I recently published a blog post about the nine ways that recruiters can spot a “dead horse employer.” However, what about the other side of the equation . . . namely, the candidates? Well, I have the answer. Below are 10 ways recruiters can spot a “dead horse candidate”: 1.
There is a crisis of understanding in our society, and it permeates our industry, as well. If I asked a group of 100 people how many felt completely understood in all areas of their lives, maybe one or two would respond affirmatively. Our society tends to be self-centered, self-focused, and
If Indiana Jones had been a recruiter, he would have certainly been great at gathering names. He saw no obstacle as impenetrable, no opponent as undefeatable, and was always ready for the hunt. The most valuable characteristic of “Indy” was his constant state of readiness and capacity to think on
In my previous blog post, I described nine ways that recruiters can spot a “dead horse employer.” In this blog post, I’ll now describe 11 ways that you can eliminate “dead horse employers.” 1. Obtain complete information. You will probably need to talk to the hiring manager more than once.
In the world of executive recruiting, success is ours for the taking. So why do some people achieve superstardom and others quit in frustration? What does it really take to become a multi-million dollar biller? Obviously, it’s not going to happen for everyone. Only the top half of one percent
In my previous blog post, I discussed the fact that the professional development of experienced recruiters in a recruiting firm or office is the responsibility of the manager. Now I’d like to explore some of the ways in which that development can be achieved. #1—Role Playing The reality, of course,
Here’s the question: “When do you stop beating a dead horse?” (Figuratively, not literally, of course.) Here’s the answer: When you can say to yourself: “This deal is unworkable on my terms, and I’m not going to spend any more of my straight commission time on it.” Here are five
Follow the four steps below and you’ll see an immediate impact on your desk. Specifically you’ll generate new recruiting business . . . NOW! Print these four steps out, share them with your manager and your colleagues, and develop an action plan. Step #1: Call every candidate that you placed in the last
Recruiter Thoughts About LinkedIn? Recent Recruiter Poll QUESTION: We recently conducted a poll of TE Network™ recruiters by posting a question in the Members’ Area. That question was as follows: As a recruiter, what are your thoughts about LinkedIn? POLL RESULTS: The choice of answers that we provided is
Jeff Allen, the world’s leading placement lawyer, has collected more placement fees, litigated more trade secret cases, and assisted more placement practitioners than anyone else. He’s also the author of 24 books and a regular columnist for The Fordyce Letter, one of the leading publications in the recruiting industry. Below
