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Author: M3 Placement

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, bringing a wealth of expertise to her role. She provides critical support to the executive team, managing scheduling, event coordination, and ensuring clear and seamless communication across the organization.

With over a decade of experience in customer service and financial services, Janna possesses a versatile skill set that enables her to execute complex and confidential administrative tasks with precision and professionalism. Her commitment to delivering exceptional service and fostering efficient operations contributes significantly to the team’s success.

Outside of work, Janna enjoys spending time outdoors hiking and boating, as well as cooking with her husband and two children. On weekends, she is often on the sidelines cheering for her children’s sports teams or passionately supporting 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.  

M3 Placement and Partnership recertified at WBE for the third time

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

This October, M3 Placement and Partnership became recertified as a Women-Owned Business Enterprise for the third time.

“I am honored to have my work as a business leader recognized by the state of New York. I deeply admire the state’s commitment to diversity, equity, and inclusion and am so proud to be among the more than 7,000 recertified businesses since 2011,” said Mary Malone McCarthy, Founder and CEO of M3.  

Over the past 12 years M3, an executive search and recruiting firm, has grown from a team of two to a team of 17 while serving clients nationally. In 2022 the company placed over 750 employees in new roles throughout the state. Today, the company is led by an all-female executive team who looks forward to continuing serve their clients and candidates.  

“It’s amazing to work for a company that lifts up the voices of women leaders,” said Kathy Rowe, Vice President of Business Development. “With so many clients looking to ensure their business is equally distributed to businesses of all kinds, we are pleased to be able to meet the requirements of this certification.”  

In order to become a Certified Women-Owned Business Enterprise, M3 underwent a thorough certification process which included an in-depth business review. The WBE certification confirms that the business is at least 51% owned, operated, and controlled by a woman or women. 

Top talent is quietly looking at their next opportunity: a rising trend and what you can do about it

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

As the Vice President of Direct Placement here at M3 Placement and Partnership, I love to share the trends I am seeing in the industry. One of those I am currently seeing is the prevalence of top talent quietly looking for their next opportunity. Within Direct Placement and Executive Searches, we are actively sourcing talent, looking for candidates who fit a specific talent profile that falls in line with our client’s expectations. Actively sourcing talent means we are reaching out via LinkedIn and email to see if the person is interested in learning more about a potential opportunity. According to LinkedIn, InMail has an 18-25% response rate. In the last quarter, 42.7% of individuals have responded to our inquiries on open positions in executive search.  

It’s not that these individuals are searching job boards looking for their next opportunity, nor are they even looking to apply to a new role. Instead, they are open to having conversations with third-party recruiters on what they’re looking for in their next roles, what they are open to, what might be lacking in their current roles, and what would entice them to leave their current organization for another. Our most common response back is, “I’m not actively looking for a new role, but this position interested me and I’m open to having a discussion”. 

What are we finding that is enticing individuals to have these conversations and quietly look at potential opportunities?  

  • They are ready for their next challenge.  
    We are seeing many candidates who have been in their current role for 5-10 years and are now looking for a new challenge. They have usually refined all of the processes in their current role and optimized their work for highest performance and delivery. Many will consider lateral moves if they see opportunities for them to apply their skills to a new set of problems or areas to improve efficiencies. Many people are very interested in seeing what else they can do with their career.  
  • A new company could align better with their personal values, have a mission that excites them, or be a better culture fit.  
    One of the most common reasons top talent entertains a conversation about a new role is that they feel the new role offers them more alignment with their personal values- whether that be alignment with the company’s mission statement or the company’s culture. These candidates are not usually unhappy in their current role- instead they are enticed by a clearly articulated culture and the mission-driven work behind it. These candidates usually have the highest expectations for a great fit at a new company as they want the new culture to be a better fit for them than the one they are currently a part of.  
     
  • Speaking with a third-party recruiter is confidential.  
    The first conversation with a recruiter opens the door to learn more about a new role with low stakes, inviting them to hear the story of the company, the role, and why the position is open. Additionally, conversations with third-party recruiters are confidential, allowing them to explore the role without fear of someone in their small business community finding out that they are open to a new role. Individuals fearing their current employer might hear about them entertaining conversations about new roles often scare top talent away from learning more about a potential new role but with third-party recruiters this fear is removed.  
     

