The following steps are a few of the subtle changes that will help your efforts for reviewing and increasing production in recruiting in the New Year: Step #1—Write down 10 non-negotiable goals and dated action items. You will only attain a higher level of success for your reasons . .
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
It’s a basic principle of selling and recruiting. If you want to command higher recruiting fees than the next recruiter, you’d better be able to explain why you deserve them. It can mean the difference between struggling for 20% fees and winning more retained work than you can handle. The
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
As a recruiter, you probably realize the importance of educating your clients. This is especially the case in this current candidates’ market. The fact of the matter is that some hiring authorities and hiring managers simply can’t make the mental shift that’s necessary for effective hiring. That shift involves accepting
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.
