What makes a good Recruiting Manager? - RecruitingBlogs2024-03-29T00:50:25Zhttps://recruitingblogs.com/forum/topics/what-makes-a-good-recruiting?commentId=502551%3AComment%3A1155790&x=1&feed=yes&xn_auth=noLead by example is great, but…tag:recruitingblogs.com,2011-03-07:502551:Comment:11557902011-03-07T09:01:15.501ZShalaka Katdarehttps://recruitingblogs.com/profile/ShalakaKatdare
Lead by example is great, but that is a feed for performance..As a manager there are other aspects too that one needs to take care of which most importantly affect an individual's and team's performance as a whole. An excellent Manager Has to be able to control the team beahviour, crop the the team politics, add to their knowledge pool (be it market, industry or their personal learning curve) be the buddy one needs & at times lash the whip to bring the BEST out of an individual and as a…
Lead by example is great, but that is a feed for performance..As a manager there are other aspects too that one needs to take care of which most importantly affect an individual's and team's performance as a whole. An excellent Manager Has to be able to control the team beahviour, crop the the team politics, add to their knowledge pool (be it market, industry or their personal learning curve) be the buddy one needs & at times lash the whip to bring the BEST out of an individual and as a team.. @Rebecca ... You make a good…tag:recruitingblogs.com,2011-03-06:502551:Comment:11560002011-03-06T20:12:30.108ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
@Rebecca ... You make a good point ... Wall Street folks are on another Ego Cloud .... Perhaps to Sandra's point we walk a fine line with the Killer Sales guys ego mentality and confidence ... ( I still don't mind having one or 2 of those guys/girls in my camp with their ego's checked at the door :) perhaps an ongoing task in order to manage these players ...
@Rebecca ... You make a good point ... Wall Street folks are on another Ego Cloud .... Perhaps to Sandra's point we walk a fine line with the Killer Sales guys ego mentality and confidence ... ( I still don't mind having one or 2 of those guys/girls in my camp with their ego's checked at the door :) perhaps an ongoing task in order to manage these players ... Most successful people have s…tag:recruitingblogs.com,2011-03-06:502551:Comment:11559982011-03-06T19:14:08.871ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
Most successful people have strong egos. My take is not exactly leave it at the door just have your ego in order. When the ego is in order one knows they are good, there is nothing to prove individually so the focus becomes the success of the team or the business. People who have their ego in order can roll with the punches, lead without having to be in the spotlight and feel they are successful if the success of the whole is achieved.
Most successful people have strong egos. My take is not exactly leave it at the door just have your ego in order. When the ego is in order one knows they are good, there is nothing to prove individually so the focus becomes the success of the team or the business. People who have their ego in order can roll with the punches, lead without having to be in the spotlight and feel they are successful if the success of the whole is achieved. @Paul Alfred ~
Ego's do not…tag:recruitingblogs.com,2011-03-06:502551:Comment:11555962011-03-06T19:07:33.247ZRebecca B. Sargeanthttps://recruitingblogs.com/profile/RebeccaBSargeant
<p>@Paul Alfred ~ </p>
<p>Ego's do not drive innovation!!! Let us be clear. They take innovation to market!</p>
<p> </p>
<p>Comparing apples to apples - Do we need them to restart our economy? I would consider them the kindling to the fire we need to maintain. </p>
<p> </p>
<p>The question is not whether or not an Ego Maniac CEO can start, run, manage and/or sell an organization. It's been proven they most certainly can but.....Ego is also what caused this recession ;-) </p>
<p> </p>
<p>I…</p>
<p>@Paul Alfred ~ </p>
<p>Ego's do not drive innovation!!! Let us be clear. They take innovation to market!</p>
<p> </p>
<p>Comparing apples to apples - Do we need them to restart our economy? I would consider them the kindling to the fire we need to maintain. </p>
<p> </p>
<p>The question is not whether or not an Ego Maniac CEO can start, run, manage and/or sell an organization. It's been proven they most certainly can but.....Ego is also what caused this recession ;-) </p>
<p> </p>
<p>I am allows looking long term and the two most important questions for me are...</p>