So, what can employers do about this rising trend? Here at M3 our number one recommendation is to execute stay interviews. These interviews promote retention by helping management to find out what is keeping employees at their jobs while also finding influential factors that could entice the employee to leave to take another job. You can learn more about stay interviews at: The Stay Interview: A Primer for Executives – M3 Placement & Partnership.  

Stay interviews can be done internally or you can work with a partner like us here at M3 to execute them. Sometimes working with a third party encourages employees to candidly share their thoughts and experiences in ways that they wouldn’t have with an internal team member. Contact our team today at hello@m3placement.com to learn more about our retention packages.  

Is it time to update your recruiting process?

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

Our team has over 25 years of experience working with organizations across industries and sectors to deliver top talent. Today, we want to share the areas we have found that are in need of improvement across the recruiting process, no matter what industry you’re in or what role you’re trying to fill. Talent acquisition isn’t easy but is often the key to achieving strategic initiatives, meeting business goals, and successfully navigating periods of high growth.  

Area of improvement #1: Share what makes your organization unique  

You are competing for top talent, no matter what industry you are in or what role you are looking to fill. One of the easiest ways to compete is to showcase who your company is- not just what you do.  

Talk about the organization’s mission, vision for the future, values, and beliefs. All of these will help a potential candidate to see themselves in the organization and decide if the role is a good fit for them personally and professionally. We consistently hear, “I want to be a part of an organization that I can connect with.” So, it’s up to you to show them the parts of the organization they can create a connection to. 

Area of improvement #2: The recruiting process takes too long  

The length of time your interview process takes depends a lot on the industry, role, and organizational structure. Regardless of these factors, candidates have high expectations for communication throughout the process and want to understand what comes next. Long gone are the days when you can wait 2-3 weeks to respond to an application or resume and then expect an applicant to slog through 6 weeks of interviews and 2 weeks of time to decide.  

Follow up quickly with candidates who fit your ideal profile and keep them up to date on the process and how long each step will take. Don’t lose out on talent because your process takes too long or isn’t clear enough. Be effective and proactive in your process, the candidate begins experiencing your company with your first outreach for an interview.  Once the process has started, check in along the way, and offer next steps or opportunities for questions or touch bases.  

Area of improvement #3: Make the application easy and user friendly  

If an application is too cumbersome or people get stuck in the technology, they will walk away from the application.  

Before you post any application ask yourself these three questions: 

  • Is this mobile friendly- can this be filled out easily on someone’s phone?  
  • Is this application easy to complete?  
  • Does the technology of this application require too many steps or is it hard to login to?  

Area of improvement #4: The job description doesn’t tell the story of your organization 

We know- job descriptions are cumbersome and detail-oriented. But they are key to communicating your open position with type of talent you’re looking for.  

Take a deep dive into the nuts and bolts of the job description- the key qualifications, responsibilities, and measures of success in the first 6 to 12 months- to ensure the job description has been rewritten and refreshed with an eye on marketing the position to potential hires. 

Area of improvement #5: The talent acquisition strategy isn’t proactive enough  

The job market isn’t what it once was- don’t wait around for the resumes to come to you.  

Instead, strategically post job listings in the places your talent is looking for and create postings that make the position stand out. In what is often referred to as “the war for talent” the winner is the company that can showcase that this isn’t just another seat to fill at a company, but the exceptional why behind the opportunity. And don’t be afraid to contact talent directly that you see on sites like LinkedIn. Build a proactive top talent list of candidates you’re interested in and bring the job listing to them. 

Area of improvement #6: Bring all team members in on the interview process.  

Recruiting is not just the job of human resource or talent acquisition professionals. It’s up to the hiring manager, receptionist, and anyone on the interview team to help make the experience a memorable and meaningful one for a top candidate.  

The interview process starts from the moment that candidate walks in the door or logs on to the video conference. Include whoever will be interacting with the candidate in the process, giving them the tools they need to greet the candidate and welcome them into the folds of the organization. Hiring managers should be given the tools they need to follow up quickly and interview efficiently, effectively, and personably, allowing the organization’s best qualities to shine through.  

