When you make a candidate presentation to a client via email, you most likely include an introduction and some of your notes to entice your client. These might be the same notes you use for that candidate if you’re making a MPC (Most Placeable Candidate) marketing call. It takes time
If you’ve been a recruiter for any length of time, you’ve already encountered an avalanche of objections. If you’re considering becoming a recruiter, than prepare yourself for an avalanche of objections. Overcoming objections in recruitment is a necessity for any search consultant who yearns for success. That’s because objections in
A common error made by most firm owners and managers in their attempts to hire a new recruiter is to focus almost entirely on identifying individuals who have the talent to do the job. Although this is important, ask yourself this question: How many people have I hired who had the
With as busy as executive recruiters are these days, they’re always in need of more help that will translate into more activity, more efficiency, and more closed deals. Sources to hire a researcher With that in mind, below are six sources for finding and hiring researchers: #1—Use the directory. If
Sure, you might have big goals for yourself this year. You might have even set a certain amount that you want to bill in 2020. That’s all fine and good. However, setting big goals without a plan for achieving them won’t get you very far. And the best way to
Setting a proper frame of reference with a recruit should be a primary objective during your first in-depth discussion. This frame of reference may determine whether or not the recruit views you as an asset or a liability. For the purposes of this blog post, we will define a recruit
Recently, while conducting an in-house training program for a search firm in Toronto, one of the recruiters asked me what was the most important lesson I had learned in my over 25 years in this business. After some thought, I responded, “Learning to ‘just say no’ to companies who wanted me to work on
There is no better resource than human capital. Hiring the right people is the number-one way that an employer can gain an advantage over their competition, maximize productivity, and grow its business. So what, exactly, are recruitment results? Simply put, they represent the results of an organization’s recruitment process. Some
During one of my favorite recruitment years, I had the honor of coaching a recruiter (I’ll call him David) who wanted to bill $1 million in one year. He called Paul Hawkinson (then the managing editor of The Fordyce Letter), and Paul recommended that he speak with me. 12 principles of
In my previous blog post, I discussed the issue of what exactly it is that recruiters are guaranteeing about their placement with a client. In this post, I’d like to present an alternative method for approaching guarantees—a “fresh perspective,” if you will. That way, we’ll have a better idea of
