Skip to main content

Author: M3 Placement

How to handle recruiting during times of economic transition

Written by M3 Placement on . Posted in News & Insights.

During times of economic transitions companies often face unique challenges when it comes to hiring top talent. Using a recruiting firm can be the right investment for many companies whose hiring initiatives remain critical despite the economy. Here are a few questions to ask yourself to decide how you should handle recruiting during these uncertain times:

Do you need access to a large talent pool of top talent?

Recruiting firms have access to a network of candidates, not just including active job seekers but also passive job seekers who may not be actively looking for a new position but may be open to the right opportunity. Having an expanded talent pool increases your chances of finding top talent, no matter the state of the job market.

Are you experiencing the costs associated with high turnover or not having the right positions filled?

Have you calculated the cost of employee turnover at your company? Separation and vacancy costs can add up quickly especially when you consider the loss of productivity of co-workers and managers and increased workload for employees. There is a high rate of return on your investment in a recruiting firm when you add up these mounting costs into account. 

Does your team need to increase its talent acquisition bandwidth?

Who is responsible for the talent acquisition work at your company? Is it a dedicated department or individual or is it a component of an HR generalists’ job? Is your team stretched thin with too many responsibilities?  Consider what a dedicated expert in talent acquisition could do for your hiring goals and how they could help boost your company’s efficiencies and effectiveness in hiring top talent.

Are you spending too much time and money on sourcing, attracting, and identifying top candidates?

In a transitional economy, oftentimes roles and responsibilities must be realigned and/or reassigned, decreasing the amount of time available for talent acquisition. When you work with a recruiting firm like M3 Placement and Partnership, you have a dedicated expert recruiter in your corner who can take the load off you and help you to meet your hiring deadlines faster and more effectively.

Do you need someone to analyze and streamline your hiring procedures and processes?

Here at M3 Placement and Partnership we don’t simply fill open roles, we advise you on best practices, how to set up your recruiting department for maximum efficiency, and top trends in hiring and recruiting. We look at every relationship as a partnership, providing advice and guidance on all things hiring and recruiting at your company.

Are your hiring needs constantly changing?

The best part about working with a recruiting agency like M3 Placement and Partnership is that we customize a plan according to your needs. For companies with fluctuating hiring needs, bringing on a full-time talent acquisition professional may not be the right direction but using a recruitment firm will provide you with on demand help when you need it.

If you’re looking to explore what a partnership with a recruitment firm would look like for executive recruiting or for RPO or outsourced recruitment initiatives, contact us today at hello@m3placement.com.

M3 Placement and Partnership Certified By the Women’s Business Enterprise National Council

Written by M3 Placement on . Posted in News & Insights.

M3 Placement and Partnership, a talent acquisition firm specializing in executive searches, direct placement, and high-volume recruiting, is proud to announce national certification as a Women’s Business Enterprise by the WBEC Metro NY, a regional certifying partner of the Women’s Business Enterprise National Council (WBENC). WBENC Certification is the gold standard for women-owned business certification in the United States.  

“Growing M3 as a premier national talent acquisition and executive search firm has been a long-standing vision. With this highly recognized certification, we can support more businesses than ever, especially those seeking to work with diversified suppliers. As a partner focused on exceeding the needs of our clients, we are proud to now offer certifications at the national and state level,” says Mary Malone McCarthy, CEO and Founder of M3.  

The WBENC standard of certification implemented by the WBEC Metro NY is a meticulous process, including an in-depth review of the business and a site inspection. The certification process is designed to confirm the business is at least 51% owned, operated, and controlled by a woman or women, and that the business has appropriate structure and strategic business planning and implementation in place.  

By including women-owned businesses among their suppliers, corporations and government agencies demonstrate their commitment to fostering diversity and the continued development of their supplier diversity programs, which in turn empowers women as leaders and brings about a more diverse, balanced and sustainable economy. 

WBENC Certification combined with professional development and engagement in the WBENC network provides unsurpassed opportunities year-round, both virtually and in-person, for women-owned businesses to grow and expand their business and innovation through events, programming and connections with major corporations and other WBEs. 

3 Ways Recruitment Outsourcing Initatives Can Help You Hire

Written by M3 Placement on . Posted in News & Insights.

