Top Recruiter Tips

Recruiting Training/recruiter Training: Mastering the Cold Call!

2011-11-17T12:59:00.000-08:00

At some point most Recruiters have encountered some form of Call Reluctance. The reasons people feel hesitant to make calls are numerous. Those reasons can be simple to really complex and we're not going into those today. Overcoming Call Reluctance is imperative if you're going to continue to become a great Recruiter.

What's worked for me is: 1. In the beginning I forced myself to make calls. It helped to have an end objective (like getting a new search) and a planned reward. I committed myself to making calls no matter how uncomfortable I felt, until I had a good search.

A second mental adjustment that works for me is knowing at the core of my being the great value I offer in my services as a Recruiter. The satisfaction that comes from a good placement; one that delights the employer and the candidate, is as important as my fee. Those happy moments tell me that Recruiting is important work and making calls when I don't feel like it is the best way to make placements quickly. With practice comes the expectation of success. You'll find that you'll make fewer and fewer calls (another reward) and accomplish more with less effort. There's no way around those initial awkward calls. As annoying as common sense sayings can be, here it's true; practice makes perfect.

Often I have the feeling of being on the hunt. Just like I'd call the theater to see what shows are playing when, I take the same approach to find my special candidate. Being methodical is boring. Accept the daily tedium of cold calling because you'll find that great candidate, usually within 8 -16 conversations. Then the fun and excitement begins!

Learn more. Top Recruiter Secrets

Become a Recruiter: Recruiting at the Highest Level

2011-11-17T12:40:00.000-08:00

If you're going to be a Recruiter, why not learn full cycle recruiting and maximize your earnings? Why spend your day working harder instead of reaping the benefits the top recruiting professionals take home every day?

First, learn the process and memorize it front to back. Next, develop curiosity. Learn how to ask questions and listen carefully to the answers. Ask more questions. To maintain your consulting/placement process management role, whenever you're asked a question, give a brief answer, check for understanding ("Does that answer your question?") then quickly follow up with a new question. A pattern develops with prospective clients and candidates. They almost instantly recognize you as the orchestrator of the placement process. If you're working for the good of all involved, they'll feel it and trust you more.

Take notes. All the information you gather during the placement process is potentially what you will use should negotiations hit a rough spot. You are the grounded voice of reason, the 'Go To' person, and ring master of the recruiting event. Embrace your role and watch your success skyrocket!

Finally. The best Recruiters understand how to approach passive candidates, gain their interest, get them to open up, and obtain the information needed to decide whether the candidate conversation will continue. Your candidate may have stellar credentials but not be a match for your immediate search. Stay focused. End the call politely and possibly use that candidate to obtain a new search for which he qualifies perfectly. Making two placements back to back is fun.

Less than 20% of Recruiters practice approaching passive candidates well. That's where the money is made and it's well worth the time to master this significant skill.

Learn more. Top Recruiter Secrets

Recruiter Training/Recruitment Training: What about a 'FREE' Send out?

2011-11-17T10:34:00.000-08:00

Twice in the past month Recruiters have asked me about sending candidates to an employer so the employer can see the quality of their work. Don't bother! As a professional you not only offer a great service but the right candidate helps your client stay in business and make more money. Our fee is an investment in their own future. Don't sell yourself short. Both recruiters were trying to gain the trust and respect of the potential client. Both had failed to discuss fees properly. Sending out a 'Free' candidate in the hopes an employer will then agree to pay your fee is working backwards, in my opinion.

Once a Recruiter puts himself in a position where he has given away his power by letting the employer take full control and treat him like a second class citizen, the respect and most likely, any chance of a placement is gone. That behavior tells me the Recruiter has doubts about the value of their service. When asking for business, if an employer indicates he or she has a need, the next ten minutes are crucial to a great outcome for all involved. Follow the process and get agreement on your fee upfront. Understand this: your questions and demeanor as you explain how you work demonstrate your professionalism and create the respect and trust you want. Get that piece of your presentation down soundly and you'll never even think about sending a 'free' candidate out anywhere! If an employer won't agree to your fee, move on. There's no end to the number of employers who are happy to pay your fee if you can provide the candidate they need.

Learn more. Visit us at: Top Recruiter Secrets

Recruiting Training/Recruitment Training: Managing the Experience

2011-11-17T10:16:00.000-08:00

When I properly do my job as an Executive Recruiter, the experience for both my client and the chosen candidate is exceptional. The great feelings generated from a fantastic placement experience keeps clients coming back for more. There are certain messages in each phase of the process that work to keep the process moving forward. Following the process is critical to success. Understanding how both the employer and candidate views each step in the process makes my job as a consultant easier.

