From sorting through resumes to scheduling interviews, learn how Cygni can help you meet most of your staffing needs.
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Staffing
Staffing agencies are in high demand today.
Does your business need a dedicated, inhouse staffing solution to recruit and manage talent? CygniSoft can handle all your HR processes from your location, minimizing costs and maximizing results.
CygniSoft takes over your company's recruitment, hiring, testing and management of staff. No more excuses for being short-staffed. We hold your hand through the entire affair and make sure you succeed. Our highly trained HR professionals act as your dedicated recruiting department to take care of all your staffing needs. CygniSoft's HR experts keep up with ever-changing laws and regulations, from minimum wage to equal rights for workers in Canada, and help you stay compliant.
Inhouse solutions are best suited for high-volume hiring. We bring our recruitment expertise to you, improving your flexibility, retention, productivity and efficiency. We handle everything from recruitment to onboarding to worker management. And it's fully customizable.
For all your Staffing needs, please contact CygniSoft Inc. Email: info@manager.com
Recruiting is a time-consuming process. It's also not an easy one. You need to find the right candidates, screen them, and then convince them to come work with you in spite of all the other opportunities available to them. And once you’ve found your perfect match, they could be snatched up by another company at any moment. It’s a challenge for any company, but it can be especially difficult when you’re a startup or small business with limited resources and funding. However, there are some tips and tricks that can help make this process go as smoothly as possible!
Recruiting is a time-consuming process
Early On When starting a new company, you should start working on your recruiting efforts before you even launch your company. As much as you’d like to hire now and start right away, you may not be able to afford that. So why not start by finding people who are interested in working with you in the first place? Take advantage of free or inexpensive social media tools such as LinkedIn. Ask the right questions on your profile and narrow down your recruiting efforts by finding candidates who are interested in working for you. Once you have a few interested candidates, ask if they want to meet in person. After that, take it from there! Once you have some applicants, make sure you know their profile and past work so you can communicate effectively.
How to go about recruiting when you're a startup
At an early stage startup like Coast to Coast, it’s often pretty easy to find candidates because they tend to be focused on building something they can be proud of. By the time they’re at the later stages, they often have a set of assumptions or prejudices about what it takes to work in a startup and get them to leave their current company to work for yours. You might find it helpful to approach them with an open mind about the challenges you face and about what they can bring to your organization.
Are you ready to start recruiting?
Still, you want to do everything you can to make your job easier. This is where having a recruiting agency like CygniSoft Inc. come in. You’ll be able to create an incredible list of qualified candidates that you can leverage for your job openings. Not only do these agencies give you access to a large pool of candidates, they also get paid when candidates apply for your jobs, and they help you execute an effective job posting. Plus, they have access to all kinds of other resources to help you grow your business, which can make your recruiting process easier. With all that in mind, there are some things to keep in mind when selecting a recruiting agency.
What's the best place to find talent?
The first thing to do is to identify where there is talent to find, which can be as easy as tapping your network of contacts. To find candidates, I recommend LinkedIn, as it's a great way to get an idea of their skills and professional interests. Having a list of companies they've worked for will help you quickly zero in on candidates that are right for your business. Once you've identified your initial candidates, it's important to vet them thoroughly. Scoring the interview will be as important as ever, as that's when you will be evaluating the personality fit as well as any previous experiences they might have.
The ideal candidate for your company
The list of candidates is endless. There are people who are looking for a job, people who want to work for a company that helps them solve an immediate need or solve a long-term problem, people who want to work for an impactful organization. They range from scientists to corporate executives, students to retirees. They are in a wide range of professions and backgrounds, but they all have one thing in common: they are passionate about the company that they’re interested in working for. You need to make sure that these people fit what you’re looking for. That’s why it’s essential that you not only search for the best candidates you can, but also that you go through the right processes to evaluate and screen them, ensure they are qualified, and then make the final decision to hire. 1.
Do they fit in with your company culture?
A company is only as strong as its employees, and if you want your company to last a long time, you’ve got to attract and keep the best people. That’s why it’s important to make sure you’re finding people who will fit in with your organization's culture. For example, if you want a set culture of innovation and risk-taking, you’re not likely to find many people like that in an office where everyone else is fairly cautious and conservative. Make sure your employees like each other. If you want to attract good talent, you should look to match their personalities with the personalities of your current team. And if your team is not that diverse, you might be surprised at how difficult it can be to get a new hire to adjust to your company.
Does their skill set match what you need?
Let’s face it. A good recruiter is going to have some experience in the field that they’re recruiting for. Depending on your business and industry, this can mean some experience in sales, engineering, or other specific technical and tactical areas of your work. This is where your recruiting specialist can really shine. They can offer advice and knowledge that you might not be able to find in your own company. So don’t just look at someone's resume or apply to an open position. If they're an experienced professional, they probably have some strong recommendations from friends and colleagues who could really speak to their specific skill set. This is the key to finding the best talent for your needs. Get to know the person It can be tricky to find people with the right skill set.
Hiring and onboarding tips for startups
Find candidates with the right skills. You don't have to accept the first job offer that you get! Think about what you need to do to really expand your team, and then go about finding people who fit the bill. You can search through Indeed.ca or Monster.ca, see what's posted in your local jobs section, or contact a few colleges to see if they have any openings. You want candidates who have the right mix of experience, but also a passion for the job and the company. If your role requires that you have a certain degree in a particular field, you may need to go through an interview process to find the right candidate with that specific skill set. But if you don't really care about an education background, don't bother doing the interview process. You'll be wasting time and money.
Conclusion
We’ve just scratched the surface of the information available out there on hiring, so let us know how we can help you with your next hire. Meet our highly skilled business owners and recruiters to get more information.
