Talent Development Centre

Category Archives: Staffing Agencies

All Talent Development Centre posts for Canadian technology contractors relating to staffing agencies.

A Beginner’s Guide to Recruitment Agencies

The Talent Development Centre is loaded with advice for working with recruitment agencies: How to choose an agency, how to grab a recruiter’s attention, questions recruiters will ask you, questions you should ask a recruiter, how to follow-up with recruiters, etc. But for newer job seekers and IT contractors, there are more basic questions that need to be answered: What does a recruitment agency do and why should I even work with them?

How Does a Recruitment Agency Work?

Recruitment agencies (also known as Staffing Agencies, Employment Agencies, Head-Hunters, etc.) help companies and organizations find workers, whether it be as full-time employees or for temporary, contract positions. Some agencies take a focused approach and recruit a specific skillset for their clients (for example, the majority of Eagle’s services centered are around IT contract professionals) while other companies take a broader approach and source a wide spectrum of talent for clients.

Recruiters at an employment agency usually conduct the complete recruiting and screening process for their clients, which includes not just searching, but also resume screening, interviewing, reference checking and negotiating with applicants. They continuously build relationships with professionals to understand their skills, interests and availability which ensures they can present candidates to a client as quickly as possible after receiving a request. Therefore, the end result of recruiters properly serving clients is that they also help job seekers find work.

How Do Recruitment Agencies Make Money?

Staffing agencies are always paid by the hiring company, and never by the job seeker.

In the case of permanent placements, the client usually pays the agency an agreed upon fee, which varies based on agencies, industries and roles. When a recruitment agency places a candidate in a temporary or contract position, the agency will hire that individual as a temporary employee or as an independent contractor in a business-to-business relationship. The agency then signs a contract with the client, stating they will provide somebody to perform the work. The staffing agency pays the individual for doing the work, and bills the client for both the cost of the individual and the cost of recruitment efforts. Hiring companies can be billed as a flat fee or an hourly rate that gets added to the worker’s hourly pay rate.

Should You Work with Recruitment Agencies?

You should cover every possible base when looking for a job and that includes talking to staffing agencies. Of course, applying to jobs directly and networking with people in your industry needs to happen, but so should building a relationship with a recruiter. They add value and help with your job search by providing access to unpublished job opportunities, providing advice to improve your resume, giving feedback on your interview skills, and connecting you to business resources such as contractor insurance (just to name a few).

Next time you’re scrolling through a job board and come across a bunch of postings from the same employment agency, don’t assume the situation is too good to be true. Apply to the job and meet the recruiter. While the job you originally applied to may no longer be available, you will be surprised at what else they can provide!

Do you have any other questions about staffing agencies and how they work? We’d love to clarify them for you! Just leave your questions in the comments below.

Bill 148: What Independent Contractors Need to Know

David O'Brien By David O’Brien,
Vice President, East Region & Government Services at Eagle

The Ontario Government introduced a sweeping legislation last fall regarding work and the ESA (Employment Standards Act). Many of the changes came into effect on January 1, 2018 with additional pieces that took effect April 1, 2018 and more to come on January 1, 2019.

Bill 148 covers an array of components. In addition to the headline-grabbing dramatic increase of minimum wage, there are changes to vacation entitlement, personal emergency leave, equal pay and termination of assignment pay for temporary employees, union certification rules and many others. All of these components have very significant impacts to employers and employees alike.

However, another very significant impact of Bill 148 that directly impacts independent contractors is employee misclassification. The new bill introduced a reverse onus provision whereby employers must demonstrate that any independent contractors they have engaged are not in fact employees.  Bill 148 shifts a substantial new burden of risk to employers and employment staffing agencies and will potentially have several unintended consequences as a result. As is often the case with activist governments, it is the unintended consequences of legislation that can be the most impactful.

In Ontario, it is estimated that about 12.5% of the total workforce of 5.25 million identify as self-employed, which is about 630,000 contingent workers. It is further estimated that of this group about 55,000 are knowledge workers in the IT, Engineering, Finance and Healthcare sectors, who bring significant economic impact to many of Ontario’s private and public sector organizations. The majority of these knowledge workers are independent, incorporated contractors. As the nature and notion of work transforms to a more project or engagement-based ideation, these knowledge workers are critical. With the modernization of our economy and overall productivity and competitiveness, our governments should be looking for ways to adapt to this new reality.

