The best way to increase placements is to increase send-outs—getting candidates to interview with clients. You’ve got the pre-interview steps down, and you’ve mastered your recruiting software. But what about after the interview? What are the appropriate post-interview steps? We have questions . . . but we also have answers!
Back in the day, Paul Hawkinson published the 30 recruitment process steps (or the recruitment process) in The Fordyce Letter. Any recruiter who has been in the business for a considerable length of time will remember both Hawkinson and TFL. Hawkinson was as “old school” a recruiter as they came. Forget
Social media . . . such a riddle. Are there placements in there? If so, how many? How much of your time is it worth? These are all great questions. The good news is that we have a free recruiter training video that helps to answer them. Trainer and speaker
As salespeople by nature, recruiting professionals and owners are wired toward action and offense-mindedness. Most of us think in terms of targets such as revenue, number of deals closed, contacts in our recruiting software, and the size of our team. In sports terms, you could say that we think of
Leaders are often frustrated that they have to repeat themselves. Are the recruiters and other staff members on their team not included to listen? No, often, they are not. Short attention spans have gotten shorter. We have just nine seconds to capture someone’s attention. And only 30 seconds to share our
Sure, you’re billing a lot as a recruiter. Heck, this year might turn out to be your best year ever. But how do you bill . . . MORE? A lot more. A ridiculous amount more. With leverage, that’s how? Wondering what the heck I’m talking about? Not to worry.
More of what we need or want can be acquired right now or just minutes from now. From downloads to deliveries to services on-command, the rise of the on-demand economy has made speed not just a competitive advantage. For doing business, it’s a requirement. When it comes to hiring, however,
Every recruiter wants to be a better talent sourcer. That means more quality candidates, more placements, and higher billings. Well, there’s good news: becoming a better talent sourcer is the topic of a FREE recruiter training video from Top Echelon! Trainer and speaker Glenn Gutmacher of Diversity Talent Sourcing is
Candidates, candidates, candidates . . . your clients want them. Actually, let’s clarify that just a bit: they want GREAT candidates. They can find plenty of candidates all by themselves. What they can’t find are great candidates. Of course, this is where recruiters enter the picture. It’s also where we
Below are nine essential daily planning steps for recruiters: 1. Perform the closest activity to a placement first. What could be simpler than this? When planning your day simply prioritize what’s closest to revenue. 2. Execute marketing calls each day. I suggest making between 5-25 calls each day. The amount you make