We don’t take a one size fits all approach to outsourcing your recruitment initiatives through RPO services. We understand that each business is unique and each solution should be custom-designed to serve your individual needs. No matter what situation your team is in, recruiting through our RPO solutions can help you.

Can you answer yes to any of these questions:

  • Do you have more than 5 positions open at your company that you need to recruit for?
  • Is your internal team temporarily or always too overloaded with projects, deadlines, and goals to manage day to day hiring processes?
  • Are you going through a period of transition or high growth?
  • Do you already have a talent acquisition team but they need temporary support through a period of hiring?
  • Are you looking for a partner you can outsource your recruitment efforts to?

    Reach out to us at hello@m3placement.com for a customized proposal that can help you meet your goals.

M3 Placement and Partnership grows as top recruiting firm in New York

Written by M3 Placement on . Posted in News & Insights.

Over the past five years M3 Placement and Partnership, a leading recruiting firm based out of New York, has doubled in size. In addition to their financial success, they have been awarded a Minority and Women-Owned Business Enterprise recertification from the state of New York as well as the Upstate New York District Small Business Administration’s Women in Business Champion of the Year award for their CEO’s unwavering commitment to women entrepreneurs.

“We attribute this growth to our integrated services model that looks to understand the root causes of a company’s challenges and our highly talented team’s dedication to delivering exceptional customer service. Whether a company is in a stage of transition or high-growth, or they’re searching for stability during a fluctuating market, we’re able to help companies thrive with the talent they need to achieve their long-term vision. At the end of the day, all companies start and end with the right people in the right positions. Investing in a trusted partner to help you find and retain those people is the best way to tackle the issues that keep leaders up at night,” says Mary Malone McCarthy, CEO and Founder of M3.

The M3 team is very proud to be nestled within the communities of upstate New York. The majority of the team of 20 lives and works within Albany, Rochester, Utica, and Saratoga. They are thrilled to be able to recruit talent from the vibrant communities of our region. “Our philosophy is to learn the why behind each company, understanding not just the needs of the position but also the strategy and vision behind the decisions that have made the company who it is today. Because of this philosophy, we’ve attracted some incredibly talented experts that really want to be a part of this growth journey with us and are thrilled to match top talent with the top talent of our region,” says McCarthy.

The company, founded in 2012, has seen an unprecedented increase in their client portfolio since opening their doors. Over the past two years alone they have placed over 60 individuals in executive and direct search positions and over 800 individuals through their outsourced recruitment process service. Many of their clients utilize a combination of services to meet their business needs and strategically grow as an organization.

“My father was an entrepreneur, mentor and an incredible guiding force in my life.  From an early age he taught me to care passionately for your team, customers, and community while living by the phrase ‘do a little more, a little better every day’.  Much of my success today is based on those life lessons and the exact philosophy I’ve applied to M3. We have so many repeat clients that seek out our services year after year, in addition to our ever-growing list of new clients, many of whom we become connected with via referrals from current clients. In a time when the economy has been so uncertain, I think this really speaks to how much companies rely on a trusted partner to help them find talent they can navigate these uncertain waters with,” says McCarthy.

M3 is a strong believer in conscious capitalism, citing their reason for existing as a company is to create dynamic teams for organizations and to find fulfilling careers for our talent so that our communities may flourish together. The team at M3 strives to put their stakeholders, including their clients, team, candidates, and community, at the heart of all they do.

Lisa Mayberry || Account Executive || https://www.linkedin.com/in/lisa-mayberry-37149310/

Written by M3 Placement on . Posted in Our Team.

Lisa is passionate about building real connections with clients, both personally and professionally. She goes above and beyond to provide exceptional service, ensuring everyone she works with feels valued. A true people person, Lisa enjoys making meaningful connections and brings this energy to her role as an Account Executive.  Learning about others comes naturally, and being a helper by nature, she takes great pride in the work she does.

Lisa was inspired by M3’s mission to positively impact individuals, organizations, and the community while creating a culture where everyone feels fulfilled and cared for. She’s proud to be part of a like-minded organization and is passionate about contributing to meaningful change in people’s lives and the world around her.

