I just returned from speaking at several conferences. With the spring conference season at an end, I started to reflect on what separated the true winners in our profession from average producers. It all comes down to a winning attitude and the tenacity to stay in the game. One of
It’s a candidate’s market today, full of bountiful opportunities and lots of choices. The best candidates know exactly how valuable they are, and that isn’t good news for our industry. Candidates are often so intoxicated with their own worth that they do not see the need for outside advice or help.
A friend of mine started his career in executive search several years ago. I mentored and coached him, and in his first twelve months, he billed over $300,000. What made his early success even more remarkable was that he had never been in a sales career before. He had poor
A couple of blog posts ago, I touched upon the indirect vs. direct approach of recruiting candidates. In today’s post, I’m going to discuss the direct approach used by big billers, specifically the “three call” technique. I’ve outlined the parameters of each of those calls below, naming them “The Initial
I don’t know many recruiters who would list patience as one of their primary personality traits! If we had it our way, clients would hire our candidates before they interviewed them! We want things now, and we enjoy instant gratification! In real estate, it’s all about LOCATION, LOCATION, LOCATION! In
Welcome to our series of posts in the Top Echelon Recruiter Training Blog: “Jeff Allen’s Collection Tip of the Week.” Each week, we’ll highlight one collection tip from Allen, JD/CPC, the world’s leading placement lawyer. Since 1975, Allen has collected more placement fees, litigated more trade secret cases, and assisted more
You and I know that people make a business. It’s still true, but the workforce is evolving and yesterday’s human capital strategies don’t appeal to today’s youngest professionals. The once-golden management philosophies we’ve relied upon for generations have tarnished with age. Recruiters everywhere are growing increasingly frustrated with the Millennials
Keeping “What’s In It For Me?” in mind, most big billers find that candidates will move for one (or more) of five major motivators. These can be remembered by using the acronym CLAMS. Interestingly enough, they seem to be important in the following ranking order, with challenge being the most important, then
The Great Recession was challenging for executive recruiters, and at times even gut-wrenching. It was necessary to dig deep within yourself and often make three times as many calls for 25% of your normal results—but you did it! Our business is cyclical, and the cycle is moving toward increased job order flow
In my previous post for the Top Echelon Recruiter Training Blog, I discussed “14 Signs That It Might be ‘Parachute Time’ on Your Search.” As difficult as it is to cut ties with a client, the costs of clinging to one can be higher. I lost two promising recruiters to
