iters have better sales skills (if they don't, they die quick). But the rest of this piece is just spewing forth utter crap.
- Great recruiters coach their candidates. I have a scheduled 'interview prep' with of my top candidates today. I did a prep call yesterday.
- Great recruiters never deliver an offer unless they know it will be accepted. We pre-close. Pre-close. Then close. We never manipulate. Manipulation always backfires in the end. When it's a win for the candidate, it's a win for our clients---period. (And I mean it when I say period unlike other leaders)
- When I sell my organization, I give them the good, the bad and the ugly. For me, authenticity in branding works. Transparency and truth works wonders. Here's what I'm offering, is that of interest? Great! I'm generally not working with active candidates, but when I am, I'm clear on who we are, what we do, what their impact can be.
- I have advised candidates to accept other offers. I had a Director of Cyber Security, Lt. Col, coming out of service, graduate degrees from right areas the works. I offered him, Microsoft offered him. Microsoft offered him a target salary with incentives of up to $1-million including sock. I said if he took my offer I might personally bludgeon him for stupidity. Vest in your stock, make your money, and in 4-5 years we'll be calling. We're still friends. He sends me service people who leave and want what we offer and who aren't a fit for him.
- I act in the interest of the candidate AND client. If it isn't a win win, I failed.
- Most offers I make are for huge cuts in pay to join my company. I'm not in a salary war. Many agency recruiters want to pump higher pay for larger fees (I get it). If it's about the money only, the next headhunter who calls them will write a check and they'll be gone anyway.
So nice incite piece, but it's pure crap. Maybe there are internal recruiters like you type. But like I said, I've worked with crappy recruiters on both sides of the fence.