As managing consultants, our ability to identify potential road blocks (objections) helps eliminate candidates who don't belong. There are no perfect people and no perfect employers, so we can be direct as we disclose flaws on both sides. Asking for feedback as we parcel out information let's us know when a particular piece of information is an issue. Asking more questions tells us how big (or insignificant) that issue is to our clients or candidates. Asking even more questions will identify the root and as we do this important step, we have the opportunity to adjust perceptions, re-frame the issue into a manageable package, or understand why the placement won't take place.

Information is our biggest tool and asset. Don't shy away from asking both the easy and hard questions. Both sides appreciate you more when you do your job well. The goal is ultimately to make a placement and solidify loyalty. An even better result leaves the employer and candidate both feeling like you've changed their life through an exceptional experience and will remember it for a long time. Don't underestimate your power as a recruiter!

learn more: Top Recruiter Secrets

Recruiting Training/Recruiter Training: Sending Resumes to Clients (part 2)

2011-11-17T07:54:00.000-08:00

Contrary to a popular Recruiter practice, (which I may add is not helping their status or income), I rarely send a client a candidate's resume. (Read Part 1)As a consultant, my clients are not paying me to give them more work! Any time you forward 3 (or ten!) resumes to a client for their review you're diminishing your worth. You are relinquishing your power to someone who has not been able to fill a position. You're enabling them to delay making a decision and taking money out of your own pockets. Don't do it!

Maybe they'll review the resumes, maybe they won't. They are now the ones to decide if this is a priority or not and you are left scratching your head until they decide to nit-pick your candidates and reject them almost on a whim in some instances. If you follow up you risk sounding like a pest and the frustration it creates is unproductive.

When you present a candidate it's because they should talk with and hire that candidate. As a consultant you've listened closely to what they require and prefer the ideal candidate have in their skill sets and experience. Bingo. You are the answer to their prayers and deliver that answer in the form of a well prepped candidate. Your client has agreed to your fee and as a consultant, you create value by making it delightful for them to meet your candidate and hire that person. You make it so simple and they depend on you to find, qualify, screen, and make sure the motivating factors for that candidate to move to another company, are sincere.

The ideal placement is always a win/win. When a candidate feels he or she is moving their career forward and they'll improve their life in some form AND the employer gets what they've been wanting for weeks if not months...you elevate your worth as a Recruiter.

If you've got questions, I have answers! I now offer one on one coaching.
Learn more. Top Recruiter Secrets

Listening Skills: Improve Your Communication Style for Killer Results!

2011-09-19T12:57:00.000-07:00

One of my secrets to being a successful Executive Recruiter and Manager of several businesses, for over 18 years is having great listening skills. Learn to be a good listener and increase your effectiveness in the workplace and at home. Listening is a crucial communication strategy. Increase your success by incorporating effective listening into your conversations.

Listening carefully for many is really difficult. Have you ever talked with someone you could tell was not listening because they were so eager to state their view? In the rush to express ourselves we can get wrapped up in our 'rightness' and dedication to changing the mind of the person in conversation with us. Too often the result is both sides lose their audience smack in the middle of a discussion. Both parties can become emotionally invested with protecting their position as if it's part of their ego. Therein lies the seed of successful change!

Being passionate about our beliefs and values propels our actions to live as we believe. That passion is motivating. It's healthy to feel our behavior and beliefs are congruent. When we personally identify with our ideas as part of who we are as a person, that can trigger an impulse to protect our ideas as if they are our arms or legs. Unknowingly we may thwart our best efforts to allow another to understand our point of view. It's common to feel 'shut out' and frustrated because we've not been heard accurately.

Consider this: Think of ideas as things. Ideas are tools. You are separate from an idea. Listening to another idea could expand your perception. If your idea is somehow altered with new information, you've grown! When a new idea enters your awareness, your capacity for understanding increases.

Listening carefully to another, asking questions, repeating or summarizing what you've heard (active listening) is a profound way to influence the person who is speaking. How can that be true? When you take time to listen and understand another person's point of view, thoroughly, they have a sense of feeling validated. Listening is not the same as agreement. Listening is respectful. It's also a caring gesture when practiced authentically.

When you allow the other person to say what they think and feel to be true, without judgment, that person eventually comes to a point of peace. They appreciate your ability to listen and your interest in them. Emotionally, because they may not be able to see their ideas as things, they'll feel heard. When a person feels they've been heard, they feel accepted. Their ego is no longer being threatened. At that point something magical tends to happen. They open up to receive your thoughts.

