We live in a technology-based world. Powerful computers, high-speed Internet connections, terabytes of information . . . and social networking sites that connect people from all over the world. But how much technology should you incorporate into your recruiting desk? How much should you use it and how much should
First and foremost in the process of recruitment, a good manager must develop the personal ability to attract good people. Another important factor in attracting winners to your firm is the manner in which you present the employment opportunity. Once again, there are stark comparisons. A contrast of actual examples
If realistic expectations are not established between you and your new employee a state of mutual mystification will result whereby neither of you will have a clear understanding of what to expect from the other. To begin the employment relationship in a state of mutual mystification is analogous to Forrest
A company is known by the people it keeps. For most firms in our industry, whether temp, perm or search, the managers attempt to hire individuals who are intelligent, well educated, possessing solid business experience, can think on their feet, present themselves in a positive, professional manner, possess better than
A common error made by most firm owners and managers in their attempts to hire a new recruiter is to focus almost entirely on identifying individuals who have the talent to do the job. Although this is important, ask yourself this question: How many people have I hired who had the
Most everyone would agree that the most important factor in determining the long-term level of profitability for your firm is your ability to attract, hire, train, maintain and retain consistent producers. However, many owners and managers believe that having high turnover of recruiters and professional staff is just part of
If you’re an independent agency recruiter, you have a pretty good idea of what kind of fees you like. That would be 30% fees. Sure, you’d take 25%, but there’s nothing better than a nice, big, fat, juicy 30% fee. But what about flat fees? I can almost hear the
Recruitment performance can be measured in multiple ways. You can measure it in terms of placements made. You can measure it in terms of billings. Heck, you can even measure it in terms of all the numbers and ratios that lead to placements made and amount of billings. The bottom
If you’re a third-party recruiting agency, then having recruitment standards for your employees, including your search consultants, is important. After all, without standards, how can you measure performance well? It’s definitely more difficult. But first and foremost, what are recruitment standards? What are recruitment standards? For our purposes and the
Everybody wants to know what the future holds. Both the near future and the far future. The problem is that nobody knows what the future holds, not really. Sure, people often accurately predict certain elements of the future, but their forecasting is just as much luck as it is skill
