Search Results - brand-new base

Comment on: Topic 'Recruiter compensation plans': willingness to share. pam claughton said:The plan you mentioned would work for a brand new recruiter, but in all honesty, I've never seen as low as 30%. At the agency where I worked for many years, the newest recruiters started at 35%, then went to 40 and then to 45%. In their second year, they had chance for 50%. Recruiters with more than 5 years experience always started at 50%, so I can understand your senior recruiter not considering anything less. Seniority makes a big difference as you don't have to spend the time with those people as you would with a more junior person. Plus the reality is with the internet and other contacts, it's not difficult for a senior recruiter to go on their own and make 100%. For that reason, I've seen senior recruiters start at 50% and go as high as 70-80% depending on their volume and seniority. …; Added by Allison Sherwood at 5:19pm on May 11, 2009

Topic: Business Development Position: for its brand new Center City Philadelphia, PA office. With multiple locations around the Philadelphia Metro area; this growing firm is now looking for a Sales Professional to tackle their Center City market. Along with an uncapped commission potential there is a very competitive base salary along with full benefits. Requirements: Previous B2B Sales experience Experienced Cold Calling Experienced meeting with clients (face 2 face) and successfully selling services / products A knock down doors, “I’m going to be successful no matter what it takes!” attitude. Self motivated, Excellent Communications Skills, Computer skills/understanding of: MS Office (Word, Outlook, Excel, PowerPoint) and various other Administrative software packages is a plus. Previous Sales for the Staffing / Administrative Staffing Services Industry is a plus but NOT required 4 Year Degree is a plus but NOT mandatory The new hire will be given some initial accounts so he/she can start making Commissions Right Away! Duties: (A typical day) 8AM – 10AM: Call on potential hiring managers to schedule appointments; 10:30AM - (Lunch) - 3PM: Meet with hiring managers, sell services, negotiate agreements, take job requisitions; 3:30PM – 5:30: Enter information collected from client meetings into database system, distribute jobs to recruiters, meet with recruiting team to discuss best practices for closing out job orders, plan for next morning’s calls. Anyone interested? Send resumes in a MS Word document to recruitmentdoctor@yahoo.com and I will give you a call. GO PHILLIES!!!…; Added by Harry Dougherty at 4:04pm on October 29, 2008

Blog Post: Start Job Search by Creating Your Brand

You are in the initial stages of a job search and trying to figure out how to get the ball rolling. Step back and think about your last shopping expedition for any…

Added by Brian Hill at 9:50am on June 18, 2014

Blog Post: Top 10 Digital Marketing For Recruitment Consultants in Mumbai: Mumbai is the city of dreams where many people came to make their dreams. People came for Jobs. Jobs are the critical factors in Mumbai. Without Job, you can't stay at Mumbai. This is the reason…; Added by Aditya Pandey at 1:22am on November 16, 2019

Blog Post: Recruitment Technology Trends 2020: Not so long ago, the role of a recruiter in a staffing firm was more about scanning resumes, creating jobs, working on requisitions, shuffling paperwork, and making intuitive…; Added by TargetRecruit at 8:25am on January 24, 2020

Blog Post: 5 Coaching Strategies Companies Should Adopt to Retain Their Customers

Customer retention is an important…

Added by Jeremy Sutter at 12:32am on February 1, 2018

Blog Post: Whiteboard Wednesday: SEO Doesn't Matter for Talent Acquisition: A while back I wrote a post about why SEO is a waste of time for HR. Up to this point, no one has come out to prove me…; Added by Phil Strazzulla at 2:22pm on March 21, 2018

Blog Post: Community managers and the evolution of the recruiting function: The idea of a community manager isn’t unique to the recruiting function. The term is borrowed from the consumer world and emerged with the influence social media is exerting on brand…; Added by Susan Burns at 7:55pm on April 19, 2009

Blog Post: The Marriage is Over. He dumped me on Twitter.: When you stop to think about it, perception is an extremely powerful branding tool. It can make or break you. It never ceases to amaze me how well social media enables us to brand ourselves, our…; Added by Heather Gardner at 7:02pm on July 6, 2008

Topic: Referral Lead Creation- Creating an Abundance of Great Leads: every candidate sourced and communicated with, will be the 'right' fit for our assignment which means we now have a greater referral creation base from which to build a foundation for our continued success. Follow this simple script to generate high quantity and high quality leads! Referral Lead Creator- Past Candidate Step One: Small Talk / Chuckle Hello, Jim? This is Ron Mason with Ron Mason International. How are you doing? Great! Listen I was thinking about our last conversation and decided maybe I should leave sales. Your pitch was awesome. Step Two: Ask I’m calling for a couple of reasons. First, I’d like to ask you a question. Even though you have never worked for a company I recruit for, based on your experience with me through interviewing with my clients in the past, would you feel comfortable referring me if you knew anyone who was looking at new job opportunities? Step Three: Promise Great! I want to assure you Jim, that if you did recommend me to anyone, you will never regret it. I will make their goal, my number one goal. I will give them excellent service. I will keep you informed through out the interview process. It is important to me that you know how much I value your recommendation. Step Four: The Reason / Help The other reason for my call is to ask you if you know of anyone thinking of hiring or looking for a new job in the near future. You see, Jim, the job market in our area has been very active, and most of the Candidate’s I work with have landed in new jobs, so I need great people for my clients. Step Five: Who Do You Know Who…? Who do you know who might be interviewing or looking for a new job? Step Six: Probe ( Close Three Times) 1. How about someone you currently work with? 2. Anyone in the neighborhood? 3. Anyone from the last company you worked with? Step Seven: Permission and Commitment No? Well, I appreciate your help. Let me ask you, Jim, from time to time there are new opportunities and changes in the market that could affect your income. If I were to keep you posted on those changes, would that be of value to you? So if I kept in touch would that be okay with you? Great, then, I promise I will. I offer tele-seminar courses, group coaching and individual coaching, specifically focused on relationship based recruiting, sales process and accountability. Ron Mason Coaching . Let's get in communication, so if you have any questions, thoughts, ah-ha's or objections, shoot me an email. ron@ronmasoncoaching.com…; Added by Ron Mason at 7:26pm on August 11, 2008