Maurice Robertson's Posts - RecruitingBlogs2024-03-29T00:35:14ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertsonhttps://storage.ning.com/topology/rest/1.0/file/get/1228316873?profile=original&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=200byw2ly30l1&xn_auth=noHam Between The Sandwichtag:recruitingblogs.com,2017-04-22:502551:BlogPost:20186892017-04-22T15:17:56.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>Wow, been lot’s of slag lately on the web about the epic battle, better then the war of the worlds, more heated then the battle of the sexes, some would say, depending on the side of the fence you are on, It’s a battle of good vs evil! Headhunter/Recruiter Vs Human Resources, Alien vs. Predator I could go on all day! The way I see it it’s not a battle at all as we are…</p>
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<p>Wow, been lot’s of slag lately on the web about the epic battle, better then the war of the worlds, more heated then the battle of the sexes, some would say, depending on the side of the fence you are on, It’s a battle of good vs evil! Headhunter/Recruiter Vs Human Resources, Alien vs. Predator I could go on all day! The way I see it it’s not a battle at all as we are on the same side of the table. It’s in both of our best interest to fill the vacancy.</p>
<p>So why all this static? Why all the hurt feelings and rants about this mutually beneficial relationship? On the outside and to the casual observer it doesn’t make any rational sense. But ya news flash we don’t live in a rational world and that goes double for us in the Headhunting jungle. Takes two halves to make the deal, we have to marry both sides together to make it work. Both side of the equation are people not inanimate objects like a car or furniture. Both halves of the deal are always in flux and their needs need to be massaged at times.</p>
<p>Most relationships start breaking down when there is a lack of communication, they further erode when the communication is not clear may be opaque or vague and one of the parties does not fully understand what the other was communicating. Enter the Recruiter/HR paradigm. It’s almost like we are both the “Ham between the Sandwich” The bread in this case is the Applicant and the Hiring Manager. Let me explain.</p>
<p>Hiring Manager puts the req. out to HR who in turn uses a Headhunter. The game is afoot and a few candidates are selected for interviews. Great news as the sales cycle has accelerated. After the interviews “Crickets” no feedback. Zero. There could be a multitude of reasons and here is where communication comes in. The applicant like all other applicants who are on the market most likely have other irons in the fire, the Recruiter see’s all the hard work going down the drain and calls HR and vents. Again here is where communication is so vital to the process.</p>
<p>The reality is HR is not trying to personally wreck your career they just don’t have any info. for you. Trust me they are not holding back, the bottleneck is with the authority who the role reports to. That link has broken down. On the flip side when the Recruiter calls HR and advises that the candidate now has other options and we are going to lose them if we don’t act, sometimes the message, and the communication seems adversarial when it should not be. It’s the emotions of both parties bubbling to the surface. The Recruiter see’s many hours of hard work going down the drain and HR most likely is starting to feel harassed and alienated. A divorce is forthcoming.</p>
<p>Communication is the key. If your clients are bogging you down get new ones. Conversely if your company keeps losing great talent, and is churning through Recruiters you may want to look at the length and the urgency of the Hiring Process.</p>
<p>“Happy Hunting”</p>Objectionstag:recruitingblogs.com,2017-01-29:502551:BlogPost:20009662017-01-29T17:55:59.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>Greetings from the Jungle! Been quite a hectic January so far and this year is looking great on the hunting front. Yes the economy is flat in spots but even companies in these flat spots are in dire need of qualified candidates. In other spots the economy is sizzling hot and the demand for people far far out weighs the supply. Always a good idea as a…</p>
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<p>Greetings from the Jungle! Been quite a hectic January so far and this year is looking great on the hunting front. Yes the economy is flat in spots but even companies in these flat spots are in dire need of qualified candidates. In other spots the economy is sizzling hot and the demand for people far far out weighs the supply. Always a good idea as a Headhunter to work the part of the jungle that has a huge demand but a small supply. That way when you do hit the bull’s eye with your spear you know you will get the maximum benefit from it.</p>
<p>Last time I blogged I wrote a little bit on Biz Dev. It’s the most important aspect of selling. Goes without saying that if you don’t have a paying customer, a customer that will benefit from your goods, products or services, won’t be long until you are out of the game. Once again we need to keep the sales pipeline and funnel full. The only way to get good at it and develop the muscle and mind set is through preparation, practice, and repitition. There is no other way.</p>