Listening is a powerful tool. When you take the time to listen first, you'll find you save time. When you know what matters to someone you can address that issue directly in terms they understand. By hearing any flaws in their logic, you save time knowing where your comments can have the biggest impact. Once you've heard someone's point of view, you can improve a relationship by first identifying what you have in common. Acknowledging the ideas you share enables the other party to see you as an ally vs. the enemy.

Developing good listening skills will increase your effectiveness. It's a sign of maturity and leadership. You'll accomplish more with less effort! Winston Churchill said, “Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen.”

Today, listen effectively to someone with an opposing point of view. Ask questions. Clarify any possible confusing implications. Take the time to hear them state their position completely. This exercise may make you utterly uncomfortable. So what? Write down how you felt to consider those feelings later. Summarize their position accurately. Tell me what happens next.

Become a Top Recruiter
Talking Tall ebook

Workplace Communication: Empower Yourself with Great Communication Skills!

2011-09-17T08:56:00.000-07:00

I truly think everyone who has effective communication skills has a huge competitive advantage over just about everyone else int the workplace and in their personal lives.
Here's a recent article I wrote. If you want to improve your life, learn ten new communication skills today.

Empower Yourself.

Communication skill training is for everyone. Conveniently here's a resource!
Talking Tall eBook

Recruiting: Where do you thing the industry is headed?

2011-09-17T08:47:00.000-07:00

Kim,

A group of us (recruiters) at lunch today got philosophical. Where do you see the industry in terms of income potential in ten years? Some in the group thought we would be a disposable commodity. Some think the industry will go the way of job boards. Their thinking is you will have two or three “big” recruiting boards like a LinkedIn that will have a Skype feature in which candidates and clients will bypass completely the executive recruiter.

Do you ever foresee something like that happening? That would be the death knell wouldn’t it?! On that happy note. Have a nice weekend. Hope you and the business are well.

Greg Moore

Guilford, CT

Thanks for the note.

I think the recruiting industry will be just fine in ten years. Your theory of social media making it easy to bypass recruiters altogether is not one I share. I think recruiters bring invaluable insight, talent, and huge cost savings for an employer, to the table. You over estimate, in my opinion, the amount of time HR depts. and hiring managers have to spend on sites like LinkedIn, let alone their ability to utilize them well.

The average hiring manager welcomes suggestions that make interviewing (and hiring ) easier. I feed my hiring managers, many who are Sr. VPs, interview questions and strategy. They love me. I know they've tried posting ads and finding people on their own. They're not good at it; we are!

The US Dept of Labor Statistics projects the staffing and recruiting industry will continue to grow until at least 2014. Thereafter there may be some attrition due to the fact that as the Boomers age, many high level or high skill niches will not have a large enough talent pool to fill those positions and competition will be fierce for those with the skills in demand. As the workforce shrinks, supply and demand economics dictate salaries will rise for people with key skills. If more companies wise up and keep training people who want to switch career tracks in their 30's, 40's and 50's, the market may be fine.

As a recruiter a lot of my value comes with saving my clients time and money by presenting candidates they will like, who meet their requirements, quickly. I deliver a dynamite service that'll be in demand for as long as I can see. Cross my fingers!

Nice discussion!
Kim
Want Recruiter Training?

I want to let a client and candidate talk without a fee agreement in place..what do you think?

2011-09-08T10:16:00.000-07:00

Hi Kimberly.
How are you? Question: Will you ever let the parties (candidate and client) talk to one another without a signed fee agreement in place? Our owner here will not permit it, but I find it would promote good will and maybe make things go smoother and lead to more placements. My thoughts are (and of course I'm still a newbie) let them talk once for free and then after that make them sign a fee agreement.
Your thoughts?
Greg XXXXXXX

Greg:

I agree with your boss. You cannot 'un-do' a conversation and neither party has an obligation to talk with you after they meet. I say for minimal brain damage, follow the recruiting process. Don't sell yourself short.

You offer a valuable service. If an employer wants that service, they get their fee back many times over. They either have the cash to commit or they don't. I think it's best to know where you stand up front, and no hard feelings for the employers who don't want to commit to the cost for the services. Having an agreement also tells you who is sincere about hiring and those sincere clients appreciate your efforts most. They have a lot to gain by cooperating with you. Employers have the option of rejecting any candidates who they don't believe are a good match for their company. Goodwill is a big part of our service.