Outside of work, Lisa enjoys spending time with her family, often at a hockey rink or soccer field cheering on her kids. She’s also a huge Buffalo Bills fan, and loves rooting for them, whether at home with family and friends or in person at the games!

How to build your 2024 recruitment plan

Written by M3 Placement on . Posted in News & Insights.

The M3 Placement and Partnership team has over 25 years of recruiting experience and today we’re sharing our best practices to consider as you build your 2024 recruitment plan.

Assess your organization and articulate your recruiting goals 

There are two types of assessments everyone should perform when they’re preparing their recruitment plan:  

  • A review of the business goals and strategic initiatives that your business is trying to achieve this year and the departments and roles that are responsible for achieving these goals 
  • A review of current recruitment initiatives and hiring processes (we suggest building this review from internal surveys, questionnaires, and conversations with recent hires and hiring managers) to find out if there are there any challenges, gaps or areas to enhance 

After assessing your organization, articulate your recruiting goals using this table:  

Role Name Level of importance to hire (critical-low) Hiring Timeline Hiring Team Recruitment Budget 
     

Create and update job descriptions 

Once you know the roles that you’re looking to fill in the new year, we suggest writing and updating the job descriptions in tandem with the hiring managers. Consider that today’s job descriptions are half marketing the position and the company and half explaining the roles and responsibilities that are required for the position. Showcase your employer brand, highlighting information on the mission, vision, values, and culture of the company- this allows candidates to see why you’re a great choice for them personally and professionally. Learn more about bringing your employer brand to light here.  

Determine your recruitment methods and strategy 

Ask yourself the following questions as you determine your recruitment method:

  • What technology platforms will you utilize to attract candidates to your job posting(s)? Consider what has and has not worked for you in the past.  
  • Is there a candidate in your or your team’s network that would be a great fit for the position?  
  • Do you need the assistance of a recruiting partner to help you fill these openings? 
     

Define your complete hiring process  

One of the first things that we look at when we work with a new client is the company’s full recruitment cycle. Many times, we find that the hiring process hasn’t been fully outlined, leaving some members of the hiring team feeling like they don’t know what is expected of them or when it will be expected of them. Consider that for talent acquisition professionals the recruitment cycle is familiar and the hiring process is routine, but for hiring managers they could need training on best practices and the dos and don’ts of the hiring process. For more best practices on creating a seamless interview process read our in-depth article here.  

Create an onboarding plan  

Did you know that 28% of new employees quit in the first 90 days? Why? Because a recruitment plan doesn’t stop at the offer letter. All companies should build a robust onboarding plan for the first week, 30 days, 60 days, and 90 days.  

Here’s some onboarding ideas to get you started: 

  • Add pre-scheduled touchpoints to your new hire’s calendar so they know that you plan to receive feedback from them at regularly scheduled intervals. 
  • If the job is remote or hybrid, consider setting up 15-minute meet and greets with team members from across the organization.  
  • Create a mentoring program for senior staff to get to know entry level or mid-level team members.  
  • Schedule team lunches for a new employee to get to know different departments.  

Feeling overwhelmed, stuck as you’re planning your 2024 recruitment initiatives, or like your recruitment efforts need new fresh ideas? Looking for a partner to help you in building your recruitment strategy, proactively reaching out to candidates, and/or managing the recruiting process? Here at M3 we’ll custom build a plan just for you based on your needs and hiring goals. Reach out to us today at hello@m3placement.com to learn more about how we can help you in the new year. 

Preparing for new recruiting trends in 2024

Written by M3 Placement on . Posted in News & Insights.

We’re preparing for 2024 and that means looking back at the changes in recruiting we’ve seen in 2023 and deciphering which trends are here to stay and which are being replaced by new ideas, technologies, and approaches.

We sat down with our executive team to discuss what’s emerging in the recruiting field this upcoming season.

Hybrid and in office positions are taking a front seat

All of our departments- direct placement, executive search, and recruitment process outsourcing- are seeing companies and their hiring managers either looking for candidates to fill in-person or hybrid roles over remote roles. According to the Harvard Business Review, while 50% of work was remote in the time immediately after COVID lockdowns, today the number is hovering at around 28%. As one of our clients said, “there is no replacement for being able to sit next to a team member, so we are actively trying not to hire for remote roles”.