<p>Expect objections from potential and even lifelong clients. It’s only natural. Basically objections are a person who is saying “I don’t understand what you are trying to sell me” and/or “the itch I have your product of service doesn’t scratch, I need more info.” Learn to embrace them and get good and countering them. If you expect objections from the outset you won’t be floored and rattled when one enviably comes up. You will be able to handle the questions with ease and poise? Why? Because you have prepared beforehand.</p>
<p>As I have stated many many times before when you are doing a sales presentation and an objection surfaces from the potential customer you don’t really have the luxury to say “ Hang on there Mr Prospect let look at my objection handbook, look at the table on contents, find out under what chapter your objection comes under, look it up and I’ll have the answer in a few minutes… just hang on” If it were that easy! At that point your client is already thinking about another salesperson that can fulfill their needs.</p>
<p>“Experience come just after you need it” is a well used saying because it’s quite true. How do I get the experience? Through repetition keep making those calls and keep going to those appointments. Practice ahead of time. Write down TEN of the most common objections you have come across in your sales vertical. Write down the answers and commit them to memory. Practice in front of the mirror, practice in front of your camera phone or at least record you voice for playback, and if you can role play with a team member. The dividends that it will pay far outweigh the effort.</p>
<p>OK Real time here. As I was saying I’m in a huge Biz Dev mode, making lots of calls and the biggest objection by a mile this week was as usual was from the gatekeeper. I’m looking to speak with the decision maker or department head. Once I squeeze the name out of reception and get asked to be put through I get asked “Is Mrs. XYZ expecting your call?” I usually reply in this manner.</p>
<p>“ No she is not, we are doing some work in the area and your companies name has surfaced in a few conversations as major player in the (insert vertical here I.T., Engineering etc, ) I would like to glean some more information and I usually speak with the Head of Engineering can you put me through please…”</p>
<p>“Happy Hunting”<a href="http://www.confessionsofaheadhunter.ca/2017/01/29/objections/" target="_blank"><br/>http://www.confessionsofaheadhunter.ca/2017/01/29/objections/</a></p>Chicken or the Eggtag:recruitingblogs.com,2016-12-19:502551:BlogPost:19974732016-12-19T20:38:55.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>The old age question that has been argued each way since time began, or at least since we started pondering the questions of our existence. Where did we come from? How did we get here? Which came first the “chicken” or the “egg?” It’s the same scenario…</p>
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<p>The old age question that has been argued each way since time began, or at least since we started pondering the questions of our existence. Where did we come from? How did we get here? Which came first the “chicken” or the “egg?” It’s the same scenario when I am dialing for dollars, cold prospecting looking for the next new client with the blistering hot order. Who do I call? Do I call the Hiring Manager top make an introduction or do I hone in on Human Resources?</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609764?profile=original" target="_self"></a></p>
<p>This scenario is enough to at times to make you break out in a cold sweat and forget how to spell your name. Making the introduction either way is not a simple task. If I ask the reception for HR I may just end up dying in the dreaded voice mail vortex that sucks the blood and guts out of a Headhunter. If I ask for the Manager by title “Who is the V.P. Of Software Development and could you put me through please” Well I just opened myself up to a litany of objections the first most likely will be “What is the nature of your call?” Yes we are between a “Rock and a Hard Place.. Chicken or the Egg”</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609764?profile=original" target="_self"></a></p>
<p>We are “Hunters” not “Gatherers” client pays us a fee for our services and to be quite candid we don’t come cheap. Grow a backbone not a wishbone and go directly for the Hiring Manager. You will have to sharpen your spear and not only expect objections from the gatekeeper you will have to foresee them in advance so you are well prepared. The same goes for the Manager, when they pick up the phone you better have something worth saying, something that has some substance and relevancy to what they are doing on a day to day basis.</p>