Just yesterday I had a 'talk' with a very good client. He runs a billion dollar region yet has messed up three interviews with candidates I sent over because of his eagerness. I asked him to promise me he would not extend an offer during the next interview, no matter how much he likes the candidate. I explained the 'psychological' reasons of how it impacts the process and advised him to 'follow our lead' as this is what we do all day long. He was very appreciative of the info and understood the strategy. As a result, that 'consultative service' we provide is filled with the kind of good-will you mention, only now he has a new employee and I have a fee! No stress, no worries if you take care of business up front. It's a mind set. Do everyone a favor, yourself the most, and get the fee taken care of up front or move on to someone who appreciates your service and recognizes the value in your fee.

Comments welcome. Want to be a Top Recruiter? Boost your career with killer communication skills

Ask for that Raise!

2011-07-30T15:06:00.000-07:00

This is a true story. Everyone needs good communication skills. Let your integrity shine through when you talk.

For nine years Jeff worked for company G as an engineer. Flying airplanes was his first love. His job came in a close second. When Jeff met Judy his life changed. Their relationship quickly turned serious and they married.

When Jeff and Judy sat down to do financial planning as a couple, Judy learned Jeff’s salary was surprisingly low. With a human resource background, Judy knew the salary range for Jeff’s type of work, and the value of his credentials. Jeff was seriously underpaid.

Jeff was shocked and somewhat crestfallen. His attitude was, “I’m lucky to do what I love and get paid for having fun!” As Jeff began to understand his market value he felt betrayed. Had he been duped? Was his company taking advantage of him? He wanted to keep his job. Asking for a raise was painful. The idea of asking for a 30% raise was excruciating!

With a wife and future family to consider it was time for Jeff to pay attention to his compensation. Jeff sat down to write out his request. He was flooded with anger, frustration, fear of hearing “no raise for you”, and possibly the prospect of looking for another job. He felt disloyal, yet asking to be paid a fair market value was good business, not disloyalty. With a tug of war going on in his head, Jeff stayed focused on the conversation that would impact his future.

When he sat down with his boss Jeff got to the point. “I have worked here for nine years. My reviews have consistently been good to great. I’ve worked in several departments and handled every task assigned to me, competently. I love my job and have been very happy working here. I feel I’m underpaid and I am requesting a raise of $xx,xxx. I realize that's a 32% increase, however, I believe that's a fair value for my credentials. I know you need time to talk with your boss. When can I expect an answer?”

Jeff’s boss was dumbfounded. Jeff was asking for seven times what their typical raise amount was, yet he sensed Jeff was dead serious. Jeff did not cloud his request with emotion, accusations, or justifications. He did not threaten to leave if he did not get the raise. He stated his position and was specific about his needs.

Caught off guard, his boss simply said, “I hear you. Give me 48 hours to get you an answer.” The next 48 hours were agonizing for Jeff and Judy. Finally, Jeff was called into his boss’ office. “After careful consideration we are prepared to offer you $xx,xxx. That's a 30.5% increase. Will that work?”

Now Jeff was dumbfounded. He was thrilled he had made the request. “Yes. That works fine. When will it start?”

Jeff had a newfound respect for himself and his credentials. He did what was right in his mind for his future. He had created an effective message. He spoke in words that were comfortable for him. Emotions could have derailed his request but Jeff was careful to check his statements and edit out any ineffective comments. Negative messages can trigger resistance. Jeff disliked conflict and was proud of his behavior.

We all live complicated lives. Using proven communication tools is easy when we simply get to know them and put them to use. When we communicate effectively, we create outcomes that move our life forward and get our needs met consistently. Good communicators have an advantage.

You too can address sensitive issues effectively. Learn how to express your truth in your unique way, and know you said the right thing.

Visit us at: Charm School for Engineers
or Top Recruiter Secrets

Recruiter Training: Would You Make a Good Recruiter?

2011-07-23T13:56:00.000-07:00

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.

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 that can cause stress. My advice is to have 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 you time and wasting less time on chores that don't produce send outs.

It's that simple.
Kimberly Schenk, Top Recruiter Secrets Vista Recruiters

Recruiting Training: Attitude that Delivers Results

2011-07-01T08:55:00.000-07:00

Recruiters must understand they wear many hats: Consultant, sales person, expert, coach, hand holder, deal maker, negotiator all pop into mind immediately. When you find a good candidate it's imperative that you take charge. Controlling the recruiting process is what we do and our results (placements or lack there of) are a direct reflection of our skill level. Period. If you're losing placements or losing control of candidates; they don't return calls, fail to show up for scheduled phone calls, fail to provide information, etc. I have news for you, "It's your fault!" Ouch.

