When an employer uses recruiters, it typically uses one of two types: internal recruiters (corporate or HR) and independent recruiters. And the purpose of this blog post is not to pontificate upon the differences between these two types of recruiters, and it’s definitely not to decide which group is better.
Since recruiting is essentially a sales profession, recruiters typically focus on those numbers that result most directly in . . . well, sales. That makes sense. While a recruitment mindset that focuses primarily on sales is not inherently bad, it can have unintended consequences. Let’s look at a hypothetical example,
As a recruiter, you need many things to be successful. In fact, here are some recruitment skills, competencies, and qualifications for success. Oh, wait. Here are 21 skills, qualities, and habits for how to become a great recruiter. But we’re not going to talk about any of that stuff in
This current job market is all about the candidates. That’s because there is a severe shortage of qualified ones in many industries. Employers want them. Recruiters want them. Everybody wants them. But how can you find them? This is where a refined and creative recruitment sourcing strategy comes in handy.
You don’t have to be told that this is one of the tightest job markets in the history of our country. Nor do you do have to be told that more people are quitting their job than ever before. That’s why it’s called the “Great Resignation.” During the past few
The full cycle recruiting process is almost over. Your client extended a job offer and the candidate accepted. But then, your client decides they want to rescind offer. Can an employer take back a job offer? Can an employer revoke a job offer? According to PBS, it is common for
There’s nothing as grand as when one of your candidates accepts an offer. And there’s nothing as miserable as when that same candidate turns around and declines the same offer. Wait, what? How does that happen? Why does that happen? How can you stop that from happening? Why does a
You found the perfect candidate, and your client wants to hire them. So you call the candidate and offer them the job. Then, the worst thing happens: the candidate refuses the job offer. Whenever you offer a job to a candidate, you hope they want the job as much as
[et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”4.16″ global_colors_info=”{}”][et_pb_row admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Text” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”]When it comes to recruiting, the “devil is in the details.” All it takes is one piece of misinformation, one lapse in communication, or one missed opportunity to “upset
Nobody likes to fail, and nobody sets out in the recruiting profession TO fail. However, it still happens. Countless recruiting agencies go out of business on a yearly basis. (And during recessionary times, the percentage can be as high as 30% to 40% of agencies in a given year.) Sometimes,