With the new legislation, when there is a question about whether an individual is an employee or independent contractor, the reverse onus provision is triggered. This means the burden lands on the employer or agency to prove the individual engaged with them is an independent contractor, not an employee and as such would be excluded from ESA coverage. As experience indicates, work moves offshore when employers are faced with impediments like this. Employers losing access to these valuable resources on a contingent basis should be very concerned.

Employers and staffing agencies are now looking at ways of assessing individuals to understand the true nature of relationships early on in engagements to ensure this risk is mitigated. These early assessments will help determine whether such individuals are properly classified as independent contractors.

As an independent contractor, there are a number questions you can ask to help establish the nature of your relationship with your clients. Here are a few of them to keep in mind:

  1. Are you providing services through a corporation?
  2. Have you registered with CRA for GST/HST?
  3. Do you carry business insurance, such as commercial liability or errors and omissions insurance?
  4. Do you market your services as a business, for example with a website, business cards, etc.?
  5. Do you have a corporate bank account, use business invoices in the corporate name and maintain corporate books and records?
  6. Do you have a written contract engaging your business? Is it for a fixed term period or completion of a project?
  7. Do you have the ability to determine how the services are provided?
  8. Have you invested his or her own financial resources into their business?
  9. Is there risk of loss or financial loss if the services are not successfully completed?

The answers to these questions will also help employers and agencies assess an individual’s status. There are numerous others that will have to be asked to help ascertain answers for all parties and ensure against employee misclassification. And just as important, independent contractors will need to be prepared to self-assess. Those who wish to be independent incorporated contractors should seek advice. Govern yourself as a business would and avoid acting or being treated as an employee.

12 Signs You’re Working with an Ethical IT Recruiter

12 Signs You're Working with an Ethical IT RecruiterIT contractors and job seekers have literally hundreds of technology recruiters to choose from when searching for new work. ACSESS, Canada’s staffing industry association, has more than 1000 member offices across the country, and that doesn’t include the many more employment agencies who don’t contribute. With that many staffing agency players, odds are that although most recruiters you deal with will be helpful, you’re bound to come across some who are terrible, lazy, rude or, worst of all, unethical.

Selecting an IT recruiter has many considerations — their connection to the market and opportunities, their ability to communicate, the additional value they bring, etc. — and whether or not they meet your ethical threshold. Unethical recruiters will not only fail to find you the right job, they also bring you down with them and tarnish your professional reputation.

The good news is that ethical recruiters can be easy to spot as long as you know what you’re looking for. Here are 12 traits all ethical recruiters share:

  1. They’re part of their staffing industry association and follow a code of ethics.
  2. They never ask you for money
  3. They want to meet you and get to know you, your skills, and your preferences
  4. They’ve taken the time to know a client and opportunity before presenting it to you
  5. They never exaggerate the opportunity or hide facts
  6. They’re clear about the hiring process (theirs and the client’s)
  7. They never try to push you into a role you’re clearly not a fit for
  8. They ask for your consent before sending anything to a client
  9. They never encourage you to lie
  10. They only let you update your own resume (or make a specific request to make updates and provide you with complete details)
  11. They work with the other recruiters within their agency, so you learn about all new opportunities
  12. They encourage you to work with other recruiters and agencies

If you can confidently check every one of these off of your list, then proceed and build that relationship!

If you’re working with a recruiter who doesn’t clearly meet one or more of these traits, we recommend treading carefully with your relationship and asking more questions. You may even consider moving on to another staffing agency. What other traits do you look for in an IT recruiter to judge their ethics?

Contractors/Small Business Owners: Your Agency is an Extension of your Marketing Department

Morley Surcon By Morley Surcon,
Vice-President, Western Canada at Eagle

Contractors/Small Business Owners: Your Agency is an Extension of your Marketing DepartmentAs an independent contractor, you are a small business owner. And just as every business needs to sell its products and services so, too, must you from time to time. Long term, multi-year contracts aside, contractors’ businesses are very often defined by frequent client engagements. When you are busy delivering your service it can be a challenge to find the time to market your company, after all there are only so many hours in a day. Likewise, sales isn’t typically your primary business and many contractors and consultants struggle with this part of their business (or, at least, it isn’t their favorite part of running the business).