Control is not a dirty word. It is what successful Recruiters do while they manage the process. The attitude I feel matters most is one of, "This process is my responsibility and I'm going to do everything in my power to make it happen if it's right for both the candidate and my client". It's that simple and it requires skill.

Control is not heavy handed, dictator type commands; those tactics are counter productive and will not work. Control is about asking questions and making decisions based on the answers provided. It's an art. Most of the time good control is like a gentle breeze; occasionally there's a need for a gust of wind, even a full force blast of air! : ) It's essential to your success as a Recruiter.

Tell me how you control your placement process and I'll tell you what works for me!

For recruiter training to recruit like the best Recruiters: Top Recruiter Secrets

Recruiting and the Recession, Opportunity Abounds!

2010-08-27T11:57:00.000-07:00

Recruiters, there's no need to panic just because the 'Experts' are talking gloom and doom recession chat. Yes, many people have lost their jobs in the past year. It's mid 2010 and unemployment is lingering around 10%. Keep in mind when Economists talk about full employment..that means there is still about 5.5% unemployment. There are always people out of work due to emergency situations, sickness, and job changes. Yes, the economy is shifting and adjusting. It's happened before and will happen again. This could be the best time to increase the number of clients you have and the number of candidates in your pool.

Whenever there are more people applying for the same job the truth is it becomes harder for employers to sift through their stacks of resumes for the best people. This is a great opportunity to expand your services! Maybe the times call for you adjust your fees or do a BOGO half price! Be creative. Talk with your customers. What's happening with them? Good employees are still the key to their survival.

Plant some ideas. If a client is swamped with resumes and needs three key people, negotiate your fee in a semi-contract-recruiter manner. Tell your client you'll come to them, sort through resumes, screen, and conduct the initial interviews providing them with quality candidates they need only interview and hire! Maybe the fee for one – two weeks and 3 – 4 hires is $2,400. a week ($60. per hour) plus a bonus of $500. for each hire. You get cash flow and they get a fantastic value.

You've already proven your value to existing clients and by recognizing their 'cash crunch' issues or whatever their issue is, they still get valuable services their company desperately needs and you plow through the recession ready to emerge stronger and better.

It's okay to be creative and think in terms of helping your customers stay in business. They'll appreciate your flexibility and ability to still solve their problems.

Explore other industries and small businesses that are growing. You already know the process, all you need are the key words used in that industry to expand your business base. Flexibility to shift between industries is one of the things that makes recruiting such a great industry.

Use this time to tap into hundreds, maybe thousands of new candidates. Exceptional candidates are always bankable. Stock up on contacts and be sure to get two to five names of others from your new contacts.

Keep active. Analysis/paralysis is always an income killer. Turn off the news and stay on the phone. Don't join in any doom and gloom talk. Keep offering your services. It's human nature that the weak attitudes and weak thinkers in the recruiting profession will likely do themselves in by their own inactivity and, “what's the use?” mentality. Again, this is good news for you!

Day by day, week by week, keep putting one foot in front of the other doing all your regular recruiting duties and ask yourself everyday, “What can I offer my clients that will help them today?” Stay open and flexible and the money will continue to flow. When the “Experts” declare the recession is over, odds are you'll have to start thinking of hiring a bunch of new recruiters yourself to keep up with your new business!

The Recruitment Process - 5 Advantages to Knowing Every Step

2010-08-26T13:31:00.000-07:00

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 are the middle men who 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. They 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 for a Recruiter 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 make sure they 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. A Recruiter who understands their role both prepares 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.

Dear Readers...

2010-08-22T14:10:00.000-07:00

Just so you know...somehow Blogger has stopped me from entering my real blog for Top Recruiter Tips! (maybe it's me???) Over the next week or two I'll transfer some of my more popular articles. In the meantime, please take a moment to give me your thoughts on what topics have your interest today. (top right) Or email me at
help at kimberlyschenk dot info Thanks so much. K

Full cycle Recruiting - 10 Reasons to Learn it All !

2010-08-22T13:59:00.000-07:00

Full cycle recruiting means a Recruiter knows how to obtain a search (find a job order and evaluate the parameters of that job order), negotiate the fee, find an ideal candidate, manage the interview, offer, and acceptance process, close the deal, and get paid within 10 days after the candidate starts. Today thousands of people in the business world call themselves Recruiters who, ironically, don't know the fundamentals of recruiting!

If a person wants to work as a Recruiter, the first thing they should do is get some training related to the recruiting process. New Recruiters need to understand the process from start to finish before they can be effective. I've seen many corporations push people into positions with the title, 'Recruiter', without any training. No one is served well when this happens.

