We are living in the service age. Every buyer wants services to be delivered better, faster, and at the lowest possible cost. Our clients are not looking for “adequate” service or even “good” service—they are looking for firms that can surprise them with exceptional service. Clients want to feel as
The Dow recently hit yet another record high. Consumer confidence is on the upswing. Clients are hiring again. Okay, then why do so many recruiters complain about how tough things are today, particularly where recruiting candidates is concerned? The reasons are partly our own creation. Sometimes it’s not what we do,
I hear it all the time. Recruiters ask, “What is the one thing I can do to hit it big?” Managers say, “Can a hopeless wannabe transform into a superstar?” Like rubbing the jeweled bottle and waiting for a genie to pop, out we hope someone, or something, will grant
Closing the recruiting deal requires the highest skill sets of the placement and search process. It’s the end of the game, and you have spent all this time and emotional energy cultivating the client, gaining their commitment, and putting everything in place. The objections have been covered. Their decision has been
The New Year is tomorrow and this recruiter is more excited about the business than ever before. I have seen several periods of economic recession and recovery in the last three decades. This one offers more opportunity to thrive and create wealth than previous periods. The markets are climbing, companies are
In my previous blog post, I described 10 ways that recruiters can spot a “dead horse candidate.” In this blog post, I’ll now describe 11 ways that you can eliminate “dead horse candidates.” To eliminate “dead horse candidates,” you must establish cooperation! 1. Obtain complete information regarding: can do’s, will
Minor changes in major areas are the essence of real innovation and improvement. Consider this small change in how you can improve your efforts to get through the gatekeeper. There are two ways you treat gatekeepers: either like an ally or an adversary. Well, maybe not exactly an adversary. But
In my previous blog post, I revealed five characteristics of million dollar billers. Today, I’m back with four more characteristics of recruiters who bill a million dollars (or more) on an annual basis: #1—Persistence They make it happen. If a million dollar producer is approaching the end of the month
Recruiter Poll Question: We conducted a poll of Top Echelon recruiting network members. That question was as follows: Which grade would you give your clients for the length, efficiency, and effectiveness of their overall interviewing and hiring process steps? Poll Results: The choice of answers that we provided is listed
I recently published a blog post about the nine ways that recruiters can spot a “dead horse employer.” However, what about the other side of the equation . . . namely, the candidates? Well, I have the answer. Below are 10 ways recruiters can spot a “dead horse candidate”: 1.
