(This is the second in a series of blogs that examines the parts of the direct-hire placement process that differ from contract placement and how contracting can be simpler, easier, and less stressful.) 1—The HR factor Direct-hire placement—Let’s face it,…

What if you could enjoy all of the best parts about the recruiting profession and none of the worst parts? What would you say to that? “Sign me up!” Well, believe it or not, it’s possible, and thousands of recruiters…

Q. How can a one-person or a small recruiting firm offer blended services? A. The loyalty you can build by offering blended services and solving your clients’ staffing problems is amazing. But a lot of recruiters prefer to stick with…

Whether your clients are looking for a $100,000 salaried direct -hire placement, a $75 per hour contractor, or a minimum-wage clerk, they still expect you to be their industry staffing expert and know what the going pay rate is for…

Q. Should you conduct a background check on contract candidates? A. The answer is yes. This is an important step in the contract staffing process. In fact, more and more client companies insist that recruiters conduct a thorough background check…

(Debbie’s Note: Barb Bruno, CPC/CTS of Good as Gold Training and Development, Inc., is a guest writer for this blog. We look forward to many more of her contributions in the future.) Recent events in the American economy have been…