| Lots of people toy with the idea of becoming a | | | | serious enough! Who could take an employer |
| Recruiter, and then talk themselves out of taking the | | | | seriously who manages their employment process like |
| leap. Recruiting is about 'process' not personality | | | | employees are THE LEAST important part of that |
| when done properly. If you're considering becoming | | | | companies' success? |
| an Executive Recruiter, my advice is get some basic | | | | Situations like this are everywhere! This is bad news |
| training related to the WHOLE process and decide | | | | for those kinds of companies (and their corporate |
| where (and if) you'd fit into that process. | | | | recruiters) and great for Executive Recruiters, whose |
| The opportunities in Recruiting are endless! You may | | | | major strength is speed and candidate quality. I've |
| find recruiting to be the most rewarding position | | | | made a fortune off of hiring managers who've had |
| you've ever had emotionally, intellectually, and | | | | open positions for months. The official company |
| financially. Give it a chance! | | | | policy may be, "We handle all recruiting in-house", but |
| The more facets of recruiting you feel you can | | | | the reality is if I've got a qualified candidate they |
| handle, the better you'll perform and the more | | | | need, they'll pay my fee and be happy. |
| money you'll make. Whether you want to be a | | | | Too many recruiters rely too heavily on reading |
| contract recruiter, in-house corporate recruiter, | | | | resumes and resume data sorting software. The |
| independent Executive Recruiter, or staffing | | | | resume tracking software is an important tool that |
| consultant, the key principles remain the same. What | | | | often provides one or more extra placements a |
| changes is the working environment, amount of | | | | month for small agencies. Big companies rely heavily |
| personal independence, amount of stress and | | | | on the software too. There's a place for these tools. |
| pressure, and money one makes. | | | | I'm not knocking any tool that assists in making |
| Sadly, newbies often have the most frustration and | | | | placements; however tools are not a substitute for |
| make the least money. Why? Because their | | | | sound, practical, tried and true recruiting methods and |
| indifferent employers don't care about training, skills, | | | | strategies that really make placements. |
| or integrity. The, "Keep pushing the bodies through" | | | | Recruiters are always looking for new and better |
| mentality doesn't work today (never did) and the | | | | sourcing methods. Many are looking for ways to NOT |
| turnover rates in these operations tell that sad story. | | | | recruit! The big bucks go to those Headhunters who |
| Don't believe the line, "It's just a numbers game. You'll | | | | have taken the time to learn how to pick up the |
| earn what you're worth." That's pure Bull. Walk away | | | | phone, track down great candidates, interview and |
| from these operations. | | | | qualify them, present the opportunity, verify relevant |
| In the past ten years great efforts by large and | | | | facts, and schedule the send out. Successful |
| small companies have broken down the search | | | | Recruiters don't "wing it", they follow a process. |
| process into multiple functions. Personally, while many | | | | There's a way to present an offer so that it gets |
| companies must prefer all the added layers of | | | | accepted. There's a way to keep negotiations going |
| bureaucracy, the comments I hear from clients make | | | | and a way for Employer and Candidate to both be |
| me believe too many of these "new" systems are | | | | happy when negotiations are completed. Take the |
| lacking. | | | | time to understand the process up front and your |
| One specific complaint is the amount of time to fill a | | | | success will be immediate and ongoing. |
| position is growing. Here's a joke: An employer posts | | | | The funny thing is: Those Recruiters who take the |
| some ads on a few Job Boards, gets a bunch of | | | | time to learn their craft, make tons more money |
| resumes, some from very qualified candidates, and | | | | with far less effort than 80% of all other types of |
| yet it takes MONTHS to make a contact with those | | | | recruiters. Be a successful Recruiter. Start with |
| qualified candidates. ha-ha. And then the employer | | | | investing a few dollars in your own training. The |
| complains that candidates 'shop' for jobs and aren't | | | | return on investment will be immeasurable. |