(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
In high school, a friend of mine drove a Porsche. His dad was a wealthy doctor and gave him a beautiful sports car as a birthday gift when he was old enough to drive. My friend and I would drive all over town, cruising in his gorgeous, shiny “chick magnet,”
We all have the same 168 hours in each week, but there are some people who seem to accomplish so much more than the average person. Often, we refer to their ability to manage their time effectively. Are they really managing time? They have the same 24-hour days as everyone
Cold call reluctance is an emotional short circuit that diverts energy from adding clients and candidates to your recruiting software, and doing the things that are necessary to be successful in this industry. Although there are many causes for cold call reluctance, they can be described within three major categories: #1—The
Most recruiters ignore the huge cash flow potential with follow-up. The concept of following up gives most recruiters the impression of low-level tasks that can be delegated to a paper questionnaire. It’s perceived to have no cash value because it does not contribute to cash into the office. Consider this:
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
If only we could gaze into a crystal ball and see what the future holds. Unfortunately for recruiters, the crystal ball that shows us what is coming in the next 10 years is about as mythical as the tree that grows candidates in your office backyard. However, we do have
The top candidates to fill your open job orders, temp assignments, or contracts are currently employed by someone else, but would make a change for the right opportunity. They have a successful track record, they are happy in their job with a positive attitude, and are often the exact caliber of
When you make a cold call (to a candidate), are you first looking to pitch a job or learn about the candidate’s skills and aspirations? Are you looking to open a dialogue or sell a job? If you’re like a lot of recruiters, you start off the conversation by attempting