<p>1.) Will the organization survive the CEO's EGO during their leadership and after they are GONE!!! </p>
<p>2.) Is the organization built on a foundation that promotes self sustaining revenue. </p>
<p> </p>
<p>The "me, me, me" mentally is killing our Fortune 500 organizations. </p>
<p> </p>
<p>As a country just coming out of a deep recession we really need to put the structures in place for long term sustainability. This kind of mindset will allow us as an industry to weather the next recession.</p>
<p> </p>
<p>BTW ~ Surprise, surprise that happens every 10 years like clock work!!!!! </p> @Rebecca ... Thanks for the B…tag:recruitingblogs.com,2011-03-06:502551:Comment:11557742011-03-06T18:33:28.078ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
<p>@Rebecca ... Thanks for the Book recommendation ... You are generally right but I have worked with Ego driven Sales types who have sold their companies or are running 5 - 10 million dollar operations ..</p>
<p> </p>
<p>How would you describe the Larry E the Ego Maniac CEO of Oracle Corp who spun off leaders who launched Salesforce.com ... I hate egos ... and i always preach "Leave your ego at the door" ... But it can be argued that these personalities are necessary in a market driven…</p>
<p>@Rebecca ... Thanks for the Book recommendation ... You are generally right but I have worked with Ego driven Sales types who have sold their companies or are running 5 - 10 million dollar operations ..</p>
<p> </p>
<p>How would you describe the Larry E the Ego Maniac CEO of Oracle Corp who spun off leaders who launched Salesforce.com ... I hate egos ... and i always preach "Leave your ego at the door" ... But it can be argued that these personalities are necessary in a market driven innovative economy such as ours ...</p> @Paul LaFrance ~ The people l…tag:recruitingblogs.com,2011-03-06:502551:Comment:11557712011-03-06T18:14:12.371ZRebecca B. Sargeanthttps://recruitingblogs.com/profile/RebeccaBSargeant
<p>@Paul LaFrance ~ The people looking for “ground floor opportunities” are already running their own shops. Instead of wasting “high compensation” on a person who may or may not offer you a return on your investment, you may consider reinvesting that money into your team. That money would quickly and easily allow you to create an environment where your Recruiters are self sustaining and growing other Recruiters. </p>
<p> </p>
<p>@Paul Alfred ~ Many staffing agencies mistake “Ego” for…</p>
<p>@Paul LaFrance ~ The people looking for “ground floor opportunities” are already running their own shops. Instead of wasting “high compensation” on a person who may or may not offer you a return on your investment, you may consider reinvesting that money into your team. That money would quickly and easily allow you to create an environment where your Recruiters are self sustaining and growing other Recruiters. </p>
<p> </p>
<p>@Paul Alfred ~ Many staffing agencies mistake “Ego” for “Drive.” </p>
<p> </p>
<p>“Long term” high performers are driven from within. These individuals are about the health of the organization and the team around them. Their customers are loyal and will pay a higher fee for the attention of these individuals to their needs. Often you can find these people in an organization by looking for the person who is winning MVP awards, year after year. They are the ‘go to’ person within a successful team.</p>
<p> </p>
<p>Ego Driven sales people CANNOT sustain their level of revenue, year over year. When they are put in a questionable situation, they have reputations of sacrificing a team member, manager or even a client. This type of producer is easily identified. If their ego is not consistently fed and stroked, their production will fall off quickly and explosively. </p>
<p> </p>
<p>(For more information about these differences, check out the book “Good to Great”. The chapter discussing the different CEO styles goes into more depth than I can explain here on this forum. )</p>
<p> </p> Hi Paul, there is a market.…tag:recruitingblogs.com,2011-03-06:502551:Comment:11556722011-03-06T01:17:20.878ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Hi Paul, there is a market... The question is a great Recruiting Manager if he/she is any good would be tied to a very attractive group bonus gained from the team being managed ... So you might want to look for a Seasoned Recruiting Professional (15-20 years) Exp who has done the "been there done that full cycle recruitment" and is now interested in mentoring others an attractive $100k base plus a group bonus could bring you a lot of interest ...
