What 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?

Views: 400

Comment by Jerry Albright on November 7, 2012 at 8:58am

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 connections daily it doesn't matter what title we give ourselves.


The solution is the same no matter whether we manage an agency, provide candidates to our partner recruiters or work a full desk in a big staffing firm.


One job order, one candidate, one sendout at a time.


(I've never made 2 placements at once.)

Comment by Lauren Byrne on November 7, 2012 at 9:06am

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!  

Comment by Will Branning on November 7, 2012 at 2:30pm

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 scheduled/made, leads identified and new contacts. This gives me a good snapshot of how I am doing in having a balanced desk and a decent amount of activity.


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