How to Use Email to Attract Clients

Missing sales can be a painful thing especially if the reason was a poorly written email and poor communication mode.

The three must-have elements in a great email to attract clients are friendly tone, respect, and relevance. It’s how we land great clients like our success story with Moka.

This article will share vital tips and information on how to use email to attract clients and get positive response from clients.

Emails are a great tool for communication used by individuals and businesses alike.

Many business owners often find it hard to translate prospective clients into customers.

If you experience so much difficulty in this area of your business, then you may need to focus on your use of emails as well as other modes of communication.

At the end of this article, you will have learnt new ways to use email to attract clients.

The points enumerated below, are intended to teach you how to use email to attract clients and to make them patronize you.

Use of Salutations

As said earlier, one of the essential elements a good email written to attract clients should have is a tone of respect.

The use of greetings such as “Hello,” “Hi,” or any other variation like “Good morning/evening/day” should be used as a form of respect and friendliness. The name of the email’s recipient should be used as well and not the generic “Ma and Sir.”

Use of subject lines and appropriate email content.

A great email should avoid the use of subject lines that are not relevant to the content of the message. Emails should be relevant and transparent and the use of exaggeration should be avoided in the content too.

A subject line that sounds too good will ultimately end up in the trash.

Showcase your phone number(s)

No one writes an email without expecting to hear from the recipient. If you want your client to call you back, you must make sure to have your phone number or contact options easily accessible.

It should be placed in a position where it would be easily seen and the word “please call me” or “please contact me” should be included.

Be clear about your intentions

The use of open-ended questions should be avoided words like, “what do you think?”

Also, do not form a habit of making your customers feel like you are making them do extra work. Words like, “As soon as I get your response, I will ….,” etc.

Take control of action steps

When trying to know how to use email to attract clients, it is important to note that it is an aberration to ask clients to get back to you.

Asking clients what date is best for them will make you lose control.

When taking control of action steps in the email, never make it too obvious that you are taking control.

Instead, it will be wise to use words such as “I’ll give you a call on Wednesday to discuss.”

Minimal use of punctuation

Another thing to note as you learn how to use email to attract clients is to make it appear professional.

This can be achieved by making it simple. Economical use of exclamation marks is advised.

Never make a mistake of using multiple question marks. Excessive use of ellipsis points will make your email look like an email written to solicit for help.

Flags

Email should only be flagged as high priority if the client requested you to do that. Therefore, it is advisable you don’t use it at all.

The basic ingredient you need in your quest to know how to use email to attract client is the time to write a friendly, respectful, and relevant email which, will enable you get the best response from your client and prospect.

It’s how you build a successful and thriving business.

(Photo from pexels.com)

When to hire a recruiting agency?

Putting workers in a chair is not an easy task. You can count upon recruiting agencies to save your company’s time and efforts.

They can help you to shortlist candidates for your job openings.

Why you should hire a recruiting agency?

One can yield many benefits by hiring a recruiting agency specially when:

  • You have short term hiring needs: Recruiting companies are quiet quicker when it comes to hiring employees. They have a widespread network of candidates. Staffing firms usually have good relationship with these candidates. They hire these candidates on role and assign them to clients who are looking for short-term employees.
  • You want to enhance your pipeline with qualified employees: Recruiting agencies fills your pipeline with good leads. It allows managers to make decisions easily.
  • You want an employee for a specialized role: Internal recruiters usually have less experience when it comes to hiring for a specialized or executive role. This kind of recruitment needs special skills and learning. Recruiting agencies have this kind of knowledge along with special sourcing methods. Their niche job boards also play an important role. To get your account prioritized you could pay them an upfront fee.

Basically, when you are hiring at initial phase, recruiting agencies take over the process and work on it efficiently. The initial steps of hiring include resume screening; phone screening and first interviews are taken care of by the hiring company.

Recruiting agencies are more like a substitute to internal recruiters of the company. Usually, small companies do not have any recruiting departments, and they outsource their hiring process through recruitment companies.

This way they save a part of money and spend that money on channelizing other departments. On the other hand, there are companies which do not hold regular recruitments. Such companies hire recruitment agencies and downsize their size of team to reduce employment cost.

Although, this approach seems extremely practical and reliable yet it has lots of drawbacks.

What happens when recruitment agencies replace the internal recruiters of the company?

