Kimberly Schenk asked:


In order to be a top Executive Recruiter it’s crucial to get sound, proven training. Recruiters must learn the process. Next they must follow and trust that process day by day. Successful Recruiters all use a method and make hour by hour decisions based on the question, “What will help me make a placement this week?”

High level recruiting is an art. Top Recruiters focus on those tasks that will place a good (or great) candidate in front of an employer who has a desperate need to fill a position. If the Recruiter has qualified the employer client and the candidate, the odds of an offer being extended increase dramatically. Top Recruiters have prepped both the decision maker client and candidate, to ensure the interview goes well.

Don’t waste precious time tossing resumes at an employer. In my opinion, that’s the weakest strategy recruiters use. It’s not even recruiting, in my opinion. Any employer could have an administrative assistant sort through a stack of resumes and pull out a few they like. People are not pieces of paper. Decision makers who need a position filled love to work with a professional who saves them time and provides exactly the kind of candidate they want; they want their Recruiter to do all the work except interview. By the way, once you’ve proven yourself to a client, interviews often turn into a ’stamp of approval’, because the trust is so strong.

A high level Recruiter controls and manages the entire placement process. They never stand on the sidelines wringing their hands, wishing their employer client would look at the three or four resumes they have supplied. Recruiters who focus on resumes, give away their power and their success. Frankly, they are asking their client to do too much of the work!

Hiring new people is a necessary evil to many hiring managers. If they are understaffed, these managers may have more crisis to handle. They may procrastinate, postponing time consuming interviews. When a company client works with a smart, effective Recruiter, that Recruiter chooses two potential hires (possible three), presents those candidates in a desirable light, makes sure the interview takes place, debriefs both parties, and ensures one of the candidates gets hired.

Top level Recruiters make hiring effortless and easy for their clients. That’s why their clients continue to use them and that’s why these clients are willing to pay the big bucks for an Executive Recruiter’s service. It doesn’t matter if you’re a Contract Recruiter, Contingency Fee Recruiter (Headhunter), in-house Corporate Recruiter, or part-time Mom Recruiter; if you want to make more placements, have more credibility, more fun, and make more money, learn the recruiting process and implement that process every day.

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Mildred

Kimberly Schenk asked:


You’ve decided you want to be a Recruiter and now you must begin. Where do you start? In this article ‘Recruiter’ is defined as a contingency fee or full cycle Recruiter. Also known as Head Hunters, contingency fee Recruiters are paid when their candidate is hired by one of their employer clients.

Here are 5 tips to help you become a successful Recruiter quickly.



 



1. Learn the Process. There are about 30 steps in the recruiting process. From identifying your candidate to getting the check, the process must be learned, followed and trusted. A good Recruiter knows where he/she is in the process at all times. Don’t skip steps. Skipping a step or taking a step for granted can kill a deal.

2. The way a Recruiter manages the process to maximize placements is by mastering a few Recruiting skills. Employers and candidates alike want to trust their Recruiter. Those who establish trust get honest answers and cooperation throughout the process. When there are bumps in the road you’ll use your Recruiter skills to guide all parties to the best outcome. Employers and candidates EXPECT their Recruiter to take the lead and make a deal happen. But they also want to feel they are in control at the same time!

The best outcome for an emloyer is hiring a candidate who has the skills a position requires and is a good personality fit for their organization. The best outcome for a candidate is accepting an offer from a company that provides what he wants and needs at the moment in his career. The outcome also makes the candidate feel like they are taking a step forward.

3. One of the top two recruiter skills is the art of asking questions. When a Recruiter knows how to ask questions well, they are able to manage both employers and candidates effortlessly. Here’s a secret, Recruiters should be listening 80% of the time! When they are listening they’re gathering information and information is power.

Information is what’s needed when one side or the other has reservations about committing to a deal. Carefull use of information helps to close deals. Deals that should be closed and deals it’s the Recruiter’s responsibility to close. A large part of a Recruiter’s job is asking questions.

4. Mastering the art of Listening (skill #2) makes Recruiters money. Lots of money. When you listen well, people naturally feel heard. A by-product of feeling heard is people like you. And then they trust you. When it comes time for the other side to listen, they will. When you listen for thought process completion, the other party feels valued. There are many positive results and fuzzy warm feelings that can be traced back to listening. Having good listening skills is required to consistently make placements as a Recruiter.

There are times in many a placement process when it apprears the two sides may be approaching a wall and there is no way around that wall. Don’t believe it! By listening thoughout the process you’ll have the tools needed to keep inching both parties closer to what they both really want. Recruiters’ have the responsibility of keeping the lines of communications open and clear. Your questioning and listening skills will eliminate frustrations and create happy clients and happy candidates. Your closing ratio will skyrocket!

