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Scott Burgess
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  • Oakville
  • Canada
  • Ian Martin Ltd
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Scott Burgess posted a blog post

It’s the Little Things in Recruiting…

When training new recruiters I often find they are looking for a secret that unlocks the mysteries of selling.  Most of our recruiters at least initially, are a little disappointed when I tell them I have no “secret” to share.  Instead we focus on things like treating the customer like they are our only customer.  How well would you treat your customer if you only had one?  How responsive would you be with only one customer?  I’d like to share a small, seemingly insignificant example of how…See More
Jan 23, 2013
Scott Burgess replied to Will Thomson's discussion 'What makes for a successful on-boarding experience?'
"For internal hires - we focus on their emotional on-boarding for the first couple of months.  Ensuring that they become inculcated in our culture - which includes things like restricting the amount off hours an individual can work and not even…"
Jan 23, 2013
Scott Burgess shared Robert Wright's blog post on Facebook
Mar 6, 2012
Scott Burgess shared Robert Wright's blog post on Facebook
Mar 6, 2012
Scott Burgess commented on Irina Shamaeva's blog post 'Why You Must Start Using Google-Plus for Sourcing and Recruiting'
"Thanks Irina"
Dec 14, 2011
Will Branning commented on Scott Burgess's blog post 'Understanding Your Recruiter Ratios'
"I will work on tracking resumes to interviews - currently I'm tracking resumes submitted to clients on a weekly basis (overall and for individual jobs) and sendouts (interviews). Also, I'm not really tracking ratios so this will be a New…"
Nov 29, 2011
John Hazlewood commented on Scott Burgess's blog post 'Understanding Your Recruiter Ratios'
"Hi Scott, Thanks."
Nov 29, 2011
Scott Burgess commented on Scott Burgess's blog post 'Understanding Your Recruiter Ratios'
Nov 29, 2011
John Hazlewood commented on Scott Burgess's blog post 'Understanding Your Recruiter Ratios'
"Hi scott, I'm in the U.K. We have 'hiring managers' - candidates apply to a role i.e. candidates received then we have candidates submitted to client - usually 3 hopefully at the moment. Then of course we have 'interviews'…"
Nov 29, 2011
Scott Burgess commented on Scott Burgess's blog post 'Understanding Your Recruiter Ratios'
"Cand sub = cands submitted to the AM (using split model) Sub 2 Client = Yes Client IV = yes"
Nov 29, 2011
Scott Burgess is now friends with John Hazlewood and Neal Fenster
Nov 29, 2011
John Hazlewood commented on Scott Burgess's blog post 'Understanding Your Recruiter Ratios'
"Hi Scott, 'Cand Sub' -   presumably means 'no of candidates' who applied for a role? Sub 2 Client -- means 'no if candidates' submitted to client for the role? Client IV - means 'no of interviews' i.e. in…"
Nov 29, 2011
Melissa Zentgraf liked Scott Burgess's blog post Understanding Your Recruiter Ratios
Nov 29, 2011
A blog post by Scott Burgess was featured

Understanding Your Recruiter Ratios

It amazes me how few recruiters truly understand their recruiting ratios.  Early in my recruiting career I would hear things like “we need to get your deal count up so come in a half hour earlier and stay a half hour later.  That gives you an extra hour a day to work harder.”  For me, “working harder” didn’t get to the root of my recruiting issues.  I was fortunate to have a strong manager/mentor who taught me to understand my recruiting ratios which allowed me to pinpoint the areas that I…See More
Nov 29, 2011
Tim Spagnola liked Scott Burgess's blog post Understanding Your Recruiter Ratios
Nov 29, 2011
Scott Burgess posted a blog post

Understanding Your Recruiter Ratios

It amazes me how few recruiters truly understand their recruiting ratios.  Early in my recruiting career I would hear things like “we need to get your deal count up so come in a half hour earlier and stay a half hour later.  That gives you an extra hour a day to work harder.”  For me, “working harder” didn’t get to the root of my recruiting issues.  I was fortunate to have a strong manager/mentor who taught me to understand my recruiting ratios which allowed me to pinpoint the areas that I…See More
Nov 28, 2011

Profile Information

Name
Scott
Job Title
Recruitment Manager
Company
Ian Martin Ltd
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?
All Industries
How many employees in your company?
>100
Are you interested in split placements?
Yes
Which conferences do you plan to attend in the next year?
ERE
What kind of networking are you open to?
Referrals between friends
Website
http://www.ianmartin.com
LinkedIn Profile
http://ca.linkedin.com/in/scottburgess1
Twitter Profile
http://ScottBurgesss

Scott Burgess's Blog

It’s the Little Things in Recruiting…

Posted on January 23, 2013 at 6:30pm 0 Comments

When training new recruiters I often find they are looking for a secret that unlocks the mysteries of selling.  Most of our recruiters at least initially, are a little disappointed when I tell them I have no “secret” to share.  Instead we focus on things like treating the customer like they are our only customer.  How well would you treat your customer if you only had one?  How responsive would you be with only one customer?  I’d like to share a small, seemingly insignificant example of how…

Continue

Understanding Your Recruiter Ratios

Posted on November 28, 2011 at 8:08pm 6 Comments

It amazes me how few recruiters truly understand their recruiting ratios.  Early in my recruiting career I would hear things like “we need to get your deal count up so come in a half hour earlier and stay a half hour later.  That gives you an extra hour a day to work harder.”  For me, “working harder” didn’t get to the root of my recruiting issues.  I was fortunate to have a strong manager/mentor who taught me to understand my recruiting ratios which allowed me to pinpoint the areas that I…

Continue

Managing Candidate FEAR

Posted on November 22, 2011 at 8:00pm 1 Comment

Many of us have experienced the logical candidate becoming illogical in a matter of days (or hours) when it comes to making a career decision.   When I was new to the business this happened more frequently than I or my boss liked.  Needless to say I would get pretty upset – never at me of course – but at the candidate who was blowing a career opportunity.  As I matured as a recruiter and as a person I came to understand why candidates would become illogical or irrational - FEAR. 

I…

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Candidate Control? Are You Serious?

Posted on November 4, 2011 at 3:17pm 12 Comments

Like many of us, I stumbled into recruiting (I was a golf professional teaching some of these “headhunters”). Two years later I was sitting at a desk, staring at a phone, terrified I had made the biggest mistake of my life. I worked for a large, successful company with a few of “those guys” in the environment. You know the ones I’m talking about – the Bobby Big Wheels and the Johnny Shooters who knew it all.

Bobby and Johnny would walk around the office doing the wink and the…

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