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<p>I have made some great relationships with HR and for sure they are a pivotal part of the process and I’m not advocating doing an end run around them or going in the back door. What I’m suggesting is be like a Doctor and go to where the pain is most acute. Yes HR feels the pain of the open role; however the Manager feels it far more intensely as it’s their entire world where our HR friends have many, many different functions in their portfolio not just staffing.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609764?profile=original" target="_self"></a></p>
<p>More time than not especially with larger firms the Hiring Manager even though there is a need and a burning pain from a desk that is sitting empty, policy dictates that EVERYTHING goes through HR. Yes you can have the best introduction in the world, conduct a text book needs analysis for the open requisition, but if HR is not on board you may not get past square number one. When you have done a great pitch and have built some rapport with the Manager, he asks you to call HR, ask for a small favour.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609764?profile=original" target="_self"></a></p>
<p>“Mrs. Hiring Manager thanks for your time and the job specs. I will reach out to HR and make the introduction; however I will not call for a day or so. HR is getting lots of calls from Recruiters could you please mention to HR that I will be calling? That way I’m not totally taking them by surprise.”</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609764?profile=original" target="_self"></a></p>
<p>“Happy Hunting”</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609764?profile=original" target="_self"><br/></a><a href="http://www.confessionsofaheadhunter.ca/2016/12/19/chicken-or-the-egg/" target="_blank"></a></p>
<p><a href="http://www.confessionsofaheadhunter.ca/2016/12/19/chicken-or-the-egg/" target="_blank">http://www.confessionsofaheadhunter.ca/2016/12/19/chicken-or-the-egg/</a></p>Cold Callstag:recruitingblogs.com,2016-11-28:502551:BlogPost:19952302016-11-28T22:00:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>I have stayed on the sidelines and read a lot of articles, talked with people in my industry and other sales verticals, and just plain have taken stock on how I get new accounts. The death of the “Cold Call” is very pre-mature. I can’t count the articles on line and that come to my desktop stating I’m wasting my time “cold calling” or “cold prospecting” for new…</p>
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<p>I have stayed on the sidelines and read a lot of articles, talked with people in my industry and other sales verticals, and just plain have taken stock on how I get new accounts. The death of the “Cold Call” is very pre-mature. I can’t count the articles on line and that come to my desktop stating I’m wasting my time “cold calling” or “cold prospecting” for new business. Well I’m here to say “I don’t get it?”</p>
<p>YES the market is tougher, yes it’s harder to get through to the decision maker and lastly, yes a great many people will hide behind their voicemail. What’s an up and coming Headhunter to do? What’s a seasoned pro to do when they are looking for their next kill? Send emails? Hit the decision maker up on LinkedIn? What is the “secret sauce?” everyone wants to know how to get to the “C Suite” Well I’m here to tell you it’s not easy but that is where all the money is.</p>
<p>To be blunt most people who say cold calling is dead were never that good at it in the 1<sup>st</sup> place or those words would have never come out of their mouths. It’s almost like the Crab in a Barrel Syndrome, now you are probably asking yourself, Crab in a Barrel Syndrome.. Never heard of it. Well it is said that if you put a bunch of Crabs in a barrel they will try to escape, when the 1st crab almost makes it out the rest pull him back down, they repeat this to the point of exhaustion and nobody gets out alive. Essentially misery loves company.</p>
<p>There is no money in “easy” or you would have it already, the income you are looking for is beyond your comfort zone, the money is not going to magically appear in your zone, you have to PUSH OUT your comfort zone to where the money is. If you like myself are in inside sales the money comes from cold calling, there is no other way. You can spend countless hours, doing the research, who is the manager? How do I get their email? I’ll send them a great pitch with a value add. Then you press send and you have no idea that you strategically crafted well worded email has gone into their junk folder vortex never to be opened, seen or heard from again.</p>
<p>In the next few weeks I will roll out some tried and true strategies to get to the decision maker</p>
<p>“Happy Hunting”</p>
<p><a href="http://www.confessionsofaheadhunter.ca/2016/11/28/cold-calls" target="_blank">http://www.confessionsofaheadhunter.ca/2016/11/28/cold-calls</a></p>Hurry up and Waittag:recruitingblogs.com,2016-11-09:502551:BlogPost:19936072016-11-09T22:30:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>A chain is only as strong as the weakest link. People who you have tasked to get the job done can only do so much without a team effort, mutual respect and co-operation. Many pieces to the puzzle and one size doesn’t fit all. Are we all “Reading From the Same Page?” or all are agendas conflicting? Do our times lines all add up? Are we “Between a Rock and a…</p>
