Find more videos like this on RecruitingBlogs.com

I would say a combination of meeting the "great expectations" of the Client as well as getting the Client to make a timely decision on the candidate.

I would have to say that the greatest challenge for me right now is finding candidates who meet the higher quality standards and lower compensation levels our clients seem to be striving for right now.

I haven't been on a desk as a recruiter in over 10 years but as a senior executive and Managing Director of National Recruiting for a Staffing firm, I've worked very closely with my recruiting teams in developing strategic and tactical plans to source and attract new talent. Our clients have typically been the Fortune 500 with large VMO's along with some mid-markets firms. We see them wanting top notch candidates with a laundry list of specific skills but not willing to pay for the expertise. As Jennifer Berry stated, they aren't in tune with the shrinking talent market and the demand for quality talent.

I'm currently looking for a new opportunity as a recruiting director, staffing director or branch manager in the Dallas Tx area.

Hi Donato,

At the moment, my greatest challenge is to land a new contract or full time role. My last couple of years have been spent at Google, and now I'm off to find something new. As a working recruiter, my greatest challenge is in getting referrals and leap-frogging from referral to referral. Once I have a solid candidate, I am golden.

Best,

Jason

Hello and TGIF! I guess my toughest challenge would be making the hiring managers to go "faster", I guess I run too fast that I just want all of those managers to go as fast I do but as my old VP said "patience is a virtue"....

What's your's?

Thanks Donato Diorio/ CEO
I answer everyone who ask this question the same way... my greatest challenge is not being challenged. This is also my greatest asset.

I can't really say. Each client has a different job specification. For some it may be the location or maybe the duration. But these don't really matter. There is always a worthy candidate if one tries their best to find him/her.

An uncompetitive compensation plan, and executives who don't listen to the market. I am about 10k+ below market on virtually all jobs, but I am still filling jobs. (Just not as fast as they would like.) And also not having a recruiting budget is a bit of a hassle - if it's free I use it, if not I go without... I've filled 22 high value jobs in the last 90 days and I spent $550.

Finding, Attracting, Hiring and Retaining quality recruiters that truly see recruitment as a career rather than just a job.

Been a while since I have looked at how broadlook are doing. Any new developments worth looking at?

Getting managers to make the hire.!!!!

Hi Donato- I have taken a look at broadlook is it very expensive?
thanks Pam

I find that closing the loop with candidates could be significantly improved. Too many times the candidate is left siiting there with no clue as to why the opportunity did not progress. Has it come a business where people do not care about one another. I feel it is our professional courtesy and obligation.

Also it is hard to find that passion and burning fire in someone.

My greatest challenge right now is the economy and the client side. I am very good at finding the candidates and closing the deal. I am also a very good HR Business Partner and help my clients in many ways. However, the mortgage crisis has had a profound impact on business in general.

hi Donato

i actually don't do much of recruiting now a days, but i have worked as an IT recruiter two years bac. even now i work for IT staffing firm and do recruit occasionally...as far as challenges are concerned now a days are the budget cuts and definitely delivery issues..you gotta have a very strong hold on the candidates.......