clearly outlined “email acceptable behavior”. Emailing an employee or coworker at 2 am or when you know they are on vacation can be taken the wrong way if email guidelines aren’t in place.  #culture #culturefirst #values #roguesearch Last Week we at RogueSearch shared an article on LinkedIn from Fast Company:  The article talks about Emails & Company Culture:  Our post on LinkedIn received over 19,000 views! It was a topic that seemed to hit

Read More »

A Solution to Search Firm Guarantee Periods that MAKES MORE SENSE!

A Solution to Search Firm Guarantee Periods that MAKES MORE SENSE!  Search Firm guarantee periods have been a hotly debated discussion for years!  Arguments made by both sides include: Client Company: We are paying a lot of money to fill this position.  We want to guarantee this person is productive, a valuable member of our team, and stays a long period of time to validate the expense.  Search Firm Vendor: I can’t control the new hires’ onboarding experience and/or their experience once they’ve started the

Read More »

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