This has implications for both hiring managers and candidates. As candidates prepare to look for new roles, they should consider that many companies are not as flexible as they once were. And as hiring managers look for in-person candidates they may need to consider that offering some level of flexibility might be necessary to get the talent level they are looking for.

Workers continue to actively and passively search for a new role

As noted in Gallup’s 2023 State of the Global Workplace, 51% of employees are either actively or passively looking for a new role. We reach out to thousands of candidates each year about potential job opportunities and we receive just as many applications for new job postings. Our research tells us that this statistic could actually be higher.

What has changed though is when in the recruiting cycle employees are quitting. We are finding that gone are the days when quiet quitting led to quitting with no new prospects in mind. Instead, we are seeing employees waiting to leave their current jobs until they have received an offer from their potential new employer. This is why we encourage companies to perform stay interviews with current employees to ensure that employees are engaged, active in their roles, and feel open to sharing feedback about what could improve their employee experience. In the same Gallup study, participants were asked, “if you could make one change at your current employer to make it a great place to work, what would it be?” Results showed that 85% of respondents answers fell into the same three categories: engagement or culture, pay, or wellbeing.

Candidates continue to value flexibility

We’ve interviewed over 2,000 candidates this year for a wide variety of roles in numerous industries and fields. “The one thing that remains true over these role and industries is that candidates are looking for flexibility- whether it be in location, schedule, or work/life balance. This is a benefit that is no longer just considered a plus but is now expected. After COVID people are looking for ways to make life and work happen simultaneously and they’re going to choose the company that allows them the flexibility to have both,” says Kristi Richtmyer, VP of Recruitment Process Outsourcing for M3..

Competition for certain roles continues

Elisha Gilroy, VP of Direct Placement and Executive Search, notes that, “We are still seeing a higher-than-average pursuit of talent in accounting, healthcare, finance, and engineering roles. These roles aren’t just about filling the position but are focused on finding the right person with the right set of qualifications that is going to actively be involved and dedicated to the growth of the company.”

And this is being seen from entry level to executive level. “In order to get in front of top candidates employers need to be willing to make more compromises that they have in the past in order to get the talent they need because talent is so scarce,” Richtmyer states.

Internal recruiting practices need to be updated

Many studies have pointed to AI as being the next big thing to happen for internal recruiters and talent acquisition managers inside of corporations. But we’re still finding that many of our partners are still looking to improve the basics before implementing new technology platforms.

A survey of all our recruiters here at M3 showed that they recommend improving processes with AI once all internal practices and processes have been brought up to speed. So, before you add in AI check to see if your practices including candidate outreach, candidate follow up times, long periods of wait times between steps, and long periods of delay in the process have all been corrected. “If you take too much time between steps or create too cumbersome of a process then the chances go up that your candidate has already found a new role,” says Richtmyer. We sat down for an in-depth interview with our team on how to update your recruiting process in this article.

Looking for help improving your processes, finding top talent, or managing the candidate negotiation process? We here at M3 would love the opportunity to show you how a true partner in talent acquisition can make all the difference for you. Email us today at hello@m3placement.com to learn more about our tailored recruitment retention services.

M3 Launches New Model to Support Companies in Recruitment and Retention  

Written by M3 Placement on . Posted in News & Insights.

As companies face varying economic challenges, M3 Placement and Partnership is preparing to assist companies in their talent acquisition needs in a new way. This winter they are launching a strategic model for how companies can rely on M3 to assist in hiring for multiple positions while consulting on best practices and implementing strategic changes to improve retention numbers.  

M3 is launching three new monthly support packages, costing less than the average yearly salary for a talent acquisition professional. Instead of relying on one person to hold all the responsibilities of talent acquisition for a company, utilizing a recruiting firm gives companies access to expertise from a whole team of seasoned industry professionals. Building a customized monthly package allows clients to access concierge services from veteran recruiters and talent acquisition leaders. 

“With economic shifts expected in 2024 we know that securing top talent is more important now than ever before. The competition for top talent is at its highest in decades and with the right strategy and team behind you, companies can recruit and retain the talent they need to face the changing market and economic landscape,” says Mary Malone McCarthy, founder and CEO of M3.   

