Search Results - returns

Blog Post: Don't Just Pat a Veteran On The Back: Do One Better-Give them A Job!: Added by Margo Rose at 5:51pm on April 24, 2010

Blog Post: Diary of a Wimpy Resume: How to Avoid Getting Picked On: Added by Mark A. Leon at 11:48am on May 4, 2011

Blog Post: Coffee and Writing Effective Email Introductions: In a Perfect World…; Added by Robert Wright at 12:04pm on October 31, 2011

Blog Post: Agency Recruiters are dead…long live Agency Recruiters!: NOVEMBER 2011 …; Added by Robert Fanshawe at 7:09pm on November 6, 2011

Blog Post: Boost Your Business with an Online Marketing Campaign: The online marketplace can be both challenging and rewarding at the same time, and you need to use this to your…; Added by Lorien Roux at 8:12am on March 4, 2013

Blog Post: Talent42 Review - Hiring World Class Tech Talent with Cheryl Ainoa from Intuit: Here’s a novel idea – NON-Recruiters speaking at a Recruiting conference. What? Is that even allowed? Thank goodness it is or we would never have heard from …; Added by Amy Ala Miller at 11:09pm on July 7, 2013

Blog Post: Data Driven Recruiting To Hire Data Analytics Talent: India is among the top 10 countries regarding data analytics. The data industry is witnessing rapid growth driven by increased demand for cloud-based and predictive analytics…; Added by Skillventory at 8:00am on August 8, 2017

Blog Post: AI Won't Replace You, Someone Using AI Will

Curious about AI's impact on careers and industries? AI isn't here to replace us but to empower us, transforming domains by handling routine tasks and enhancing decision-making. It's…

Added by Rchilli Parser at 11:40am on March 5, 2025

Topic: How Many Names? Updated 2008: ually,” I warn. It’s a big “usually”. It depends on the veracity of the names sourced, of course; but it also depends on the skill level of the recruiter. I can only bring you the names – what you do with them is entirely up to you. In most fields, though, 30-50 names of the truly passive candidate (the one insulated between the walls of a company doing the work you need him to do for you) will result in a hire if you are an average skilled recruiter. I know I have my detractors in this space, and to give them due credit, I acquiesce that there are some fields where this general rule of thumb doesn’t work. It doesn’t usually work in pharma or bio or in defense; it is challenged in sourcing out of the “Final Four”. It may be a little on the high side for positions in call centers or inside sales. But for the most part, 30-50 names can do it, and the formula works amazingly well. Following is an up-to-date assessment of what I believe it takes these days to accomplish ONE IMMEDIATE HIRE out of telephone sourced names. Keep in mind, this DOES NOT speak to how many Internet-sourced names you need to accomplish the same thing. I have seen estimates from esteemed Internet sourcers that place these numbers at about twice, sometime sthree times the numbers of Telephone-sourced names. These numbers come from what my customers report back to me, my own experience in the sourcing process, the size of my average jobs and my intuition. Nothing scientific, mind you. The industry is also very important, in general, the hotter the industry, the more people you’re going to need. Location is important. You’re going to need less people upfront if you’re not going to have to move them. If you do have to move them be prepared to see your names need estimate numbers double, maybe even triple depending on the desirability of the location. Warm climates attract more people than cold, so if your job location is cold, you’ll probably need more (than for a warm clime) if you have to move them in. It’s a common sense thing. You have that, right? Remember, these “telephone sourced names” are coming out of specific companies that you choose – it's a given here that you know what companies contain the types of employees you covet most. I tell my customers that choosing an appropriate target list is half the battle of any search. I remind you, and I can’t stress this enough, these estimates are entirely predicated on what industry you’re working in. The more highly paid the individual, the more implanted ( stock-optioned) he/she is in the company, the brainier the candidate needs to be - all these things impact your Sourcing Needs. If I had to pick a number, I tell people 50 names, nine times out of ten, if worked properly, should produce a hire. The if worked caveat is important – make sure the names you source get called! It’s amazing to me that some names just seem to fade away – the recruiter never gets around to calling them. I can’t understand this thinking, so I’m at a loss to explain it. How Many Names Do I Need For One Immediate Hire? Outside Sales Reps 20 - 40 Inside Sales Reps 20 - 30 Sales Managers 30 - 50 Construction Supervisors 40 Marketing Managers 30 Group Marketing Managers 50 Sales Engineers 50+ Note: Rare skill set – these people with sales and technical expertise facing customers in one package! Engineering (Software) 30 - 40 Engineering (Hardware) 40 -100 Note: really depends on skillsets/level of technology you’re seeking- Radar? Fergeddabout it! Order 200 and cross your fingers. Engineering (Mechanical) 50 Engineering (Chemical) 75 Engineering (Civil) 40 Research & Devt (Pharma) 75 - 150 High Yield Research Analysts (Fin’l) 50 Disability Examiner 30 C Levels 50 – 100 Note: depends on the C (CEO, COO, CIO, CSO, CFO, etc.) Call Center workers 20 Financial Analysts 30 – 50 Note: really depends on market vertical Commercial Underwriters 25 Note: dropping because of the current mortgage meltdown Consultants Big (Final) 4 50++ Note: really depends on industry vertical Biz Development Managers 30-50 Patent Attorney 50 - 100 Commercial Loan Officers 20 – 30 Note: dropping because of the current mortgage meltdown Defense/anything seems like 1000 Note: one of the toughest sectors because of the current political climate To work the dollar metrics into this, very simply, to hire not-so-easy-to-find Business Development Managers at a per-name rate of $45 per name for 50 names: *For $2250, an HR department can put 50 on-target real-life summaries of individuals into their stream of savings for their future hiring needs. These 50 names will, in all likelihood: produce 1-3 immediate Business Development Managers produce 2-4 more Business Development Managers over the next six months produce 4-8 Business Development Managers over the entire first year produce 6-10 Business Development Managers over two years *These returns are predicated on a harder than usual position to fill. Remember, you’re pipelining these folks, staying in touch with them and most importantly, cultivating them effectively. This is the real challenge in most staffing organizations that experience high turnover. For $2250 original, raw cost? What CFO wouldn't do back flips over that? ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Join the MagicMethod telephone names sourcing group here on RecruitingBlogs here.…; Added by Maureen Sharib to Phone Sourcing at 12:40pm on April 4, 2008

