Yearly Archives: 2014

The New Year is tomorrow and this recruiter is more excited about the business than ever before.  I have seen several periods of economic recession and recovery in the last three decades.  This one offers more opportunity to thrive and create wealth than previous periods.  The markets are climbing, companies are

In my previous blog post, I described 10 ways that recruiters can spot a “dead horse candidate.”  In this blog post, I’ll now describe 11 ways that you can eliminate “dead horse candidates.” To eliminate “dead horse candidates,” you must establish cooperation!  1. Obtain complete information regarding: can do’s, will

Minor changes in major areas are the essence of real innovation and improvement.  Consider this small change in how you can improve your efforts to get through the gatekeeper. There are two ways you treat gatekeepers: either like an ally or an adversary.  Well, maybe not exactly an adversary.  But

In my previous blog post, I revealed five characteristics of million dollar billers.  Today, I’m back with four more characteristics of recruiters who bill a million dollars (or more) on an annual basis: #1—Persistence They make it happen.  If a million dollar producer is approaching the end of the month

Recruiter Poll Question: We conducted a poll of Top Echelon recruiting network members. That question was as follows: Which grade would you give your clients for the length, efficiency, and effectiveness of their overall interviewing and hiring process steps? Poll Results: The choice of answers that we provided is listed

I recently published a blog post about the nine ways that recruiters can spot a “dead horse employer.”  However, what about the other side of the equation . . . namely, the candidates? Well, I have the answer.  Below are 10 ways recruiters can spot a “dead horse candidate”: 1.

There is a crisis of understanding in our society, and it permeates our industry, as well. If I asked a group of 100 people how many felt completely understood in all areas of their lives, maybe one or two would respond affirmatively.  Our society tends to be self-centered, self-focused, and

If Indiana Jones had been a recruiter, he would have certainly been great at gathering names. He saw no obstacle as impenetrable, no opponent as undefeatable, and was always ready for the hunt. The most valuable characteristic of “Indy” was his constant state of readiness and capacity to think on

In my previous blog post, I described nine ways that recruiters can spot a “dead horse employer.”  In this blog post, I’ll now describe 11 ways that you can eliminate “dead horse employers.” 1. Obtain complete information.  You will probably need to talk to the hiring manager more than once.