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<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557609810?profile=original" target="_self"><img width="162" src="http://storage.ning.com/topology/rest/1.0/file/get/1557609810?profile=RESIZE_180x180" width="162" class="align-left"/></a></p>
<p>A chain is only as strong as the weakest link. People who you have tasked to get the job done can only do so much without a team effort, mutual respect and co-operation. Many pieces to the puzzle and one size doesn’t fit all. Are we all “Reading From the Same Page?” or all are agendas conflicting? Do our times lines all add up? Are we “Between a Rock and a Hard Place?” Where am I going with all this?</p>
<p>Human Resources. Most of the time their portfolio not only includes staffing, they are involved in performance reviews, on boarding, terminations, benefits and a whole list of other tasks that come with the role. Just like Headhunters at times they are juggling many balls trying to keep everyone on the team happy. We all want to keep our jobs and get that big Christmas bonus!</p>
<p>HR gives us assignments to work on they are the Masters who play the tune to which I dance and a great relationship with HR is golden. Through reading various such as recruitingblogs.com and LinkedIn there is no doubt in my mind there is an epidemic out there in Headhunter land and it’s not pretty. What is this scourge on the land you ask? “Hurry up and Wait”</p>
<p>Hiring Manager needs a rolled filled yesterday, HR calls “Maurice drop everything we need this filled ASAP!” Why would the Hiring Manager come to HR if she didn’t have a need? Which in turn sets of the chain of events of enlisting a guy like me on the search? They know a fee is involved so it must be dire and off we go Headhunting up a storm. We work our magic get a few files out and then its “Crickets” We call HR and get the “Hiring Manager hasn’t gotten back to me yet” Sound familiar?</p>
<p>This is when everyone’s definition of “HOT JOB” varies greatly. The Manager needs the role to be filled ASAP, but her ASAP may be miles away from what my ASAP means. What is HR to do? They have done as asked provided the candidates and are in waiting mode. Trust me as a Headhunter there is no use calling them everyday for feedback. It puts them in an awkward position. Them being the conduit of information between us and the hiring manager, they have no info to give; none has come down the pipeline. No use alienating them and making them feel worse by hounding them.</p>
<p>The issue most of the time is the Hiring Managers priorities have changed and perhaps that has not been articulated to HR, hence the “Hurry up and wait” Syndrome. What do I usually do? I hedge my bets. I go right back to when I was 1st tasked with the search. I SEND ONE RESUME. Then I stop and wait to see what happens on their end. They come with feedback fast I’ll put more time into the assignment. Feedback is slow; I take my spear to a different jungle.</p>
<p>“Happy Hunting”</p>Night Worktag:recruitingblogs.com,2016-10-27:502551:BlogPost:19911662016-10-27T21:21:03.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>Yes being a “Headhunter” is all sunshine and ponies, cheeseburgers fries with gravy? With a chocolate milkshake perhaps?</p>
<p>A lot of people we need to be in contact with are busy during the day (duh) so we have to give them a call at night when they can speak freely. Strike up the right relationship with a candidate on the move can be…</p>
<p><span> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557601985?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557601985?profile=original" width="434" class="align-full"/></a></span></p>
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<p>Yes being a “Headhunter” is all sunshine and ponies, cheeseburgers fries with gravy? With a chocolate milkshake perhaps?</p>
<p>A lot of people we need to be in contact with are busy during the day (duh) so we have to give them a call at night when they can speak freely. Strike up the right relationship with a candidate on the move can be golden.</p>
<p>Back in the day hanging at 1240 Bay st “Systems Information Group” we had to stay at night to “map” out the target companies so the next day we knew where all the high hanging fruit was, what extensions they might be hiding at. Was like the dark ages NO INTERNET.</p>
<p>I’m very fortunate I learned how to hone my craft this way a “Headhunter” vs. “Webhunter”</p>
<p>I have or had an appointment to call Lee at 7:00 pm which I just did. A nice lady answered the phone I introduced myself and asked for Lee. She said “who is this?” again I said Maurice from SCG I have an appointment to speak with Lee at 7:00. “May I let him know what the call is about?”</p>
<p>Here we go!!! “Well ma’am I’m a recruiter working on a role, Lee couldn’t speak confidentially today so he gave me this number and asked me to call at 7:00 can I speak with him please?”</p>
<p>Wait.. wait for it! “Lee is happy at his present job thank you and good bye” CLICK .Sunshine and ponies indeed.</p>
