Top producing recruiters, by either great training or hard knocks, have determined the key criteria of what constitutes a great search assignment or job order. They never compromise these criteria by request or demand.
Even on a bad day (Yes, they have them too!) they stick to their proverbial guns in this War for Talent realizing that any condition from a client that compromises their effectiveness and process fails everyone.
How many times have you found the perfect candidate, presented him (or her) to the Hiring Manager and then… nothing? The Hiring Manager has urged you to step up your efforts but when it comes time to make a decision, its an exercise in “analysis paralysis.”
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What I discovered is a fresh new way to post jobs and recruit talent!
In my previous blog post, I discussed the three things you MUST do during a recruiting cold call, and I presented an example of a cold call I received from "Suzy."
Coincidentally, within two days of my discussion with Suzy, I received a recruiting call from a consultant who opened his call in the following manner (identity has been changed to maintain his confidentiality).
You can look at a job order like most recruiters, and see a classified ad. Or you can look at it like I do, and see an episode from The Mary Tyler Moore Show.
Think about it. Every day, a zillion candidates are being pummeled by recruiters who use the black and white version as the basis of their recruiting script---a script that sounds strikingly similar to last Sunday’s classified ad: