You know you should manage recruiters by numbers and NOT by emotion. If you don’t enforce minimum standards, you can’t hold yourself or your sales team accountable for goals. Most individuals who own a staffing or recruiting firm are kind, caring individuals who truly want to make a difference. You want
Top Echelon has not only announced the location of its spring recruiter convention for 2016, but registration is now live for the event. The 2016 Top Echelon National Convention will be held in Las Vegas, Nevada! The two-day event is scheduled for Tuesday, April 19, and Wednesday, April 20. The
The phone rang. I answered, and boy, was I surprised. At the other end of the line was someone I hadn’t spoken to in quite a long time and yet someone who had such a dramatic influence on my recruiting life. It was, in my opinion, the best recruiter who
Utilize percentages when you’re interviewing your candidates. Find out how much of their time is spent using specific skills or completing certain tasks. Understand that a certain task of their current job may represent fifty percent (50%) of their time, but is a task they enjoy the least. This is
You can have the greatest attitude, a strong telephone presence, and the best client development and recruiter competencies. But if you lack strong work habits, you are destined to failure as a full desk recruiter. Work habits are comprised of the following seven recruiter tips for getting more done on your desk: #1—Plan
If you could be like Superman and spin the world in the opposite direction and go back in time, would you have taken on that recent problem client? I’ll never forget my worst problem client. He always seemed to call me with a big, fat retainer check every time I needed
We as recruiters ask questions to find out where we are in our selling sequence. Those questions need to be open-ended. I always think of the Rudyard Kipling poem when I think of open-ended questions: I have six honest serving men They taught me all I knew I call them
“Our firm’s growth was 20% last year, and I’m still frustrated,” he said. He was a new client, running a $30 million-a-year, fee-based professional services firm in San Francisco. His frustration wasn’t based on a monetary or a revenue issue. It was a performance issue. To his competitors, at least those who
A few years ago, a recruiting firm owner called to tell me about some frustrations he was having with his top two producers. “They are like poison in the office,” he told me. “The only reason I let them stay here is because they pay the overhead. But over the last
We were all likely taught that you should never start a search without a signed agreement. This makes good sense for many obvious reasons. However, what do you do if a hiring manager authorizes you to send people for a search, but does not return your agreement promptly? Hiring authorities (like
