“I deal with recruiters who charge half of what you charge. Why should I deal with you at your fee of thirty percent?” “Hey, that’s a really good point,” I thought to myself. I would probably ask the same question if I was in my prospective client’s shoes. He was
I have found over the years that when it comes to recruiting candidates, most big billers prefer to begin with the indirect approach (“Who do you know?”) and then transition to the direct approach (“How about you? What would interest you in making a move?”). But you know what? Both
We are in the recruiting profession. The recruiting profession is a sales profession! Cold calling is part of any good sales professional’s responsibilities. Information available on the Internet and social networks has actually converted most cold calls into informed warm calls. You may have an established client base, but if
In recruiting, time should be a closely guarded ally, one that is treated respectfully and with care. Because wasting time is more than a productivity issue—it strikes at the very core of what we do. It can put a career in free fall. We have all found ourselves engaged in
It felt like someone kicked me in the stomach. I just left the third message for the candidate without a getting a single call back. He had a great background and the first time I talked with him two weeks ago, he said there were some pretty important issues motivating
“As a general rule, you should assume that time is always against you when you’re trying to make a deal—any kind of deal.” —Robert J. Ringer, author These words are as true today as they were when Mr. Ringer wrote them in his best-selling 1973 book, Winning Through Intimidation. I
As a firm owner, your recruiters should produce more, but will they? Review the following top five time-wasters for recruiters, as well as the solutions. #1—Personal issues brought to work Solution: Your team should leave their baggage outside the door of your office. They should not bring personal issues into
As we discussed in my previous blog post, you need six critical pieces of information for your job order. Now that you have those six pieces of information, that’s what we’ll call our “skeleton JO.” Now set the times for your call back, say good-bye to the hiring manager, and
Have you ever hired a great candidate, only to have their “evil twin” show up for work? During the interview process, you met an individual with great credentials who you knew would fit into your company culture. This is not the person who is now working for you, and you
So far in this series of blog posts, we’ve discussed why every recruiting client should know that “playing the field” is a losing strategy and that “you get what you pay for.” However, there is much more of which companies and hiring managers should be aware both prior to and
