Recruiting 2013: Get Out Of Your Rut!

It’s easy to get into a rut if you’re a recruiter. In 2013 let’s all mix it up a little to create more profits! Brainstorm with yourself if you work alone. Think outside the box if you work with a group. Dust off that white board! Shoot for bigger projects. Find employers who are ready to expand and offer to handle hiring the entire staff. They’ll fall behind and fall short of their goals if they think their current HR dept. can simply double their efforts.

If you’re a solo operator or a small group think about working onsite at a facility to ensure you’re involved with all phases. Be nimble and sensitive enough to modify processes that aren’t working. Create value and double, triple, or quadruple your profits at the same time.

The recession has taken it’s toll for sure however many companies are sitting on boatloads of cash. Everyone has grown tired of our do-nothing, bickering, Blockheads in Congress. As usual the public sector will lead the way out of the recession and our ‘leaders’ will eventually follow mainstream thinking. We cannot wait for Washington to get their act together before we act. Throw all the bums out next election but in the meantime, there’s opportunity everywhere!

In Colorado, Loveland (just south of Fort Collins) screwed-up a three-year negotiation with NASA. NASA chose Loveland as the preferred location for an incredible opportunity and the town still botched the job after boasting for years the deal was 'in-the-bag'. Instead of moving into an empty 850,000 square foot, former HP campus, NASA grew tired of the local politics and decided to locate their ACE project closer to Boulder. The inept, shortsighted, dim-witted power antics petty bureaucrats enjoy, cost the area 10,000 local high-pay tech jobs. Ugh!

NASA has decided to sell off thousands of patents they’ve accumulated since the sixties. They want companies to use the patents to develop green solutions to benefit the public and save energy. Colorado has a well educated, tech savvy work force and it’s easy to get folks to move to our beautiful state. No humidity, over 300 sunny days a year, fresh air, healthy lifestyles, and an abundance of activities make this a great place to live.

Companies are lining up to join this creative, inventive, manufacturing mixing pot of skill sets, ideas, and opportunities. Companies from Germany, Norway, the US, Japan and South America are interested in opening facilities here. This is only one fascinating, multi-dimensional project ready to pop across the country.

If you’re a recruiter, or want to be a recruiter get scrappy. Get in front of employers and talk about their plans and their projects. When the time is right, tell them how you can save them a ton of money. Tell them how you work and how they’ll get the exact people they need, not thousands of resumes from people without the skills they need but who are available.

Your ability as a recruiter to spot opportunities and create win-win projects can launch you into earning millions of dollars. The world is changing fast. Come up with a strategy and go forth with confidence! Be resourceful. Make it up as you go if needed. Be bold, creative, and tenacious.

Too many recruiters doubt their value. YOU are the hiring expert! Tell people, nicely of course, how you can solve their hiring problems. They’ll love you for it and you’ll get richer in the process. This blog is comprised of my opinions. If you’re a Loveland bureaucrat; I think you suck at your job and deserve to be fired!

BTW, the former HP campus has been bought and plans are supposedly underway for a similar technological campus, without NASA. Whatever.

Happy New Year Recruiters! Don’t let the economy push you around or skew your thinking. Get your hands dirty and make things happen. Find the movers and shakers like yourself. Recruiters rock!

by Kimberly Schenk, Author, Recruiter, Recruiter Coach

TopRecruiterSecrets.com and Cold Call Therapy eBooks

Recruiting Success: Would I Make a Great Recruiter?

Recently I read an article on Recruiter.com that talked about how recruiting firms work. In one section they advised those who are considering recruiting to make sure they know which part of recruiting they would be happiest working. Recruiting is about contacting employers to get searches and then finding candidates and managing the process until they get/receive an offer and start their new job. 

They broke it down this way (I agree with them!)

"You should be in sales (obtaining searches) if you are:

* A great negotiator

* Good with handling rejection

* Self-guided with your time management

* Motivated by expansion potential (developing sales channels)

* Good at cold-calling for new business opportunities

* Enjoy making presentations and entertaining


You should be in recruiting if you are:

* A great communicator

* Good at relaying hard facts and picking up inferences

* Highly organized

* Great at Internet work and research

* Motivated by task accomplishment (making placements)

* Good at building relationships based upon mutual interest

* Enjoy interviewing and networking"

A good portion of Recruiters are good at both tasks. If you prefer one more than
the other find another Recruiter who likes to do what you don't. Splits are great.

