reds a week?
I personally receive anywhere from 8-10 unsolicited phone calls from unqualified candidates per day and well over 100 unsolicited email resumes a week. Everyone of those people expects me to find them a job. We all know this is completely unrealistic. I work 12+ hours per day already and I'd definitely have to tack on an extra hour or so per day if I indulged everyone who reached out to me. When I say indulge, I mean having a thorough conversation to make the candidate feel like they received personalized attention.
Let's flip the script. When I call a hiring authority, I assume they are already inundated by other staffing professionals trying to make a living. The fact they don't respond isn't because they are unprofessional. In fact, I think it is quite to the contrary. That person earned the authority to make decisions based, in part, on their professionalism. Part of being a professional is knowing how to manage your time most effectively, while avoiding complete burnout.
When they don't respond, I assume it is because I took the wrong approach. I didn't do enough to stand out or I didn't think about WIIFM.
We have to remember that the hiring authority is the customer and, in this economy, they have many, many choices. I realize this can be frustrating, but pursuing business is a very competitive, strategic endeavor - survival of the fittest at its finest.…
say that's deserving of a fee in line with whatever their other agencies get.
I've had success with calming the new to me and still somewhat nervous hiring authority by going with this arrangement: a 90 day guarantee where I invoice half the fee on the start date, and the other half is due 90 days later..if the candidate doesn't make it to that point, the company keeps the other half..this way, neither side gets totally hosed if a moonbat gets by everyone's BS detector.
beyond that, the final judgment as to a candidates suitability rests with the hiring authority.. after all, they write the job description, are free to ignore the careful screening of our candidates and go with their gut feelings, demand to check references on their own, etc..it's all perception, and humans can't be truly objective if their lives depended on it..so why should a hiring authority hold a recruiter financially hostage, if the preference and judgment they exercise doesn't work out?
I've told clients that YOU are going to hire the candidate that YOU think is best, and my job is to give you a choice of qualified and pre screened candidates..and to assist in the process of selection as much as I'm needed to.. but once the guy comes on board, it's up to you to fulfill the expectations you set during the interview ( likewise for the candidate ). I can't control either party, therefore, there's no way i would agree to fully refunding a fee..…
cruitment industry is 'broken'. Agency recruiters need to understand how they add value to their clients and candidates and change what they do to meet this need. Greg has build and run major international recruitment companies and speaks with massive authority in this subject.
This webinar is one of Shane McCusker regular recruitment webinar series. For more information and to see other recruitment webinars see Shane's Recruitment Blog http://www.intel-sw.com/bog…