During a speaking engagement a few years ago, I asked about 350 account executives, “Can we all agree that four hours per day of phone time is critical to our success?” Three hundred and fifty hands shot into the air. I followed with “How many of you actually hit four
How do recruiters find clients on a regular basis? If you’re struggling with this question, you’re not alone. Below are nine tips for more effective recruiter marketing to clients: 1.) Defuse the sales pressure. You must defuse the pressure inherent in the sales process by acting like a consultant rather than
Attracting top talent, retaining top talent, and the impact of technology changes at such an accelerated pace are just three of the challenges faced by most talent acquisition professionals in today’s competitive job market. Yet, staffing and recruiting professionals are often regarded as a vendor vs. a consultative workforce/workplace expert.
If there is one commandment hiring managers and recruiters must keep sacred, it is this: NO offer will ever go out without the certainty it will be accepted. Regardless of how fantastic your recruiting software is, and how great you think the “fit” is, making sure your candidate will accept is
In my previous blog post, I explained how your firm’s value proposition is the key to securing higher recruiting fees and more retained work. Below are four steps for creating a winning value proposition. 1. Know the target market or niche you’re going after. The more specific the market, the
Once upon a time, the phone rang in my office after hours. Lucky for me, I was working late and answered the call. It was one of my favorite students. She was having problems navigating the sluggish economy. She complained that she hardly ever wrote a “recruit-able” job order anymore and that her
Recruiters CAN improve their production. They do it all the time. Would you like to improve your production, level of success, and income? I don’t know many individuals who wouldn’t. Wanting something to happen, unfortunately, does NOT guarantee your results are going to improve. You need to observe, analyze, and alter
What if your client insists on making the offer to a candidate? As the recruiter, what should you say? As with everything, you need to show the hiring manager why it is in their interest to have YOU present the offer. You mined through your recruiting network, tapped into your recruiting software, and finally
I came out of a system that encourages the use of a Most Placeable Candidate (MPC) as the vehicle they recommend weaving into their marketing presentations. This system’s MPC approach contributed to its growing into the world’s largest (and most profitable) contingency recruitment firm—a title they still own to this
The following steps are a few of the subtle changes that will help your efforts for reviewing and increasing production in recruiting in the New Year: Step #1—Write down 10 non-negotiable goals and dated action items. You will only attain a higher level of success for your reasons . .