What’s an independent contractor to do? There are some basic things that every small business can do to ensure they are getting their brand out to the market. These include:

  • Maintain a nice clean, easy-to-navigate website that lets prospective clients know what you do best and have accomplished
  • Ensure your LinkedIn profile is accurate and up-to-date… and “connect” with as many people as possible… and participate in work-related, online forums and chat groups
  • Invest in business cards and stationery, an important part of your branding strategy
  • Network, network, network… Just as a restaurant’s success has a lot to do with its location, your business success is a result of people in your industry knowing about you and the work that your company does better than anyone else. Getting out where industry peers and potential clients meet and engaging with these people is vitally important
  • Work your “champions”. If you’ve been in business for any length of time, you will have made some deep and lasting professional relationships. These people will want to see you succeed and knowing that you are interested in pursuing new opportunities, they will do their best to help you identify new prospects by making introductions.

…And, as the title of this blog suggests, leverage your staffing agency partners to the fullest! Your agency doesn’t technically work for you as it is their customer base that hires them to conduct searches on their behalf; but that doesn’t mean you can’t benefit from your affiliation with them. Especially when it comes to marketing your business. Eagle, for example, holds multiple networking events each year, we send out industry and market updates regularly, and our Recruiters are great sources of information and ideas. Staffing companies make their business by finding the best possible talent for their clients and, if you happen to be a good fit for one of their open roles, they will do the selling for you!

Staffing companies do not charge you (the contractor) to work for them. Instead their clients negotiate hourly fees that they will pay over and above the rates that you charge. Most end-clients are content to pay a premium to off-load the search, vetting, qualification, onboarding, hiring, and payment functions to staffing specialists as it is much more efficient and cost effective than doing so themselves. And they find the best talent available in the market this way. Therefore, you are able to charge your regular rates and get the benefit of agencies selling your services for you. Be sure to visit their job boards regularly and by responding to their Recruiters when they call, you will be better aware and engaged in new opportunities.

Other things you can do to help your agency partners to make a better impact on your sales efforts is to be consistent in your messaging. Branding is very important for any business… what is it about your business that sets it apart? If your website,and resume and “elevator pitch”/sales messages are all on-point and consistent it makes it much easier for Recruiters to understand your value proposition and to sell your company to their clients. Recruiters will often prefer a consultant who does one thing very well (and can demonstrate this through past work experience) to people who are good at a lot of different things. It is easier to sell and easier for the end-client to see where the “fit” is in their own teams; so tailor your branding and messaging to the job you want and communicate this to your agency.

Another little thing that makes a big difference is to invest some time into building relationships with key Recruiters that you trust. With very little effort you can build your Recruiter contact into a business champion of yours. Ensuring that you are reachable and making yourself available to meet or talk goes a long way towards building a Recruiter’s preference for working with you.

A lot has been written in Eagle’s Talent Development Centre blog site over the years about building strong and successful relationships with agency Recruiters. Any and all of these hold great tips that will turn an agency into a salesforce that works for you! Here are some links to these past articles:

Breaking the “Working and Not Selling” and the “Selling and Not Working” cycle takes some focused attention… but by spending some time getting your business’s Marketing program in place, you can avoid some of the time-gaps between engagements and develop your career in the direction for which you’ve planned!

9 Questions Independent Contractors Should Ask All Recruiters

Sam Rahbar By Sam Rahbar,
National Training Manager at Eagle

9 Questions Independent Contractors Should Ask All RecruitersAs an IT contractor/consultant, your relationships with IT recruiters can have a major impact on your job search journey. Especially since contractors are being distanced from the hiring managers and clients due to the introduction of MSPs (Managed Services Provider) & VMSs (Vendor Management Systems).

The days of working directly for an enterprise client and billing them directly are almost vanished. Your best and safest option is to go through an approved vendor.  As you might have already experienced, agencies (approved vendor or not) come in all shapes and sizes and unfortunately, not all operate under the same ethical guidelines. It is your responsibility to make sure that your best interest is a priority with your recruiter and agency of choice.

Just like recruiters ask questions to vet you, you need to do the same the first time you deal with each agency to make sure that they are ethical and trustworthy. Below is a list a list of questions that will help you find out more about an agency before working with them.

Where did you find my profile?

If you haven’t heard of that recruiter/agency before and/or if you don’t have your resume posted online, you’ll want find out how your contact info is surfaced.

This question could help with positioning your experience better; by knowing what they have seen/read so far. It also helps you find out which platform (Monster/LinkedIn/GitHub/..) gives you the most visibility.

