Any time I make a cold recruiting call, I know that one of four things will happen.
Either I’ll reach the candidate and have a conversation, or I’ll leave a voice message. Or, I’ll hang up before leaving a message, or end up talking to an intermediary or gatekeeper.
In a perfect world, every call would result in a productive conversation with a candidate who’s courteous, fully engaged, qualified to fit the position and wants to take the next step.
Years ago a recruiting colleague of mine and I had a difference of opinion. We placed in exactly the same specialty niche, but we disagreed about which time of the year was the most productive for our business. He thought that the end of the year was the best for making placements and I always thought that the summer was the best.
Part I of III part Special
Last October I received a call from the regional human resource director of a multi-billion dollar corporation. For the purposes of this story we’ll refer to his company as Zeta Corporation.
This was his story:
Maybe you’ve had an experience with an executive recruiter, maybe not. Just like any other industry, there are good apples and bad apples...and some may say “rotten” apples. If you’ve had a bad experience or no experience, here are some common myths you may have heard.