When I first joined the recruiting business ten years ago, there was a veteran recruiter in the office who shared with me his ?secret’ for recruiting success.? “Scott, when it comes to candidates and clients, remember this:? T. A. L.”? I asked him what ?T. A. L.’ stood for and he said, “They all lie.? [...]
Archive for November 2005
Once again, one of the “Golden Rules” in our business regarding the principles of a “Class A search assignment” has proven to be gospel.? In my twenty-fifth year of headhunting I have become vigilant about qualifying the searches I will and won’t spend my ultra-valuable, only-thing-I’ve-got-control-of, straight-commission time on.? However, every now and then I [...]
It’s 9 AM and you have a planner in front you with 30 important calls to make when the “urgent” call comes in from an unemployed candidate needing an update on the status of his resume. You then check your email (for the 4th time in the last 60 minutes) and see that you have [...]
Business has improved and many of you are beginning to re-staff and reconfigure.? Hopefully you have learned the importance of NOT just?? “FILLING A DESK,” and have developed a hiring process to identify the top talent your firm needs to achieve future goals and growth. If you are like the majority of the owners and managers [...]
Some years ago, I had the opportunity to visit the Idaho location of a man who I consider the best, most complete, recruiter in the world.? To protect his identity, I will simply refer to him by his first name, Dan.? Those of you who know me know of whom I am speaking.? I nicknamed [...]
For years, I’ve been writing about the use of performance profiles as the lynchpin of effective recruiting. Everybody who has ever used one for conducting a search has experienced better results. By this I mean more and stronger candidates, improved relationships with hiring manager clients, better understanding of real job needs, more consensus about candidates, [...]
“When I need a heart by-pass, rest assured that I won’t select my surgeon on the basis of what he charges.” That’s what an ailing executive recently opined when he was informed by his doctor about his arterial blockage problems. Why then are corporate executives so tightfisted when dealing with what is so commonly thought of as [...]
Recently, several different recruiters have contacted me, each of them dealing with the consequences of candidates and clients not telling the truth. Although no one told an outright lie, in each instance, certain elements of the truth were not communicated to the recruiter.? These were sins of omission versus sins of commission. On the candidate side, [...]
Our already good market continues to heat up, with prospects of a long boom ahead.? In this type of market, many owners are rightfully adding to their staffs. New owners who may never have done so before, however, will encounter unexpected problems.? Even experienced owners who may not have hired new people since pre-recession days will [...]
The obvious contractual defect to the Candidate Acceptance Agreement is a failure of consideration. The recruiter is really not giving up anything in exchange (”legal detriment”) for the promise of the candidate to accept. This is because there is no liability on the part of the employer (and therefore no absolute right to the fee) [...]
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