What’s your specialty? (industry/vertical within IT or contract vs fulltime)

Tech space for be confusing and frustrating, especially for a non-technical person. When it comes to your career, you want to make sure that you are trusting recruiters who understand the domain (at least from a high level). A non-technical recruiter won’t be able to explain the client environment and what technologies are must-have vs nice-to-have and why.

Is this call regarding a job opportunity or just a status update?

This will help you market yourself more efficiently, whether it is for a specific role or for a general status update. Based on the nature of the call, do you want to take it now or later?

What is your history with this client/hiring manager? How long have you been working with them?

You want to be working with recruiters/agencies who know the clients and have a successful history, because they know the in’s and out’s of the client environment and hiring process. This can maximize your chances of getting the job by minimizing the surprises at the interview stage.

Are you the only one working on this role?

You want to know the competition. If the recruiter/agency you are working with has an “exclusive” order, this means:

  1. a) They have a really good relationship with the client
  2. b) They can tell you exactly what the competition landscape looks like.

What is the hiring process? Are there interview times booked?

Does the recruiter/agency know what to expect? Or are they just phishing for a resume to open doors with? If the timelines are set and clear, do they work for you?

How long has the job been open?

Sometimes the client is not sure what they are looking for and they use the interview process as a way to make up their mind. Or they have an internal candidate and they just want to make sure they are making the right choice. A job that has been open for more than 2 months is a red flag!

What is the full package? How flexible is the client?

Clients often look to save money by advertising the role with a lower rate than they’re willing to pay. If you genuinely feel your market rate is above the rate mentioned, it would not hurt to ask how flexible the client is willing to be.

What is next?

Always make sure that you are clear about the agency’s processes and next steps as it pertains to you. Are they sending your resume? When should you expect an answer? Can you talk to other recruiters in the same firm? What if you wanted to apply to a different job at the same client that they are sending your resume to?

Your conversations with recruiters should not be one way, it should be a dialogue in which you qualify their client list and their job opportunities and they qualify your skills and “fit” factor.

So, next time to talk to a recruiter for the first time, make sure to take an extra 2 minutes and ask questions so you can get to know them right at the get-go and avoid any time wasting down the line.

Should You Hold a Grudge Over Your Recruiter?

Should You Hold a Grudge Over Your Recruiter?Do you have to forgive a recruiter who’s done you wrong or made you angry during your job search? The simple answer is no, you don’t have to forgive anyone. There are plenty of staffing agencies in the market and you can easily find a new partner.

As with every other aspect of life, you never have to forgive somebody, but should you? That’s a more complex question, so naturally, has a more complex answer. Almost every personal development expert will tell you that holding grudges does little to improve your life, wastes a lot of energy, and can cause you to miss out on positive things in your future. While we don’t expect forgiving a recruiter will bring you eternal happiness, it may prevent you from missing out on future IT contracts. Before writing your recruiter and recruitment agency off the books forever, step back and ask yourself a few questions:

Why am I angry?

This is the first and most important question. After the dust settles, reflect on what made you so angry and decide if it is as grave a situation as it was when you were furious. Were your recruiter’s wrong-doings based on a mistake or lack of knowledge, or was it an ethical situation that speaks to who they are as a person?

Is it all the recruiter’s fault?

A tough question to ask yourself, but was there anything you could have done better to improve the outcome of this mishap? Often communication on both parts, or lack thereof, is the root a preventable misunderstanding.

Am I being empathetic enough?

Try to understand the recruiter’s point of view. They get pressure from many different directions and have to make difficult decisions.  Have you properly communicated the situation to your recruiter to give them a chance to make it right?

Does this issue reflect on an individual or the staffing company?

Staffing agencies are more than just the one or two recruiters you speak to. The best ones have solid processes that ensure you’re paid on time and protected tax-wise, as well as long-standing relationships with clients who have the best technology contract opportunities. It would be a shame to walk away from all of this because of a poor recruiter. If you truly can’t work it out with the recruiter, escalate to a manager so you can continue your relationship with the recruitment agency.

Forgive and forget?

We often hear the expression “Forgive and forget.” This may be true in playground rules, but does not apply in business. When somebody does you wrong, forgiving them is your choice, but there is no obligation to forget. While we do recommend moving on and continuing with business, it’s always safe to keep past situations in mind. Use what you learned to understand how you can work better together and proceed with caution where necessary.