<p>"Happy Hunting"</p>
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<p><a href="http://www.confessionsofaheadhunter.ca/2016/10/27/122/%20%E2%80%8E" target="_blank">http://www.confessionsofaheadhunter.ca/2016/10/27/122/ </a></p>Night Worktag:recruitingblogs.com,2016-10-27:502551:BlogPost:19910902016-10-27T21:00:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>Yes being a “Headhunter” is all sunshine and ponies, cheeseburgers fries with gravy? With a chocolate milkshake perhaps?</p>
<p>A lot of people we need to be in contact with are busy during the day (duh) so we have to give them a call at night when they can speak freely. Strike up the right relationship with a candidate on the move can be golden.</p>
<p>Back…</p>
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<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557601985?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557601985?profile=RESIZE_320x320" width="300" class="align-left"/></a></p>
<p>Yes being a “Headhunter” is all sunshine and ponies, cheeseburgers fries with gravy? With a chocolate milkshake perhaps?</p>
<p>A lot of people we need to be in contact with are busy during the day (duh) so we have to give them a call at night when they can speak freely. Strike up the right relationship with a candidate on the move can be golden.</p>
<p>Back in the day hanging at 1240 Bay st “Systems Information Group” we had to stay at night to “map” out the target companies so the next day we knew where all the high hanging fruit was, what extensions they might be hiding at. Was like the dark ages NO INTERNET.</p>
<p>I’m very fortunate I learned how to hone my craft this way a “Headhunter” vs. “Webhunter”</p>
<p>I have or had an appointment to call Lee at 7:00 pm which I just did. A nice lady answered the phone I introduced myself and asked for Lee. She said “who is this?” again I said Maurice from SCG I have an appointment to speak with Lee at 7:00. “May I let him know what the call is about?”</p>
<p>Here we go!!! “Well ma’am I’m a recruiter working on a role, Lee couldn’t speak confidentially today so he gave me this number and asked me to call at 7:00 can I speak with him please?”</p>
<p>Wait.. wait for it! “Lee is happy at his present job thank you and good bye” CLICK .Sunshine and ponies indeed.</p>
<p>"Happy Hunting"</p>
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<p><a href="http://www.confessionsofaheadhunter.ca/2016/10/27/122/%20%E2%80%8E" target="_blank">http://www.confessionsofaheadhunter.ca/2016/10/27/122/ </a></p>Unrealistic Expectationstag:recruitingblogs.com,2016-10-13:502551:BlogPost:19901002016-10-13T00:00:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
<p><img alt="unrealistic" class="alignnone size-full wp-image-92" height="172" src="http://www.confessionsofaheadhunter.ca/wp-content/uploads/2016/10/unrealistic.jpg" width="172"></img></p>
<p>I still run a desk at my shop Sterling Consulting Group. Keeps me semi out of trouble and in the fray. Real time information from candidates and clients alike. It’s almost like having a looking glass or a machine that can see the future, maybe not 100% accurate but a solid glimpse anyhow.</p>
<p>I field calls on a daily basis from candidates that are “on the bench” looking for their next gig. I also speak with many candidates that I am trying to recruit to find out what…</p>
<p><img class="alignnone size-full wp-image-92" src="http://www.confessionsofaheadhunter.ca/wp-content/uploads/2016/10/unrealistic.jpg" alt="unrealistic" width="172" height="172"/></p>
<p>I still run a desk at my shop Sterling Consulting Group. Keeps me semi out of trouble and in the fray. Real time information from candidates and clients alike. It’s almost like having a looking glass or a machine that can see the future, maybe not 100% accurate but a solid glimpse anyhow.</p>
<p>I field calls on a daily basis from candidates that are “on the bench” looking for their next gig. I also speak with many candidates that I am trying to recruit to find out what makes them tick and what they are looking for in their next role. It can be a really crazy conversation at times, especially when the candidates have a total unrealistic expectation and vision of what they can and cannot do.</p>
<p>It goes something like this. “Mary thanks for the call and the updated resume, sorry to hear that you in between assignments, what type of roles do you think you are best suited for and what are you looking for in your next employer?” Mary chimes in “Next role I’m looking for something in a supervisory or management capacity where I can just come in do my job and go home” I can’t count the times I hear this on a daily basis. It seems there is an impression out there that being a manager is super easy, you get to just work the minimum hours and go home on time everyday? WRONG! Back of the line for you!</p>
<p>Here is when it starts to get really interesting. “Mary, I’m looking at your file right now and I don’t see any management or supervisory experience at all, did you forget to put it on the resume?” She quips back “ Well I don’t have any real experience but I have been a XYZ for a number of years and the next step for me would be management and I don’t want to start a new role at the bottom” Who knew? No one wants to start at the bottom. The new reality is you just might have too, if you want to eat that is!</p>