The M3 team encourages companies to lean on their highly experienced team to overcome struggles in recruiting and retaining top talent through one of their three customized packages offering recruiting services, retention engagement strategies, consulting and advising services, and employer brand development services.  

M3 has been a part of the Central New York business community for the past 12 years. They are a certified woman owned business and purpose driven organization that exists to create dynamic teams for organizations and find fulfilling careers for talent so that our communities may flourish together.  

Janna Edick || Executive Assistant || https://www.https://www.linkedin.com/in/janna-edick-6b814b233/

Written by M3 Placement on . Posted in Our Team.

Janna joined M3 Placement & Partnership in November 2023 as an Executive Assistant. In her role, she supports the executive team across various organizational functions, including scheduling, event planning, and maintaining seamless communication throughout the team.

With over 10 years of experience in customer service and financial services, Janna brings a diverse skill set to her position. Her background enables her to handle complex and confidential administrative tasks with precision and professionalism. Janna is dedicated to delivering exceptional service and ensuring smooth operations to foster a productive and successful work environment.

Outside of work, Janna enjoys hiking, boating, and cooking with her husband and two children. On weekends, she can often be found cheering on her children at their sporting events or rooting for her favorite team, the Buffalo Bills.

Building a seamless interview process

Written by M3 Placement on . Posted in News & Insights.

One of the most important aspects of recruiting is the interview process. According to LinkedIn, 65% of candidates say a bad interview experience alone makes them lose interest in the job. And with the Society of Human Resource Management finding that the average cost per hire at $4,425, there are huge benefits to creating an effective recruiting and interview process. Today, our team is sharing how employers can build a seamless interview process that keeps candidates engaged from start to finish.  

  • Connect within 48 hours and outline your process  in an engaging and welcome way 
    Here at M3, after the initial screening, we make a point to give an idea of what to expect next or an outline of the interview process to come. If you aren’t interested in moving forward with a candidate based on their resume, thank them for their submission and let them know you’ve moved on to other candidates.  
     
  • Conclude interviews with next steps 
    When finishing an interview always be sure to tell the candidate what the next steps are and how long they should expect to wait to hear from the company next. Candidates may be in the middle of several interviews, and you don’t want to lose top talent because they think you’re not interested during lulls in the interview process.  
     
  • Create interview groups and panels where appropriate 
    Today’s interview processes can take many forms and in collaborative team environments multiple people are often brought into the interview process. If possible, try to create group interviews. This is not only more efficient for the internal team but can also give candidates a sense of teamwork and interactions that take place on the team.  
     
  • Touchbase between interviews  
    According to Glassdoor, the average length of a job interview process is 23.8 days but we know from experience that executive roles can take upwards of 6-8 weeks. Touching base between interviews in a thoughtful and engaging spirit ensures that you don’t lose quality candidates to other roles that they may also be interested in applying for.  
  • Get to know the person as well as their qualifications  
    In our experience, we’ve rarely found that people remember what questions you’ve asked about their qualifications or work history. Instead, people remember how they felt during the interview process. Did they get a sense of the personalities they’d be working with? How did the culture and experience feel each step of the way?  Did they get the opportunity to share beyond what’s on their resume with the interviewer(s)?  Did they feel heard and considered as a priority? 
  • Prepare interviewers with candidate overviews 
    One of the top reasons candidates say they didn’t move forward with an interview process is a poor interaction with a hiring manager or managers. Preparing interviewers with candidate overviews gives them the ability to create questions ahead of time that are specifically designed for each candidate. Additionally, provide hiring managers with some interview questions and if a group is interviewing a candidate, talk ahead of time about who will ask what to present a united team to the candidate.  

We know that this can feel overwhelming when you’re designing your interview process. But you’re not alone. The recruiting team here at M3 can support you by designing interview processes for candidates in any stage of their career. Whether you’re looking for a key role in your department or the next member of your executive team, we’re here to allow you to focus on your business while we focus on the personnel you need to support that business. Contact us today at hello@m3placement.com to find out how we can make a difference in recruiting top talent for your organization.