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

December 05, 2017

Robert Pickus Completes NYC Marathon


On November 5th, Robert Pickus completed the New York City Marathon. Before doing so, he raised an incredible $15,147 for the National CMV Foundation. The event, sponsored by Tata Consultancy Services, celebrated its 47th year with 50,773 runners crossing the finish line.

July 14, 2017

Why Summer is the Best Time to Speak to a Recruiter

Summer certainly isn’t the easiest time to find a job but it’s best to look at the season as an opportunity to kick your search into gear, perhaps even take a different approach.

June 27, 2017

Millennials: The New Generation In Recruiting

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.

June 06, 2017

How Talented Executive Recruiters Market Your Open Job

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.

May 09, 2017

Despite Job-Hopping Trend, Employee Stability Deserves Hiring Managers’ Respect

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?

April 07, 2017

Recruitment Agencies: Why Quality Beats Quantity

quality over quantity recruitmentIf a hiring manager wants to identify the best available candidate for an open requisition, with how many recruiters should he or she partner? Your gut might answer, “I should work with as many recruitment firms as possible to quickly receive the best available selection of candidates.” This response can be very destructive, however. We encourage hiring managers to select a primary or “go-to” agency.

March 21, 2017

Fact or Fiction: The Truth about Candidate-Recruiter Partnerships

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Job seekers often misunderstand executive recruiters and how we work. Unless you have partnered with a recruiter before, you’ve likely fallen for a few popular myths. We’ve identified and debunked common misconceptions about working with a recruiter to make the process more transparent for job seekers.

March 17, 2017

The Recruiter You Don’t Want to Work With

executive-recruiter-to-avoid
Every executive recruiter is different. Some recruiters meet their candidates face-to-face, but others limit communication to phone or email. The latter poses a danger to your hiring process. There are risks associated with a recruiter who does not meet his or her candidates in person.

February 14, 2017

The Long-Term Value of a Candidate-Recruiter Relationship

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Many professionals mistakenly believe that their placement in a new job officially concludes their relationship with their recruiter. This far from true and those who act accordingly risk a major disservice to themselves. If you keep in touch, your recruiter will be far more likely to come to your rescue in three key career scenarios.

February 03, 2017

Access the Hidden Talent Market with an Executive Recruiter

hidden-talent-marketRecruiters advocate helping professionals tap the “hidden job market.” Conversely, they present qualified candidates who are otherwise inaccessible to hiring managers and HR staff—the hidden talent market. Trends indicate that many employees are already looking for new jobs this year but, in order to make the best hiring decisions possible, employers need to consider both active candidates and the hidden talent market.