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How Does Your Recruiting Style Affect Hiring Results?

October 22nd, 2015

Westchester Staffing Company
The business of employment recruiting and interviewing involves the daily interaction of people. A person’s recruiting style can influence the way people are hired. Understanding how people think and react can bring more success in the hiring process.

One of the key aspects of the hiring process is having good people skills. By law, there are restrictions on what recruiters can know about candidates. Health and privacy information cannot be accessed by a hiring authority. Measuring the effectiveness of a candidate depends greatly on the job interview process. The ability to establish a good rapport with candidates helps to attract the best talent.

Recruiting style can depend on the unique personality traits of the recruiter. Different recruiters have different styles of interaction that affect how they deal with others and how they are perceived. They are the representative of the organization they work and can impact how people think of that company.


One type of recruiting style is the analytical type. Think of this as the logical thinker who wants to deal with just the facts. Recruiters of this type tend to be reserved and take time examining data before making a decision. Analytical recruiters can be very effective in industries like accounting and information technology. Positions that rely heavily on performance with data can be served well with these types of recruiters.


Another type of recruiting can be referred as the genial type. People with this kind of thinking tend to like establishing relationships and connections on a more personal level. They rely more on the feeling and emotional aspects of people rather than cold hard facts. Recruiters with this kind of style can do well in occupations that are people oriented like service based jobs. These types are conversational and can excel at getting the most of people through interaction. They like to ask questions to get the most information and they are most interested in networking.


This kind of recruiting style is the type A personality that is results oriented. They use a direct style in which they say what needs to be said without beating around the bush. They are not too concerned with how people feel as it relates to meeting their outcomes and objectives. They have little patience and no time for the personal approach. They may do well in recruiting efforts that focus on volume and meeting results.


This type of style is similar to the genial type but is more of a listener than a talker. They are highly perceptive and can gain a sense of people thoughts and feelings through the interview process. They are patient and receptive. Sensitive recruiters are attune to the unique qualities in candidates and very often see the potential in people.

Finding the best candidates for certain industries can be dependent on the style of recruiters.  Just as certain jobs require the right match of candidates, recruiters need the right style to be successful.


Hiring Candidates Who are Unemployed vs. Employed but Looking

August 5th, 2015

August 18th

Despite the increase in the unemployment rate in the USA, it’s still a challenge for hiring managers to find qualified candidates for skilled assignments. Today, most recruiters are faced with selecting candidates from a pool of either unemployed people or those who are employed but casually looking for better career opportunities. Unfortunately, there still exists a general stigma associated with being unemployed. As if somehow unemployed candidates are somehow “flawed” or less worthy of consideration, they oftentimes get ignored.

While it can be easy to fall into the trap of only choosing candidates who are currently employed over unemployed candidates, this is not a productive way to find the best candidates. Unemployed candidates can and should be considered equally with those who are currently employed and looking for work. In the future, due to changes in hiring laws, recruiters will have no choice but to disregard the employment status of candidates. The Equal Employment Opportunity Commission (EEOC) is backing a bill in Congress that will make it illegal for companies to willfully discriminate against candidates who are unemployed.

Here’s a breakdown of unemployed vs. employed but looking candidates, with the benefits and disadvantages of hiring each.

Unemployed Candidates make up more than half of the candidate pool, and are made up of professionals who have varying degrees of work experience, education and training. From entry level to advanced level candidates, you are likely to find unemployed candidates who are proactively seeking suitable employment. While you are going to have some candidates that have outdated or non-marketable skills, many are back in school trying to learn new trades. With some 48% of all unemployed candidates out of work for six months or more, you’ll most likely find those who are willing to accept less glamorous assignments than passive candidates will accept. In addition, unemployed candidates are usually ready to start work immediately, and also very trainable in new roles.

Employed but Looking Candidates have many appealing factors, such as up-to-date work skills, high levels of education and training, and stable employment histories. However, people who are employed and looking are only interested in one thing – finding a better job. If you don’t have a mid to upper level assignment available, you will basically waste your time with passive candidates. If you have an assignment that needs specialized skills, then an employed but looking candidate is going to be a great resource. When talking with passive candidates, also consider that you will need plenty of time to find a candidate because he or she will need to give a resignation notice to the current employer before being available to accept your assignment; a process that can require several weeks.

As you search for people to fill key assignments for your clients or your company, be sure to give unemployed candidates more than just a first glance. You’ll find seasoned professionals with great qualities, who are just “between jobs” looking for an opportunity to shine in a new role.

Want assistance with finding great candidates for assignments at your organization? Please be sure to contact The Concorde Group  for responsive staffing support!


Leveraging Technology to Find the Best Candidates

July 22nd, 2011

Image: tungphoto /

Today’s innovations make it possible for hiring managers to streamline hiring practices by embracing technology to find quality candidates. In sharp contrast to the old ways of recruiting candidates from newspaper advertisements and paper application forms, recruiters have a full toolbox of technology at their disposal. Read on to learn more about how your company can harness the power of technology to source great candidates.

Develop a web-based career center. Every company has the ability to design a fully online job portal, built into the corporate website. By adding a career section, information about the company’s hiring process can be described so that job seekers can determine their suitability for placement early on. Additionally, the career portal can include access to an online application form, and lists of open positions. When used effectively, an online career center can eliminate candidates who do not take the time to complete the online application, yet be convenient to attract quality candidates to fill specific roles.

Take advantage of online networking. A great way to find the best candidates are to participate in networking communities found online. This can range from social media channels like Facebook, LinkedIn and Twitter, to actual niche communities where experienced professionals may hang out. Use social media by posting updated job listings with links to the career center, asking for candidate referrals, or sourcing candidates by descriptive job keywords. LinkedIn and some online forums allow advertising of job postings for little to no fee. Just be careful to not dig too deeply into candidates’ personal profiles when using this method.

Give online resumes a closer look. One of the possible pitfalls of career related technology is the emergence of resume analyzing software and resume directories. Oftentimes, this technology can eliminate an otherwise fantastic candidate, due to errors in the programming or the way the pre-formatted resume looks when it is retrieved. As hiring professionals, it is easy to skim through resumes that do not look good on first glance. When utilizing technology such as this, be sure to give online resumes a better look over to discover excellent candidates who may otherwise be missed.

Focus efforts on high-yield recruiting portals. The best place to find quality candidates are generally within your company’s resume database, as well as online career websites. Search through previous applicants to find candidates who closely match your objectives, and take the time to contact them despite how old their applications may be. You may find a few candidates still seeking great assignments from your internal resume list. This method will likely result in a higher yield of qualified candidates than just posting random help wanted ads on advertising sites.

Need more help with your recruiting efforts? Visit The Concorde Personnel Employer’s Portal for more helpful tips and contact us for additional support!

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