Recruiting agencies can be a great support for any company, but they cannot hold the fort all alone. They will face a few limitations. Take a look:

  • They are not acquainted with the internal culture of the company.
  • It’s not necessary for the managers of recruiting agency to be available at the right moment.
  • Parameters for open roles keep changing and recruiting agencies are usually slow to adapt to it.
  • They do not have exact idea of what exact skills clients are looking for.

It is due to all these reasons, recruiting agencies alone fail to perform effectively on the part of the company.

Maintain the balance

To combine the positive and negative effects of the agencies, it is most important to strike off a balance between an agency and a recruiting firm. Combining an agency with efficient internal talent hunting team can do wonders. Both of them complement each other perfectly.

In house teams have several benefits:

A good knowledge of company culture: In house recruiting team has a good knowledge of internal culture and first-hand experience of the work place. It helps them to sell better candidates. They recommend hires that fit best to the company. Also, they know which hire can fill the skill gap most effectively.

Relationship with hiring managers: In-house recruiters maintain a healthy relationship with hiring managers and keep explaining them about the criteria and stages of hiring.

They learn from their mistakes: A bad hire or a good hire, they keep learning from their experiences and thus acquire expertise. They exactly know what their company needs.

Internal recruiters do care about candidate experience, and they carry a responsibility of building a reputation of their company

It is quite simple to understand. A start up of five people definitely does not need any internal recruiter immediately but as it grows, enter new market, launches new products and face a different kind of competition, it would become a necessity for them to invest in human resources.

Initially, recruiting agencies can shoulder your hiring burden but soon the company would have to augment with the internal recruiters. The companies who invest in a better talent acquisition team/platform in times is always better equipped to face future challenges.

(Photo from pexels.com)

How to speed up the hiring process timeline?

Hiring is a tedious task. Even, it can irritate everyone involved in the process. Moreover, it is a time-consuming process.

It is hard to find talent. It can be costly and time consuming. It comes and goes in the blink of eye.

A company needs a pace to acquire adequately comparing candidates and secure these top performers.

The top performers might move to other companies and positions if your hiring process takes too long.

In a survey, the recruiters asked a question about the most common reason behind candidates rejecting client job offers?

One-fourth of the candidates step back because companies take too long to make an appropriate offer.

To keep clients interested it is necessary to shorten the timeline of hiring process.

Tips to shorten the timeline of hiring process

Recruiters can speed up the hiring process by following these ways:

Be more selective about candidates

It is important to be more selective about the candidates you interview and send to your clients. Being choosy, saves you from initial vetting and interviewing stages. Instead of interviewing 25 not so good candidates, it is better to interview 10 exceptional candidates.

Spend more time and effort in sourcing for exceptional talent.

Make sure that you send only most qualified candidates to your clients. This way, your client would have to interview a limited candidates and it will speed up the process of hiring. It will fasten up the process for candidates as well.

The easiest way is to narrow candidates in starting as it saves you and your clients from hours of work. You can cut out the hiring work by weeks this way.

Cut out the unnecessary steps

Usually, there are a few steps in each task that take longer time. Identify these steps in the process of hiring and clean them up. Eliminate the unnecessary steps involved.

Utilize technology

Technology can help you to speed up the process of hiring. For example, video interview is the invention of technology. All this information can be placed in a well-developed careers page on your company website.

Candidate does not need to fly down from another city for the interview.

It allows you to complete interviews faster. If selected for next round, you can conclude a face to face interview with the same candidate.

Think about using on demand recruiting. It’s easier (and less costly) to subscribe to a recruiting monthly subscription to find candidates. Let others do the heavy lifting (candidate sourcing).

Automation processes are also of great help. For example, an automated email can be generated if a candidate efficiently completes some specific steps of the interview. The triggered email will explain about the next steps of the recruitment. It will save your communication time.

Eliminate software programs

Consolidate your already existing recruitment software. Go for software that possesses more features and you do not need to log in and out constantly. It saves you time from tracking down and transferring information from one source to another.

For example, you can choose software that includes a tracking system for application, job posting function and email marketing service. With such software you do not need to switch between different programs to track recruitment and complete your work.

Check references sooner

Checking references sooner will help you to speed up the recruiting process. Often, recruiters do not check references till the end of hiring process when an offer is near. There is no point in waiting for so long.