If you're interested in becoming a Recruiter here are 10 reasons to “learn it all”.

Once one knows how to handle each facet of the process they can focus on enhancing their strengths or improving their weaknesses. Recruiters who know how to recruit effectively can easily find the best niche in the industry for their personality.

Knowing what needs to be done during each step of the process gives a Recruiter confidence and the tools they need to evaluate their own performance. They can look back over each placement process and see specifically where they could have said something different to expedite the process or eliminate a roadblock.

Recruiters with FCR (full cycle recruiting) skills offer the best value to employers, candidates, and themselves. Knowledge is power when it comes to recruiting. Their skills allow them to approach 'passive candidates' most effectively.

FCR is the pathway to make the most money and garner the most respect in this industry.

When a recruiter is proficient in all the steps of FCR, they can work with other Recruiters to double, maybe triple the number of placements, they could make on their own. Working with a strong team of Recruiters can be both rewarding and lots of fun.

Full cycle Recruiters have the skills that are most in demand. The average company in the United States has about 24% turnover a year! That kind of turnover costs companies unnecessary billions each year. Employee retention begins with good hiring practices. If an employee senses they mean nothing to an employer (and many HR departments are famous for making new hires feel like faceless numbers) then new hires feel no obligation to those employers in return.

When a Recruiter knows FCR they have the most control over their earnings, lifestyle, working conditions, and job satisfaction.

FCR is emotionaly, intellectually, and financially rewarding, in my opinion.

The skills a Recruiter acquires when they learn FCR are transferable to other areas of work and life. Knowing how to ask questions and listen effectively can help keep a person with teenagers sane. These skills can improve relationships with spouses, neighbors, relatives, and co-workers. These principles apply when one is negotiating to buy a company, car, home, etc.

Recruiters who master their craft have less stress and fewer frustrations related to 'lost' deals. They're more effective and successful than those who don't know FCR.

Less than 20% of Recruiters have been trained in full cycle recruiting. That leaves those with full cycle recruiting skills with a tremendous opportunity and vast potential to excel in those industries that attract them most. Don't try and 'wing it' with your career. Make regular investments in your recruiter education and it will pay you back countless times over.

Becoming a Recruiter - What does it Take?

2010-08-22T13:56:00.000-07:00

If you're becoming a Recruiter what qualities do you need to succeed?

What's needed is a consistent work ethic, (4 - 6 hours a day is great) the ability to follow a method, a professional demeanor, honesty, integrity, and enthusiasm. A recruiter should do a lot of listening to be effective vs. a lot of talking. They'll need to become an expert in asking questions as well. A Recruiter is a leader who comes across to others in the process as a partner.

Developing good listening skills can be learned and is one key ingredient to making more placements. If you're an extrovert, even slightly, your ability to approach people and establish rapport will give you an edge over introverts. If you're a talkative extrovert, your challenge will be to develop your listening skills.

There's a myth that recruiters must be great salespeople. That's not true. While solid sales skills can always enhance ones’ performance it's not essential to be a successful recruiter. Recruiting is about process not personality. What's surprising is once you master the process you'll be credited with a 'great' personality! (What you'll actually have though is the credibility that comes with being effective.)

There are about 25 steps in making a placement. That may sound like a lot, but when you become familiar with the whole process you'll be able to jump into an ongoing search, ask a few questions, understand exactly what the status of that placement is and what to do next.

Remember when you first learned to drive? Every task from adjusting the rear view mirror to putting the car into reverse to back out of the driveway required focus and conscious thought. With practice, those steps become efficient and so automatic we don't even seem to notice; our driving becomes flawless and smooth. (In most cases!)

A Recruiter is an expert at making placements. She/he is a Consultant with great power once she understands her role and responsibility in the process. Recruiters are responsible for managing every step of the placement process. Once they appreciate their role they can easily spot if there's trouble brewing which could jeopardize an offer/acceptance and take the needed action to put the process back on track.

How do they 'fix' a search in crisis? Recruiters start with asking questions. When a client or candidate asks a question, seasoned Recruiters answer the question directly and then ask another question to maintain control. I kind of cringe at the word 'control' but as a Recruiter, all parties involved have a stake in the outcome and although it's never voiced, the Recruiter is the Captain of the ship; Guiding it safely into port or standing by as it dashes against the rocks!

As a Recruiter learns the art of asking questions, and LISTENING to the answers, he becomes a better Recruiter. A Recruiter is a collaborative partner throughout the placement process. Hiring the right person helps companies to succeed. Hiring managers soon develop a keen eye for that 'great fit'.

