John Lewis was a recruiter, trainer, and manager. He excelled at everything he tried in the recruitment business—a business that is very oriented toward people with sales experience and/or sales aptitude. John had those sales instincts, and he also had a very dry wit and was really, really funny. One
As a recruiter, one of the last things you want to do is waste your time with candidates who really aren’t interested in making a change. Sure, they “talk a good game” and it appears as though they want to change jobs, but when push comes to shove, they lack
The client called me and said he was wanted to help me fill a position in his firm. “Hey, cool,” I thought to myself. “This business really works.” I tried not to sound like a babbling idiot and attempted to shield my excitement so I came across like these types
It’s true that we are all creatures of habits. These habits are often established at a very young age. The impact of our past conditioning can dramatically limit our results as an adult. This reality holds true for the candidates you represent. When you interview candidates, make sure that you
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
Whether you’re trying to make more direct hire placements, improve the volume of clients for your contract recruiting services, these cold calling tips for recruiters will help you master your phone outreach. Tip 1: Practice Your Cold Call Recruiting Pitch Practice your initial pitch before you start to make calls. Would
Each week on your desk needs a customized recruiting strategy. This is how you do it. You look at your entire week of pending deals and follow these steps. Do this at the beginning of the week. Spend some quiet time thinking about your clients and candidates, and do it
(Editor’s note: Click here for the first part of this blog post series.) The recruiter’s career is filled with disappointments . . . almost every week, if not every day. Candidates can do stupid things. Clients sometimes don’t return phone calls and don’t interview candidates in a timely manner, so your hot
Cold call reluctance is an emotional short circuit that diverts energy from the act of prospecting to the act of procrastinating. Instead of making calls, call reluctant salespeople are busy preparing to prepare and avoiding the phone. They allow their fears to stand in the way of their goals—and it
The single greatest problem with most recruiters in the search business is that they fail to master the art of developing new clients effectively. It’s also the single greatest need if a recruiter is going to learn how to thrive, which is possible even in a down market. It’s kind
