In my previous blog post for the Top Echelon Recruiter Training Blog, I discussed the top 5 reasons recruiters don’t close the deal. That post leads us effortlessly to this blog post, which deal with the types of recruiting closes that you can use. I call these recruiting closes “classic
Attracting top talent, retaining top talent, and the impact of technology changes at such an accelerated pace are just three of the challenges faced by most talent acquisition professionals in today’s competitive job market. Yet, staffing and recruiting professionals are often regarded as a vendor vs. a consultative workforce/workplace expert.
If there is one commandment hiring managers and recruiters must keep sacred, it is this: NO offer will ever go out without the certainty it will be accepted. Regardless of how fantastic your recruiting software is, and how great you think the “fit” is, making sure your candidate will accept is
For the longest time, recruiters did not use recruiting software. The reason is simple: it didn’t exist yet. Neither did the Internet or email. Instead, recruiters used rolodexes (remember those?) and filing cabinets. However, that was a thousand years ago in terms of technology. Now personal computers exist. The Internet
What is your purpose for being in this business? If you are like many recruiters, making money may be one reason that comes to mind. You want to see your recruiting software database flush with potential clients and candidates. Making money is a positive goal that we all have. However,
In my previous blog post, I explained how your firm’s value proposition is the key to securing higher recruiting fees and more retained work. Below are four steps for creating a winning value proposition. 1. Know the target market or niche you’re going after. The more specific the market, the
Once upon a time, the phone rang in my office after hours. Lucky for me, I was working late and answered the call. It was one of my favorite students. She was having problems navigating the sluggish economy. She complained that she hardly ever wrote a “recruit-able” job order anymore and that her
Recruiters CAN improve their production. They do it all the time. Would you like to improve your production, level of success, and income? I don’t know many individuals who wouldn’t. Wanting something to happen, unfortunately, does NOT guarantee your results are going to improve. You need to observe, analyze, and alter
What if your client insists on making the offer to a candidate? As the recruiter, what should you say? As with everything, you need to show the hiring manager why it is in their interest to have YOU present the offer. You mined through your recruiting network, tapped into your recruiting software, and finally
I came out of a system that encourages the use of a Most Placeable Candidate (MPC) as the vehicle they recommend weaving into their marketing presentations. This system’s MPC approach contributed to its growing into the world’s largest (and most profitable) contingency recruitment firm—a title they still own to this
