"I respond with a quick e mail if the candidate is qualified and I am not interested. If they do not meet the necessary requirements which are clearly stated in the job ad, then I do not feel obligated to get back to them. Time is of the…"
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Patricia Morrison
- Colchester, VT
- United States
- Prime Placement Solutions
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Patricia Morrison's Discussions
Better performance from candidate who are hired through a search firm?
Started this discussion. Last reply by Kelly Blokdijk Jul 25, 2012. 4 Replies 0 Likes
Hi Everyone,Anyone know of any statistics out there that point to new hires generally being more conscientious about exceeding expectations because they know that the company paid a search fee for…Continue
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Patricia Morrison commented on KKenner's blog post 'When the Candidate asks..."Why didn't you call me?'Patricia Morrison commented on Ken Forrester's blog post 'It's The Headhunter Fee, Stupid!'"Great article! You hit all the key points in educating clients as to why to use a head hunter. If none of these points hit home for my potential client then I will know that this may not be the client for me either. Thanks for your…"
Patricia Morrison commented on Martin Ellis's blog post '10 'Dumb' Things to Tell a Candidate'"Great post! Thanks for sharing. I agree. Keep it simple and on the table. Weed out the wrong candidates fast, and move on. No judgement; it just is what it is. I will use some of you statements."
Patricia Morrison commented on Mitch Sullivan's blog post 'The Secret To Cold-Calling'"And that is why it's one out of four or one out of six filled. Promises need to be kept from both sides; recruiter and client. Usually a good relationship is formed after a job is filled. Or after I've proven my value by…"
Kelly Blokdijk replied to Patricia Morrison's discussion 'Better performance from candidate who are hired through a search firm?'"I've never heard of that particular statistic. My impression is that high-performing individuals strive to exceed expectations, period. I don't believe the way they were hired or source of hire has much, if any, impact in their on-the-job…"
Dyll Davies replied to Patricia Morrison's discussion 'Better performance from candidate who are hired through a search firm?'"Yes but then the client thinks they know better, hire soemone you have flagged as being a potential problem despite what looks like an excellent match for their stated requirements (you have to give the client what they want surely!), it all…"
Rickie Long replied to Patricia Morrison's discussion 'Better performance from candidate who are hired through a search firm?'"I believe a good recruiter is better at screening candidates matching/eliminating as appropriate. So I would expect a referred candidate to perform better. They were better screened. "
Patricia Morrison commented on Jason Alba's blog post 'What are the top 5 things job seekers do that annoy you?'"#1 absolute annoyance: Blowing the first interview by not being at their best. Not doing due diligence about the company, not being focused, talking way too much, talking way too much about how they were done wrong by their last…"
Dyll Davies replied to Patricia Morrison's discussion 'Better performance from candidate who are hired through a search firm?'"I do hope so!
But I would argue that companies already get significant benefit for the fee they pay to a search firm in saved internal recruiter/HR salaries, time to placement and therefore revenue. If we assume that companies who hire are…"
Patricia Morrison posted a discussionBetter performance from candidate who are hired through a search firm?
Hi Everyone,Anyone know of any statistics out there that point to new hires generally being more conscientious about exceeding expectations because they know that the company paid a search fee for them? PatriciaSee More
Patricia Morrison commented on Chris Grove's blog post 'Headhunters - Valuable resource?'"Good post but I think you are still selling yourself short. In addition to being a valuable source of industry information and news; we also provide a personalized branding for the client representing their company and benefits. …"
Patricia Morrison commented on Theresa Hunter's blog post 'How do you get past the I don't know anyone looking response when networking with candidates?'"Bottom line is that some people will refer sometimes and others won't refer ever. In my experience, few people are born networkers and even though they don't know you, will have suggestions of who you could call.…"
Profile Information
- Name
- Patricia
- Job Title
- Recruiter
- Company
- Prime Placement Solutions
- Which best describes your profession?
- Agency Recruiting
- How many years have you been in the business?
- >15 years
- Which industries do you work in now?
- Healthcare
- How many employees in your company?
- <10
- College/University
- Champlain College
- Are you interested in split placements?
- Yes
- What kind of networking are you open to?
- Referrals between friends, Very targeted/niche
- How do you introduce yourself to people you meet in business?
- I am a search consultant who specializes in the Senior Living and Long Term Care industry, only. My clients hire me to find experienced talent with a strong track record. I am relationship oriented and work with a large network of people. Confidentiality is a cornerstone of Prime Placement Solutions
- Name someone you most admire
- Seth Godin
- What recruiting tools can you not live without?
- PCR, LinkedIn, Google, the Internet in general, the telephone, file folders and my notebook.
- What do you like best about RecruitingBlogs.com...
- I work alone, so reading and participating with RecruitingBlogs.com allows me to know what other recruiters are doing.
- ...and what would you change and why?
- I've typed long responses and forgot to put my name and e mail in, only to lose the whole thing, so a back button or a warning button to fill that in would be nice.
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