Organization Partner

When you run a department and have the responsibility of hiring your staff, you will most likely find yourself overwhelmed and short on time during the process. You run ads on the major job boards, network, engage in database mining, tap the social networking sites, but you still can’t locate the caliber of talent required to round out your team. At this point, knowing how to choose the right headhunting firm to source and present you with the right candidate for your position becomes of critical importance. Knowing exactly what to look for in a recruiting partnership is not necessarily rocket science, but it can get very tricky when you factor in discount staffing companies, cut-rate recruiting marketplaces, and novice headhunters who aren’t prepared to do whatever it takes to find the winning candidate. Here are some tips and tricks to consider when evaluating recruiting firms and headhunters:

• Always ask what methods they utilize to source for candidates.
• Avoid those who consider themselves as “generalists,” and find a Recruiter who specializes in your field/industry. They have access to large databases of active and passive candidates who have an on-going business relationship with them.
• There is an old saying, “You get what you pay for.” This is true in the talent acquisition profession. Websites that offer ridiculously low placement fees and recruiter marketplaces do not attract the top producers who are regularly working with superior candidates. While they may offer you discount fees, and tell you how you can save thousands of dollars annually off your current recruiting budget, the true question is this – are you really saving anything if you don’t get the best candidate for your company? Is the possibility of a breach of confidentiality really worth dealing with a potentially unethical company?
• Never work with a company who does not offer you a strong guarantee. The standard guarantee for contingency search runs between a thirty and sixty day replacement guarantee. While there are companies who promise full-money back guarantees, or a one year replacement guarantee, keep in mind that it’s only a guarantee if you can collect in the event a candidate doesn’t work out. Continue Reading

Vendors would think resellers are always in search of new technology products from them. The truth is it’s the vendors who need resellers more than resellers need their vendors. Channel partnerships would wither away if the vendor is not capable of managing the relationship and that will result to loss of revenue. How important is channel management solutions especially in this unstable economy? Very.

Channel managers and directors are facing tasks that really are vital to the survival of a manufacturing company or the vendor. There are steps to be taken to ensure that the right methods are being followed in dealing with the channel partners.

Establish clear strategies – In every project, venture and journey, the first thing you define is the objective. It gives a clear goal where all other policies and rules follow. Keep the end in sight to avoid getting loss in this complex business processes. For objectives, vendors must serve the customers. They must offer viable and innovative solutions, concentrate on their core competences and be competitive. Their strategies would include market expansions, regular product updates; acquire new customers, and consolidation of assets.

Evaluate your partners – Evaluate their impact to the vendor by reviewing their coverage or territory in the market, capability to sell the product or services, commitment to the vendor’s objectives and their capacity to handle leads especially major acquisitions. With all these factors considered, a channel manager can conclude the total impact and performance the reseller has on the vendor. Educated decisions regarding recruitment, termination and retaining of channel partners can now begin. Continue Reading