"I agree and I use a weekly planning and tracking form to keep a pulse on how many marketing calls/emails I accomplish each week, press releases/talent scouts I send out, new job orders received, sendouts, resume submittals on JOs, client visits…"
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Will Branning commented on Lauren Byrne's blog post 'What to do when a senior recruiter has an off year?'
Lauren Byrne commented on Lauren Byrne's blog post 'What to do when a senior recruiter has an off year?'"Thanks Jerry. I agree completely and think the issue may be a reluctance to market to new client base. Balanced week even if it's not a balanced day! "
Jerry Albright commented on Lauren Byrne's blog post 'What to do when a senior recruiter has an off year?'"When I read the title here - my first thought was to ditch the "senior" recruiter mentality. We're all recruiters - and if we're not doing interviews, introducing ourselves to new potential clients constantly and making…"
Lauren Byrne posted a blog postWhat to do when a senior recruiter has an off year?
This one's a real world scenario for a friend of mine who owns a recruiting business. My advice was to return to basics and do a ratios/metrics "where are we now" to identify what's missing. Good time of year to have a next year planning session too.Steve Finkel has some invaluable advice on using metrics to diagnose your desk. But first I recommended that they check in to see what's going on personally for that person that might be at play. Any other thoughts?See More
A blog post by Lauren Byrne was featuredThree Signs Your Job Order Sucks
A top rookie mistake is investing lots of time in a bad job order. Does your office have an evaluation process to prevent you from this major time waster?1) Is.There.Urgency? If it's a "as soon as possible", or "we would always hire one of those", or "it's in the budget" are NOT urgency indicators. If they can clearly articulate that there is serious trouble if this is not hired in the next 8 weeks, or client deliverables will NOT be met without this person, or we will NOT hit our goals…See More
"I agree with 1 and 3, but number 2 isn't a deal breaker for me. If it is direct hire, I will highly suggest they try contract to hire instead. I don't get afraid of a company who has never paid a fee...I actually admire…"
Amber commented on Lauren Byrne's blog post 'Three Signs Your Job Order Sucks'"@ Lauren - definitely great main points here, thanks!
@ Jerry - I relearned that "reasonable" piece again these last 2 weeks! Had calls with both clients this morning to let them know I was not going to work on the jobs any…"
Judy Wilcox commented on Lauren Byrne's blog post 'Three Signs Your Job Order Sucks'"Bingo ... you Jerry, are absolutely correct. How often have we been given job orders that the specs are impossible totally unrealistic. You have to ask ... Do they really want to use an outside recruiter? "
Jerry Albright commented on Lauren Byrne's blog post 'Three Signs Your Job Order Sucks'"I like it! Thanks Lauren.
I'll add just one thing I find important as well. You list urgency (gotta have it!) as well as rapport/cooperation. It's a must.
My third thing is - it must be a…"
Lauren Byrne posted a blog postThree Signs Your Job Order Sucks
A top rookie mistake is investing lots of time in a bad job order. Does your office have an evaluation process to prevent you from this major time waster?1) Is.There.Urgency? If it's a "as soon as possible", or "we would always hire one of those", or "it's in the budget" are NOT urgency indicators. If they can clearly articulate that there is serious trouble if this is not hired in the next 8 weeks, or client deliverables will NOT be met without this person, or we will NOT hit our goals…See More
Noel Cocca commented on Lauren Byrne's blog post 'Top Ten Training Tips'"Nice post Lauren...I like the reminders of how to get things going....."
Lauren Byrne posted a blog postTop Ten Training Tips
You've hired some newbies and you want to be sure that THIS time, they'll work out. Here's my tips for successful training:1) Have them watch a senior recruiter do 100 cold calls two days in a row.2) Give them a rocking script to use.3) Make sure they're recruiting on a REAL job order.4) ROLE PLAY for all of day three.5) Let them make a few calls on their own to get over the immense butterflies having me look over their shoulder causes.6) Let them go if there are no resumes in at end of week…See More
Profile Information
- Name
- Lauren Byrne
- Job Title
- President
- Company
- Lincoln & Creed, Inc
- Which best describes your profession?
- Agency Recruiting
- How many years have you been in the business?
- 10-14 years
- Which industries do you work in now?
- Utilities
- How many employees in your company?
- <10
- College/University
- University of Arizona
- Are you interested in split placements?
- Yes
- Which conferences do you plan to attend in the next year?
- Fordyce Forum
- What kind of networking are you open to?
- Very targeted/niche
- How do you introduce yourself to people you meet in business?
- I'm an executive recruiter specializing in infrastructure, the engineering of the built world. I have a focus on civil engineering, water/wastewater but also recruit for any needs for multi disciplined engineering companies.
- Name someone you most admire
- Danny Cahill
- What recruiting tools can you not live without?
- Website
- http://lincolncreed.com
- Online profile/Homepage
- http://lincolncreed.com
- LinkedIn Profile
- http://www.linkedin.com/in/lbyrne
Lauren Byrne's Blog
What to do when a senior recruiter has an off year?
Posted on November 6, 2012 at 1:42pm 3 Comments 0 Likes
This one's a real world scenario for a friend of mine who owns a recruiting business. My advice was to return to basics and do a ratios/metrics "where are we now" to identify what's missing. Good time of year to have a next year planning session too.
Steve Finkel has some invaluable advice on using metrics to diagnose your desk.
But first I recommended that they check in to see what's going on personally for that person that might be at play.
Any other thoughts?
Three Signs Your Job Order Sucks
Posted on August 9, 2012 at 11:18am 4 Comments 2 Likes
A top rookie mistake is investing lots of time in a bad job order. Does your office have an evaluation process to prevent you from this major time waster?
1) Is.There.Urgency? If it's a "as soon as possible", or "we would always hire one of those", or "it's in the budget" are NOT urgency indicators. If they can clearly articulate that there is serious trouble if this is not hired in the next 8 weeks, or client deliverables will NOT be met without this person, or we will NOT…
Continue Top Ten Training Tips
Posted on April 13, 2012 at 9:36am 1 Comment 1 Like
You've hired some newbies and you want to be sure that THIS time, they'll work out. Here's my tips for successful training:
1) Have them watch a senior recruiter do 100 cold calls two days in a row.
2) Give them a rocking script to use.
3) Make sure they're recruiting on a REAL job order.
4) ROLE PLAY for all of day three.
5) Let them make a few calls on their own to get over the immense butterflies having me look over their shoulder…
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