When you ask candidates for the references when the hiring process is almost done, they spend a good time to collect the information, round it up and send to you. On the contrary, if asked in time they will gather the information soon and pass it to you. Checking references sooner will help you to make a quick decision.

It doesn’t mean that you need to ask for references when the process is in pipeline. It will slow down the process even more. Choose a place in between where having the reference can help you. For example, you can ask for a reference when you ready to send a candidate to the client.

A quick communication between parties

As a liaison between your client and a candidate, it’s your duty to communicate quickly. The speed of hiring process rests on your back. Follow up with your clients and candidates throughout the process. If requires, you can also pressurize them a bit by encouraging them to share all the required information and their decisions faster.

(Photo from Pexels.com)

How to attract candidates by improving your careers page?

A career page of the company is its pitch. It is a showcase where you can represent the candidates why your company is attractive.

When it comes to HR management, one of the hiring best practices is to develop a compelling career page. It makes it easy for the candidates to apply for open roles.

We have enlisted a few careers page examples that will encourage potential candidates to apply to your jobs:

Display your jobs prominently

Careers page is meant for job listings. Job openings should be listed in such a way that a candidate can find them in minimum number of clicks. Get your careers page designed in such a way that display jobs and job filters are located on the front page of the website.

This page is an example of display page of business intelligence Software Company. The grouping of jobs is done in a clear and accessible way.

Aim for a hassle-free application

No one likes the lengthy application process. Candidates quit this lengthy process. When the candidate clicks on the “Apply” button, he definitely does not like to answer the questions with the information he has already mentioned in his resume.

Test drive your already existing careers page design and ask these questions to you:

  • Are all the mentioned fields necessary?
  • Is it necessary to ask for this information at this stage?
  • Is this information available on the resume or social media page of the candidate?
  • Is this questionnaire relevant and makes sense? (egs multiple choice vs open end questions)
  • Are we asking about any pertinent information (college grades)?

Prefer a quick and streamlined design over a complex one. Ask hires to upload their resume and cover letters and answer only a few relevant and qualifying questions. Choose a single page application form over anything and an Application Tracking System (ATS) can help you in this.

Showcase your culture

Candidates want to have a clear picture of the company in which they are going to apply for an open role. Careers page is an ideal place to showcase to spotlight the culture, mission and visions of the company.

It offers candidates an insight to what they are looking for, and to understand if they are the right fit. You can easily communicate your message through videos, slogans and graphics.

Talk about your benefits

Information about benefits is always welcomed and appreciated by candidates. It is most important job attribute an employer can offer.

A few companies display the “benefits they offer” content on the front page of their careers page.

Offer inside information to job seekers

A hire definitely wants to know if your company is worth applying or not. That is why they visit sites like LinkedIn company profile or Glassdoor to gather behind the scenes information of the company before applying. Personalizing your careers page with your team member’s views really works.

Keep your careers page current

Have you ever realized that managing your company’s career page can attract job seekers in your company?

Managing in general means responding to the reviews and sharing details about your culture.

Updated accounts help candidates to visualize how your company works and grows.

A mobile version of your careers page

Nearly 60 percent of people prefer to apply for a job that offers a page for their mobiles. They try to save the page on their mobile and use it later on their laptops. A mobile career’s page has become must in today’s time. It reduces the bouncing rate of hires.

These few tips will help you to improve the mobile version of your page:

  • Keep your copy short and punchy: No one likes to scroll through the long paragraphs of copy on the mobile.
  • Avoid graphics or videos that take long time: The pages that are not easily accessible are frustrating.
  • Make sure your page adapts to every screen size: Candidates may access your page from different devices like laptop, mobile or tab.
  • Simplify the process of application: Going through different pages can be annoying. Different pages take more time to open up in mobile. Avoid popup windows.

Measure and test your career’s page effectiveness

The conversion rate defines the success of your career’s page. IT is important to track your conversion rates as it informs you about how people interact with your page.

Your careers page is a showcase and branding tool of your company. It helps you explore new opportunities.

(Photo from pexels.com)

When to hire a recruiting agency?

Putting workers in a chair is not an easy task. You can count upon recruiting agencies to save your company’s time and efforts, or Vested’s monthly subscription for $999.

They can help you to shortlist candidates for your job openings.

Why you should hire a recruiting agency?

