There I was, 40 feet in the air, having just climbed the pirate’s net to the top of the high-ropes course. Sitting on the perch and looking at where to go next, it occurred to me that I was scared x&*%less. I called to “Big Dog,” the group leader, and asked what to do next. His response [...]
Artices Tagged ‘candidatecontrol’
With Big Dog or Alone, Break Through Your Barriers
July 2nd, 2008
Don’t forget the reason we talked in the first place!
April 30th, 2008
My peers extended three offers last week. In all three situations, the offers (on paper) provided better career opportunity and increased “compensation” (ok - a couple were modest increases but none the less… an increase). Observing their discussions, it is/was interesting how a candidate’s mindset evolves during the recruitment process.
Fluffing Your Candidate
April 30th, 2008
When I was 18, I stopped by a search firm on John Street in NYC. I was greeted by a friendly, smiling recruiter. She sat me down and we talked for a little bit before she told me about an opening at an actuarial firm. I must have looked a little nervous, so she told [...]
How a person feels about what they do for a living can have a real impact on an individual’s happiness - far beyond the money the job provides.? Liking the nature of one’s work, the people with whom one works and the career path one is traveling will go a long way to making someone [...]
There’s one phenomenon pertaining to candidates which, although it occurs infrequently, happens consistently enough to earn it’s own label. I call it the “Evil Twin Syndrome.” If we were to perform an anatomy of the “Evil Twin” syndrome it usually unfolds as follows: 1. Recruiter pre-screens/interviews a candidate either [...]
To get people to do what we want them to do, we need to give a clear understanding about how we work and ensure that the client and candidate are willing to comply. Then we ask questions throughout the process to make sure that everything is on track. Such questions include “Has anything changed since [...]
Over the last month, I have been contacted by several Recruiters who are utilizing the indirect recruiting approach to gaining referrals. Each of them expressed frustration over the fact that many of the people they contacted were “uncomfortable” in providing referrals. On hearing this, my first question was “Why were they uncomfortable?” Surprisingly, most of [...]
Online Personality Tests: Are they really all they’re cracked up to be?
December 1st, 2004
They may be called different names but all accomplish the same thing: They often stop potentially rock-solid candidates dead in their interview tracks if the scores don’t add up to what the company has decided is a Passing Grade. If you’re a recruiter with any number of years in the business … you [...]
Many staffing professionals who are engaged in the process of recruiting currently employed individuals miss the mark when it comes to clearly identifying their recruit’s motivations for changing positions. With an emphasis on filling searches/job orders and collecting their fees, they focus on selling the benefits of the position, primarily compensation and long-term potential. [...]
Most recruiters and staffers in our industry function, at least, partially in the dark when it comes to truly understanding the motivations of their clients, candidates and temporaries. As difficult as this is to believe, if you have ever heard one or more of the following, then it may very well apply to you. [...]
The false notion of candidate control damages the performance of most recruiters in the qualifying call. Candidate control is a myth. Candidate Leadership is the reality and the main driving force of this critical conversation that will move your candidate forward in your search process. There are three objectives in the qualifying call, and four steps [...]
How many times has your heart been broken by a candidate that looked good at first and then fizzled as the interview process got rolling? The following list provides a starting point for you or your staff to examine when evaluating people. It’s a tool for reducing the amount of time that you waste in [...]
There is a myth in our industry, and it has deluded many well-intentioned recruiters. It’s called candidate control and client control. Ever hear of these phrases? If you have, then you have been deceived. You cannot control other people. If you think you can control them then you will come across as self-serving and the [...]
There is a crisis of understanding in our society, and it permeates our industry as well. If I asked a group of 100 people how many felt completely understood in all areas of their lives, maybe one or two would respond affirmatively. Our society tends to be self-centered, self-focused, and dedicated to meeting our own [...]
Remember the periodic Peanuts comic strip where Lucy would con Charlie Brown into kicking a football she was holding; then at the last second, she’d pull the football away and poor Charlie would land on his backside?More and more practitioners are starting to feel like Charlie Brown these days as clients and candidates alike are [...]
Account development is a process and not an event. That process generally involves a series of contacts with a prospect leading to an opportunity for demonstrating the value of your services through the generation of activity on one or more of the prospect’s staff openings. If you are able to successfully fill the [...]
For most practitioners in our industry, the purpose for preparing the candidate prior to a meeting with a client is to improve their interviewing skills, provide information on the company and position and to overall increase the likelihood of the candidate competing successfully for the offer. Although worthwhile objectives, if your candidate prep is focused [...]
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