QUESTION: I spend a great deal of time sourcing my candidates. If I can relieve the burden at a reasonable price, this makes sense to me. I have heard you talk about having sourcing done by off shore vendors in India or the Philippines. Do you have any that you would recommend and to give […]
QUESTION: Do you think it is an absolute requirement to have an applicant tracking program (ATS)? Currently I put my resumes in a Word file that is searchable through a program I have called Copernic. ANSWER: My original ATS was a card file, a 3 x 5 for candidates and 5 x 8 by companies. […]
QUESTION: What are your thoughts on draw versus salary plus commission for recruiters. It is very hard for me to justify paying a commission after someone has blanked for two months. If the person was on a draw, I know the money would be going back into the company. – Chris, Florida ANSWER: What […]
QUESTION: I am thinking about and considering going off on my own, and I have started feeling like the firm I am working with does not offer me enough in return for the 50% I give up on deals. For example, I pay for my own database, healthcare, and LinkedIn. I do get some client […]
QUESTION: Hey Mike. I am a new recruiter and I am looking to start outsourcing my daily call list generation on Upwork. Having already paid a substantial amount for an annual Zoom info account, what are your recommendations on how to maximize the results and increase the efficiency without potentially compromising personal and financial information. […]
QUESTION: My question involves recruiting ethics and how to balance full disclosure to your client with full confidentiality to your candidate. Forced to choose between the two, where should your first obligation reside? Now, here are a couple specifics. I placed a candidate with a client about 20 months ago. The candidate recently reached out […]
QUESTION: Hey Mike. I am working to implement several concepts presented during the 2017 Recruiting Firm Owner Summit. One is the business development process that Greg Doersching outlined. I am trying to reach a balance in time invested in my daily and weekly activities. What do you recommend as the percentage of time of business […]
QUESTION: I took away a great call and email script content from one of the sessions from the 2017 Recruiting Firm Owner Summit. When contacting a potential candidate with whom you do not have an existing relationship via email, what intriguing or effective subject lines do you recommend to compel them to open the message? […]
QUESTION: How do I know when to hire a recruiter and what should I look for? – Stephanie, Phoenix, AZ ANSWER: Several times a year I hold a 2-day boot camp that goes over this in great detail, but I can try to give you that answer in five minutes or less. For those of […]
QUESTION: I have a client that will consistently make multiple placements who had a concern with a candidate we placed and asked that we send our guarantee for this one person. We send them the guarantee on a one-time basis without increasing their fee. So the client did not feel obligated to end the employment […]
Michael opened his firm in early 1990. Between 1990 and 1996 Michael cashed-in a mere $1 million as a billing manager. Frustrated, and wanting more, he drastically changed his approach to both the client and candidate side of the business. The result? Michael cashed in over $5.6 million between late 1996 and the end of 2001, when he came off a desk. During that time frame he ranked as a top 10 billing managers three times, ranking as high as second in 2000 with cash in on his desk in excess of $2 million. In 2001 Michael made the strategic decision to grow his firm instead of developing his individual recruiting practice. Training his team on the techniques that launched him, he developed an office that ranks in the top 3% of offices. He was ranked the eleventh fastest growing IT search firm in the country.