One can yield many benefits by hiring a recruiting agency specially when:

  • You have short term hiring needs: Recruiting companies are quiet quicker when it comes to hiring employees. They have a widespread network of candidates. Staffing firms usually have good relationship with these candidates. They hire these candidates on role and assign them to clients who are looking for short-term employees.
  • You want to enhance your pipeline with qualified employees: Recruiting agencies fills your pipeline with good leads. It allows managers to make decisions easily.
  • You want an employee for a specialized role: Internal recruiters usually have less experience when it comes to hiring for a specialized or executive role. This kind of recruitment needs special skills and learning. Recruiting agencies have this kind of knowledge along with special sourcing methods. Their niche job boards also play an important role. To get your account prioritized you could pay them an upfront fee.

 Basically, when you are hiring at initial phase, recruiting agencies take over the process and work on it efficiently.

The initial steps of hiring include resume screening; phone screening and first interviews are taken care of by the hiring company.

Recruiting agencies are more like a substitute to internal recruiters of the company. Usually, small companies do not have any recruiting departments, and they outsource their hiring process through recruitment companies.

This way they save a part of money and spend that money on channelizing other departments. On the other hand, there are companies which do not hold regular recruitments. Such companies hire recruitment agencies and downsize their size of team to reduce employment cost.

Although, this approach seems extremely practical and reliable yet it has lots of drawbacks.

What happens when recruitment agencies replace the internal recruiters of the company?

Recruiting agencies can be a great support for any company, but they cannot hold the fort all alone. They will face a few limitations.

Take a look:

  • They are not acquainted with the internal culture of the company.
  • It’s not necessary for the managers of recruiting agency to be available at the right moment.
  • Parameters for open roles keep changing and recruiting agencies are usually slow to adapt to it.
  • They do not have exact idea of what exact skills clients are looking for.

It is due to all these reasons, recruiting agencies alone fail to perform effectively on the part of the company.

Maintain the balance

To combine the positive and negative effects of the agencies, it is most important to strike off a balance between an agency and a recruiting firm. Combining an agency with efficient internal talent hunting team can do wonders. Both of them complement each other perfectly.

In house teams have several benefits:

A good knowledge of company culture: In house recruiting team has a good knowledge of internal culture and first-hand experience of the work place. It helps them to sell better candidates. They recommend hires that fit best to the company. Also, they know which hire can fill the skill gap most effectively.

Relationship with hiring managers: In-house recruiters maintain a healthy relationship with hiring managers and keep explaining them about the criteria and stages of hiring.

They learn from their mistakes: A bad hire or a good hire, they keep learning from their experiences and thus acquire expertise. They exactly know what their company needs.

Internal recruiters do care about candidate experience, and they carry a responsibility of building a reputation of their company

It is quite simple to understand. A start up of five people definitely does not need any internal recruiter immediately but as it grows, enter new market, launches new products and face a different kind of competition, it would become a necessity for them to invest in human resources.

Initially, recruiting agencies can shoulder your hiring burden but soon the company would have to augment with the internal recruiters.

The companies who invest in a better talent acquisition team/platform in times is always better equipped to face future challenges.

Photo by mentatdgt from Pexels

What to keep in mind while hiring for startups

A startup is literally a bunch of people, starving hard for success.

In the beginning, the team comprises people who signal for their ambition and set their limits.

No one is perfect and an outer help becomes necessity.

Go for the people you can’t get. Grab people who have exquisite talent. Once you got a few of them, they will naturally attract many others like them.

Punch above your weight

This is a bit tricky. Punching above your weight is definitely not a luxury but it seems the most obvious choice.

A successful startup continuously shifts up its weight category. These people will help you to rise up and never get stuck.

Hire deliberately

Always remember, hiring is not filling for a job but it is for building a company. Make sure to hire first 20 employees deliberately keeping the future in mind. It is important to make hiring criteria before you start the process.

Do not hire someone just because he is general and available. These opportunists are bad hires, and they can sink your boat.

A pointless hire costs around $25-$50 and that’s a huge amount for a startup to waste. The first few hires play an important role in toning the future of the startup. Beyond the wastage of money, a wrong hire puts your future at the stake on the other hand, a deliberate decision makes this intrinsic thing a lot easier.

Pro tip: Never hire a person who badmouths about his previous employer or co-workers.

Hire for potential

Any successful startup will outgrow the current skills and roles, and will morph unpredictably well if the things work out as intended. The demands of the employees will also grow with the growing company.

