Jordan Rayboy Tag

 

Jordan Rayboy, CEO of Rayboy Insider Search, is a renowned speaker and trainer for search consultants globally in the areas of recruiting best practices and skill building. jordan speaking You can catch Jordan presenting two sessions at the NAPS conference (National Association Of Personnel Services www.naps360.org) in Boston, MA.  He will also be Presenting a full day at RMAR (Rocky Mountain Association of Recruiters rmar.org) in Denver, CO.  Jordan speaks candidly about relevant topics with humor and passion. His intention is to elevate the level of the search industry as a whole.

Need Inspiration? Check us out at www.Rayboyis.com to learn more!!!!

Mark Sasson, Sr. Search Consultant at RayboyIS, shares his expertise on current hiring practices used in today’s marketplace:

expert advice

While many people – including myself – cling to the belief that nothing replaces an in-person meeting, the next best option is a video interview. The majority of candidates I represent are typically home-based and report to managers located hundreds, if not thousands of miles away. That coupled with busy travel schedules on both ends creates logistical nightmares when it comes to lining up in-person interviews.  Fortunately, there’s an app for that.

In my tenure as a headhunter in the Cloud/Infrastructure niche, I’ve seen the hottest technologies become commoditized. LinkedIn profiles are quickly replacing resumes and there is a HUGE increase in video interviews, or video chats.

Common Applications for Video Interviewing

A hiring manager may choose to include a video chat in the interview process for a number of purposes:

Getting to know you

Unless it’s overwhelmingly convenient from a location and scheduling standpoint, the first interview is typically an exploratory phone call. Having the opportunity to interact face-to-face on a video chat will always provide greater insight into whether it is worth moving to the next step (for both parties).

Presentations

This is usually applied to the technical folks that I represent who are asked to present a product demo or POC (Proof of Concept).

Allowing their boss to meet you

Often times there is a requirement (by HR or self-imposed) for VP or C-level approval on hiring. Rather than push out a final interview until the big-wig is available, some of my clients are beginning to rely on video chat to satisfy that requirement sooner.

Replacing the in-person interview completely

“Laying eyes on the candidate” is usually a must. That said, in unique circumstances where timing is an issue, a video chat can replace the in-person meeting completely. I recently made my first hire with a client in that scenario. While I don’t see it becoming a trend in the near future, it can and does occasionally happen.

Trends on Video Interviews

Since starting my recruiting career about five years ago, there has been a consistent increase in the amount of video interviews year over year.

  • 2011 less than 20% of the interview processes included a video chat
  • 2012 saw a small increase to just under 25%
  • 2013 the number shot up to close to 40%
  • 2014 about 60% of all our interview processes included a video chat
  • To date (as of 6/2015) 75% of the interview processes we are running consist of a video interview
  • The marked increase is likely due to a number of factors:
  • More tech-savvy hiring managers that are comfortable using the technology
  • Higher reliability of Wi-Fi and availability due to smart phones/tablets
  • More competitive candidate-driven hiring environment and recognition that “Time Kills All Deals”
  • Busier travel schedules
  • Our recommendations to clients based on previous success

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Jordan Rayboy, President and CEO of Rayboy Insider Search, presented twice at the NAPS (National Association of Personnel Services) annual conference held September 15-17 in Houston, TX. The NAPS conference is the premier training opportunity for the search and placement industry. Attendees had an opportunity to learn from best practices and understand how to improve their business while expanding their professional network.logo

Jordan presented a hard-hitting session called “Time Kills All Deals” explaining how driving a sense of urgency w/ clients and candidates will help lead to more mutually successful outcomes. Jordan also participated in an all-star speaker panel that wrapped  up the conference, answering audience questions on best practices to grow their recruiting business.

This was Jordan’s third time speaking at the NAPS annual conference. He has also presented at numerous Fordyce Forums and state associations. Jordan was the keynote speaker this year at both the Top Echelon annual conference and the Ohio Recruiters Association annual workshop. Jordan is also a member of the Pinnacle Society, an elite consortium of 75 of the highest producing recruiters in North America. He was elected to the Pinnacle Board of Directors in 2011, later serving as Member Education Chair, and was elected Pinnacle’s Member of the Year in 2013 for his contributions to the society. Click here to see the full NAPS 2014 conference agenda.

For Immediate Release

Jordan Rayboy  receives Certified Employee Retention Specialist (CERS) designation from NAPS

April 4, 2014 | Atlanta, GA

Jordan Rayboy, has received the Certified Employee Retention Specialists (CERS) designation on March 26, 2014 from the National Association of Personnel Services.

The Certified Employee Retention Specialists (CERS) is the only national designation recognized globally by the personnel services and staffing industry.  A CERS must be knowledgeable on employment laws and regulations, as well as be a consultative expert who can work with clients not to just find top talent, but a consultant that can help them retain the top talent already on their team. CERS have the highest standard of business practices set forth by the National Association of Personnel Services. Jordan Rayboy, CPC/CERS, joins approximately 52 Certified Employee Retention Specialists in the nation, a designation that began in 2006.

“Attaining National certification through NAPS is one way recruiters can set themselves apart from the rest” said , Carolyn Boyer, CPC and NAPS Vice President.  “It ensures that industry professionals are knowledgeable on the most current employment laws, the highest ethical standards and the best business practices as well as confidentially assessing a client’s retention issues and advise them with specific recommendations as their trusted retention advisor.

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