Topic: That was the week that was...Week ending August 21, 2009: e, is it? Monday... Above the Fold Increasing Return by Understanding Talent by Saleem Qureshi Recruitment, The Times They Are A-Changin by Paul Jacobs Deal Maker or Deal Breaker, Which are you? by Craig Silverman Recruitment is a non-rational process by Charles Van Heerden Rayanne's Bonus Track Persistency Recruitopian Footnotes HR Florida: Walk Down Swag Lane by Laurie Ruettimann Tuesday... Above the Fold Top Influencers v1.21 Mike Mayeux by John Sumser Recruiters: The Sportscasters of Industry by Dan Nuroo Big Shoes Leave Lasting Footprints! by Alex Putman The money question The money question by Eric Raynard INNOVATE or DIE by Chad Sowash Rayanne's Bonus Track Green Light Recruitopian Footnotes Our Role As Leaders During Times Of Change by Vivian Wong Wednesday... Above the Fold Talk it out by Suzanne M King How long is your shortlist? by Charles Van Heerde Social media – it’s a tool, not a strategy by Greg Savage Claudia's Wednesday Wisdom Wednesday Wisdom: I wonder why? Rayanne's Bonus Track Wind-Up Key Recruitopian Footnotes Jim Durbin on Recruiting on Facebook The Recruiting Animal Show Three Reasons Why HR Isn’t Politically Vocal by Lance Haun background checking with social networking by cheezhead Thursday... Above the Fold A Bad Case of CEO-itis by Saleem Qureshi Is good recruiting about experience, expertise or talent? by Andy Headworth No Respect for the Candidates! Who is with me? by Darrin Grella Thursday's Thrasher WHY IN THE NAME OF EDGAR ALLEN POE CAN YOU NOT WRITE ????? by Sandra McCartt Rayanne's Bonus Track The is an E-Ticket Rife Recruitopian Footnotes The Jessica Lee Twitter Follow Starter Pack, for HR Pros by Jessica Lee What They Hear Is Related to What They See by Maureen Sharib Is Your Resume Fact or Fiction? by Lisa Rosendahl Friday... Above the Fold Top Influencers V1.22 Shally Steckerl by John Sumser The Ringmaster’s on a smoke break… by Kelly Moeller Rayanne's Bonus Track Has Your Product Expired? Recruitopian Footnotes What woodworking has taught me about job boards by Jeff Dickey-Chasins Best Out Of Office Replies for the Recruiter on the Go by Michael Glenn The Four Least Wanted - how to counter and neutralize poor candidat... by Mindy Slobodkin Fineout …; Added by Amitai Givertz at 1:23am on August 23, 2009