Contract Recruiter Marketplace- October 2014

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As a recruiter in Boston, we also represent many contract recruiters. This week, we feature many who represent various industries and skill sets. If you are interested in finding out more about those we represent, please contact us!

General & Administrative Recruiter

Strong Senior Talent Acquisition and Strategic Sourcing Leader with 15 years experience both in Agency (Retail, On-Site) and Corporate environments. Highly motivated and uniquely qualified at assessing recruitment needs, developing integrated recruitment programs, and summoning qualified resources in support of strategic human capital objectives in dynamic business environments.

Life Sciences Recruiter

A professional, self-directed full life cycle recruiter with 14 years of progressive experience in the Life Sciences Biotech/Pharmaceutical, Skilled in the art and science of identifying, sourcing, evaluating and presenting candidates with R&D, Regulatory, Clinical, Quality, Supply Chain, and Market Intelligence/Surveillance. Demonstrated exceptional interpersonal, interviewing, communication and organizational skills with the proven ability to successfully hire across functional units at all levels of an organization.

Professional Services/Sales Recruiter

Senior Sales, Marketing and Technology recruiter experienced in both corporate and agency staffing. Following a successful career in agency settings, enjoys continued success in technology environments where results drive success. Responsible for sourcing, developing and presenting key sales professionals for key industry verticals. Developed candidates primarily through networking, social media and cold calling. Develops and maintains productive relationships with candidates and line managers alike.

Manufacturing Environment/Professional Non-Exempt Recruiter

Strong Senior Talent Acquisition and Strategic Sourcing Leader with 15 years experience both in Agency (Retail, On-Site) and Corporate environments. Highly motivated and uniquely qualified at assessing recruitment needs, developing integrated recruitment programs, and summoning qualified resources in support of strategic human capital objectives in dynamic business environments. Comfortable working with high volume positions.

General & Administrative Recruiter

Strong Senior Talent Acquisition and Strategic Sourcing Leader with 15 years experience both in Agency (Retail, On-Site) and Corporate environments. Highly motivated and uniquely qualified at assessing recruitment needs, developing integrated recruitment programs, and summoning qualified resources in support of strategic human capital objectives in dynamic business environments.

What makes an effective recruiter?

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By: Michael Liuzza

While everyone has an opinion on what makes a good salesperson, accountant or manager; today we answer the question of makes for a good recruiter. Here is an outline of what successful recruiters do.

Searching For Talents - Recruitment Concept1. They track metrics. Some self impose their own metrics and others fall into an agreed upon process (phone calls, contacts, candidates in the door through interviews with the hiring manager etc.). It does not matter what the metrics are, as long as they are aware and committed to meeting or exceeding the goals established. Recruiting metrics that are accessible understandable and used appropriately can provide insight into the ROI of either the full-time or contract recruiter.

2. They Adapt to Technology: Technology continues to rapidly change how we mange our lives and for candidates, that means using more mobile technology platforms for the job hunting experience. Today that is adapting to mobile recruiting as more and more technologies are moving to the smartphone platform.
3. POTS “Plain Old Telephone Systems”: The acronym from the age of the ring-down phones and from the large telecoms that supported them still has meaning today. With these technology platforms, recruiters still have to connect with candidates on the phone. Recruiters that “pick up the phone,” typically are the recruiters that know how to “make it happen.”
Speed to Market: The effective recruiter works quickly and efficiently, recognizing the candidate’s time on the market may be short given current market conditions. They balance this efficiency with quality. Presenting a hot candidate means nothing if someone else has gotten to them with a competing offer.
4. Relationships Matter: An effective recruiter needs to be a relationship builder and manager. This can not happened without good communication skills. Not just e-mailing and texting – getting up from the desk and walking down to meet them.
5. Follow Up Skills: The effective recruiter returns calls and messages each day. They remember to close out candidates and how to keep good candidates engaged through the process.

We value candidates that understand and respect and follow a process. If you would like to learn more about our contract, contract-to-direct or direct-placement recruiter candidates, or to discover more about our full line of staffing programs, call me, e-mail or connect with us on  Linked In or Twitter.

Video-September Employment Situation

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The September jobs data released last Friday by the BLS showed an increase of 248k new jobs created in the US economy. That is the sixth month this year where the new jobs have been created, in excess of 200k. The ADP employment report released two days prior showed an increase of 88k jobs in small business. Of that 88k, 55% was reported in very small businesses, those with 1-19 employees.

In our monthly visit with Fox25 Boston, Brendan King shared some insight on small business hiring. Small businesses are the backbone of the US economy. For such organizations to commit to hiring is a sign of confidence in the near term economy. Click below for the video.

King & Bishop provides staffing programs for business of all sizes. Where a contract recruiter or formal search may not meet the ROI for smaller organizations, King & Bishop designs programs that do meet the staffing needs while conforming to budgetary constraints.

