Recruiting is a sales position. We find the exact candidate
our client (who pays our fee) requires. Sound simple but it’s easy to get off
track and lose a deal if you don’t know the recruiting process. The great thing
about headhunting is it’s a soft sell. We’re matchmakers. We ask questions to
determine what our client needs and wants in a candidate. Next, then over the
course of screening 10 – 15 candidates we find a good match.
We schedule interviews, de-brief all parties after the
interview, prepare candidates for an offer, acceptance and walk them through
their resignation. When they start their new position is when we invoice our
client and get paid for our efforts.
There are several traits that make good recruiters. The
ability to work on commission is one. Other signs a person may be a good
recruiter is they are methodical and willing to follow the recruitment process.
We are consultants. Successful recruiters are selective about the candidates
and employers with whom they choose to work. The ability to ask questions and
dismiss, in a kind manner, those who don’t meet our criteria is essential to
making consistent placements.
Some in-house recruiters never reach out to candidates over
the phone. They use social networking sites and want ads to generate traffic
flow of incoming candidates. The problem with this approach is 80% of the
population is not looking for a job as they are employed. The ability to truly
‘Headhunt’ incorporates the ability to pick up the phone and make direct
contact with candidates.
Fortunately there are recruiter-training programs that spell
out exactly what to say and how recruitment conversations will unfold. Training
prevents painful mistakes (and new recruiters still make their fair share!) and
enables one to sound like a pro.
Per the US Department of Labor Statistics, executive
recruiters earn, on average $130,000. A year. If one prefers not to work from
home there are contract positions, search firms and agencies everywhere.
Recruiters can work in teams and split responsibilities and fees.
Recruiting can be stressful. The best way to manage stress
is to build a pipeline of deals. When recruiters focus on send-outs (scheduling
interviews) and not put all their hopes on one big deal, placements will be
made on a consistent basis. A great thing about recruiting is the better one
is, the less they talk. Great recruiters become adept at listening and asking
questions. Questions are how we manage the process.
As consultants, we speak up and change minds by asking
questions. If you’re familiar with the Socratic method, you’ll catch on fast.
Recruiting is an art. It is intellectually challenging, stimulating,
frustrating, exciting, fun, maddening, and mundane. We help companies and
people. Clients and candidates often will remember you for years.
Use your experience and talents acquired over decades to
create a life/work balance in retirement. Few retirement jobs deliver the
benefits and pay potential executive recruiting offers. Get some recruiter
training, assess your abilities and desires, and get to work!
by Kimberly Schenk, Author of the 'Top Recruiter Secrets' eBook, Headhunter, and Recruiter Coach.
