I guess the title is self explanatory. Companies are far less looking at recruiters to assess potential candidates. All they want is to steal from their competitors. If a recruiter works a certain niche market, he/she can make a good living just shuffling one person over to the competitor. Once that candidate has been with the competitor for 2-3 years (maybe more), the recruiter than takes that same candidate and shuffles him off to another competitor.There is no really 'assessment' of…

Continue

I've been recruiting for a little over 8+ years now. Fall Offs (Candidates that recruiters place into their client's job where the candidate quits within 8 weeks of start date) is something recruiter's dread as it effects their overall compensation.

 

My question is the following? Is it the recruiter's fault that the recruiter did not find the perfect fit candidate for the client (which resulted in a fall off) OR is there a problem with the client's…

Continue

I just read Jerry's post on SPLIT placements and I thought I comment through a blog post. The business model of split placements seems to be challenged by many members of the recruiting community. Some recruiters love split placements while others shy away from it and avoid it like the plague. For me, a lot of my business is through split placements and I love the concept. Don't get me wrong - I encourage recruiters to do split placements. I believe it provides a good… Continue

There are really two sides to an entrepreneurial venture. Either a) you find some partners and invest money into a venture that eventually will become successful or b) invest your own cash and run with the idea. I've seen and know many serial entrepreneurs that have made it successful in their career path. It is not easy. Sometimes, the entrepreneurial path is so frustrating that we give up and want to work for someone else. The problem is can entrepreneurs really work for somebody else? Their… Continue

I was reading an article today about 'how to become a great recruiter' and the differences between corporate recruiting and agency recruiting. There are many parts when one goes independent rather than working at a big corporate office in an agency setting. The first and most important fact of being an independent is that we have to get our own clients in order for us to survive. No more depending on xyz recruiter sitting next to me in the next cubicle that he can feed me job orders so I can… Continue

A recent article in the Toronto Star identified a 'bed bug' infestation in a prominent Toronto theatre. The Scotiabank theatre is located in downtown Toronto

and will be a key venue in the upcoming Toronto Interntionational Film Festival (TIFF) where thousands of reporters, film critics flock every…

Continue

Recruiter 1: "I cant present this - this resume is garbage. This is a very good client of mine and I cant afford to screw up!".



Recruiter 2: "Even though his resume is garbage, he does know your competitors and he does belong to xyz association and he does deal directly with your client's competitors and he is eager to talk to your client. What more do you want?"



You don't know how many times I ran into this situation when trying to perform recruiter splits. Why do recruiters… Continue

Recently, I have been looking at where I gain the most value during my time recruiting. Is it behind a phone and computer making calls to 'potential candidates' and headhunting them out of their organizations or is there some different way of doing the same thing. As recruiters, we all have limited amount of time, too many job orders to fill and not enough qualified candidates. We always battle with our clients on arranging interview times as they seem to always conflict with vacation times and… Continue

Building a recruiting organization is tough work. A recruiting firm is quite different than any other company in any type of industries. Why? The basic nature of our work is different from the rest of the world. We (as recruiters) don't have measurable assets that we can sell when it comes time to find a potential buyer. What can a potential buyer see (as measurable assets) in a recruiting organization?



As recruiters, we can normally say that our 'client lists' are our prized… Continue

Recently, I was looking at the structure of different recruiting companies and how they compensate their recruiters. Recruiter compensation is a very interesting topic since there is no standardization in the industry. Our profession is not like a doctor (however, sometimes we can get paid like one), nurse, dentist where salaries and compensation are set by some governing board. Instead, recruiter compensation is all across the map. Some firms promise you a 'book of business' - (basically job… Continue

Many people think that one can recruit in any industry. Become a generalist and recruit in accounting, finance, engineering and manufacturing - it doesn't matter which industry. They think that if their recruiting skills are good enough, industry should not matter. Just get the competitors names and start sourcing people from phone directories, switchboards and operators and we're golden! Is this really true? I guess there are some aspects to truth in this approach to headhunting but the… Continue

Is the phone call dead? A very interesting article posted todayin the Toronto Star.
http://bit.ly/af31OB

Recently, I read a blogpost on a jobseeker site asking on advice on interviews. This candidate mentioned that s/he wrote a handwritten thank you note to each one of the hiring managers after the 1st interview process. S/he thought it was a nice touch and made his/her candidacy different than the other candidates that interviewed for the same position. Did it really or did s/he just ruin his/her chances at the job? S/he knew that most job candidates will write a generic quick e-mail to the…

Continue