<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1770253589940451&amp;ev=PageView&amp;noscript=1">

Staffing Advisors Blog

The Increasing Cost of Hiring On Your Own

Posted by Bob Corlett on September 20, 2019

In metropolitan areas like Washington DC, it's become remarkably difficult to hire highly skilled employees and senior staff members. Trying to hire on your own has become more expensive than paying someone a fee to help you recruit. 

Here's why:

The news headlines might blare about future economic slowdowns or potential future recessions, but right now we have full employment (are you seeing any stories about layoffs from well-managed firms? No.) Quite the opposite, some organizations are hiring like mad.

So with low unemployment and fewer candidates actively looking for work, more employers are vying for the attention of fewer available and interested candidates. Consequently a few things happen in your recruiting process. Your job advertising will yield lots of candidates who are not remotely qualified (this is true in any economy) but far fewer candidates who are qualified. Next, when you try to schedule those few good people for interviews, you'll quickly discover that some of the best candidates will withdraw before the first interview because they already accepted a job offer from another employer. Or perhaps candidates accept a first interview with you but then decline a second interview.

To add insult to injury, the job advertising market itself is increasingly complex and fragmented because of all the competition between Google for Jobs, Indeed, Linkedin, Glassdoor, CareerBuilder and others. When you have a poor response to your job advertising, it's difficult to know whether you used the wrong job title, wrote an unappealing job description, posted your job in the wrong place, or maybe your job is just not as attractive to candidates compared to their other career options. All you see is who responded to your ad. You can never see who you didn't reach.  

Read More

How to Tell if Executive Search Firms are Data-Driven and Evidence-Based

Posted by Bob Corlett on June 11, 2018

From my work with search committees, one question that often comes up is how to evaluate whether a search firm is evidence-based or data driven. Staffing Advisors' entire approach to hiring is evidence-based. But how can that be proven, or compared to another search firm? 

Read More

Why Recruiting is Not an HR Function Anymore

Posted by Bob Corlett on November 16, 2016


If you work in an association or other nonprofit organization, it’s risky to think of recruiting as an HR function. It’s not.

By telling HR to “Post a job ad, get some resumes, and then I’ll starting interviewing,” you are making a career-limiting mistake, one that puts your personal reputation at risk.

Read More

Good People Know Good People ... or Do They?

Posted by Bob Corlett on February 22, 2014

Conventional wisdom says that, "Good people know good people." So it naturally follows that the most common question in recruiting is, "Who do you know who might be good for this job?" Good people will inevitably lead you to other good people, right?

But what if, "Good people know good people" was more untrue than true? What if it's really a "tip of the iceberg" situation, where the visible part of the statement that's true is so much smaller than all the hidden assumptions underneath the statement that are not true?

Read More

Recruiters: When Do You Trust Your Hiring Intuition?

Posted by Bob Corlett on October 21, 2013

On a typical search, we’ll review over 600 candidate profiles to put forward 6 candidates for an interview with the client. But even after we've ruled out 99% of the potential candidates, some of our clients will take out a pocket knife to further whittle down the interview list because some of the resumes don’t fit their pre-existing mental picture of "the ideal candidate." (Unlike insurance companies, recruiters cannot just exclude pre-existing mental conditions.) So we usually hear some variation of, "Hmm, Larry seems a little junior, and Susan comes from a background that just doesn't seem like it would fit in here, so let’s just schedule the other 4 people." But despite their objections, we encourage our clients to go ahead and interview the outlier candidates.

Read More

How to hire a superstar for your new project

Posted by Bob Corlett on April 29, 2013

To hire a superstar for your new project, don’t go looking for someone who has a long track record of doing exactly what you need to have done. Instead, look for someone with a great track record just slightly below your challenge. Hire someone who can grow into the job.

Read More

Who's Asking?

Posted by Bob Corlett on October 16, 2012

If you want better recruiting results, you might be looking for solutions in all the wrong places. Your biggest improvements might not be found in replacing your staff or improving your HR technology, or developing a new social media strategy.

Read More

Getting the Recruiting Pitch Perfect

Posted by Bob Corlett on October 10, 2012

One of the hardest parts of any executive search is crafting "the pitch." The pitch is the least understood part of the search process.

It is certainly the most poorly executed.

You can take courses to become an expert in networking, and more courses in how to search the net to find names of qualified people (sourcing). You can take courses to become a better interviewer. But your results will always be mediocre if you fail to differentiate your job from all the other jobs that a qualified candidate might be interested in.  Your search will not attract the best and brightest candidates until you give them a compelling reason to talk with you.

Read More

Dealing with a Work Avalanche

Posted by Bob Corlett on December 13, 2011

Are you feeling overworked and understaffed right now? You're not alone. Under-staffing is common during this stage of the business cycle. Some people think it is a long-term trend--calling it the "Job Squeeze." Perhaps it is. I do know that work pressure has been building quietly for years in many organizations--like snow falling on mountaintops. And when something small triggers it, you are suddenly faced with a "work avalanche."

Read More

Sometimes Quitting is the Key to Recruiting Success

Posted by Bob Corlett on December 1, 2011

Yup, it's true. Sometimes giving up quickly is the key to recruiting success.

Read More