5. Be a professional at all times. Speak slowly and clearly. Use proper English, not slang. Don’t cuss. Be respectful. Be a good loser if things don’t go your way. Know the full cycle Recruiting process. Stick to that process. Keep investing in your education and skill enhancement. Recruiting is not hard once you know what to do and how to do it well. The more you learn the less effort it takes to make a placement and the more money you’ll make.

There are people in the industry who want to make the Recruiting process seem harder and more mysterious than it is. A desire to help others, common sense, the ability to follow step by step instructions, honesty, integrity, a basic understanding of business, and self confidence are what’s needed to make a successful and happy Recruiter.



Joyce

Kimberly Schenk asked:


Recently someone asked me if the recruiting industry was saturated with Recruiters or was there just so much turnover because the job was so difficult? His question was prompted by the numerous recruiter training programs now available on line.

My answer: No the recruiting industry is not saturated! In fact did you know there was an average turnover rate of 23.6% for American companies in 2006, per the US Dept. of Labor Statistics? That’s a staggering number that shows a great need for Recruiters! The US Government estimates the recruiting industry will grow by at least 50% by 2014. Corporate estimates put the number closer to 70%. There is lots of room for professionals looking to make a career change into recruiting.

There is too much unnecessary turnover in our industry because training still lags behind the demand for good recruiters. If you’re a new Recruiter and you’re thrown into a position without training (it’s done everyday of the week!) your chances of succeeding are limited. On the surface recruiting looks easy. It’s not! Recruiting is about process and if you don’t know the process and how to execute that process you’re likely to watch deal after deal slip away. Ugh!

The answer is simple. If you’re a Recruiter get some training! And once you start applying what you’ve learned you’ll be discerning about what additional training you need. Ongoing education will help your income grow and keep growing. A contingency fee Recruiter can easily earn $60,000 - $120,000 a year. With some good organization and thoughtful assistance those numbers can double in a twinkle.

In-house Recruiters who have full cycle recruiting skills earn $65,000. - $95,000. I know in-house Recruiters who make $120,000. Good contract Recruiters make anywhere from $22. per hour to $60. per hour, depending on the industry.

My point is recruiting is a specialized skill. It is an art that uses a process. A Recruiter with good judgment, common sense, good communication and people skills and a desire to help clients, has no limits. Recruiting is a fun and challenging profession when one is armed with the necessary skills. We don’t go to the dentist thinking this professional is going to ‘wing it’ when it comes to our treatment! Once you demonstrate to your clients you know what you’re doing as a Recruiter you’ll have to do less marketing because your loyal clients will depend on your services and come back again and again.



Erin

Kelli Smith asked:


The idea of recruiters seems fairly straightforward. On the most fundamental level, they’re hired by companies to identify the best potential employees and “recruit” them. For some, this may bring to mind visions of champagne receptions and ball game box seats, but recruiters can bring up feelings of suspicion for many potential employees, especially when it comes to the salary negotiation.

Recruiters work for the company, after all, so isn’t their goal to save the company money rather than get you the best pay possible? If you are in doubt about working with a recruiter, here are 7 secrets about recruiters and how to work with one to get your desired position and salary.

#1. Recruiters Have the Inside Scoop

For many positions, salary is somewhat negotiable, but recruiters usually have the inside scoop. So let’s say a company lists the salary range for a position, but you suspect you can get them to go higher. The recruiter actually knows if they will or won’t budge, so the end effect is that working with recruiters can make the job search process easier for everyone since they can pre-negotiate. If you know you won’t take less than $100,000, and the recruiter knows the company won’t go above $85,000 for the position, everyone knows early on that the fit isn’t right, and you and the company both save time.

#2. Recruiters Can Sometimes Get You a Higher Salary

Not every company hires recruiters, and recruiters don’t recruit for every position. Recruiters often work on identifying candidates for hard-to-fill positions. It may be that the qualifications for the job are very specific and appropriate candidates hard to track down, or it may be that the position is in some far-flung location that doesn’t draw lots of applicants. Whatever the reason, the company wants and needs to fill the position, enough to pay a recruiter to help them do it, and in many cases, enough to sweeten the financial package for the potential employee. So it’s not a given that a recruiter can get you a higher salary, but a company hiring a recruiter signals that the position may offer a higher salary to begin with.

#3. Honesty is Critical

This one’s less a secret and more a mantra for job seekers everywhere. Being up front with recruiters about your qualifications, your salary requirements, and your interest in various positions will take you a long way. They won’t spend weeks advancing your candidacy for Job A just to find out that you’re only really interested in Job B or only really qualified for Job C. In the end, your honesty saves recruiters time, helps you earn their trust and respect, and means that they’ll root for you and be happy to work with you again in the future.