For more information about our outsourced staffing solutions, please contact us at 781-890-8824 or e-mail at

Why should we have job descriptions?

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career opportunity search and find dream job promotion career buFriction free recruiting. We are all looking for ways to move the process along while bringing efficiency to the process and presenting the client with quality submittals. What can we jettison in this process? Let’s take a look at the job description. Should we replace with a few short bullet points in an e-mail or tweet?

The short answer to the question is no. With the advent of startups, new businesses emerging, and technology, the ever-changing classic job description is not appealing or compelling for the average job seeker today. Who wants to work at a company whose actually “documents” and “archives”? If the perception is that this in an outdated practice, could it mean that the firm’s brand is similarly outdated?

We all agree that jobs do change however we should have a compelling foundation to start with.

Simply because a company has been around for many years does not mean it is outdated; and simply because a company is a startup does not mean it doesn’t need some help remaining culturally relevant.

Job descriptions help establish a brand. They help us in the recruiting space by informing our candidates about what they are applying to. For sure, an uninspiring job description will not generate interest in top talent vying for your positions. Having something that is informative while conveying a sense of “who we are” may serve that purpose and also ensure you are building a team with people who are genuinely interested in working with and growing in your company.

Just as a client may deal out a candidate due to boring resume, so may a candidate click right past the description is les than enthusiastic.

If you cannot find the right way to get something into a meaningful and inspiring description, look for someone who can help. It makes a difference and helps us tell your story!

Anneleise Muscari is recruiter with King & Bishop

David Mardirosian is a Staffing Consultant with Finish Line Staffing

Out of work for a while? How to explain to a potential employer

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Job Search Question of the week: What is the best way to present yourself to an employer if you’ve been out of work for some time?

First do not apologize for it. If they have brought you in and are considering you as a candidate, they see something they like in your background. Keep the conversation positive and sell your abilities to help them meet and exceed their goals. You want to focus on how you have been using your time away from work effectively keeping current with the industry that you aim to work in. Identify skill enhancements, professional development and any volunteering opportunities that you may have been involved in. In this age of transparency, the interviewer will appreciate your candid response and a positive attitude about how you used your time will be well remembered.

Want more tips? make sure you are following our blog. And connect with King & Bishop on Facebook.

Breaking Down the Latest Jobs Numbers-Video

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First things first…This is not a time to panic and we do not feel it changes the direction of this recovery.

We have had some strong months for employment numbers this year. Six straight months over 200k and that is even with revisions. However the Jobs Report for August showed 142,000 jobs created. Sometime ago this would have been welcome news when we were trending below 100k per month.

The growth we have seen here at King & Bishop is in Professional and Business Services. And as a recruiting firm in Boston, we can tell you that from conversations with our clients in our weekly business cycle, there is continued demand for these skill sets.

Part of the over drag on these numbers for August include weakness in manufacturing and retail. There was even a line in the August Jobs Report that showed a loss of 17,000 jobs in Food and Beverage Stores including a “labor disruption ad a New England based grocery store chain”. We all know who that is.

So there is quirkiness about August that may play into these numbers however most analysts feel that these numbers will be revised up next month. The business process for many organizations slows in August due to time off so we’re not worried.

See how Brendan King analyzes this Number on Fox News in Boston recently.

What To Do If You Get Laid Off

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If you are laid off from your job there are a few things you should keep in mind.

1. Keep your emotions in check and do not get angry. In most cases of large scale reductions in force, there is buzz going around in advance that something is going to happen. When you are confronted with it, it is normal to become upset but do not act on those feelings. You won’t regret holding back but you will regret losing your cool.job search vacancy for jobs online job application help wanted h

2. Don’t take it personally. We’d like to be able to control our lives and shape our destiny through the sheer force of will, but sometimes things happen to us that have absolutely nothing to do with what we’ve done or who we are. This is one of those times.

3. You need to keep it professional as you will need to get a recommendation. You may want to line up a recommendation in writing as soon as possible. Volunteer to write it yourself. If a letter is out of the question or doesn’t arrive in a timely fashion, ask your boss to send you a short e-mail; even a one- or two-line testimonial will do. Get your boss’s permission to put his or her direct phone number on your résumé and give this out at job interviews.

If outplacement is offered by the company, take it. You may need some coaching during this time.

If outplacement is NOT offered, ask for it. In most cases people will have 21 days to sign a separation agreement. Demand career coaching services as part of your severance. If cash is offered instead of coaching, take the coaching.

Construct an elevator pitch about what happened in this last job for networking and interviews. Remember to always speak positively about the former employer and focus on moving forward in a positive way.

Develop a campaign for a new opportunity and become a self promoter. Have your resume and social profiles as current as soon as possible.

Yes, it’s dispiriting to get laid off, but keep in mind this is where new opportunities are born and they may lie just beyond the horizon, which would have been unavailable had you stayed where you were.