We look at a lot of early career resumes (0-8 yrs of exp)
Here are the most common resume mistakes for EC candidates I see. See if any apply to you:
1. Listing Education before Professional Experience- After a few years in industry, work experience is the
most attractive thing to HM's, lead with it.
2. Including unrelated senior design or school projects as experience This often comes across as not enough professional experience, and need to stretch, make sure it's relevant if you include it.
3. Resume is longer than 1 page for no reason - having multiple pages without credentials to back it up shows a struggle to be concise.
4. Experience bullet points describe your job, and not the value you create or results you deliver - After a few years, you should have value-added examples of the work you did, and the impact you made.
5. Listing too many leadership and volunteer positions you held while at university - You're not in college
anymore, you should have better things to fill space with. A few are okay but use caution. As always, this is our opinion, and the rules aren't concrete.
Do your best to be clear, concise, and let your strengths shine through.
Feel free to email us questions if you've got issues with any of these areas.
If you are reading this article, we assume that you’re a proactive job seeker who knows all the interview basics by heart.
As a company we are always shocked at the basic mistakes that otherwise awesome candidates make. In fact, there are five what we have observed so far.
Showing up late
Forgetting a hard copy of your resume
Dressing Inappropriately
Not Researching about the company
Coming without questions
The next time you land an interview, keep these basics in mind. They may sound simple, but take it from me: You’ll be way ahead of everyone else.
For more information, reviewing your resume please feel free to contact CygniSoft Inc. Visit http://www.cygnisoft.com/help-with-resumeinterview
Did you know that CygniSoft Inc. also has an option to have an onsite recruiter? Yes, you heard that right, we offer a solution to station one of our recruiters at your office to give your company the best possible experience for your high demand hiring. This option has worked out great and allows our recruiters to work hand and hand with your operations personnel to ensure the talent we deliver is what you need.
Our onsite option allows CygniSoft Inc. to take the burden off of your staff and handling all hiring needs. This frees your valuable employees up focus on more productive opportunities and let our proven formula yield you the right candidates.
This is just another reason why CygniSoft Inc. is the right staffing solution for your company! Contact us today for more information manager@cygnisoft.com or visit www.cygnisoft.com
Want To Build A $100K Income being An Independent Recruiter?
Are you an Independent recruiter or looking for being one? Are you planning to open a new Staffing company? Do have a startup company and looking for new clientele? Do you love to work from the comforts of your home?
If your answer is yes, you are the one we are looking for. There are no two ways that the Independent Recruiters are great. According to the study the recruiters working from home produce more results than guys working from office.
You, working as an independent recruiter is a master of your own destiny, you can work according to your timings, be picky with the type of industries you want to work. You will work from wherever you want and whenever you want (All you need is a phone, laptop and internet connection).
Earn money sitting in your living room, nobody to watch you work. Listen to your playlist and watch your favorite game. But there is a flip side to all the goodness of working from home. You might get too distracted. Sometimes the positions have to be filled on a dead line that will require a good time management and a comfortable environment.
Many independent recruiters are earning six-figure incomes while managing to strike the perfect work-life balance.
If you are a recruiter, you won’t want to miss this opportunity to work with CygniSoft Inc. a company looking for a motivated person who enjoys dealing with people to be an integral part of our team. You will be responsible for working on specific customer requirements identifying candidates for a wide range of positions. Utilizing networking, online databases and interviewing will be your tools used to succeed.
Responsibilities:
· Develop and implement strategies for advertising priority positions.
· Identify and screen candidates in a timely manner.
· Establish rapport quickly with candidates and manage relationships.
· Ensure customer requirements are managed effectively.
· Maintain the CRM with candidate information and status.
· Research and learn about new and emerging technologies.
· Make accurate judgments/decisions with, at times, limited data.
· Work from home and be self-motivated.
Title: Independent Recruiter
Description:
We are looking for a motivated person who enjoys dealing with people to be an integral part of our team. You will be responsible for working on specific customer requirements identifying candidates for a wide range of positions. Utilizing networking, online databases and interviewing will be your tools used to succeed.
Responsibilities:
Develop and implement strategies for advertising priority positions.
Identify and screen candidates in a timely manner.
Establish rapport quickly with candidates and manage relationships.
Ensure customer requirements are managed effectively.
Maintain the CRM with candidate information and status.
Research and learn about new and emerging technologies.
Make accurate judgments/decisions with, at times, limited data.
Work from home and be self-motivated.
Bachelor degree (combination of relevant education and experience will also be considered)
Desire to be a strong generalist! We have clients from every industry, being able to ramp-up quickly will be critical to your success.
Independent and a self-starter - We work remotely so you need be organized, motivated and focused
Headhunting - cold calling, Boolean searches, thinking outside the box and getting results!
Experience in sourcing candidates using a wide range of social mediums and sites; post-and-pray will not fill our role
Demonstrated ability to meet targets, respect deadlines and work under pressure
Strong communication and interpersonal skills
Strong initiative and ability to work under minimal supervision
Background:
Good understanding of recruitment process
Interviewing skills - e.g. Behavioral Descriptive and previous experience hiring employees is a definite asset.
Experience in a professional customer service role is an asset.
Experience working from home.
Proven social networking skills and demonstrated researching skills.
Accountable and strong understanding of "sense of urgency" and able to prioritize and multi-task successfully.
Must have exceptional listening, presentation and communication skills.
Manage the recruitment cycle: sourcing, screenings, interviews, negotiation, and reference checks
Identify, source and maintain a pipeline of candidates through a variety of platforms: social media, job boards, networking, headhunting, etc.
Creatively build new recruitment strategies capable of attracting top talents
Complete weekly status reports
Work closely with clients to establish and maintain strong relationships
Participate in internal company initiatives such as social media campaigns, etc.
Sense of humor