Whether you plan to sell, close, or pass your recruiting business to your children, it’s never too early to think about an exit strategy. If you have a “recruiter exit plan,” then it’s time to review it and make sure you agree with the end results. If you do NOT have an
Today—March 8, 2016—is the 28th anniversary of Top Echelon! With that in mind, this is a great day to announce that Top Echelon will award its top producers from 2015 at the upcoming National Convention. The 2016 Top Echelon National Convention is a two-day event is scheduled for Tuesday, April
Every recruiter everywhere is doing everything they can to keep their current clients and add new ones. Should that include making client visits? If so, how many visits should recruiters make? To be sure, there are many factors involved. Below are a few: The industry and niche in which the recruiter
Top Echelon’s crazy recruiting stories are rolling on! We’ve already compiled quite a collection of tales, including: A candidate taken hostage by Mexican drug cartel wannabes A candidate who brought a boa constrictor to their interview A candidate who got into a fistfight with the hiring manager during their interview (for a good
Recruiters, like everybody else, enjoy good news. For recruiters, good news usually takes the form of more job orders. According to a recent Top Echelon poll, there’s some good news to be had, and it pertains to the types of job orders that companies are currently issuing to recruiters. We asked
Top Echelon is back with another crazy recruiting story! So far, we’ve had a boa constrictor interview and a candidate who was arrested by two (count them, TWO) police officers. This week, our story deals with another candidate who did not get past the interview stage . . . and it was not because
One of the most vital skills that you can learn as a recruiter is how to zero in on those searches that give you the best chance of making a placement . . . and to only focus on them. Is this a skill that takes time to master? No,
It seems like there are never enough hours in the day for recruiters, doesn’t it? And if you run your own back office, that’s even more true. Between employer taxes and liability, payroll and invoicing issues, worker’s comp incidents and HR complaints, the work can be more than enough to overwhelm
Running a balanced recruiting desk, no matter if it’s good times or bad, is the goal of many recruiters. What do I mean by that? I mean that the job orders that these recruiters have are spread across a number of different client companies. That way, if one company decides
First, it was cell phones. Then it was smartphones. And now . . . it’s tablet devices. Technology appears to be fueling a ever-increasing expansion of communication tools, and those tools have applications for the recruiting industry. But how many of our peers are using those sourcing tools for recruiters, at least