Candidates can be squeemish about the whole process. Changing jobs means changing their LIFE. It's not something they do everyday. They need the guidance, attention, understanding, hand holding at times, maybe even a push from an expert who knows the process inside and out. This Expert understands their needs and is assisting them with a boost in their career.

When the steps in the process utilize methods that work, a good Recruiter will be rewarded with candidate referrals, more job orders, a substantial income, and abundant self respect. They'll also have to admit they're having a really good time.

In becoming a Recruiter, the first most important step is to invest a few dollars in yourself in the form of training. Get to know the process, keep improving your skills and you'll be giving yourself a blank check. We train great Recruiters. visit us at: http://www.toprecruitersecrets.com

Recruiting Training is About Process Not Personality

2010-08-22T13:22:00.000-07:00

Recruiters act as consultants to their employer clients. It's the Recruiter's job to find candidates with the skill sets a specific position requires and the personality that meshes with the company culture. There is a mystique about what Recruiters do and myths that prevail about the super human sales power needed to be a good Recruiter. Recruiting is about process not personality and no super powers are necessary.

If you want to be a top Recruiter and enjoy all the perks associated with that status, learn the process and complete the tasks in a methodical order. Recruiter training is plentiful online. Many new Recruiters have been burned by staffing firms or HR Departments who misunderstand the complexity of factors that relate to having a Recruiter succeed. Placing a person in a position with the title “Recruiter” without training is a recipe for failure or inadequate performance at best. To allow a new Recruiter to 'sink or swim' benefits no one. Both the Recruiter and employer will be unsatisfied with performance results.

Good recruiting training covers the process and the strategies related to completing each task well. With practice Recruiters self correct and improve dramatically very quickly because they can break down the process logically and see where they fumbled. Beginners will make mistakes (so do veterans) but with every phone call and conversation they will feel improvement and thus empowered. Learning the process is one of the biggest steps toward success.

A solid Recruiter Training program arms new recruiters with the tools to manage both the hiring manager and candidates who are the best match for the position. It's the Recruiter's responsibility to make sure the best candidate for the position accepts a job offer. The majority of work a Recruiter performs is done before the first interview. Screening and prepping are important. Knowing the process helps a Recruiter to stay focused and organized. The recruiting process creates order amid chaos.

In order to be a Recruiter one needs to be able to ask the right questions in the right order. Good Recruiters learn how to manage and control the process with questions and listening carefully to the answers given. Within the answers lie the employers' and candidates' personal motivators. Sometimes both sides need to be reminded of those motivators. To become a great Recruiter is akin to taking the podium at a concert and becoming the conductor; Great Recruiter's see to it that hiring managers and candidates both bring their A+ performance to the interview. They coordinate reference checks, background reports, compensation negotiations, resignations, and more. They hold hands and kick butt when the time is right.

Recruiter training is an indispensable component to helping a Recruiter perform at the highest level. Recruiters stand ready to aid clients and candidates in a highly stressful, often life changing (for the candidate at least), very important decision. All sides benefit when recruiter training is in place from the beginning. There is power and comfort in understanding the process.

Making Money On The Internet - Core Concepts (part 2 of 5)

2008-10-09T12:52:00.000-07:00

These 5 core concepts to making money online were introduced in article 1.

1. Visitors need to find your website.
2. The site must create trust and value.
3. The site must convert visitors into buyers.
4. There must be a large enough pool of people interested in your niche to generate consistent sales.
5. The cost per sale (advertising and other strategies that bring visitors to the site) effects the sites' survival.

This article focus' on the second core concept. For your online business to become profitable your website must create trust and value. How do you create trust and value? Through content.

People buy benefits, not features. Talk directly to your targeted audience, one on one. Don't “sell” them; talk to them about the issues that bother them, that mean something to them. Then solve their problem.

Be persuasive by:

1. Setting a tone that's nice and friendly.
2. Enter their world with ideas and simple language that resonates with their interests.
3. Show proof or evidence.
4. Satisfy their desire to know, “What's in it for me?” (More Benefits.)

As your content covers the above items you establish credibility and a comfort zone with your visitor. People want and appreciate 'free' information. By supplying that free information in the form of a report, newsletter, tip, or advice, you create more trust. If you ask visitors for their email address and name so you can send them the information, (ie: build a contact list for your autoresponder campaign) you're more likely to make sales down the road.

Building an autoresponder list is a great way to maintain contact with people to deliver more offers, tips, advice, or information. This way you create additional value for those who've visited your website. It's helpful to give people a reason to return to your site. If you've created trust and value you're halfway there!