Hi Paul, there is a market... The question is a great Recruiting Manager if he/she is any good would be tied to a very attractive group bonus gained from the team being managed ... So you might want to look for a Seasoned Recruiting Professional (15-20 years) Exp who has done the "been there done that full cycle recruitment" and is now interested in mentoring others an attractive $100k base plus a group bonus could bring you a lot of interest ... I am an owner of a mostly ski…tag:recruitingblogs.com,2011-03-05:502551:Comment:11552762011-03-05T20:04:33.560ZPaul LaFrancehttps://recruitingblogs.com/profile/PaulLaFrance
I am an owner of a mostly skilled staffing company in Michigan. We have revenues, mostly in the contract staffing, of over $10 MM. We do some search work, and some direct hire, but our goal is to become a significant player in engineering, accounting, and perhaps, IT search. I know that we will not get to where we want to go until we have a separate, full-time staff to support passive recruiting and candidate focused placements. I need to hire a recruiting manager to lead our efforts, so…
I am an owner of a mostly skilled staffing company in Michigan. We have revenues, mostly in the contract staffing, of over $10 MM. We do some search work, and some direct hire, but our goal is to become a significant player in engineering, accounting, and perhaps, IT search. I know that we will not get to where we want to go until we have a separate, full-time staff to support passive recruiting and candidate focused placements. I need to hire a recruiting manager to lead our efforts, so this article caught my attention. I was wondering if I might get some feedback........what market is out there for someone who understands the desk (by doing), who would look at this as a ground floor opportunity as a chance to make something great? I know my overhead is much less than the huge nationals, so my ability to highly compensate the right person is there. Ideas? I agree with Jerry ... But no…tag:recruitingblogs.com,2011-03-04:502551:Comment:11552392011-03-04T18:15:08.388ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
<p>I agree with Jerry ... But not every Recruiting Manager makes a great Coach or Trainer ... Sometimes effective Managing is identifying which of your Top producers would make great mentors as new Recruiters come in they get buddied up with a Strong Producer....</p>
<p> </p>
<p>@Rebecca - Great Sales People also have egos ... And sometimes this ego is key to their success ... Its not always easy to tell a Top Producer with an ego to leave it at the door ... </p>
<p>I agree with Jerry ... But not every Recruiting Manager makes a great Coach or Trainer ... Sometimes effective Managing is identifying which of your Top producers would make great mentors as new Recruiters come in they get buddied up with a Strong Producer....</p>
<p> </p>
<p>@Rebecca - Great Sales People also have egos ... And sometimes this ego is key to their success ... Its not always easy to tell a Top Producer with an ego to leave it at the door ... </p> Jerry Knocks it out of the pa…tag:recruitingblogs.com,2011-03-04:502551:Comment:11555102011-03-04T15:30:19.215ZRebecca B. Sargeanthttps://recruitingblogs.com/profile/RebeccaBSargeant
<p>Jerry Knocks it out of the park with his answer! </p>
<p> </p>
<p>Here are my top three suggestions....</p>
<p> </p>
<p>First replace "manager" with "coach." Coaches are hired because they drive results through out peoples talents. As a Coach you also level the playing field and can more effectivly adjust the Recruiters process for peak affectivness. </p>
<p> </p>
<p>Second k<font size="2"><span lang="EN" xml:lang="EN">eep your message Simple and Clear. Recruiters are nitrous for chasing…</span></font></p>
<p>Jerry Knocks it out of the park with his answer! </p>
<p> </p>
<p>Here are my top three suggestions....</p>
<p> </p>
<p>First replace "manager" with "coach." Coaches are hired because they drive results through out peoples talents. As a Coach you also level the playing field and can more effectivly adjust the Recruiters process for peak affectivness. </p>
<p> </p>
<p>Second k<font size="2"><span lang="EN" xml:lang="EN">eep your message Simple and Clear. Recruiters are nitrous for chasing squirrels, shiny objects, shoe laces, and pretty much anything that moves. It is very, very important that you, as the Leader, keep our desks clear and keep our heads in the game. The only way to effectively do this is to find a motivating mantra and stick with it. If you want two fills per month then say that Simply and Clearly.</span></font></p>
<font size="2"><span lang="EN" xml:lang="EN"><br />
</span></font><p><font size="2"><span lang="EN" xml:lang="EN"> </span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">Third SAY "THANK YOU!" Statically people will work harder, longer and with less pay, if you can follow the simplest little plan listed below. It called….</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN"> </span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">The "No cash investment way to increase profitability" is:</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">a. Check your EGO at the door</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">b. Walk up to a Recruiter</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">c. Extend your hand</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">d. Shake their hand</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">e. SAY "THANK YOU!"</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN"> </span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN">If you did this once a week to each of your Recruiters, I guarantee, after the shock wears off, you would see an increase in productivity. Do it weekly, and watch their productivity rise WEEKLY.</span></font></p>
<p><font size="2"><span lang="EN" xml:lang="EN"> </span></font></p>