You don’t have to tackle your recruiting challenges on your own. M3 Placement and Partnership is here to help you address every area of your recruiting process. We become the storytellers for your organization, immersing ourselves in your brand and your story so that we can share why top talent would want to be part of your next exciting chapter. Reach out to us at hello@m3placement.com if there is an area of your recruiting process that we can help you improve. 

3 ways to know if outsourcing your recruiting is right for you

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

For many hiring teams being stretched too thin has just become a part of the normal routine of things. But there is a better way. You can partner with a firm that specializes in the talent management process that will allow you to grow and succeed so you can focus on what’s most important.  

So, is outsourcing your recruiting efforts right for you?  

  1. Your HR or hiring team is overwhelmed or understaffed 
    If your team needs to hire for many roles but the task seems daunting, you may want to consider bringing on a partner who can help you to screen, interview, and place candidates for you.  
  1. You don’t have a hiring team and you are experiencing a high volume of growth.  
    We’ve been there. Your business is growing and now you’re in need of account managers, finance department support staff, marketing professionals, or a human resource professional. Don’t get stuck waiting for your schedule to open up to tackle these important roles. Extend your team with an outsourced recruiting firm. They’ll act as an extension of your team, reaching out to applicants on your behalf and creating an optimum candidate experience to ensure the best talent makes its way to your company.  
  1. You can’t give the attention you want to your hiring process 
    Today’s job market is competitive and the Society of Human Resource Management estimates that it costs around $4,500 per candidate to hire for a new position. If you don’t have time to customize a carefully crafted recruiting strategy you could be wasting your valuable dollars. A partner in outsourced recruiting will design a bespoke strategy tailored to your company’s goals, vision, purpose, and values to ensure only the best candidates finds their way to you.  

If these apply to you- we’d love to get to know you and create a custom plan to tackle your specific needs and challenges. Our services include a complimentary 30-minute phone consultation to design a plan that’s right for you. Whether you need help for three months, six months, or indefinitely we can build a plan that helps you the top talent you need to succeed.  

Email us today at hello@m3placement.com.

Welcome to Kathy Rowe, VP of Business Development at M3

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

Leading area recruiting and executive search firm M3 Placement and Partnership is pleased to announce the appointment of Kathy Rowe to the role of Vice President of Business Development. Kathy will initiate strategic direction for M3 and develop business for the rapidly growing company. 

“I’m excited to be joining M3 as Vice President of Business Development,” said Rowe. “I’ve seen M3 expand with many new partners and industries over the last 10 years and been impressed with how the organization has increased its footprint throughout New York State.  I am looking forward to leveraging my expertise and developing additional strategic partnerships to steer M3 into the next chapter of growth.”   

“We are thrilled to welcome Kathy to the team” said Mary Malone McCarthy, Founder and CEO of M3 Placement and Partnership. “I am confident Kathy will spearhead strategic growth initiatives that continue to cultivate our foundational client partnerships, while also paving the way for future business.” 

Kathy brings over 35 years of experience in sales and marketing and is an accomplished business leader across several industries including healthcare, technology, and professional services. She is well known for her impact both in the Capital Region and throughout the Northeast as a business connector. 

During her leadership roles at IBM, Mayo Clinc and as a business owner, Kathy consistently grew revenue across clients, executed strategies for mutual growth, and led winning sales teams. Kathy had various roles at Mayo, most recently National Account Executive – Health System Development. At Mayo, she and her teams expanded access to Mayo’s expert clinical diagnostics and best healthcare practices to hospitals small and large throughout the Northeast and mid-Atlantic, resulting in thousands of doctors being able to make better medical decisions and improve health outcomes. Kathy has received multiple awards and regional recognition for her sales achievements and dedication to helping and developing others.  

A graduate of Union College with a B.S. in Computer Science and Psychology, Kathy possesses a unique combination technical and personal skills. She is a consultant and educator and has founded and served on various non-profit boards in the health and technology industries. Kathy is based out of Albany, NY.