Learn The 6 Assumptions That Solo-Recruiters Make That Inhibit Their Success And Avoid Them Forever
QUESTION: I placed a candidate on the 15th of this month for a $50,000 contingency fee. The client put my invoice on hold because the candidate’s former employer is trying to enforce a non-compete from 20+ years ago, which the candidate did not remember signing. This same client previously paid about $300,000 in legal fees […]
It is more common to have long conversations with someone’s voicemail than the actual person you wish to speak to. This is true in personal and professional settings. Leaving a voicemail that will get returned is becoming an art. In the following video one of our lead coaches, Kathleen Kurke, leads a group of attendees […]
QUESTION: In the 25+ years I have been in the business in the past 6 months I have had more turndowns than in all the years prior. Thoughts on how to reduce these turn downs? – Joan ANSWER: One, it is a highly competitive market. We can only work to reduce the number, because I […]
The last day of the year is traditionally when people set resolutions for the coming year. In reality, resolutions set on New Year’s Eve dissolve within the first few weeks of the new year. While the intention of making New Year’s resolutions are worthy, in practice they will not work if your mindset is causing […]
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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. 
QUESTION: I am looking for strategies for dealing with the internal recruiting team objection. If the hiring manager is getting poor candidates, it is not too difficult. However, if they are getting okay candidates, I am not sure how to open them up to the notion that they are not effectively tapping into the passive […]