Please visit us at http://www.leapintoprofits.com/ to see all we have to offer!

What If I'm Not A Programmer?

2008-09-22T10:56:00.000-07:00

You want to create your own website and start your internet empire, right? Maybe you're thinking, “I'll just find a website designer and let them set me up”. My personal experience tells me that's a BAD idea. Why? Been there, and ended up scraping the whole website.

There are several reasons to avoid using an outside designer:

#1. It's expensive. A small website can cost $400. - $1500. on average for a simple site.

#2. As soon as your website is done, odds are you'll want to make changes. And changes cost money. Your programmer/designer survives and thrives only if they are paid for their time.

#3. Those changes will take time. It may take days to put the changes you asked for in place. These scenarios are frustrating as they take control of your website and your business out of your hands.

#4. Surprise...you don't need an outside designer!

My lack of technical knowledge made the idea of creating my own website very intimidating. In fact I had a few extra false starts before finding an affordable solution. The answer to,”What if I'm not a programmer?” is, “So what?” You don't need to be a programmer to create a profitable internet business in today's world.

I now know from personal experience there are services/products online that will walk you through the steps to create a professional looking website. And you can make as many changes and add products or images as you develop a stronger sense of what will help your website convert visitors into buyers.

My number one recommendation is SiteBuildIt! The reasons are many.

#1. The SiteSell products offer excellent value by any internet success standards you choose. While you are designing your professional looking website, THEY are focused on helping you create a website that will be profitable for you.

#2. Their thought process and methods have proven to work for their customers. Site Sell has created more top 1% websites than any other website generator business on the Internet!
Here's Proof.

#3. They help their customers turn visitors into buyers! This is what your whole effort is all about, isn't it?” SiteSell clustomers outperform those who didn't use SiteSell by huge margins!

#4. Ease of use. If you can use your mouse to point and click, you can use their system.

#5. The $299. investment will bring rewards faster than any other solution! It's by far cheaper than a website designer. You'll save time, money, frustration and countless hours reading marketing articles and internet marketing ebook because SiteSell has already incorporated the strategies that make people feel comfortable with you and your website, into the designing portion of your site. This particular aspect of their service, in my opinion is worth ten times, literally, the cost of their service.

Content is king. Once you've attracted a visitor your website must build trust, create interest, start to establish a relationship, and then prompt your visitor to make a purchase or at least take an action you propose. Take a peek at the SiteBuildIt! Action Guide.

The confidence and peace of mind you'll feel as your website takes shape is priceless. It is likely the fastest way for you to create a successful, profitable internet business. So leave your dream of becoming a programmer for another day. Start your Internet business today with SiteBuildIt!You'll be glad you did.

Making Money Online - Where Do I Begin?

2008-09-11T15:25:00.000-07:00

There are many ways to create a career that is home based. You can provide a service to people locally, or even internationally.

1. Free lancing is in demand and there are great sites where you can bid for work, and negotiate the conditions of the contract before you accept an assignment.
2. Creating and selling a digital product (publishing your own eBook) is a niche that's growing daily.
3. Affiliate programs where one promotes reputable products of other companies and gets a commission from every sale generated by their website or referrals is gaining in popularity.
4. The many facets of on line advertising have created opportunities to add revenue to anyone's website.

First you must choose one method that attracts your attention.

Second, you will need several months to a year, patience, persistence, and realistically several hundred to $1,500., minimally, in my opinion, before you start seeing consistent profits.

There's a lot to learn and it's easy to waste many hours on fruitless activities. My intention is to help others 'leap into profits' by skipping expensive mistakes (you'll still make mistakes) and by following a map of sorts to achieve profitability as soon as possible.

The basic key to creating a profitable Internet business is;
1. Get visitors to your website.
2. Then provide visitors with a reason to buy. Converting visitors into customers is the bottom line. Both steps can be achieved using step by step methods.

I've opted to focus on digital products and affiliate websites (although free lancing is most attractive as well). Bit by bit, step by step the picture has come together and success continues to excellerate for me as I create additional websites.

While I certainly cannot guarantee your success I believe I can help you feel like you're not alone as you feel your way through the darkness and begin to make money online! I find creating a home based business to be gratifying and personally satisfying...I hope you do also!

To start your 'leap into profits' adventure, I recommend 'DotCom Income Secrets', by Jerry Moore. He does a good job of walking readers through a valuable thought process. His method is duplicatable and it's a resourse I return to for insights. This inexpensive resource will help you decide if internet marketing is right for you and provide dozens of options you can easily put into practice now.

By: Kimberly Schenk