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
Sure, there are millions of job seekers in the marketplace right now. Obviously, those people don’t have to be recruited for an open position as much as, say, a passive candidate who really isn’t looking for a new opportunity. However, as any recruiter will tell you, many companies are looking
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
As a recruiter, you HAVE to differentiate yourself. Why should someone do business with you? What can you say that your competition can’t say? What can you say that your co-workers can’t say? Why have you targeted certain facilities as clients you want to represent? Hiring authorities have shared the following
You need confidence when you deal with high-level decision-makers, strong candidates, and even stronger gatekeepers. If you don’t sound like you have it, they won’t even take your call. And if you do get through, they’ll think you’re an amateur. Have you ever heard a mousy recruiter on the phone?
