When I first joined the recruiting business 15 years ago, there was a veteran recruiter in the office who shared with me his “secret” for recruiting success. “Scott, when it comes to candidates and clients,” he said, “remember this: T. A. L.” I asked him what “T. A. L.” stood
A friend of mine started his career in executive search several years ago. I mentored and coached him, and in his first twelve months, he billed over $300,000. What made his early success even more remarkable was that he had never been in a sales career before. He had poor
A couple of blog posts ago, I touched upon the indirect vs. direct approach of recruiting candidates. In today’s post, I’m going to discuss the direct approach used by big billers, specifically the “three call” technique. I’ve outlined the parameters of each of those calls below, naming them “The Initial
Welcome to our series of posts in the Top Echelon Recruiter Training Blog: “Jeff Allen’s Collection Tip of the Week.” Each week, we’ll highlight one collection tip from Allen, JD/CPC, the world’s leading placement lawyer. Since 1975, Allen has collected more placement fees, litigated more trade secret cases, and assisted more
Keeping “What’s In It For Me?” in mind, most big billers find that candidates will move for one (or more) of five major motivators. These can be remembered by using the acronym CLAMS. Interestingly enough, they seem to be important in the following ranking order, with challenge being the most important, then
“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
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
I see this everywhere. Companies that are unwilling to pay for an A-player struggle along with teams composed of B and C-players. In a high-demand, low-supply market, companies like this really suffer. Candidates think if you are cheap with people, then you will be cheap with everything else. Companies can’t
John Lewis was a recruiter, trainer, and manager. He excelled at everything he tried in the recruitment business—a business that is very oriented toward people with sales experience and/or sales aptitude. John had those sales instincts, and he also had a very dry wit and was really, really funny. One
