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

"Top Recruiter Secrets" eBook

Become a Top Recruiter!  Get step by step recruiter training designed to help you make more placements and become a top Recruiter from day 1. Recruiting Coach options available.


12/3/12 FYI - I was unable to login to this account for a few years! I've shut down my other blogs. All new articles can be found at the http://TopRecruiterSecrets.com site. Love to hear all your opinions and about your recruiting experiences!

Kimberly Schenk
email: support@toprecruitersecrets.com

(Don't forget to check out current articles from 2013!)

Recruiting Training to Get to the Top!

In order to be a top Executive Recruiter it's crucial to get sound, proven training. Recruiters must learn the process. Next they must follow and trust that process. Successful Recruiters all use a method and make hour by hour decisions based on the question, “What will help me make a placement this week?”

High level recruiting is an art. Top Recruiters focus on those tasks that will place a good (or great) candidate in front of an employer who has a desperate need to fill a position. If the Recruiter has qualified the employer client and the candidate, the odds of an offer being extended increase dramatically. Top Recruiters have prepped both the decision maker client and candidate, to ensure the interview goes well.

Don't waste precious time tossing resumes at an employer. In my opinion, that's the weakest strategy recruiters use. It's not even recruiting, in my opinion. Any employer could have an administrative assistant sort through a stack of resumes and pull out a few they like. People are not pieces of paper. Decision makers who need a position filled love to work with a professional who saves them time and provides exactly the kind of candidate they want; they want their Recruiter to do all the work except interview. By the way, once you've proven yourself to a client, interviews often turn into a 'stamp of approval', because the trust is so strong.

A high level Recruiter controls and manages the entire placement process. They never stand on the sidelines wringing their hands, wishing their employer client would look at the three or four resumes they have supplied. Recruiters who focus on resumes, give away their power and their success. Frankly, they are asking their client to do too much of the work!

Hiring new people is a necessary evil to many hiring managers. If they are understaffed, these managers may have more crisis to handle. They may procrastinate, postponing time consuming interviews. When a company client works with a smart, effective Recruiter, that Recruiter chooses two potential hires (possible three), presents those candidates in a desirable light, makes sure the interview takes place, debriefs both parties, and ensures one of the candidates gets hired.

Top level Recruiters make hiring effortless and easy for their clients. That's why their clients continue to use them and that's why these clients are willing to pay the big bucks for an Executive Recruiter's service. It doesn't matter if you're a Contract Recruiter, Contingency Fee Recruiter (Headhunter), in-house Corporate Recruiter, or part-time Mom Recruiter; if you want to make more placements, have more credibility, more fun, and make more money, learn the recruiting process and implement that process every day.

We train recruiters. Visit us at "Top Recruiter Secrets"