| Show them a career path in your interview process. | | | | and often in the interview process. Show them the |
| There is more to attracting talented prospects to | | | | valuable recruiting training they will get from you. If |
| come work for you than "you can make a lot of | | | | others are involved in interviewing your new recruiter, |
| money here!" As a matter of fact, by mainly focusing | | | | make sure they communicate the same steps in the |
| on the money, you in effect create doubt in your | | | | same way to create consistency of message. When |
| prospect. People are highly skeptical of "easy money" | | | | this is articulated clearly you now give your prospect |
| and will tend to be turned off in the absence of | | | | confidence and at least the perception they are |
| other career opportunity traits. This is one of the | | | | joining a professional recruiting firm. |
| biggest mistakes I see most recruiting firm owners | | | | What if you are a small firm? |
| make in the interview process. They focus on the | | | | What if it is just you and one or two people? Position |
| money significantly more than they focus on the | | | | your prospect as being on the ground floor of your |
| career opportunity. And, as recruiters, we know | | | | executive recruiting firm. As he or she builds their |
| money is fifth or sixth on the list of our candidates | | | | client base and contingent on them getting to a |
| needs and "opportunity" is in the top three! | | | | certain revenue level, they can add a researcher, |
| Clearly communicate career progression steps. | | | | candidate recruiter, etc. to their team. Thus, within 24 |
| Whatever progression steps your firm currently has, | | | | to 36 months they can become a team leader with |
| make sure you communicate them clearly, specifically, | | | | some management responsibilities. |