Comments on: John Nilon, Recruiting Expert: The Real Value http://www.fordyceletter.com/2008/07/03/john-nilon-recruiting-expert-the-real-value/ Straight Talk for the Recruiting Profession Sat, 11 Feb 2012 10:59:00 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Phillip http://www.fordyceletter.com/2008/07/03/john-nilon-recruiting-expert-the-real-value/comment-page-1/#comment-815 Phillip Sat, 05 Jul 2008 20:58:58 +0000 http://www.fordyceletter.com/?p=504#comment-815 I agree that the points made in the video are very important and are not well understood by many, even today after so many years of recruiting. Dave's reply makes a point that the Professional Recruiter knows this already, and the "wannabe recruiter" does not. More importantly and unfortunately, many hiring authorities don't know the difference until they engage in a conversation with the recruiter. I'm happy to say that more and more, clients/hiring authorities are becoming more aware every day the difference between the two. The next hurdle, which is normally(not always) the H.R. representatives. A seasoned, experienced H.R. representative can identify the difference. One must continue to knock on that door until they reach that person who has a grasp of what a real Recruiter does and is. There lies that opportunity to develop the partnership desired. The fact that we bring an added value to an organization is what many clients fail to understand because they are bombarded by newbies or rookies, or what many called the "used car salesman" type of recruiter. Clearly, as professional recruiters, we all know the industry can be lucrative and hence it does sometimes attract some unethical individuals whose only goal is to make a "sale" placement. That is the hurdle we all face in weeding through those who've knocked on the door, and made the Professional Recruiter less likely to be accepted let alone heard. This is by far one of the most frustrating facets in the process. Although, as John and Janet are reiterating, once one has established that point to their prospect and have gained their attention, they begin to respect you and are then open to communicate their needs and frustrations in finding the right candidate for a specific opening or openings. This is only one point, but it is the crucial point since it is the opening dialogue and presentation of yourself, your firm, your commitment and ethics in a field that has been filled with people that simply don't care about the client or candidate. That type of headhunter (as I don't even feel they deserve the title of Recruiter) will eventually go to the wayside year after year. I firmly believe that my toughest to reach prospects have always been my best and long-term clients once they have witnessed the process, the diligence, the education of client and candidate and the tenacity to acheive a partnership - not simply make a placement. (that may feed you for a day, but won't get you anywhere since the respect is not established whatsoever. I agree that the points made in the video are very important and are not well understood by many, even today after so many years of recruiting. Dave’s reply makes a point that the Professional Recruiter knows this already, and the “wannabe recruiter” does not. More importantly and unfortunately, many hiring authorities don’t know the difference until they engage in a conversation with the recruiter. I’m happy to say that more and more, clients/hiring authorities are becoming more aware every day the difference between the two. The next hurdle, which is normally(not always) the H.R. representatives. A seasoned, experienced H.R. representative can identify the difference. One must continue to knock on that door until they reach that person who has a grasp of what a real Recruiter does and is. There lies that opportunity to develop the partnership desired. The fact that we bring an added value to an organization is what many clients fail to understand because they are bombarded by newbies or rookies, or what many called the “used car salesman” type of recruiter. Clearly, as professional recruiters, we all know the industry can be lucrative and hence it does sometimes attract some unethical individuals whose only goal is to make a “sale” placement. That is the hurdle we all face in weeding through those who’ve knocked on the door, and made the Professional Recruiter less likely to be accepted let alone heard. This is by far one of the most frustrating facets in the process. Although, as John and Janet are reiterating, once one has established that point to their prospect and have gained their attention, they begin to respect you and are then open to communicate their needs and frustrations in finding the right candidate for a specific opening or openings. This is only one point, but it is the crucial point since it is the opening dialogue and presentation of yourself, your firm, your commitment and ethics in a field that has been filled with people that simply don’t care about the client or candidate. That type of headhunter (as I don’t even feel they deserve the title of Recruiter) will eventually go to the wayside year after year. I firmly believe that my toughest to reach prospects have always been my best and long-term clients once they have witnessed the process, the diligence, the education of client and candidate and the tenacity to acheive a partnership – not simply make a placement. (that may feed you for a day, but won’t get you anywhere since the respect is not established whatsoever.

]]> By: Jim Shaki http://www.fordyceletter.com/2008/07/03/john-nilon-recruiting-expert-the-real-value/comment-page-1/#comment-810 Jim Shaki Thu, 03 Jul 2008 14:38:03 +0000 http://www.fordyceletter.com/?p=504#comment-810 Hello Dave, For the past three years, I've interviewed hiring managers from Microsoft, Pepsi, Hartford Life and other Fortune 500 companies to top recruiters in the Pinnacle Society, IACPR, etc. along with Mom & Pop operations found in a number of associations throughout North America. Everyone from C-level to Staffing has been captured on video. In conclusion, you happen to agree with me: "John and Janet are great models". That's why we brought them to the forefront. Hello Dave,

For the past three years, I’ve interviewed hiring managers from Microsoft, Pepsi, Hartford Life and other Fortune 500 companies to top recruiters in the Pinnacle Society, IACPR, etc. along with Mom & Pop operations found in a number of associations throughout North America. Everyone from C-level to Staffing has been captured on video.

In conclusion, you happen to agree with me: “John and Janet are great models”. That’s why we brought them to the forefront.

]]> By: Dave Staats http://www.fordyceletter.com/2008/07/03/john-nilon-recruiting-expert-the-real-value/comment-page-1/#comment-809 Dave Staats Thu, 03 Jul 2008 13:51:48 +0000 http://www.fordyceletter.com/?p=504#comment-809 No offense to John and Janet intended at all... but I know at least 74 other recruiters in one group and another 100 or so from other groups I work with who could have made the same video. This strikes me more as a point every headhunter/recruiter should hit at some point in his/her career than some kind of unique viewpoint. I have no idea who Jim might be referring to in his "Knights" comment. I embraced the term headhunter many years ago and I earned my client and candidate relationships by providing value...not by describing it. Again. NO disrespect to John and Janet. My quibble is with the way this was framed by Jim Shaki. It just 'feels' like the introduction was written by someone who has not done any recruiting. Like maybe he has seen a number of recruiters but has not seen many Sr. ones who ALL tend to say what John and Janet say. That said, John and Janet are great models. I am happy to see them in our business and I hope one day more recruiters will talk this way at an earlier stage. And the video was very well produced! No offense to John and Janet intended at all… but I know at least 74 other recruiters in one group and another 100 or so from other groups I work with who could have made the same video. This strikes me more as a point every headhunter/recruiter should hit at some point in his/her career than some kind of unique viewpoint. I have no idea who Jim might be referring to in his “Knights” comment.
I embraced the term headhunter many years ago and I earned my client and candidate relationships by providing value…not by describing it. Again. NO disrespect to John and Janet. My quibble is with the way this was framed by Jim Shaki. It just ‘feels’ like the introduction was written by someone who has not done any recruiting. Like maybe he has seen a number of recruiters but has not seen many Sr. ones who ALL tend to say what John and Janet say. That said, John and Janet are great models. I am happy to see them in our business and I hope one day more recruiters will talk this way at an earlier stage. And the video was very well produced!

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