On Becoming a Great Recruiter - Part 8

Fri, 04 Aug 2006 12:00:00 -0800

The fight for top talent is intense and it will get worse. Interim results from our 2006 Recruiting and Hiring Challenges survey (this is the last week you can still take the survey) indicate that the number of offers being turned down is increasing, ad response is declining along with candidate quality, and turnover is increasing. In my opinion, without great recruiters implementing best practices for every search, these problems will not go away. The purpose of this "On Becoming a Great Recruiter" series is to give recruiters hands-on tactics to hire great people, one search at a time.

On Becoming a Great Recruiter - Part 7

Fri, 28 Jul 2006 12:00:00 -0800

When someone says "no" to your offer, your goal is not to convince him to say "yes." Your goal is to get him to say "maybe."

On Becoming a Great Recruiter - Part 6

Fri, 21 Jul 2006 12:00:00 -0800

If one of your client groups has ever incorrectly eliminated a good candidate because someone on the hiring team was a weak interviewer, this article is written for you.

On Becoming a Great Recruiter - Part 5

Fri, 14 Jul 2006 12:00:00 -0800

If you've followed the advice provided in the previous four articles, you're now finding more top active and passive candidates.

On Becoming a Great Recruiter - Part 4

Fri, 07 Jul 2006 12:00:00 -0800

We're into the fourth week of our eight-week program on becoming a top 10% recruiter. By now, you should have taken the online recruiter diagnostic to benchmark your current performance. You might want to take it again to see how much you've improved so far. Here's the link to our Recruiting Challenges 2006 survey. This is one you'll want to take. Participants will learn where they stand among their peers in both performance and compensation.

On Becoming a Great Recruiter - Part 3

Fri, 30 Jun 2006 10:39:14 -0800

We're into the third week of our eight-week program on becoming a top 10% recruiter. Aside from reading the two previous articles, there were four other things you had to do to get to this point: 1) take the online recruiter diagnostic to see where you are today; 2) email me (lou@adlerconcepts.com) about the biggest change you need to make to become a better recruiter; 3) sign up for a comprehensive survey; and 4) begin tackling the reading list presented in the previous article. Now you're ready to find some top candidates.

On Becoming a Great Recruiter - Part 2

Fri, 23 Jun 2006 12:00:00 -0800

Managers have a hard time assessing competency and motivation, even though many have gone through some type of formal interviewing training. It turns out the real problem is not the questions being asked; it's not knowing the job they're evaluating the candidate against. Not knowing real job needs turns out to be the root cause of the most common hiring mistakes: hiring people who are partially competent, or hiring people who are competent but not motivated to do the work required.

On Becoming a Great Recruiter - Part 1

Fri, 16 Jun 2006 12:00:00 -0800

Over the next eight weeks, you have a chance to learn what it takes to become one of the top recruiters in the country. This means you'll be able to make at least $150,000-$175,000 per year; you'll be seen as a true career consultant by your candidates and a true partner by your clients.