Top Echelon Blog

There is a crisis of understanding in our society, and it permeates our industry, as well. If I asked a group of 100 people how many felt completely understood in all areas of their lives, maybe one or two would respond affirmatively.  Our society tends to be self-centered, self-focused, and

If Indiana Jones had been a recruiter, he would have certainly been great at gathering names. He saw no obstacle as impenetrable, no opponent as undefeatable, and was always ready for the hunt. The most valuable characteristic of “Indy” was his constant state of readiness and capacity to think on

In my previous blog post, I described nine ways that recruiters can spot a “dead horse employer.”  In this blog post, I’ll now describe 11 ways that you can eliminate “dead horse employers.” 1. Obtain complete information.  You will probably need to talk to the hiring manager more than once.

In my previous blog post, I discussed the fact that the professional development of experienced recruiters in a recruiting firm or office is the responsibility of the manager.  Now I’d like to explore some of the ways in which that development can be achieved. #1—Role Playing The reality, of course,

Here’s the question: “When do you stop beating a dead horse?”  (Figuratively, not literally, of course.) Here’s the answer: When you can say to yourself: “This deal is unworkable on my terms, and I’m not going to spend any more of my straight commission time on it.” Here are five

Recruiter Thoughts About LinkedIn? Recent Recruiter Poll QUESTION: We recently conducted a poll of TE Network™ recruiters by posting a question in the Members’ Area. That question was as follows: As a recruiter, what are your thoughts about LinkedIn? POLL RESULTS: The choice of answers that we provided is

Jeff Allen, the world’s leading placement lawyer, has collected more placement fees, litigated more trade secret cases, and assisted more placement practitioners than anyone else.  He’s also the author of 24 books and a regular columnist for The Fordyce Letter, one of the leading publications in the recruiting industry. Below

In my previous blog post, I wrote about why it is so important to keep the candidates in your applicant tracking system current . . . really current! You can increase your candidate shelf-life through contact management like email, in particular, but remember to limit your efforts.  After all, emailing candidates

The most neglected resource in the recruiting industry is our database of candidates.  The database is also commonly considered the most valuable material asset we possess. Most recruiting owners and practitioners would admit that they could do a much better job of keeping their candidate records current.  Those same industry professionals