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Harry Joiner’s Ultimate Recruiting System

elaine.rigoli on Apr. 26, 2010

What do a Franklin planner and a $35 wrist-watch have in common?

Harry Joiner, who has made a name for himself in the recruiting world as THE e-commerce recruiter, has some secrets about these low-tech, high-value items.

“It’s about measuring, measuring, measuring — have your dashboard wherever you go,” he says.

Check out this video to see how a planner and watch become “the guts” of the ultimate recruiting system.

Learn to Read Your Candidate Quickly and Effectively

Sande Foster on Nov. 4, 2009

As you know, the stakes are pretty high in todayâ€™s job market. A placement can be won or lost depending on how your candidate gets his or her point across.

What do you know about the candidateâ€™s style in the interviewing process? Do you know how to pick up crucial cues? Do you know how to â€˜readâ€™ the person in front of you? Are they a fit to match the culture of your client company? Well, letâ€™s see.

There are four main personality types. Most individuals are a combination of one or two of the following. Which type are you?

Directors are the doers of the world. They are forceful and want facts and figures. Key words: aggressive, intense, requiring, pushy, frank, determined, opinionated, impatient, and bold.
Thinkers are logical, orderly, and right to the point. Stability is important. They seek details to support statements and claims. Never tactlessly question their ideas. Key words: precise, deliberate, questioning, disciplined, aloof, scientific, preoccupied, serious, industrious, and stuffy.
Supporters are most loyal and are excellent listeners. Key words: lighthearted, reserved, passive, warm, docile, patient, sensitive, relaxed, compliant, and softhearted.
Promoters are recognition-oriented, personable, and a participative doer. They are a people person, but they ignore details. Key words: sociable, spontaneous, zestful, stimulating, emotional, unstructured, excitable, personable, persuasive, and dynamic.

Recognizing your own personal style and being able to identify othersâ€™ style can supply clues to the verbal ways to relate to your candidate.

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The Art and Soul of Hiring Professional Sales Talent

Jordan Greenberg on Nov. 3, 2009

The interviewing and evaluating of sales professionals is a lot like raking leaves on a windy day in early November.

If you insist on trying to get every leaf into the bag, or uncover every last candidate in the available talent pool and scrutinize all of their credentials, the process will overwhelm you.

A process that can be truly enjoyable whether it be the freshness of autumnâ€™s air or the dynamic interactions with engaging sales reps is often overlooked and deadened by analysis paralysis. Too often, my clients and countless others subvert their own intuitive powers and lose their ability to qualify individualsâ€™ key characteristics, such as drive, desire (for their specific job opportunity), and focus because they are too concerned with the prospectsâ€™ resume, credentials, references, etc. as it pertains to sales hires.

Placing an emphasis on the â€œwhatâ€ of oneâ€™s candidacy, as opposed to the â€œwhomâ€ only leads to superficial decision-making and detracts from genuine, honest communication.

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Why So Many Recruiters Fail in Our Business

Scott Love on Oct. 27, 2009

As a management consultant and trainer to the industry, I look at our industry and how it functions from a unique perspective.

I consider myself more of a student of the business rather than a trainer. I want to find out why things work so that I can develop a model that average people can adopt to achieve above-average billings.

Itâ€™s a unique way to teach the business and is a different style compared to all the other trainers. I know there are a lot of great trainers out there who are incredibly talented and use that talent to achieve success in the business. The problem is that most people just donâ€™t have that same level of natural talent. Most of the people I have encountered in the search and staffing business are average people like me.

So if you werenâ€™t born with the smarts of many of the industry gurus, how can you achieve success in the business?

You have to follow a system.

The Myth of Knowledge is Power

Michael Gionta on Oct. 7, 2009

We all have the same amount of time. When I choose to study between 6am and 7am before everyone in my house gets up, but you choose to sleep longer or watch morning talk shows, much is revealed about both of us.

I have had three distinct careers and am in a fourth as a trainer and consultant to successful recruiting firm owners. I have achieved top 1% to 3% status in each. However, and this is key, when I began each of those journeys, I was much less than impressive. I never leapt to the head of the pack out of the gate. As a matter of fact, I was often significantly behind the pack out of the gate.

You see, I not only acquire knowledge — I APPLY knowledge, too. I rarely invent, but I often study and apply.

For those of you out there who are frustrated because you feel you need to be significantly different than everyone else, I am here to tell you that you donâ€™t. Follow and execute the path of others who have and/or are doing what you want.

Fordyce TV: A Case Story Approach to Recruiting

elaine.rigoli on Jul. 30, 2009

In any economy, candidates have to be enticed to take new jobs, and clients have to believe in the value of using a recruiter.

How do you get their attention long enough to make your pitch? Advertisers and movie-makers know that if you can draw in an audience with a compelling story, they will be more receptive to your message. What’s your recruiting story and how are you communicating it?

Join us on Tuesday, August 4 for the next episode of Fordyce TV — Lynn Hazan, recruiter and professional storyteller, will show how to use storytelling techniques to better communicate with candidates, clients, and new business propects. Hear examples of when stories made a difference in her recruiting practice, and begin to consider how to make effective use of your own recruiting stories.

The show starts promptly at 2pm ET on www.fordyceletter.com (right before the show youâ€™ll see a small TV logo — click the white arrow in the box and enjoy the show — if you don’t see the box at 2, try refreshing the screen once or twice until you see it). There will be a live Q&A session via the chat box after the presentation, too, so come prepared with questions.

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Quick Refresher for Finding Top-Level Executives

Dean Bare on Aug. 14, 2008

Recruiting top-level talent is tough these days. With the current condition of the economy and companies in a state of reorganization, many potential candidates are more likely to stay where they are than to jump into a new opportunity. This trend is also a challenge for the recruiter, as convincing executives to explore new opportunities is becoming harder and harder.

While recruiters may have to adjust their strategies, there are still some basic components to successfully recruiting the right person:

Tuesday Morning

Jason Davis on Jan. 22, 2008

People do things for their reasons and not ours.This first and most important principle underscores all the others. It is based on the psychological truth that people always act in a manner THEY view to be in THEIR best interest. Consequently, to be successful in this business, we need to understand what â€œthey view to be in their best interest.â€ This requires an empathetic approach, Read more

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Placements In The Basement

Collecting placements in the basement requires a combination of objectivity, patience and (maybe) a willingness to give up part of the fee for legal assistance. But itâ€™s almost always worth it. – Read More

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Maximixing Production In A Strong Market
In such a market, however, there is a great tendency to drift away from the habits and thought patterns of success. Earning a good living or even doing extremely well is not enough. In a boom market, you must maximize your production.

Here are 15 reminders or ideas designed to help you to do so. Check yourself against the following, and see how well you do. – Read More