In my experience a consistent, daily effort will do the most to ensure you make multiple placements a month. Rookies tend to bet on one placement being made with one send out. Too often they lose that deal for a variety of reasons and create unnecessary stress. My advice is to work toward 3 send outs a week. Do this every week and you'll have multiple placements and a great income each month.

If your focus is on getting a minimum of three send outs a week, you'll get better and better at organizing your time. You'll waste less time on chores that don't produce send outs.

It's that simple. Do you want to be a recruiter? Get started. Find some recruiter training.

Kimberly Schenk,  Author/Headhunter,    Top Recruiter Secrets    Cold Call Therapy

Recruiter Training: Discuss Counter Offers Before It's Too Late!

There are common issues that can derail the placement process. New recruiters need to know what lies ahead and prepare to address these pitfalls before problems arise. There are at least 15 reasons why it’s unwise to accept a counter offer. This topic must be discussed several times before any employment offer is extended to a candidate.

If a candidate has sound motivations to change positions a counter offer will not resolve the basic problem. Most often a counter offer shores things up temporarily. Surveys and statistics show that within six months an employee who accepts a counter offer will leave that company anyway. Don’t lose a placement because of a counter offer!

Two consequences of accepting a counter offer are:

• The company now knows a candidate is unhappy. Counter offers tend to create resentment and a candidate who accepts one will be seen as having questionable loyalty. Down the road when it’s time to promote someone those with unwavering loyalty tend to get promoted first.

• In tough economic times if a company decides they need to implement an austerity program, it’s easy to cut those who were thinking about leaving anyway.

Recruiters who are equipped with all the reasons why accepting a counter offer is a bad idea are in the best position to talk about these perils with candidates who already trust them. When the time comes for a candidate to resign, it’s important to understand how stressful the candidate perceives this step. Counter offers surface a wide range of conflicting emotions in most candidates. Good recruiters use a risk management approach counter offers by preparing candidates to handle them properly.

Recruiters talk with candidates multiple times during the interview stage. Each conversation reveals more about the candidate’s mindset. If a candidate says they would consider a counter offer you must find out why and be prepared to put the candidate aside.

The time for a candidate to negotiate higher pay, and resolve problems they have with an employer is before they start looking for a new job. Candidates who have tried to improve their situation and exhausted their options are far more determined to make a job change.

Candidates who’ve approached management with their needs and career aspirations generally know where they stand. Their ability to analyze opportunities and specify where they want to be in five years is superior to candidates who really don’t have a defined career path. Most folks are so busy working they have not given much thought to their career strategy.

Candidates in their thirties and forties tend to become more focused on where their career is going. They start to examine their life and estimate the chances of getting to the level they want. During the past twenty years companies have implemented screening processes and applicant tracking systems that actually work against employment longevity. Candidates who feel they’re a disposable commodity have less loyalty.
 
Companies will pay recruiting fees for good candidates with in-demand skill sets. Counter offer situations create havoc during the placement process and everyone involved tends to get upset. Memorize all the reasons why counter offers are not worth considering. Recruiters manage the placement process.  Your ability to present logical arguments and stay calm makes you an expert in your field and a valuable asset to your clients.


by Kimberly Schenk, Executive Recruiter, (20 years) Recruiting Coach (7 years)

Recruiter Coaching: Is It Worth The Money?

Recruiter training should cover all the steps in the placement process. Executive Recruiters (Headhunters) work on commission. We are consultants and sales people. If you’re considering a career change, executive recruiting offers independence, challenge, and control over one’s income. Having a Recruiting Coach on your side ensures success. Recruiter coaching will save you time and money.

Corporate Recruiters and Contract Recruiters generally don’t ‘hunt’ for candidates. Contract recruiters usually show up to an employers’ place of employment and have higher monthly placement quotas. Contract recruiters are paid an hourly rate. Contract recruiting offers stability and a consistent paycheck.

Corporate recruiting tends to be part of HR. Online ads and social networking sites are used to attract candidates. Corporate recruiters speak with candidates who float their resumes in cyberspace or respond to ads. Corporate Recruiter’s interview and screen candidates.

Headhunters are in demand. Of the various types of Recruiters, contingency fee based Recruiters consistently are given the highest marks by clients for providing top-notch candidates. We’re the Navy Seals of the recruiting world. We fearlessly sniff out the best candidates and work quietly until the deal is closed. We’re called upon to function as a psychologist, spy, friend, consultant, negotiator, rainmaker, closer, and detective every single day. What could be more fun?