Constant evolution is one of the most exhausting aspects of the startup. Owners call it “keeping up with their own company.” Though it is easy to hand on the current skills of the employees, it is quite hard to rate their potential. Taking account of their past can be a great professional help.

Most of the times, smart, hard-working and decisive people do great in their schools and colleges as well. Prefer high-achievers.

Pro tip: Including pre-interview assignments can help to choose people who are ready to go extra mile.

The Culture fit

It is hard to pin down but it is important to realize the fit between a personality and organization. Hires should be assessed on the basis of their behavior, mentality and their values for the organization.

Pro tip: Follow your senses while taking interviews. A small mistake in the interview will double up many times in the coming months if overlooked. Avoid people who have a bad attitude.

Go for people who have an opinion and who can talk about their likes and dislikes with utmost honesty. People who believe in mission, vision and values of an organization tend to care. This kind of people will be true while talking about their belief in your start up.

Hire for attitude, train for skills

It’s necessary to like a candidate before you hire him. It may sound highly subjective and unfair in the context of employee especially in a professional set up but it is important when you want someone to blend in your team. Your employees are your emotional reserve in the tough times.

Yes, the learning ability of a man matters but his attitude is certainly something that defines his character. Instead, checking him for specific skills, do check their prospect.

Pro tip: Behavioral interviews can help you out at such times. Bank a good number of questions.

Look for things you can’t train

Financial management or Google analytics are easy to teach but it is almost impossible to instill manners, etiquette, numeracy or ethics.

When you have a close group, as in startups, it is easy to transfer that skill and experience to your employees.

Skill can be taught and knowledge can be put to use but it is quite difficult to teach about work ethics or solid enthusiasm.

Only 11% of people fail because of a lack in their technical skill. Most of the people fail because they lack motivation and are unwilling to learn.

Pro tip: asking for references help.

(Photo by rawpixel.com from Pexels)

How to source passive candidates?

Sourcing a passive candidate is not an easy task, which is why our clients rely on our on demand recruiting model to find the right talent.

What’s more difficult is to screen them and engage in a conversation.

How to find passive candidates?

Meet them online

  • Use Twitter and Facebook: The number of users of Twitter and Facebook counts in billions. You can use advanced hash tag search on these platforms to look for passive candidates. You can find a content manager with a hash tag #contentmanager or #SEO. Follow them on twitter and reach through it. Prefer those who have an insight about topics and answer questions. Also, you can follow the companies that are doing better and connect with their employees. Facebook can also help to find matching profiles. Target people who are into a job for some time and open new opportunities for them.
  • Try more targeted social media: Involving more upon social media stumble your chances of getting success. Websites like Snapchat, reddit and instagram are not popular for passive hire hunting unlike LinkedIn or Xing. But that also means a low competition on these websites. Though, users on this website do not like aggressive recruiting but you can initiate the process carefully.
  • Check out portfolio/ work sample sites: Online sourcing allows you to see candidate’s work on portfolio websites. Github is a good choice if you are looking for a developer and Behance, Dribble and carbonmade are ideal sites if you are looking for designers. You can host a coding challenge on this website and check out the talent.
  • Try sourcing tool: Sourcing talent from online communities allows you to see the environment and prospect of candidates in which they are living and working. It allows a personalized communication and brings more information.
  • Meeting passive candidates in person: Meeting someone face to face is equally significant even in the era of social media. It builds trust and rapport. You can attend conferences and events that allow you to meet many passive candidates. There are many websites that provide you a list of people who are attending the event. Having an idea about who is attending the event lets you prepare for it and conversations flow easily. You can yourself arrange such kind of events. Meeting people in person increases the chances of finding an efficient candidate.
  • Meet passive candidates through connections: It is often said that best employees can be found through reference only. These people rarely quit and work responsibly. You can ask your current employees for referrals. Send specific emails regarding the role you are asking for. Your network is the first place you should look for.
  • Meet through past hiring processes: You can use your database and call for previously rejected candidates. Such people can be the best employees in the future. Your ATS provides you with the data of a good number of employees instantly. There are many candidates who get rejected at the last stage of the hiring process.
  • Meet through tools and services: Manual searches are not enough if you want the best results. Do check websites that offer a good database with millions of resumes at your fingertips.

How to Screen Passive candidates?

You can screen passive candidates in a similar way you screen active candidates.

