A SlideShare Overview of Union Hill and a Video to Boot!

Posted: November 9th, 2009 | Author: Justin | Filed under: Uncategorized | Tags: , , | No Comments »

More and more, we get requests from people that want us to send them more information about Union Hill’s recruiting services. We’re not complaining! This is a good sign. The word is getting out and we are getting busier every week.

Instead of sending the standard .pdf, we’ve started to experiment with more web-based tools like Slideshare and Youtube.  Given that we provide technical recruiting services, it makes sense that we get a little technical.

So, here is an overview of Union Hill including bio’s for Michelle Rich and Jonathan Chenard. We’ve also added a video from Newton Software.  We use Newton to manage every engagement, giving our customers the ability to see everything we are doing – in real-time!

Hiring and Recruiting is on the Comeback: Contract and Hourly Recruiting First to Recover

Posted: October 16th, 2009 | Author: Justin | Filed under: Recruiting Industry | Tags: , , | 1 Comment »

Whether or not you can see it or feel it yet, it’s happening – companies are hiring again. Small segments on the news, positive reports from the Department of Labor, even Google’s CEO, Eric Schmidt are pointing to signs that hiring is on the comeback. As I started to take a closer of look at my own micro-economy, contract recruiting / hourly recruiting, a trend is evident; jobs for contract recruiters have increased almost 20% over the last quarter.

job_trends

Why is contract recruiting and hourly recruiting recovering so quickly?

Recruiting budgets and staffing headcount were first to go when the economy nosedived mid-last year. At many companies, human resources professionals were among the only ones left in their departments. It makes sense, no hiring means no recruiters. So as the economy continues to percolate and eventually grow shoots again here are 4 reasons why hourly recruiting will recover first.

A toe in the water

2010 Fiscal year planning is wrapping up, and executives and HR business owners that I’ve been calling for months are finally starting to call back to talk about more than how their summer was.  As I write this post, I received another call from an HR Director asking about contract recruiting services.   Last year, before the holidays, she let her only full-time recruiter go and isn’t quite confident enough in the economy yet to dive in and hire someone full-time.  She needs to kick hiring into gear and is looking for something more dynamic, more flexible.

Inside Out

One of the trends getting a lot of attention in recruiting these days are internal referrals.  More than ever, companies are relying on internal networks to identify candidates. Within our own client base we’ve seen the number of hires made from internal referrals increase nearly 30% over last year.  In an extreme circumstance, we’ve seen one client make 80% of their hires this year from internal referrals alone. As recruiting activity increases, so does the time it takes to manage these programs. Effective and cost-efficient contract recruitment services are the logical answer to fill this need. And as hiring continues to escalate these resources will scale to naturally handle more organic recruiting activities.

The floodgates will remain open

In effort to save recruiting dollars, many companies are leveraging job postings and careers sites to generate inbound applicant “traffic”. Sure, there may be some measurable cost savings here but the amount of “noise” that is produced can in many cases be overwhelming. As hiring gets more critical and jobs are created, dedicated resources are needed to filter and screen applicants quickly and effectively. Additionally, I believe that applicant flow will remain strong throughout the recovery and for many months afterward as voluntary attrition will inevitably trend higher as employees become comfortable looking for new opportunities again.

It’s all about the Benjamins.

Let’s face it, one of the main reasons companies turn to hourly recruiting is cost effectiveness. As the economy lurches upright again, it goes without saying that cost is going to be an important driver in decision making surrounding recruiting – it always has been and always will be.  And, if you didn’t catch it, each of my observations is rooted in consideration of doing more with less and managing spend.  Utilizing contract recruitment services allows companies to be flexible, fiscally responsible and efficient – the qualities all of us are looking for this time around.

Announcing Union Hill: Our Story

Posted: September 24th, 2009 | Author: Justin | Filed under: Corporate Philosophy | Tags: , , | No Comments »

Union Hill Group Open for BusinessThe idea to launch Union Hill was quite literally a no-brainer.  While the tools in the recruiting industry have evolved immensely over the past 10 years, the way that recruiting services have been delivered have not. With that in mind, the goal behind creating Union Hill was to leverage our deep roots in technical recruiting and unite them with the most modern tools available, offering what some might say is a best of breed approach to recruiting.

Our parent company, Gravity Technologies, Inc., a holding company that owns two other human capital management businesses, began developing the outsourced recruiting services model as early as 1999.  With our principals, having run corporate recruiting programs for over 10 years prior with a variety of service models, different tools, with resources both on-site and off-site, etc., we’ve learned what it takes to make recruiting successful.  For the past few years we’ve been building a recruiting services model suited for growing companies that actually works.

Most technical recruiting companies claim to provide full-lifecycle recruitment, offering the “best and brightest” or only “A-Players” to their clients. We do too. Every recruiting company talks about how they are “different”. We think we are too.  And, there are still some recruiters out there that talk about their “networks”. We have one too. Some recruitment outsourcers use labor overseas to cut costs. We wish that worked.  Still others talk about having a 100% dedicated on-site person. We don’t believe that is efficient so we don’t. So what makes us tick? How are we different?

Technology that helps make hires, not excuses.

After a decade of using paper resumes, email, spreadsheets and legacy software, we finally found technology that allows us to leverage the benefits of internet technology to provide better service to our clients.

What do we mean by better service?  First, with our technology platform, we make rolling out, ramping up, managing, and improving hiring programs a reality.  We can have a new client up and running and reviewing resumes typically within 48 hours of signing a contract.  And, the technology we use is so intuitive, even hiring managers want to use it. [It’s true.]

Second, our technology makes for a collaborative recruiting experience for all users. Yes, team work is great, a must have. But, it’s the visibility that makes our technology the knock-out feature of our service. We give our clients unparalleled visibility into every recruiting project that we manage. While everyone can say they have a partnership with their clients, we go a step beyond and create that link with a shared accountability. Like we’ve always said, recruiters either make hires or they make excuses.  We prefer hires.

Experience learning from past mistakes makes us a better partner

When a technical recruiting company touts experience, what does that mean?  Does it mean that they have done everything right with every customer every time? Have they completed every search they’ve ever touched? Unlikely. When we refer to our experience we talk about exposure to recruiting and solving the problems that typically arise in corporate recruiting programs.  So first, let us admit something; we’ve made and witnessed plenty of mistakes. It’s from these mistakes that we’ve learned how not to make the same mistakes again. For our customers, this proves invaluable. Our ability to identify bottlenecks and to make process improvements, essentially course correct on the fly, is one of the biggest values we bring to every engagement.

Union Hill was officially launched on July 5th, 2009. Unlike most start-ups, we have a mature service offering and technology platform to start with – a proven combination. We’ll be the first to admit that starting a recruiting services company that offers hourly recruiting services during a downturn was at first daunting. But we’ve been greeted kindly by customers who appreciate our complete, efficient and cost effective approach to technical recruiting. We look forward to being a part of the recruiting services community for years to come.

Stay Tuned.