Executive recruiting is tough. The pay is great but the work can be brutal. The onset   of your recruiting career is the optimal time to develop the mindset, work habits, thought process, strategies, and skill sets needed to be a successful recruiter.

Like learning how to drive, the details seem overwhelming at first. When we get behind the wheel, we must use our skills to drive safely. It’s the same with recruiting. It’s important to practice good habits from the onset. On day one clients and candidates depend on us to do our job well. Preparation is crucial.

Miss-steps kill deals. The good news is there are remedies for just about every mishap. If we lose a client or candidate, it’s okay. There’s always another client and another candidate to contact.

Recruiter coaching is a resource. Having an expert at your side keeps deals on track.  A Coach provides in-the-moment guidance and shortens the learning curve. Instructions during each phase allow recruiters to self-correction and improve instantly. The first recruiting phone calls are intense.

For new Recruiter there’s pressure to remember hundreds of details. After a placement Recruiters have a storehouse of experience. Phrases have been memorized and responses become confident. All day long there are decisions to make. How recruiters respond to comments, reactions, or misinformation is the difference between a paycheck and going without.

A good Recruiting Coach guides Recruiters carefully through the minefield of a deal. Their advice can save a search at every phase of the process. For everyone who thinks it’s easy to be a Recruiter and who envies those big fat commission checks, hear this: We’re worth every dime!

A Recruiting Coach is worth the money. If you follow their instructions and do the work you’ll have one or two placements within weeks. You won’t waste time second-guessing yourself. You’ll have someone telling you exactly what to say during sticky situations. You’ll juggle multiple searches without going crazy. Ideally, your first fee will come quickly, pay for the Coach, and leave you with a profit.

The expertise a Recruiter Coach provides enables you to perform at a high level. No one will know you’re a novice. You’ll be energized and encouraged by small milestones. You’ll have support when you feel overwhelmed. Benefit from the advice, experience, and wisdom of your Coach as surprises unfold daily.

Recruiting is fun. The rewards are great monetarily, emotionally, and intellectually if you’re committed. My recommendation is get recruiter training and find a Recruiting Coach. Make some money and have a ball!

Kimberly Schenk

Are You A Cold Call Critic? Don't Be! by Kimberly Schenk

Cold calling has critics and believers. I'm both. I think cold calling day in and day out can be boring. I block out about two hours a day and cold call consistently. The rewards from these calls are monumental. It was not always that way. I'm not a natural sales person however after years of practice,  I can hold my own against any 'natural'.

Here's a few cold calling tips:

1. Be sincere.

2. Offer value. When you believe in your product/service your conviction is conveyed to the person on the other end of the phone.

3. Demonstrate your credibility by asking intelligent questions to uncover needs. Listen to your prospect. Prospects buy when the see there is a cost effective solution to their problem.

4. Design an effective call script. A good sales script engages prospects quickly in a meaningful dialogue.

5. Listen for the big picture, not for a pause where you can interject a feature or benefit about your product.

6. Have a conversation with your prospect vs. talking at them. Inquire about her business and areas of frustration.

7. In your first introductory sentences offer one or two benefits. Every prospect cares about WIIFM? (What’s in it for me?) If you do these seven things a prospect is more likely to listen to you.

Asking intelligent questions is the fastest way to establish rapport. Prospects have problems and they want their problems solved. You're one of the good guys! Don't 'sell' to anyone unless you've qualified him or her. If someone does not qualify, (meaning they don’t have a need or the money to buy) don't push. I know scores of sales trainers advise otherwise, but if you're in sales for the long haul, make your life enjoyable by selling to people who want to buy and are ready to buy.

When you walk away from a prospect because they really don't need or want what you're selling, do so with grace. Not turning off a prospect leaves a positive, or neutral feeling with prospects about dealing with sales people. Leave the door open for a change of heart down the road should circumstances change.

As an Executive Recruiter, I ask support staff of the business owners or VP's to help me find decision makers. In today's world I leave messages and get calls returned when a potential client has a need. Don't waste a decision maker's time. Messages should be to the point: "My name is Cinderella and I'm an Executive Recruiter who specializes in mortgage banking placements. I have clients in the area and if you're looking to expand your operation or have hiring needs, call me at (my number)."

I get several calls a week from messages. When someone returns a call I know they have a need and jump into a conversation that will define their search requirements.

