We recently conducted a poll of TE Network™ recruiters by posting a question in the Members’ Area. That question was as follows: How would you characterize your thoughts about the second half of the year on your desk? Results: The choice of answers that we provided is listed below,
Ours is a unique profession. Most of us got into recruitment after pursuing some other endeavor. Most of us didn’t go to a college or university to get a degree in recruitment. But, for whatever reason, we ended up in this fascinating profession. And then, right away, our manager or
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
When it comes to problems and issues, it’s not a question of if they will happen, it’s more a matter of when! As recruiters, we deal with human beings on both sides of our sale, which guarantees inevitable problems. Think for a moment of how you react to the following scenarios:
To win the confidence of your clients and candidates, you need to win over their trust. Trust is a byproduct of rapport. Rapport is a byproduct of common areas of interest. So it seems like all we have to do to win their trust is to develop a rapport with
It’s clear that you teach best by what you actually do. If you’re a good role model for your office, your recruiters will follow your lead. If you’re NOT a good role model for your recruiters, they will still follow your lead. You lead best through positive modeling. In one
When this question is posed to a room full of experienced recruiters, the answers are very predictable. The most common ones include the following: “We have better candidates.” “We thoroughly check references.” “We thoroughly test all skills.” “We conduct extensive background and criminal checks.” “We have established relationships with our
The climate is changing, and I’m NOT talking about global warming. Our business climate is undergoing significant shifts. The talent pool is evolving, and businesses and individuals everywhere must adapt or face professional extinction. What we’re experiencing is the cusp of a talent crisis, and we’re already seeing some major changes.
I once had an employee who would peak into ecstasy whenever he made a successful cold-recruit call with the candidate agreeing to send in his resume. Then he would plummet to the depths of despair when the resume didn’t come in a few days later. And when it finally came
Here’s some advice for those of you with larger operations—translated, that means for those of you who don’t work by yourself. Mike Crosswell was a colleague of mine and a friend. I met Mike during the mid-1990s when I was frequently traveling to the UK to train and coach recruiters