#4. Honesty is a Two-Way Street

Recruiters can do a lot to help you in your job search, and one of the most useful services they can provide is honest reflection of your candidacy. You may think you’re exceptionally qualified and that you deserve a salary at the top of the pay range for a position. A recruiter, especially one you have a good relationship with, can tell you whether or not that’s true. This is one of the points where some candidates become most suspicious of recruiters - since they work for the company of course they’ll tell you you’re worth less than you think you’re worth. Chances are that’s just not the case, especially if they’re doing their jobs right and trying to find great candidates for hard-to-fill positions.

#5. Skirting Doesn’t Pay

It may occur to you that the best way to work with a recruiter is to work around a recruiter - use them to help you identify a position and then skirt the recruiter and go directly to the company to work out the job and the salary on your own. Unfortunately, this clever plan almost universally backfires. The company knows they hired a recruiter, and they know you’re attempting to go behind their back, which is patently unethical behavior. Most companies see dishonesty as a major warning sign. What’s more, the company is no more inclined to give you a higher salary than a recruiter would be. Think about it: If a recruiter works for the company, someone at the company works?for the company.

#6. Recruiters Often Have Long Lead Times

Recruiters offer up a whole new avenue for finding jobs, and they’re unlikely to do anything to hinder your ability to command the salary you deserve, but they’re not necessarily your best bet if you’re in a hurry. Companies often put recruiters to work months before a position opens up. If you’re already working and simply looking to move up or change companies, a recruiters’ pace may work just fine. If you’re not working and need a salary ASAP, more active searching is probably a better match.

#7. Not Just This Job, But the Next One

You can get the most out of your relationship with a recruiter (and a higher salary) by being a great performer on the job after you’re hired. If you do well, you make the recruiter look good, and they’re much more likely to keep you in mind for future, higher-level positions.

Once you know the secrets, working with a recruiter to land the job and the salary of your dreams gets that much easier.



Mary

Kimberly Schenk asked:


Full cycle recruiting means a Recruiter knows how to obtain a search (ie; find a job order and evaluate the parameters of that job order), negotiate the fee, find an ideal candidate, manage the interview, offer, and acceptance process, close the deal, and get paid within 10 days preferably. Today there are thousands of people in the business world calling themselves Recruiters who, ironically, don’t know the fundamentals of recruiting!

If a person wants to work as a Recruiter, in my opinion, the first thing they should do is get some training related to the recruiting process. New Recruiters need to understand the process from start to finish before they can be effective. I’ve seen many corporations push people into positions with the title, ‘Recruiter’, without any training. Noone is served well when this happens.

If you’re interested in becoming a Recruiter here are 10 reasons to “learn it all”.

1. Once one knows how to handle each facet of the process they can focus on enhancing their strengths or improving their weaknesses. Recruiters who know how to recruit effectively can easily find the best niche in the industry for their personality.

2. Knowing what needs to be done during each step of the process gives a Recruiter confidence and the tools they need to evaluate their own performance. They can look back over each placement process and see specifically where they could have said something different to expedite the process or eliminate a roadblock. Their skills allow them to approach ‘passive candidates’ most effectively.

3. Recruiters with FCR (full cycle recruiting) skills offer the best value to an employers, candidates, and themselves. Knowledge is power when it comes to recruiting.

4. FCR is the pathway to make the most money in this industry.

5. When a recruiter is proficient in all the steps of FCR, they can work with other Recruiters to double, maybe triple the number of placements, they could make on their own. Working with a strong team of Recruiters can be both rewarding and lots of fun.

6. Full cycle Recruiters have the skills that are most in demand. The average company in the United States has about 24% turnover a year! That kind of turnover costs companies unnecessary billions each year. Employee retention begins with good hiring practices. If an employee senses they mean nothing to an employer (and many HR departments are famous for making new hires feel like faceless numbers) then new hires feel no obligation to those employers in return

7. When a Recruiter knows FCR they have the most control over their earnings, lifestyle, working conditions, and job satisfaction.

8. FCR is emotionaly, intellectually, and financially rewarding, in my opinion.

9. The skills a Recruiter acquires when they learn FCR are transferable to other areas of work and life. Knowing how to ask questions and listen effectively can help keep a person with teenagers sane. These skills can improve relationships with spouses, neighbors, relatives, and co-workers. These principles apply when one is negotiating to buy a company, car, home, etc.

10. Recruiters who master their craft have less stress and fewer frustrations related to ‘lost’ deals. They are more effective and successful than those who don’t know FCR.

Less than 20% of Recruiters have been trained in full cycle recruiting. That leaves those with full cycle recruiting skills with a tremendous opportunity and vast potential to excel in those industries that attract them most. Don’t try and ‘wing it’ with your career. Make regular investments in your personal recruiter education and it will pay you back countless times over.

We train recruiters. Visit us at http://www.toprecruitersecrets.com



Tanya