Expect to make sales. Cold calling is a task and sometimes it's tedious. Make a plan and develop your skills. Determine whether there's a need and manage the conversation in a way that leads without offending. Recognize the difference between a true objection and an objection that's masking a buying signal. Selling is strategic. Interacting with customers takes practice. The more you practice the better your closing ratio!

Accept cold calling as a fact of life. Reconcile the tedium with the excitement. 4 - 5 meaningful conversations an hour will increase production. Keep track of your calls, your conversations, your sales, and your pipeline.

If you have call reluctance or any anxiety related to cold calling, there's help. Emotional Freedom Techniques (EFT) works perfectly to get rid of negative emotional patterns held within our bodies. EFT is being used effectively to eliminate pain, anxiety, depression, fears, addictions, and heal traumatic events. Neutralize cold call fears with EFT.

If cold calls are part of your professional life, enjoy the process. Allow your prospect to 'buy'. Let them decide they cannot live without your product or service by presenting value, asking questions, describing benefits, and listening. Sell them what they want to buy.

Kimberly Schenk is the author of, 'Top Recruiter Secrets' and 'Cold Call Therapy'

Recruitment Process: 5 Advantages to Knowing Every Step!

Recruiters are consultants. They do far more than match up employers with candidates. At any given time a Recruiter can find themselves in the role of catalyst, psychologist, hand-holder, detective, negotiator, and guide. Recruiters work behind the scenes to make deals happen. They change lives and companies. It's fun and rewarding to be a good Recruiter. Operating as a high level Recruiter is a function of knowing the entire recruitment process intimately.


There are between 25 to 30 steps in every placement. The number of steps can vary depending on how many times a candidate interviews with an employer. When a Recruiter takes the time to understand the recruiting process they ultimately perform better and more efficiently. Performing like a top professional is the first item in a 'best practices' list. Word spreads fast when you make a client happy, and making more placements is a side benefit of the first advantage to knowing your craft.


The second advantage of knowing every step of the recruitment process is having the ability to coach candidates and employers better on how to conduct their interviews and analyze the results of their findings. There are no perfect candidates and no perfect employers. Having the ability to help both sides shift their perspective is a huge advantage to a Recruiter who wants to maximize their earning potential.


Three. Knowing the recruiting process forward and backward ensures a Recruiter will continue to improve their performance. One can easily reflect on what they did right at any specific point in the placement process. Conversely they can also feel what went wrong where and prepare themselves for the next time that situation arises. It becomes easy to prepare a better response or handle a few earlier steps differently so the issue never arises again.


Four. If a Recruiter needs to assist a fellow Recruiter, knowing the recruitment process in depth enables them to step in at any point, ask a few questions to understand where all parties are psychologically, emotionally, and rationally, in the process and do what's needed to complete the placement. This is a huge advantage and part of what can make any Recruiter the 'Go To' guy.


Finally, understanding every step of the recruiting process provides a Recruiter with wisdom. Changing companies and hiring people are both big decisions. Those who understand their role both prepare everyone involved for what to expect and what to do while preventing deal breakers that no side wants. Good Recruiters get results quickly. They know how to ask the tough questions and their expertise is sought after over and over. Top Recruiters are well paid and enjoy the respect of many. They take pride in their professionalism and abilities which can be traced back to their first decision to learn the recruitment process thoroughly.
by Kimberly Schenk

Recruiter Training: Cold Call For New Searches by Kimberly Schenk

Recruiter training should include how to initiate conversations with potential clients. If you want to operate as a full cycle Executive Recruiter finding new clients is a regular part of your recruiting life. It's not hard to find new clients, even though it seems the majority of recruiters prefer recruiting candidates to finding new searches.

When cold calling, the trick is to engage your prospect quickly. He or she is busy so be direct. Two methods work best, in my experience. Either ask about their immediate needs after you introduce yourself as an expert in their industry niche, or lead in with the facts of a candidate. When leading with a candidate use facts only and be brief. When you lead with a candidate, you close with, "Can you use a person with this background?"

If you understand your niche and the most desirable candidates many employers seek, within a few phone calls you'll get a positive response. If an employer asks, "How much?", that's a strong buying signals. They have a need. Generally, tell the employer your fee range and without hesitation continue to the search. "My fee can be anywhere from 15k -24k on average for a person with this skill set however to give you an exact quote, and make sure you have the best person for your situation, I need to ask a few questions. If this candidate's not be a perfect match for you there's no sense interviewing her...What position are you looking to fill right now?"