<p>My desk and computer is full of Resumes for Managers, what clients are looking for is people that can actually do the required task not watch people who can do the required task. That’s why Middle management in the corporate world has been decimated in the last decade. Inefficiencies are being pushed out of every system. We are not going to go back to the way it was in the past. The days of joining IBM out of school with a job in the mail room, moving up the ladder and retiring as a mid level manager at 60 years old are long gone.</p>
<p>It’s a new economy and things that worked in the last decade or century do not necessarily work now. Nobody is guaranteed upward mobility you have to earn it. If you are out of work you may have to take one step backwards to take two steps forward. Sorry Mary I know that you feel that you have paid your dues, I know you feel that the next role you should be in a Manager but I cannot help you. I’m a Headhunter not a miracle worker.</p>
<p>Happy Hunting</p>Preparationtag:recruitingblogs.com,2016-10-02:502551:BlogPost:19883642016-10-02T18:00:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>“Happy Sunday” I hope all is well and everyone had a great weekend so far. I just ducked into my office for a few hours preparation for the week, and the month ahead. Being a commission salesperson it’s a new month. “Yay me!” Basically the clock is reset the production board empty and everyone starts from zero. Here is when some degree of mental toughness comes in.…</p>
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<p>“Happy Sunday” I hope all is well and everyone had a great weekend so far. I just ducked into my office for a few hours preparation for the week, and the month ahead. Being a commission salesperson it’s a new month. “Yay me!” Basically the clock is reset the production board empty and everyone starts from zero. Here is when some degree of mental toughness comes in. Matters not a whit of what you did last month, and for sure every salesperson wants to start a new month with the wind at your back as it were.</p>
<p>Just like a great Chef painstaking prepares his dishes for hours before cooking, the selection, cutting slicing and dicing seasoning marinating etc. So must the salesperson. The farmer spends countless hours preparing the ground for planting to get a maximum yield. So must the salesperson. Steve Covey in his great book “The 7 Habits of Highly Effective People” talks about sharpening the saw. Some say it was George Washington who coined this phrase others say it was Abe Lincoln not going to debate that here it’s the meaning that counts. “Give me 6 hours to chop down a tree I would spend the first four sharpening my axe” So must the salesperson. Preparation</p>
<p>One cannot build a lasting career on luck. Natural talent and natural skill will only take you so far. Skill and talent doesn’t work unless you do. Rich man and poor man each only have 24 hours a day to work with, and once that times is gone we can ever get it back. We see it in sales organisations all over the place in the numbers. A person can get lucky and be the “Salesman of the Month” That one big client ordered, the sun the stars and the moon were all aligned in your favour etc. I am here to tell you that salesperson is rarely salesperson of the year. Salesperson of the year bills steady every month, and does the not so sexy thing every week. Preparation.</p>
<p>Today I am making lists of who I plan to call and at what times. I like to do Business/Client Development in the morning and Headhunting/Recruiting in the afternoon. There is a lot of flexibility here and all depends on the individual and what they prefer. I have worked with a great many people who Recruited in the morning and did biz dev in the afternoon.</p>
<p>Success at anything cannot be left to chance. Olympic athletes train for 4 years just to compete for 1 maybe 2 events. The majority of events they compete in are a few seconds or minutes in duration. 1000’s of hours of preparation they endure just so they can compete for those few precious seconds. Now I have my lists made up of who to call and what times so Tuesday morning at 10:15 I don’t have to guess what to do. I know what to do as it’s all laid out in front of me. I don’t have to guess, I don’t have to stress as I am working a plan. I don’t have to search the web and do the research when I’m supposed to be on the phone.</p>
<p>“Happy Hunting”</p>Radio Silencetag:recruitingblogs.com,2016-09-26:502551:BlogPost:19879182016-09-26T14:30:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>Oh brother here we go down that rabbit hole of being a Recruiter again. Sometimes I wonder why I get out of bed in the morning! This gig makes you feel alive, bends you, stretches you, tries your emotions, your patience and kicks you straight in the teeth sometimes! It’s not like selling a car or other inanimate object. My product, people, they think, they can…</p>