  • Have a clear understanding of your objectives: Stick to your must-have qualifications list and keep a list of your required general qualities in your mind.
  • Check out passive candidate’s social media account: A look on their accounts will help you to understand those candidates in a better way.
  • Keep an open mind about their online presence: Hire for attitude and not for their skills as skills can be easily taught.

How to recruit passive candidates?

Passive candidates are those who are not looking for a job but a good opportunity might attract them.

  • Approach them carefully: When you approach these candidates through social media be careful about the message you draft, and they may not like it.
  • Send personalized sourcing emails: You can write them a personalized email with a great content. Talk about their wishes and interests and give them enough details to make them curious.
  • Communicate what passive candidates want to know: Approach passive candidates with the information that is useful to them. Only a clear picture of what you are going to offer can help them prepare their mind.

3 Ways You Can Make Your Freelance Resume Stand Out

When you’re in the freelance market, it’s difficult to create a resume because you don’t work for just one company. In fact, a typical week may contain work for four (or more) companies. This can make building a resume challenging. Freelancing also has an added layer of difficulty, because for many they are almost always having to be on the lookout for new jobs. However, there are a few ways for you to make your resume stand out with a potential employer.

Provide Only the Necessary Information

A good resume should only be a page long. If you have a significant amount of information to share, it can extend to a second page. Since you don’t have a lot of space to work with considering your contact information has to go at the top, you need to be selective as to what you include.

You don’t need to include a full paragraph to identify your objective, every job you have ever worked, every award you have ever won, and a long list of your hobbies. It’s simply not needed.

Instead, focus on the information that is necessary. You may want to customize your resume for every type of position you are applying for so that you can highlight the most pertinent information. Ladders explains, “include several success words that will quantify more about what you do and how well you do it. Success words are variations on just saying, “I did it”. Make your verbs active verbs and not passive.”

Use a Simple, Skimmable Design

Having a unique resume is important, but it’s also important to not deviate too much from the norm. College America explains, “a key element to create a standout resume is to make sure the layout promotes easy readability.” If potential employers have to search everywhere for the information they are looking for, they’ll simply skip over your resume entirely.

Don’t go overboard with bright, bold colors. While you may be tempted to stand out from all of the other resumes, it will do so in a negative way. Stick to the standard resume templates to ensure that you are giving hiring managers what they need in a way that they can read it quickly. If you provide enough information that gets their interest, they’ll contact you to learn more.

Include Relevant Experience

Make a Living Writing explains, “with the upcoming recession for freelancers, many are looking to focus on jobs with big companies to avoid any kind of gap in work. When this is the case for you, be sure to include relevant experience for the job you are applying for.”

Don’t hesitate to include a list of clients you have worked for and their websites so that a potential employer can see your work.

In the end, building a freelance resume is similar to any other resume. Focus on the information that is relevant and keep the design simple.

If you’re looking for a new job, see how Vested can help!

Most Common Hiring Costs Employers Should Know About

Hiring new employees takes a great deal of patience, analytical wit, time, and money; the latter of which forms the subject of this article.

How much does it really cost to bring on new workers in 2019?

Well, aside from straightforward expenses, there are a few hidden costs that can inflate your budget beyond expectation. We’ll take a look at these factors to help you accurately predict your recruitment spending.

The external hiring team

The luxury of a dedicated HR team is an expense most startups choose to do without, instead opting for an external hiring team when the need arises.

This approach has proved very profitable to small enterprises as it cuts costs for periodical work. Data indicates that heads of small businesses spend 40% of productive hours on non-profitable tasks like hiring.

By offloading this work to others, the organization can ensure all hands are on deck with regards to core business matters.

When outsourcing recruitment to agencies, the cost is a commission based on the salary of the role being filled. For top jobs, this commission can exceed 25% of the role’s annual salary.

Recently, one company confessed to spending a staggering $16,000 each year to get just one placement which goes to show the hefty fees employers can incur for a seemingly straightforward exercise.

Moreover, finding talent is becoming harder so firms will spend more time and money to do so.

This is why we came up with the subscription hiring model at Vested. For just $999, we will identify, and recruit the best candidate for your business.

Our innovative approach returns high quality candidates at a fraction of the cost of firms charging 25% of a role’s yearly salary.

The internal hiring team

Once your business has developed into an enormous entity that can sufficiently hold its own, it becomes a necessity to have your own hiring team.

