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
The phone rang. I answered. A new client started to unburden himself. His name was Benjamin. He was concerned about his somewhat anemic production in this sluggish economy. His was not an uncommon call these days. Many of my clients are looking back over their production and, if substandard, are
Finding candidates through a Google search is a powerful recruitment sourcing strategy, but can take a lot of time. You can sift through pages of Google resumes and irrelevant results just to find one promising candidate. You might have to look at hundreds or thousands of results that don’t match
You get the job candidate to the recruitment offer stage of the hiring process. You (or your client if you’re a professional recruiter or search consultant) makes what you think is a GREAT offer to the candidate. And the candidate . . . turns it down? WHAT? Yes, if you’ve
You don’t want to be “just another recruiter” to your clients. You want to be a trusted advisor. You want to be viewed as a consultant. In fact, you want to be viewed as a search consultant. There may not be a big difference in your mind between a recruiter
In this candidates’ market, the offer stage of the hiring process is incredibly important. That’s why we’ve devoted recent blog posts to the topic: “Why Candidates Are Turning Down a Job Offer from Your Client” “How to Increase the Odds of Candidates Accepting a Job Offer” Considering the importance of
As a recruiter, your clients are your customers. But, you also work heavily with job candidates. If the candidates aren’t happy, you’ll have a tough time making your recruiting clients happy. You need loyal candidates and clients who are willing to work with you in the future and refer others
Becoming a recruitment process outsourcing (RPO) provider can set you apart from traditional recruiters. For many companies, hiring a recruitment process outsourcing provider can add permanent value to their hiring process. Find out how recruitment process outsourcing benefits your clients and your career.
Some hiring managers recruit for all industries while others have niches. Depending on your line of work, you might recruit for specialized positions, like computer programmers, software developers, or other technology-based jobs. To be an effective technical recruiter, you need to speak the language. You must know IT terminology for
How good are your recruiting skills? Filling a job order doesn’t necessarily mean you add true value to your client’s company. To improve your process, you need to know the value of new hires. Instead of making educated guesses, calculate the cost and value of new hires. Measuring human capital
