There’s a Difference Between Retained Recruiters and Contingency Recruiters: “It’s important to note that not all firms are created equal. The two most broad-based types of recruiting services are contingency firms and retainer-based firms.”
“Big business no longer has its allure,” Cathleen Faerber of The Wellesley Group, a search firm, says of today’s job market. “So many people have been burned by the callousness of corporate America that smaller businesses should be better able to attract the best and the brightest.”
The fact that the hiring process often is difficult for small businesses represents something of a conundrum. “Talent acquisition is critical,” Faerber says. “You have to take the hiring process seriously. Who will be a good fit isn’t necessarily the (candidate) with the best resume.”
Bullhorn: CRM for Humans
“Do Your Homework before Cold Calling: As a retained search consultant, The Wellesley Group Managing Director Cathleen Faerber says she finds that direct recruiting is still the best way to identify and recruit the top-level professionals in any industry or geographic area. But using this tactic effectively requires first identifying companies that are currently employing the type of professional you’re looking to recruit.”
Rescue A CEO
Identify Talent from Cathleen Faerber: “If you’re looking to hire more seasoned, experienced staff, such as a director or vice president, you might have to scrap all the technology for a more traditional approach. If a member of the Generation X or baby boomer population is not actively seeking employment, the chance of that person responding to an electronic overture is quite slim.”
Crains Chicago Business
If extra information is the issue, Faerber turns to other options, including college transcripts and in-depth talks with references that the candidate has supplied. “Go back to the people they worked with,” she says. “That’s a much better approach.”
Top Recruiting Mistakes: “Not being high touch enough. I hear too many horror stories of candidates being left hanging even after having face-to-face interviews. Close the door. Candidates prefer to hear bad news versus no news. This is a reflection of your organization. If you want good talent, treat them right. Word gets around, especially in more intimate industries,” Cathleen Faerber, Managing Director at The Wellesley Group, LLC.
“‘How much vacation time will I get?’ If you want to give the impression that you’re more interested in time off than working, ask this question. Otherwise, save it until after an offer has been extended,’ recommends Cathleen Faerber, managing director of The Wellesley Group, an executive search company.”
Insight Magazine, Illinois CPA Society
“The best hire is not only the person who is qualified, but also the person who wants the position for the right reasons. People who move for the right reasons are more inclined to be a longer-term and more engaged employee.”
“If you want good talent, treat them right. Word gets around, especially in more intimate industries.”
“Hiring is becoming a priority in many companies as the economy continues to improve. With a dropping unemployment rate – the best candidates are currently employed. How does a company, both recruit and manage this highly coveted pool of talent?”
American Express Open Forum
“It’s naive to think that all job candidates are going to be truthful,” says Cathleen Faerber, managing director of The Wellesley Group, LLC, an executive search firm.
Crain’s Chicago Business
“Reviewing resumes is an art, not a science,” says Cathleen Faerber, managing director at search firm The Wellesley Group, LLC.
“Recruiter Cathleen Faerber, managing director of the Wellesley Group, LLC, …tries to provide information to candidates who [have] made it through initial rounds with the hiring company, only to be eliminated. ‘Usually the final selection of a candidate has to do with ‘fit’ and ‘personality,’ which is something no one can control,’ Faerber said. ‘If this is the case, I will tell them that. If they botched the interview, which has happened, I will explain it to them.'”
Human Resources Executive Online
“Cathleen Faerber, managing director of …retained-search firm The Wellesley Group, LLC, says she agrees with the report’s identified trends. ‘Retained-executive [search] is definitely here to stay,” she says, “however, more as a true consulting service and not just a means to identify talent.’ Best practices in talent acquisition, she says, need to embrace quality and thorough assessment hiring at all levels, not just at the more senior-level positions.”
“It is never OK to misrepresent yourself,” said Cathleen Faerber, managing director of The Wellesley Group, LLC, an executive search firm. “If you have a gap in employment, show the gap. If you didn’t complete your course requirements, show you attended, but don’t claim a degree.”
“Employed people make job changes because it’s a good career move. This will reduce the chances of them leaving too quickly. Many unemployed people, in today’s market, have accepted positions to be employed. You will see an additional wave of job openings that will be created when more desired options become available for these people,” adds Cathleen Faerber, Managing Director of The Wellesley Group.
Executive Toolbox, CareerSmart Advisor
“Ultimately, good people expect a quality work environment. No longer will your best and brightest allow themselves to be mistreated or stagnant their career growth for the sake of company loyalty. But what can you do as a leader to ensure that the environment is conducive to retaining your top talent?”
Los Angeles Times
“People who lost jobs think, ‘I’ve got to take the first thing that comes along,” said Cathleen Faerber, principal of Wellesley Group, a search firm. Faerber advised laid off workers to “look for jobs that are equal or higher levels than what you had, ones involving equal or greater responsibilities than the one you left.”
Cathleen Faerber, an executive recruiter for The Wellesley Group, a retainer-based executive search firm, says screening is the process done at the beginning of the hiring process to gather and evaluate specific information. The information allows recruiting/hiring managers to identify those people who meet the basic requirements of the job; requirements are generally the level of education, number of year’s experience and one’s willingness to relocate.”
“I had already transitioned into Executive Search when I decided to start my business. Fortunately, I had a great deal of experience on both sides of the desk as it relates to recruiting. I know what I liked and what I didn’t like about firms that were already established. I took that experience and created a business model that is customer focused and true to executive search.”