Technology Recruiters’ “Unwritten Rules”

Technology Recruiters' "Unwritten Rules"We understand. IT contractors would prefer not to have to work with recruiters at all. In a perfect world, clients would contact you directly and you’d arrange your own contracts saving everybody the fuss of using a middle man.

Clients prefer to work with recruitment agencies because it saves them money, risk, and hassle. Independent contractors also have plenty to gain from building a relationship with recruiters, including the reduced risk, as well as exclusive access to unlisted project opportunities and resume and interview advice. The key to building that solid relationship is understanding how to work best with recruiters.

In the past year, the Talent Development Centre shared many inside tips about working with recruiters. The Secret to Being Called First by a Recruiter explained how to stay “top-of-mind”. How to Get on a Recruiter’s Bad Side told you how to do the opposite. Cameron McCallum, Regional Vice-President at Eagle, also wrote about some specific communication tips with recruiters, and another post summarized Eagle’s recruiters’ favourite and least favourite traits of IT contractors.

In addition to the articles referenced above, if you’re looking for similar advice but perhaps with a less biased view, check out this article from the Dice  Insights Blog written by Leslie Stevens-Huffman. She discusses five ground rules for working with tech recruiters, and refers to them as “recruiting’s unwritten rules of engagement.”

  1. Don’t Waste Their Time
  2. Honesty About Your Hands-On Experience
  3. Let Them Do Their Jobs
  4. Show Respect for Their Abilities
  5. User Your Power in a Positive Way

Would you agree with Stevens-Huffman or argue that some of these rules shouldn’t always apply. Are there any rules you’d add for a successful relationship with a recruiter? Vice-versa, are there any rules of engagement you believe all recruiters should always follow? Leave your opinion in the comments below — we’d love to hear from you!

Quick Poll Results: Contact from Recruiters

The Talent Development Centre is filled with inside information from recruiters that give job seekers insight into the best ways to work with recruiters. We’ve shared tips about how they like to see a resume, their pet peeves, and the best ways to contact a recruiter.

Last month’s contractor quick poll turned the tables and we learned more about how IT contractors prefer to work with recruiters. Specifically, we asked how they like to be contacted when it comes to hearing about job opportunities. The results are in and displayed below. Take a look. We encourage you to leave any additional feedback about the poll in the comments below.

How do you prefer to get job opportunities from recruiters?

Quick Poll Results: How do you like to hear about job opportunities from your recruiter?

 

The Significance of Supply Arrangements to Contractors

Morley Surcon By Morley Surcon,
Vice-President, Western Canada at Eagle

What are Supply Arrangements and Why Should a Staffing Agency’s Matter to IT Contractors?

Supply Arrangements: What are they and why should they matter to IT contractors?Within the staffing industry there are a dozen or more business models employed by various employment agencies.  There are the smaller staffing agencies who focus their marketing efforts on smaller companies, on very specialized niches, with a handful of very strong relationships they might have, or a combination of these.  There are the huge international recruitment agencies that tend to focus on companies with international operations and may be generalists in the sense that they support multiple lines, from casual labour to general staffing positions to professional positions to technical positions, in an attempt to serve companies that want a single vendor to handle all of their contingent workforce needs.  Between these two extremes, there are the Regional and National staffing agencies that often service or specialize in only one or two different types of hiring needs, but often limit these to provide the level of expertise/focus that means so much to their clients.  Then there are mixtures and blends of the above.

The one thing that most recruitment agencies have in common is that they work to put formalized Supply Arrangements in place with the clients that they service.  A supply arrangement is simply an agreement that defines the relationship between the agency and the company that they serve/support.  Typical to most supply arrangements are the following:

  • Term of Agreement (date range within which the agreement will be valid)
  • Definitions (define the terms used in the agreement)
  • Commercial Terms (concerning insurance, rates, timesheets and invoicing)
  • Performance (defines the service the agency will be providing)
  • Termination (terms under which the agreement might be concluded)
  • Confidential Information (how to manage and keep safe important company data)
  • Indemnity and Limitation of Liability (keeping each party “safe” and legally separate from each other)
  • Signatures/Sign-Offs/Dates/Etc.

If these look familiar, they should!  They are the very same components that incorporated contractors find in any sub-agreement that they would sign with a staffing agency. After all, we jointly enter into a company-to-company relationship, so the terms should include the same content.  In fact, a good number of the terms that a contractor finds in their sub-agreement with their staffing agency are actually “flow-down” terms from the agency’s own supply arrangements with the end client.  That is often the reason why agencies cannot be very flexible with the terms — they have committed contractually to work with their clients in certain ways and must, legally, have their sub-contractors comply to the same terms.