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<p>Oh brother here we go down that rabbit hole of being a Recruiter again. Sometimes I wonder why I get out of bed in the morning! This gig makes you feel alive, bends you, stretches you, tries your emotions, your patience and kicks you straight in the teeth sometimes! It’s not like selling a car or other inanimate object. My product, people, they think, they can be different people from one day to the next even one minute to the next. I have to be weary of that, at all times.</p>
<p>Real time info here. I’m working on an assignment for a good client of mine. I’m working through HR which I often do and she is pretty good and pretty quick.</p>
<p>I qualify Boris and he is hot for the role, qualified for it but there is room to grow and add to his tool kit at my clients company. I send the file over to HR, pretty quick turn around and we have the 1<span>st</span> of 2 interviews. Basically the 1<span>st</span> interview is to meet the Hiring Manager and HR to get a feel of a fit. The 2<span>nd</span> interview would be to meet the team and get a more detailed drilled down tour of the facilities and solidification on what the “day to day” expectations of the role.</p>
<p>We set it up and he goes out and was a great 1<span>st</span> meeting. Everyone got along like a house on fire, the role was as I described no negatives at all from either side. Before he leaves the interview they even confirm with him that even though they still have some 1<span>st</span> round interviews to finish he will be sure be selected for the 2<span>nd</span> round. He tells me this even before I have had a chance to get a debrief form HR. She confirms “Solid guy Maurice and we will be bringing him back.” So far so good!</p>
<p>Now the candidate is calling me thrice daily! “When is my interview? Have you heard from them yet? Why don’t you call them?” etc etc etc. I let him know that if it was up to me you would be starting next Monday but it’s not up to me and HR is waiting for the go ahead from the Manager, who you met by the way, and he told you the exact same thing. Because he has a great skill set I don’t have to guess if he is interviewing else where I already know that for a fact! Anyhow against my insistence he calls me EVERYDAY for 4 days. Then on the 5<span>th</span> day I advise him the game is on, the final interview will be tomorrow. He goes out nails it and we are now at the reference stage.</p>
<p>I say no use doing references if you don’t want the job as that is an exercise in futility. He says “I’m in” He provides me immediately with the references and I start the reference checks. Most times you leave a message for the person and they call you back. Takes 2 days for the reference checks and he has called me 4 times. “Have my references called you back yet?” I’m thinking man this guy REALLY wants this job!!</p>
<p>Call comes in from the client he’s our man and we are preparing an offer for him. She lets me know what the number on the offer is and the candidate is already pre-closed at a lower number. Text Book Close. In a sports analogy its “4<span>th</span> and goal, 1 second left on the shot clock, penalty shot and rounding 3<span>rd</span> base with sights on home plate. Have to close up this deal!</p>
<p>I call and email the candidate telling him “Great News, call me ASAP” Wait, wait and waiting, nothing Crickets! Total radio silence. Maybe he is now part of the witness protection program? Mother in law is in town? Cell battery died? Abducted by aliens perhaps? Heaven forbid an accident? For someone who called me incessantly all of a sudden he has gone “Dark” off the grid, vanished without a trace.</p>
<p>As the great Danny Cahill would say (excellent trainer<a href="http://www.accordingtodanny.com/">www.accordingtodanny.com</a>) “Something has happened, the applicant is being in congruent and your deal is most likely dead.” The next question is what do you think I should do? If you were in a similar predicament how did you squirm out of it? Give him an ultimatum? Call the client and pull the offer? Have the client step in? Your thoughts are most welcomed.</p>
<p>“Happy Hunting”</p>
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<p><a href="http://www.confessionsofaheadhunter.ca/2016/09/26/radio-silence/" target="_blank">http://www.confessionsofaheadhunter.ca/2016/09/26/radio-silence/</a></p>
<p></p>Getting Past the Gate-Keeper Old Skooltag:recruitingblogs.com,2016-09-15:502551:BlogPost:19864952016-09-15T13:30:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p>When you start a career as a headhunter nobody knows who you are, they don’t know your offerings, you are staring from ground zero and believe me it’s a marathon not a sprint. It’s almost like a Doctor, Dentist, Lawyer, Financial Planner etc you are staring a practice from scratch.</p>
<p>I’m a 360 degree recruiter meaning I work both sides of the desk. I do…</p>
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<p>When you start a career as a headhunter nobody knows who you are, they don’t know your offerings, you are staring from ground zero and believe me it’s a marathon not a sprint. It’s almost like a Doctor, Dentist, Lawyer, Financial Planner etc you are staring a practice from scratch.</p>