Having such a dedicated team comes at the cost of adding all of these staff members to the payroll. For instance, you will need at least one HR manager, whose salary can exceed $90,000 depending on their niche.

Hiring additional HR staff to source candidates, conduct screenings, and place/monitor job advertisements will result in additional salary costs.

Setting up an internal hiring team is only feasible if the increased wages remain below what you would have initially spent on a third party recruiter.

Of course, to realize a larger return on investment you can provide additional tasks to the hiring department so that its members contribute to other staffing-related needs like overseeing your benefits program.

Career events

The aforementioned scenarios represent the lion’s share of recruiting costs. Moving on though, career events also contribute significantly to the remaining percentage.

Even in the digital age where almost everything is done online, physical gatherings remain an important avenue of employment.

A fact substantiated by a Glassdoor study that indicates three-quarters of all employers attend college fairs which is why new college graduates make up 57% of all new hires.

Every such event attracts participation fees ranging between $125 and $225.

However the final tally is a lot higher as it excludes expenses such as marketing materials, travel, accommodation, and other prerequisite needs.

Background checks

Background checks are a must have to verify educational qualifications as wells as criminal records. You are looking at costs between $5 and $80 per applicant, which can add up quickly with a large candidate pool.

Other common hiring costs also come in the way of training/onboarding to get the new person up to speed with the organization’s workings; job boards fees, i.e. ads; and salary plus extras such as signing bonuses and benefit packages.

Final verdict: what to expect in a nutshell

According to the findings of the National Association of Colleges and Employers, $7,645 is the average cost for adding a new employee to a company of 500 people or less.

Glassdoor, on the other hand, says that the average U.S. company takes not only 52 days to find a suitable employee but also $4,000 to do so with all factors considered.

Meanwhile, the Society for Human Resource Management puts the preceding figures at 10 days lower and $129 higher.

Hence, the best option would be to hire a recruiter at Vested.

At $999 per month, it’s much more economical than paying 25% of the first year salary of your hire.

How The Best Recruiters Build Relationships

Let’s face it – when we get hired as a recruiter, they expect us to be the staffing solution for their hiring managers. 

We help with:

i) scoping out the role — i.e. creating job descriptions,

ii) performing market research such as comp salaries and titles, and

iii) providing recommendations on who to hire and how to conduct interviews.  

As talent acquisition specialists, the more varied the rolls we help fill are, the better our recommendations become.

One of the most frustrating things to a talent acquisition professional is when the requirements of the role change during the search.  One way to avoid this is by building a strong relationship with your hiring manager and flushing out the entire recruiting process before getting started.  Here are a few suggestions on how to develop strong relationships with your hiring managers.

1) Interview Hiring Managers Up Front

This might be incredibly obvious, but we all know recruiting is a people business, and building relationships is the key to success.  Don’t open any role without first sitting down with the hiring manager to understand how the opening came about and what role they expect the future employee to play on the team.

Having face-to-face communication up front is the key to stronger bonds especially when prolonged openings occur.  This will also help to break the ice and gather insights to screen candidates.

2) The Art of Listening

Recruiters often make the mistake of talking more than listening.  A good recruiter treats meetings with hiring managers and candidates as opportunities to get more data points to inform their decisions.  

Each role has some nuance for requirements — for instance some hiring managers look for future leaders and some are looking for functional players.  It’s the details that matter for your process; so make sure you are asking the right questions and listening carefully to the answer.

3) Develop an Opinion and Then Make a Recommendation

The job of any recruiter is to be an expert in hiring.  While we may not have the ability to assess technical ability we should have an opinion on culture fit or how a given background fits with the rest of the team.  

We should have an honest and impartial opinion about candidates so that we can maintain a trusted advisory position with hiring managers. As part of the decision-making team, we must share an informed opinion about the candidates.

4) Be to the Point and Concise

As a recruiter, you need to be in constant communication with your hiring manager. Two-way communication is a good starting point; there’s another element: conciseness.  

Have a recommendation, stay on point, and communicate clearly to help the hiring manager understand their choices and your preferences. Stay strictly on-topic and avoid ambiguous statements.

5) The Final Word

There is no doubt that you should build strong relationships with your hiring managers.  This will have a positive impact on the team and your process. Most importantly, it will improve the quality of personnel that you hire.  

This is easier said than done and our advice is to continue to hone this skill.