Almost all recruiters are told they must cold-call to build a client-base.
Sadly, that is mostly bad advice.
Certainly it is true that all recruiters need to develop clients, identify prospects and find ways to build sustainable relationships. And often that means connecting with people you have never dealt with before. So yes, we are business developers, and in a tight market that becomes even more critical.
But, if at all possible, don’t cold…Continue
I have to admit I am sick and tired of hearing talk of ‘active’ and ‘passive’ candidates. Even though I admit to freely using the terms myself… until very recently.
But I am going to stop doing that.
People ramble on about ‘passive’ candidates, as if this is a totally fresh breed of human being, that only new-age, especially savvy recruiters know how to connect with. The ‘passive candidate’ has become a mystical ‘super-talent’, somehow superior and different to the bog-standard…Continue
The most common question I get asked these days, by clients, candidates, journalists and even my own staff, is whether the job market is improving around the world. Is confidence on the up? Specifically, are employers hiring again, or do they plan to?
To make an informed assessment of the coming quarter, I have looked at our business activity in the countries and cities where Firebrand operates. Are job orders increasing in…Continue
“So let me just clarify your position on this, Mr Client.
You spend 30 minutes telling me all the recruiters you have used so far are hopeless, they provide zero value, they can’t find the talent you want, their service is pathetic, and they do not understand your business.
Then, we spend hours going through your needs, you are excited because we really understand you and your role, and you are confident we can access…Continue
Don't get me wrong. I use LinkedIn a lot, and of course so do all the recruiters at Firebrand.
But there are issues with LinkedIn. Flaws.
One of the most obvious is that LinkedIn appears to have no system to monitor accuracy of data on their network. Indeed, they freely admit that many profiles are bogus, and that many people have several LinkedIn profiles.
Only last week I was at a the…Continue
There has never been a more critical time for recruiters to focus on prioritising their job orders. Clients are tentative and decisions are slow to come, so we simply cannot waste our time on briefs that were never real in the first place. Working with clients who are not ready, willing or committed to hire is a disaster.
Indeed, making sure you apply yourself to where you will get a return is the mantra we all should be living by every day. I wrote on this blog about…Continue
You have a lot of things to do in your job. Am I right?
You are super-busy all the time. Candidates to interview. Resumes to prepare. References to take. Sales calls to make. Visits to go on. Calls to return. Admin to tie up. Your company also has a raft of KPI’s and activities they want you to meet. It never…Continue
Recruiters often complain about the fickleness of clients. Clients don’t return our calls, they don’t give commitment, and they don’t follow through.
But, is it always the client’s fault? Does the relationship flounder because you don’t put in the effort you should? Indeed, do you commit the cardinal sin of slipping into ‘chronic client complacency’? Honestly, I have done it myself, and paid the price. I see it happening all around me too. Bet you see, and…Continue
Added by Greg Savage on February 6, 2012 at 6:24pm — No Comments
This one is for recruiters. Especially recruiters with a couple of years experience, who think they are good. In fact you may think you are pretty damn good!
Well, there is a huge threat facing you. And it’s not social media, or technology or the economy, or RPO, nor the rise of in-house recruiters.
To be more specific, it’s your attitude. And to be even more precise, it’s your arrogance and complacency. I can’t tell you how many promising…Continue
No doubt you have been overwhelmed with high-level forecasts from wise recruiting soothsayers about 2012 being the year of mobile recruiting, the critical importance of building talent communities, the rise of employer branding… and many other trends that, truthfully, you hardly understand and definitely have little control over.
These people are smart, and much of what they say is spot on. But a lot is total hogwash too, no more than a distraction, and certainly most of it, you…Continue
Stress at work is dangerous. Seriously. I believe it leads to medical issues, and it certainly will harm your relationships and overall quality of life.
And that is bad for us recruiters because we do one of the toughest jobs around. The ‘all or nothing’ nature of what we do is designed to induce stress, it seems.
Over the years I have seen recruiters reduced to highly destructive and…Continue
You call them ‘clients’ and you think they see you as a business partner. Take this quick test and maybe… think again! Tick each statement that applies to you.
The biggest cause of placements going wrong, is people making assumptions.
Placing a candidate starts with building a relationship with that candidate and establishing ‘terms of engagement’, if you like. Usually, it is essential to develop a rapport and a tight co-operation to ensure the right match is made.
From a candidate point of view, working with a recruiter to find a new role should be painless. In fact it should make the process much smoother overall!
Most people who become recruiters do not last. There are many reasons for that. Poor hiring decisions and inadequate training being high on the list.
But there is another key reason why so few people actually last in the hurly-burly world of agency recruiting.
It’s a frigging hard job!
So I know that sometimes you question why you do it. There are times you hate what you do. There are days you go home feeling deflated, worn-out and frankly, useless.
There are only two reasons to come to work.
Fun and money.
And you have to have both. One of them will not be enough. Not if you want to love what you do, that is. Having a job where you get just one or the other, often seduces you into thinking you have found your dream job. But in most cases that dream fades like mirage as you realise a key ingredient of ‘job love’ is missing.
And for recruiters, where our job is so hard, and the disappointments so many, you…Continue
Recently, I wrote about the scourge of lateness that plagues business these days, and I gave meeting start-times as an example of the disrespect many people show their colleagues. That blog post created a storm of comment, and some of the discussion centered on meetings themselves, and what a waste of time they can be.
Added by Greg Savage on August 17, 2011 at 6:31pm — No Comments
Everyone says recruiting is changing. The evidence is overwhelming that we are on the cusp of a seismic shift in the way our industry needs to work. It is all changing. Client expectations, candidate behavior, social media, technology.
But how do we sort out the reality from the hype? And what should the ordinary recruiter do to prepare for the future?
Well, a great place to start is to make sure you understand what is different about the way our clients are thinking…Continue
Productivity in recruitment is totally linked to activity.
Don’t fool yourself into thinking anything else.
Yes, the quality of that activity is key, and whom you actually do that activity with is important too. But if you don’t do enough ‘stuff’, you will fail.
Take that as…Continue
Added by Greg Savage on August 3, 2011 at 7:29pm — No Comments
This weeks post is a little different, in two ways.
Firstly, it is in fact a Vlog, rather than a blog, and I encourage you to watch the video, focusing more on the content than the plain visage of your faithful blogger!
Secondly instead of a recruitment tip, I am focusing today on the global job market. Is it improving?
I travel a lot. Japan, Singapore, Malaysia and the UK just…Continue
Added by Greg Savage on July 27, 2011 at 9:58pm — No Comments
A few weeks ago we received the tragic news that a good friend and long time colleague, had suddenly passed away, in shocking and totally unexpected circumstances.
Duncan Cunningham, who I worked with for almost 10 years, not yet even 40 years old, and with a young family, was suddenly gone.
In Australia, one of our most famous folk ‘pub’ songs is called “I’d love to have a beer with Duncan” by…Continue