<p>I’m a 360 degree recruiter meaning I work both sides of the desk. I do Business Development and I also recruit to fill those requisitions. Some firms have just Account Managers doing Biz Dev and Recruiters assigned to them to specifically fill those roles.</p>
<p>Back when I started who do you call? Who is the Head of Engineering? Sales? I.T.? Today with computerised databases LinkedIn etc we most times come up with the name, a contact a point of entry.</p>
<p>The people we wish to contact, the Managers who have the pulse of what their department needs, well they are coveted by their employer. Pick up the phone call a Software Development firm and ask to speak with their Project Manager I dare ya!. Once the receptionist gains consciousness from laughing so hard they may squeak out “what is the nature of this call?”</p>
<p>We had to “rouse” or fish for a way in bypassing reception to hopefully get through to the Hiring Manager and believe me I've heard some crazy things. Things that Headhunter lore is made of.</p>
<p>Here is an oldie but a goodie. “Hello ABC Software, Accounts Reciveable Please” receptionist will put you through to the department as they think that you are a deadbeat that owes them money.</p>
<p>“Accounting, Mary how may I help you?” I’d say “Accounting? Holy Hannah Mary seems I am in the wrong department the lines must have got crossed. I’m looking for Software Development specifically the Manager, who would that be?” Then I get a name and extension hit the Manager with an Introduction and try to pick up an order, a lead, or recruit them.</p>
<p>More “confessions of a headhunter” soon.</p>
<p>confessionsofaheadhunter.ca<a href="http://storage.ning.com/topology/rest/1.0/file/get/1557607342?profile=original" target="_self"><br/></a></p>Ant or Grasshopper?- Confessions of a Headhuntertag:recruitingblogs.com,2016-09-08:502551:BlogPost:19851712016-09-08T18:00:00.000ZMaurice Robertsonhttps://recruitingblogs.com/profile/MauriceRobertson
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<p style="text-align: left;">Headhunting 100% commission sales. We only get paid for what we produce all else is just a story. Eat what we kill no kill no eat. Hunter or gatherer both respectable and needed. Landscape is littered with ex Headhunter’s you can find them everywhere in other vocations now. Guy at my local Beer Store…</p>
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<p style="text-align: left;">Headhunting 100% commission sales. We only get paid for what we produce all else is just a story. Eat what we kill no kill no eat. Hunter or gatherer both respectable and needed. Landscape is littered with ex Headhunter’s you can find them everywhere in other vocations now. Guy at my local Beer Store used to be a recruiter. Quite a few go internally and join and organisation as an internal recruiter.</p>
<p>I got involved years ago when we 1st sent resumes out by courier, then fax, now with a click of a button. We all worked 360 desks meaning we were both account managers and recruiters all rolled in to one. Working in massive rooms called “Bull Pen’s” (think boiler room) with rows and rows of desks with stacks and stacks of paper on each one!</p>
<p>Today’s model for some shops is a little different you are EITHER and Account Manager or a Recruiter. Let’s face it some people are better suited for hard core sales, others for more of a support role to keep the pipeline full of qualified candidates. In the end it’s a happy client that you want. It takes many many hours a week to get good at working both sides of the desk, and who wants to work 60-70 hours a week? In 1995 at the shop I worked in on any given night there was ½ the shop still there recruiting and doing lead generation. In that group were always the top producers.</p>
<p>Why do so many people fail at a career in Headhunting (or a career in high commission sales in general)? We do so so many things that we do not get paid for. Hard to say which deal is going to close and which isn’t. We put so much emotional energy into landing that plane that when the deal crashes takes a bite out of you. Deal can crash for many reasons, Offer is turned down, Candidate entertains a counter offer from original employer, hiring freeze etc. List is endless. So much can happen that is out of our control.</p>
<p>The ones that seem to make it for the long haul have developed a mental toughness and a thicker skin. Did it happen in week one? Of course it didn’t. They fell down, got back up endured the endless stream of “ NO” They seem to have a longer term vision which takes them through the desert of no deals and no money, however always learning and sharpening that spear, in anticipation for the next kill! They held themselves accountable. The Tortoise and The Hare, Ant and Grasshopper syndrome. New Rookie comes in with a fresh I can do it attitude, head down makes a few deals, sings THIS IS EASY and 6 months to a year down the road they are gone. Crashed and burned. A few simple things and they could have made it.</p>
<p>What are you? Ant or Grasshopper? Happy Hunting.</p>