We got to speak to Kevin Quinn in ROI’s Environmental division in the New Jersey office about the importance of building relationships between your candidates and clients and how he finds them the right fit.
1. What drew you to work in staffing/what are your goals working for ROI?
Prior to working as a recruiter at ROI, I had experience in the trades industry. I worked for a commercial door and window installation company. In this position, I was perfecting my craft and I loved the work, but I wanted to take it in a different direction. I love the trades industry and I also really enjoy getting to know new people, recruiting at ROI brought those two passions together. Having a background in a related field really helps me understand what our clients are looking for and also the needs/desires of our candidates.
My main goal at ROI is to assist our candidates in finding a career that is exactly what they were searching for. Our candidates career trajectory is at the forefront of my mind when finding them a potential match. When you build real relationships with your clients and candidates, you can truly find them the best fit hires or career opportunities. A big part of this process is simply listening to their needs. We learn a lot more when we listen versus doing all the talking ourselves.
My personal goal for myself at ROI is to continue to grow within the company and eventually become a division manager. There is so much potential to grow at ROI and take on different roles as you gain industry experience and make life-changing connections. Until then, I will keep bringing in qualified candidates, growing my circle and making strong connections and learning from my peers.
2. How is ROI different than other firms?
The proof of the ROI difference is in the relationships we have built with clients and candidates. Anyone can match resumes to job descriptions and a lot of other firms do just that. ROI recruiters go out of our way to meet with candidates in-person or virtually.
On the client side, we will never send an applicant to them without properly vetting them. We get to know our clients’ culture/expectations and deliver candidates that only meet their requirements.
3. How do you provide success for your candidates and clients?
For clients, again it goes back to building those relationships, taking a solid job order, thoroughly reviewing a candidates skill set, and finding them someone that fits the organization’s culture.
With candidates, you may find a job you think is perfect for them but they are uninterested or want to move in a different direction. Having the patience to work through those curve balls and genuinely help them find the right position for them is success in my eyes.
In addition, when meeting with the candidates and clients, it is important to be honest and transparent throughout the process. Success means doing things the correct and ethical way. I always communicate with both the candidate and the client throughout the process, so everyone knows what to expect.
4. What is your process for vetting candidates?
I truly want to make them feel more comfortable and not as though they are sitting in an interview. I may ask…what’s their favorite sports teams or where did they go to college? What do they do in their spare time?
I want to get to know the things that they are interested in to get a better sense of who they are. Next, I will ask them about their skills and qualifications and what they want next in their career. ROI encourages face-to-face interviews where we can meet and learn more about our candidates.
The second part of our process is checking references where we can learn more about our candidate’s strengths and weaknesses. With this information, we can help facilitate a good match for our candidates and also make sure our clients have access to qualified candidates.
We are continually building a relationship with candidates through every phone call or meet-up. After we have found the perfect job opportunity and they are placed, we make sure to follow up and stay in touch with candidates to ensure they are happy.
5. How important do you think culture when placing a candidate?
Very important, you could have all the right skills but do not have the right personality that fits in with that crew. Some candidates do not care about cultural fit but it is important to hold a conversation about work culture.
Many of our family-oriented clients want candidates that share those same values and vice versa. If you are someone that wants to keep your head down and not engage with your coworkers, you may not have the right personality to thrive in an environment like that.
• 8 years’ experience in commercial door fitting
• For the last 15 years my family and I have visited the Outer Banks for my father’s birthday. We have made lots of amazing memories there as a family and it is favorite place to go.
• I love fitness and everything to do with it! I enjoy running marathons or participating in triathlons.
• I love the beach and being outside in nature.
Are you looking for a new environmental role or are you looking for environmental talent to fill an available position? Contact Kevin Quinn today!
RESOURCE OPTIONS, INC. (ROI) is a full-service construction, design, environmental services staffing and emergency response firm. Founded in 1998, ROI provides customized staffing solutions to clients servicing the built and natural environment. Recognized on five different occasions by Inc. Magazine as one of “America’s Fastest Growing Private Companies”, ROI demonstrates a proven ability to deliver highly qualified candidates in a timely fashion.
Check out our available positions and apply today! http://www.resourceoptions.com/about-roi/careers-at-roi