Cold calling effectively as a recruiter is about more than just reciting a recruitment script. That’s especially the case when dealing with top candidates. If you call both an A-level candidate and a C-level candidate with your employment opportunity, which one do you think will show a higher level of
If you’re a recruiter—and chances are good that you are—then you’re going to make cold calls. That’s what you do: you’re a cold caller. Well, it’s not ALL you do, but it does constitute an important part of a recruiter’s daily activities. That’s a simple fact. Here’s another simple fact:
Okay, you’ve made the decision to be a recruiter. Congratulations! You are now part of the most unique, most rewarding, and most frustrating profession to ever grace our free enterprise system. The next item on your professional agenda: how to become a great recruiter. There’s a certain dilemma baked into
Knowing how to close a candidate in recruitment is difficult enough, but when it’s a candidates’ market? That can be a special kind of headache. The reasons for this difficulty in closing candidates are numerous. They include the following: Passive, A-level candidates are typically interviewing with more than one company. As
There’s nothing like the warm, fuzzy feeling that goes along with an exclusive search assignment. A freshly signed search contract with a recruitment exclusivity clause is like the glow of perfect spring weather, the roar of a fireplace during a chilly autumn morning, or a cup of steaming hot cocoa.
The other day, I received a call from a large state association considering me to speak at their day-long annual “Motivation Day” event. To be considered for this event is a huge honor. I was so pleased and excited that I got the call. However, I have a confession to
Recruitment performance can be measured in multiple ways. You can measure it in terms of placements made. You can measure it in terms of billings. Heck, you can even measure it in terms of all the numbers and ratios that lead to placements made and amount of billings. The bottom
If you’re a recruiter and you can successfully recruit passive talent, then you are going to be a successful recruiter, my friend. The #1 reason for this is simple: your clients aren’t able to do it. They certainly can’t do it on a consistent basis, at the very least. Think
The bottom line in the recruiting and staffing industry, as it is in just about every other aspect of the employment marketplace, is value. However, when that word is over-used, it starts to have less meaning. That’s the case with just about every word in the English language. If you
There’s more than one way to look at recruitment growth. As we’ve done before, for the purposes of this blog post, we’re going to focus on independent, third-party recruiters and recruiting agencies. So when we talk about recruitment growth, our discussion will include what it means for them. One way