Bottom line: Taking the high road and staying positive is challenging enough when all is going well. The real test of your character comes from how you respond when things are at their worst. Following the above guidelines will help you show the world—and yourself—that nothing, not even the loss of your job, can hold you back from success.

For more advice on what to do when you get laid off, watch the video below:

How to Find a New Job This Summer

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Is the summertime a good time to search for a job or do employers back off on hiring?

The summer is a great time to job search, and it may give you an edge over others who take the summer off. Also, with online application systems facilitating hirinjob search find vacancy for jobs dream career move help wanted jg, the hiring process is working even when the hiring managers are not.

So, how do employers decide to start hiring and what are they looking for in a candidate?

Many firms develop staffing plans at a high level within an organization. Once they agree to execute that plan, it becomes a matter of supply and demand.

In terms of what they are looking for, probably the most desirable attribute will be some exposure to technology or business processes that the employer uses. A healthy can-do and customer service oriented attitude will always generate interest.

Below are some tips for keeping your job search going during the summer:

  1. Do not take the summer off, and do not presume that everyone is “off” because it is the summer. Hiring managers and decision makers are generally still plugged in and engaged.
  2. Update your social media profile (including Linked In and Facebook).
  3. Strongly Consider Internships, Temporary Assignments and Volunteer Opportunities.
  4. Network and have face to face meetings.
  5. Set realistic goals for yourself and be open to entry level work.

It’s also important for job seekers to keep up on the latest trends in the industry they are looking to work in.

Watch the video below for more help with your summer job search:

Steady Growth in Administrative Positions

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career opportunity search and find dream job promotion career buBy: Karen Antaramian Gilbert

Recent growth in our economy is often heralded by the high demand for technology professionals. As we trend further into 2014 with accelerated job growth, it is important to highlight administrative support positions that go along with strategic staffing plans and goals. As a recruiter in Boston, we are seeing many trends.

Here are three of the major trends that will affect administrative positions throughout the next 12 months:

1. Administrative Opportunities Are Growing. As workloads are growing, this is translating into new job possibilities for support staff. Companies are not only filling vacancies but also creating new administrative positions that go along with specific technology applications. While this creates excessive demand, hiring managers want people who have developed skill sets that will fit in on day one. Specialties such as healthcare, human resources (HR) and customer service are seeing an upswing in hiring activity. Companies are adding HR staff to support their expanding workforces, while customer service is a core function to firms as they try to gain and keep new business.

2. Skill Sets Stand Out. Managers know just what they’re looking for when filling administrative positions. These positions typically begin with a strong foundation in technology. This goes beyond just being proficient with the basics of Microsoft Office and means having knowledge of more advanced features as well. Familiarity with social media is growing in importance as businesses leverage their presence on sites such as Facebook, Twitter, LinkedIn and Google Plus. Hiring managers are looking for stellar communicators. Applicants must display strong verbal and written communication skills, and a commitment to exceeding expectations. There is also demand for multitasking abilities. Supervisors want to be able to give administrative staff a number of projects and know that all will be completed correctly and on time.

3. Salaries for Administrative Positions Reflect Demand. Overall starting salaries for administrative jobs are expected to increase 3.3 percent in the U.S. through 2014. Employers are also looking at tweaks to benefits, flexible work schedules, investments in training and offering health and wellness programs.

Are you an administrative professional looking for a new opportunity or a client seeking quality HR and administrative support? Contact me at, find me on LinkedIn or connect with me on Twitter. @kare8888.

What are the benefits of payrolling?

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Payrolling can be beneficial to companies looking to work with temporary positions. With the ever growing complexities regarding health insurance, tax withholding, liability and employment law, leveraging these services to a payroll provider for temporary positions can ease the strain on your business.bigstock-job-search-vacancy-for-jobs-on-46555552

Below is a list of the benefits:

  • The company is protected from liability by using a payroll service provider for temporary hires they make on their own.
  • It saves the administrative cost, burden and risk of adding to the in-house payroll headcount.
  • The payroll provider assumes employer responsibilities including all government mandated compliance, Workman’s Compensation Insurance and tax withholdings.
  • Payroll Service at King & Bishop allows our clients to identify, screen and select candidates to be paid through our payroll program.

While working with King & Bishop’s Payroll Services you enjoy the benefit of managing hiring costs and reducing the burden on existing staff. Also, you can control headcount while complying with independent contractor regulations.

Other reasons to consider usage of temporary employee payroll service:

  • You may identify a candidate you would like to employ for a project and avoid the third party recruiting fees.
  • You may want to have a trial period before making a comprehensive offer.
  • You have a component of the workforce that performs more effectively with a flexible staffing program.

This temporary period will also allow you to evaluate employee suitability and contributions. While the employee is payrolled by King & Bishop, they will be eligible for excellent benefits and weekly pay via direct deposit.

Check out our video below for more information about payrolling: