it sounds like they are hesitant to make a move due to the economy. I'd probably probe a bit to try and find out the reason. Are they stalling because THEY are scared or is it an order from upper management? You can't do much about upper management (unless you've developed relationships with them, which would be advisable).
If it is the hiring authority who is hesitating you need to create urgency. For instance, if you have an "A" candidate they love, it is your responsibility to let them know that hesitating is sending the wrong message to the candidate and stalling momentum. It is your job to make sure they aren't missing out on an "A" producer.
Now, if you don't have an "A" candidate, then I wouldn't suggest pushing a "B" or "C" just to get paid. That will hurt your credibility in the long term.
What I would be doing is pounding the phones! Not since 2001, has there been a better chance to be building a pipeline of "A" candidates who are nervous about their jobs or who just got laid off. Although you may not see revenue immediately, this is a "buy low" situation that may pass shortly after the elections.
Hope that helps!…
s would emerge.
Maureen Sharib said:Robin: One more thing abt my mom. She told me if someone is willing to give you a paycheck you're not only creating that paycheck for yourself you're also creating wealth for them. Why give it away?
Interesting that all the respondents so far in this string are women.
Barbara: My efforts were well rewarded for short periods. In my experience, agencies typically want you until you're a top producer then cut you loose and keep what you've brought to the table without having to share. The longest this "cycle" ever lasted was 5 years and I thought I'd found the promised land of recruiting. Until one day, out of the blue, I was laid off. Over the phone, no less. Klassy.
Maybe that's just the way the agency world works here in Tampa but I don't trust a single one of them so who do you work for when that happens? Right. Yourself. :) Maureen, your mom sounds wise. :)…
Added by Robin Eads at 12:53pm on November 17, 2009
own, and then found it very difficult to make an income.
From what I can tell, and I've interviewed scores of experienced recruiters, the reasons for changing and moving from one firm to another are either an uneasiness with the culture, or a feeling that the recruiting commission should be higher.
The recruiter is the dealmaker. Without the recruiter, the firm has nothing. So, bitterness and resentment develop when one recruiter, or two recruiters pull an entire office. The top producer needs to be paid more, but the problem is overhead for the comany. The 80/20 rule is true in most offices, 20 % of the recruites do 80% of the business. So, a bigger cut for the top producers gives the owner too slim of a margin to be able to hire and train recruiters.
It is interesting that the top producers are not necessarily successful when on their own. I think that some personalities thrive in an environment working with others. Also, recruiters tend to go on their own too soon. I believe it takes five years to learn this business. I've seen more rookie 'stars' go out on their own and fail than experienced recruters. The experience brings the ability to survive in different economic makets, and with the myriad of situations that arise from day to day.…
our 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.
@Paul Alfred ~ Many staffing agencies mistake “Ego” for “Drive.”
“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.
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.
(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. )