• The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting •

The policy of unlimited vacation days is becoming increasingly popular beyond its Silicon Valley roots. There are many benefits to this approach of HR management (as well as some downfalls) on the side of the employee. However, there are also advantages to the employer as well.

Employer branding is immensely important to the recruitment of Top Talent as quality candidates are drawn to work in environments they know will nurture as well as challenge them. The influx of opinion driven consumer marketing shapes employer branding in the public sphere. Employer branding can be reclaimed by a company by concentrating efforts on developing strategies to improve their image and project their best identity.

It’s very hard to find quality temp employees given the time constraints during the hiring process. Bearing this in mind, it’s even more difficult to find the right candidate you wish to keep on as a permanent member of the team. That’s not to say that it’s impossible to find a worthy temp candidate you wish to keep on. However, key characteristics need to be identified before transitioning the employee from temp to perm.

Ongoing studies conducted by the Society for Human Resource Management this year revealed that more than 60 percent of surveyed organizations allow some sort of telecommuting. This figure is up from the 20 percent that was uncovered in 1996. Below are three things to bear in mind when managing a remote team.

Asking “Do you have any questions for me?” gives your interviewee free-rein to show their personality outside the rigidity of the interview-structure. As an employer, you will be able to gain a lot of insight into the candidate from this portion of the interview but below are some noteworthy highlights.

Very simply, no one understands a millennial more than a millennial. It’s important for a recruiter to understand the motivation of their candidate. A recruiter seeks to learn what motivates a candidate not only to find new work but also to keep thriving in a position. A millennial recruiter can bridge the growing gap in the market.

The candidate-recruiter process works well because executive recruiters wear many hats in their multifaceted profession. They are career advisors, matchmakers, brand spokespeople and—perhaps most importantly—skilled salespeople. Consider the characteristics of an outstanding salesperson and those of an exceptional executive recruiter; there is an extraordinary amount of overlap.

Abacus Group announced today its placement on the 2017 list of America’s Best Professional Recruiting Firms. Abacus, which specializes in executive search and temporary staffing for Accounting, Financial, and Administrative positions across all industries, earned an impressive ranking of 25 on the list of 250. In addition to its distinction as one of the top 10% of recruitment firms in the nation, Abacus Group is the highest-ranked company headquartered in NYC.

Abacus Group’s recruiters have seen an acceleration in “job-hopping”—holding a relatively high number of positions in a short period of time. Is it smarter for hiring managers to favor candidates with a diverse background in multiple companies and industries? Or should candidates who exhibit stability receive priority?

Tomorrow, April 26, marks Administrative Professionals Day. The holiday is the pinnacle of Administrative Professionals Week, celebrated annually since 1952. This year, remember to show gratitude to those individuals who keep your workplace afloat each day. Take a look at a few ways to celebrate.