Despite a lot of similarities in the terms between supply arrangements, it is extremely rare that any two supply agreements would be exactly the same.  Employment agencies are required to be chameleons, adapting perfectly to the business requirements of each of their clients.  The best agencies have detailed processes to ensure their compliance across many different agreements. For example, Eagle has tools and processes dedicated to this and is part of our ISO 9001:2008 quality framework.  That big stack of paperwork that we present to contractors at the beginning of each assignment is part of that process.  In this way, we ensure that both Eagle and our sub-contractors stay “on-side” of our supply agreement Terms & Conditions.

So, why should this matter to independent contractors?  Well, that’s a question with many answers. Here are just a few of the reasons why contractors should want to work with agencies that A) create good supply arrangements with their clients and B) have strong mechanisms in place to ensure adherence to the terms (both on their side and by their sub-contractor partners):

  • Legitimacy – Having an official supply agreement in place signifies a deep level of commitment between staffing agencies and their clients. It suggests that the company is committed to using the agency and that there will be a certain level of exclusivity.  If a technology contractor is working with a recruiter that has a supply arrangement in place, you can be confident that the recruitment agency has the right to represent you and that there will be some standardization in place to manage the hiring process.
  • Access to the Best Companies/Jobs – The best staffing agencies have the best relationships. Often there is a barrier to entry for agencies who do not have supply arrangements in place with companies.  By partnering with staffing agencies with many supply arrangements, it means that you will have access to suitable roles that come available at these companies.
  • Confidence in Staffing Agency Rates – Supply arrangements often define what levels of profit are associated with the services provided (also defined), so recruiters are working off a prescribed methodology for setting their rates. Companies agree to pay staffing agencies “X” for their services should they identify, qualify and place top resources into their open roles. For contract work, that means that independent contractors set their rates “Y” and the client is charged “X+Y” (or “X x Y” if “X” is a %).
  • Risk Mitigation – Working for a recruitment agency with a supply arrangement in place ensures that the “rules of engagement” have been set out. Working with recruitment agency who has strong compliance mechanisms in place means that the recruiter will set you up for success and ensure that you are protected against potential missteps.  Be aware of the 2 to 3 page Sub-Agreement contract!  Eagle’s sub-agreements are typically 8 pages at a minimum, but depending on the flow-down terms and requirements, it could add up to 20+ pages for your review.  Ultimately, this all protects you from risk.

Eagle has numerous supply arrangements in place with many of Canada’s largest companies across multiple industry sectors and across all levels of government.  We are national leaders in Oil & Gas, Energy, Telecommunication, Education, Health Care as well as having 3 of Canada’s 5 big banks as our clients.  Our Supply Arrangements with our clients are often 80+ pages long and our sub-agreements to our sub-contractor partners are often 10+ pages long. Although more work to put in place, this is a good thing.  Through this process we ensure our contractors’ success and, in doing so, our own as well.

Next time you’re interviewing recruiters to decide on your preferred staffing agency, remember to ask how many supply arrangements they have. A response to that simple question will speak volumes in terms of their legitimacy, access to opportunities, rates and risk mitigation.

2016 in Review: Working with Staffing Agencies

2016 in Review: The Inside Scoop on Working with Staffing AgenciesThere are many benefits to working with staffing agencies. Topping the list is that we help IT contractors connect with the top clients and the best technology projects. Naturally, then, being able to build relationships and work with recruiters provides a major competitive advantage. The Talent Development Centre is all about growing independent contractors’ success, so 2016 was packed with inside information on how you can enhance your relationship with employment agencies.

Top-of-Mind Candidates

The best position for you to be in is as one of your recruiters’ “top-of-mind” candidates. To provide insight on this topic and help you achieve this spot, we surveyed our recruiters to learn more about being top-of-mind. The result was a series of posts, including these:

Building a Relationship with a Recruiter

Of course, it all starts with a solid relationship with your recruiter. These posts will help you develop that relationship.

Choosing the Right Staffing Agency

Finally, the most important part of building a relationship with a staffing agency is to make sure you’ve chosen the right one. We always recommend you build relationships with at least three recruiters from different agencies. In this post, Frances McCart, VP Business Development, provides advice on how to choose that partner.