How the employer responds at this point can vary and as recruiters we keep asking and answering questions until we have a fee agreement, know we're talking with the top decision maker, and believe we have a healthy win/win search assignment. Where many recruiters get hurt is by accepting a search that has unrealistic requirements compared to what the employer wants to pay...(translation, you won't be motivated to work the search or continue the relationship). If you don't respect the employer and don't want to place good candidates with them, move on.

Don't be afraid to be selective. We're talking about your livelihood. Everyone wins if there's mutual respect and clear parameters surrounding expectations on both sides. The more information you have, the better you’ll be able to serve your clients and candidates.

When it’s time to make a formal candidate presentation, stick with several facts about the candidate that align with the requirements your client advised were of the utmost importance. Presenting candidates is not meant to be a complete life story. A good presentation concludes with a scheduled interview, not more questions. But that’s a topic for another day.
See more articles at Top Recruiter Secrets
Do you have call reluctance?

Going Into the Recruiting Business? Be Ready For A Wild Ride!

Executive Search is a dynamic and exciting profession. Do you have stamina, confidence, and that burning desire to be in charge? Are you a leader? Do you like calling the shots? Are you decisive? Ready to command the income you deserve? The beauty of a recruiting business is you can design your firm to fit your personality and strengths. The choices can be overwhelming because there're so many options. Don’t let that stop you…dive in headfirst and your path will become clear.

Here’s my prescription to be successful from the start. 1. Get recruiter training. You must understand all the steps in the placement process before you begin. You don’t want your car mechanic or your dentist to wonder what their next step should be; the recruiting business is the same. You’re the conductor of this symphony so you must understand what part everyone plays, beginning with your role. Your number one responsibility is to make placements. Sounds obvious, but you’d be surprised how many recruiters get befuddled and confused by events.

2. Recruiting is a sales position. You’ll help company clients and candidates. Your impact on people’s lives can be enormous, even profound. I was recruited years ago and the experience was wonderful. My salary took a leap and I loved my new responsibilities. Don’t under estimate your influence and don’t abuse your power. The ability to ask questions and listen will serve you well as you execute your recruiting responsibilities.

3. In the placement process there are more twists and turns than an espionage mystery flick. People are full of surprises. It helps to be quick thinking, and nimble minded. Your job is to ‘tell it like it is’. You're a diplomat and master of framing news in a sensitive, yet poignant manner. Don’t manipulate. People will trust you and you’ll make more money. Don’t be tempted to take short cuts. Do your job right every time.

When you understand the recruitment process, and are armed with top-notch recruiting tools, you can decide if your business is a lone eagle operation or on it’s way to offices in 50 states or 50 countries.

Finally, exposure to how other recruiters work is helpful in finding your own style. When I started recruiting I had a few years experience in the corporate world and had owned a business in the Chicago area investigating casualty claims for big insurance companies. I was used to asking questions and finding facts. I met a Big Biller Recruiter who had owned a large recruiting firm and was winding down his career. My mentor charged me $5000. to train and coach me. He told me if I followed his instructions I’d make a placement within 6 weeks. I made one my first week and never looked back.


I added tips to my notes for years. Now I coach people who want to be Headhunters. Getting a placement quickly does wonders for one’s self-confidence. Success breeds success.

The recruiting process is not difficult or mysterious. Recruiting is not complicated even though there are multiple steps. Execution of each phase takes practice. Most often practice takes place during real life situations and can be uncomfortable. No one likes making mistakes. Once learned the recruiting business is never ever dull. Like playing an instrument there are always new things to learn and great satisfaction in performing your art.


To expedite your success you may wish to work with a recruiting coach. Having an expert at your side during your first few placements can help you avoid the pitfalls of  each phase. In recruiting there are decisions to make hourly. A coach keeps you on task and provides continual insight into how to make productive choices. You'll feel more confident without second-guessing your ability or the process. Within weeks you'll have a placement and your fee should cover the coaching fee and give you a profit. The ROI of a recruiting coach will last as long as your career.

In the recruiting business there are no income limits. If you’re methodical, creative, enjoy working with people, have a good work ethic, and are not afraid to work on commission, then the recruiting business may be your road to success!

by Kimberly Schenk, Author, Headhunter (20 yrs) and Recruitment Coach