Recruiting top talent is difficult. In fact, the talent war is over – talent won! You need to form lifetime relationships with all the candidates you represent. Candidates want to know three things: Do you care about me? Can I trust you? Will you do what you promise? Initially you
During a speaking engagement a few years ago, I asked about 350 account executives, “Can we all agree that four hours per day of phone time is critical to our success?” Three hundred and fifty hands shot into the air. I followed with “How many of you actually hit four
How do recruiters find clients on a regular basis? If you’re struggling with this question, you’re not alone. Below are nine tips for more effective recruiter marketing to clients: 1.) Defuse the sales pressure. You must defuse the pressure inherent in the sales process by acting like a consultant rather than
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
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
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
