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Phone Techniques for Business Success by Bret Pyle Most thoughtful and intelligent recruiters will tell you that in order to be a good recruiter, you have to be good at sales, to be willing to takes chances, and to have the ability to build networks through referrals. All of these are true. However, one thing often overlooked in this day and age of the Web, virtual worlds, chat, IM, and email is relationships. There is an absence of one-on-one exchanges of information and true conversations. As a recruiter, you can become too dependent on email and technology, which is a dangerous course to take. You should not underestimate the power of a one-on-one conversation. Candidates can't truly determine your level of confidence over email, and you can't properly portray your tone or easily reassure someone that you've "got what it takes" to find them a new career..... Phone Techniques for Business Success

Becoming a Great Recruiter – Part 6 By Lou Adler If one of your client groups has ever incorrectly eliminated a good candidate because someone on the hiring team was a weak interviewer, this article is written for you.   But some background first. We're now into the final stages of this series on becoming a great recruiter. If you've participated fully, you're now much better at taking the assignment and finding more top active and passive candidates and closing more assignments more quickly. If you haven't participated, you're sending out too many candidates to be interviewed, you're not seeing as many strong active and passive candidates as you could be, and if you haven't tried out the techniques presented last week, there's no doubt that you're losing candidates who drop out due to compensation differences, or you're overpaying for the candidates you are hiring..... Becoming a Great Recruiter – Part 6

Cold calling is a waste of time. by Jeffrey Gitomer You’re calling on people you don’t know, interrupting their day, manipulating your way in, and IF you get through to an actual decision maker, odds are you’ll say the wrong thing anyway. “If I could just have a few minutes of your time, I can save you some money.” Pathetic. First of all, real leaders don’t want to save money, they want to make a profit. Second of all, rejection 98 out of 100 times is depressing, demoralizing, degrading, and not to mention giving you a bad rap as a rep..... Cold calling is a waste of time

How To Ace An Interview - The Checklist By Deborah Brown-Volkman   A job interview is a screening tool. For you, it's an opportunity to assess whether or not you want to work for a company. For the employer, it's an opportunity to decide whether or not they want to hire you. Both sides are looking for a match. You can ace an interview and win the job you want even in this economy; even with the competition that wants the same job as you. You will have to work hard, but it can be done. Know that the work you do upfront and afterwards will make the "during" (while you are interviewing) much easier for you. Here's a checklist to help you..... How To Ace An Interview - The Checklist

Becoming a Great Recruiter – Part 5 By Lou Adler If you've followed the advice provided in the previous four articles, you're now finding more top active and passive candidates. Finding top people is actually easier than hiring them.   Here's why: First, they won't accept offers unless they're for bigger jobs with better long-term prospects than their current jobs or competing offers. That's why taking the assignment and preparing performance profiles are so important. You need to understand real job needs to present a convincing case that the job you're representing offers a true career opportunity.   Second, top people who are in demand generally want a nice bump in compensation as an incentive to accept one offer over another. The situation is worsened because these people are generally already at the top end of their salary ranges for comparable positions. However, you can alleviate these problems if you know how to use the interview to shift the decision to accept an offer from one based on compensation to one based on opportunity. This is what we'll cover in this article..... Becoming a Great Recruiter – Part 5

Cold Calling Is Dead - There are better ways to generate leads By Jeremy Miller Cold calling used to be a sales person's most effective lead generation tool, but today it is futile. Now I am not suggesting that making an unsolicited call on a strategic account is a cold call. Sure it is unsolicited, but it's simply the first step in a larger plan to engage a prospect, build a value proposition and work to win their business. Rather, I describe cold calling as the process of making 10, 20 or even 100 unsolicited calls a day, and touching as many companies as possible. This process of lead generation is unproductive. It's like looking for a needle in a haystack..... Cold Calling Is Dead - There are better ways to generate leads

The Antidote for Bad Interviewers Written by Kathy Barton   You've been working hard to put together a strong slate of candidates for a hard-to-fill position, and through networking and sheer force of personality have assembled three qualified individuals. They each have strengths and weaknesses, but they all have been successful in the past achieving the types of goals and completing the types of tasks that need to be done in this job. Your biggest concern: an unpredictable hiring manager. You're never sure just who is going to hit the mark with this manager because it doesn't follow any pattern that you can see. The manager tends to take immediate likes and dislikes to certain candidates for reasons not based on their backgrounds..... The Antidote for Bad Interviewers

Practical Selling – The 2-Step Shuffle by Denise Walker I am often asked for an “easy magic formula” for building businesses and the simple answer is that there isn’t one. Having said that, magic (or success) can definitely be created from getting all key basic business aspects right – and sales is unquestionably one of them. The following is an illustration of two of the most important aspects of selling: the sales technique and customer contact management..... Practical Selling – The 2-Step Shuffle

Don't take "No"for an answer: 25 Tips and Suggestions to Maximize your Revenue This isn't an article about sales technique or client negotiations. It's about overcoming the biggest problem you're likely to face in the expanding economy. No doubt, you're going to be busy this year…and highly successful. The phones will ring, more job orders will come in-and then BAM, all of a sudden, it happens. Seemingly in an instant, there's no time. No time for prospecting. No time to reconnect with old clients. No time to market..... Don't take "No"for an answer: 25 Tips and Suggestions to Maximize your Revenue

Becoming a Great Recruiter – Part 4 By Lou Adler We're into the fourth week of our eight-week program on becoming a top 10% recruiter. Last week, ideas were presented as to what you needed to do to find stronger, active candidates.   The key: Be different. Ads must have an engaging title and a compelling employee-value proposition. Ads that are just like everyone else's or can't be found are non-starters. If you want to hire top people, your ads must offer career opportunities, not just another job. These ads are just as important if you want to attract and hire top passive candidates. These top people will read your online posting to see if the job you're offering is worth evaluating. So, if it isn't anything special, the great recruiting and sourcing techniques described below will prove valueless. Let's get real..... Becoming a Great Recruiter – Part 4

Now is the time to rise up, be counted, and kick butt! By Jeffrey Gitomer   For years big corporations ruled the world, and the business world – not any more. Most of them are hurting – wounded – dying – or dead. Big banks, big homebuilders, big auto makers, big newspapers, big stock brokerages, and other “big” companies are under water or treading fast. The only thing sinking faster is the price of their stock. Business is so bad at big hotels that in Las Vegas, hotel people are actually becoming friendly. Before President Obama put the hex on Las Vegas, I traveled there once a month doing corporate events and seminars. During the past ten years I can report that Las Vegas did not have the worst service in America – they had the worst service in the WORLD. Times have changed. Drastically. Have you heard?..... Now is the time to rise up, be counted, and kick butt!

Beyond Cold Calling: 10 Ways to Make Hot Contacts 15 to 20 contacts a day. That's the goal many companies are setting for their account managers. Challenging, but achievable. But what happens when all your competitors have this goal? Multiply those 15 to 20 contacts by the number of competitors in your market. That's how many sales calls are being made each and every day. If you then divide that total by the number of prospects in town, do you know what you get? Prospects who are sick and tired of being cold called! ..... Beyond Cold Calling: 10 Ways to Make Hot Contacts

Becoming a Great Recruiter – Part 3 By Lou Adler We're into the third week of our eight-week program on becoming a top 10% recruiter. Now you're ready to find some top candidates. The recruiting and hiring process can be divided into three basic categories: attraction, assessment, and acceptance. These are the three big A’s. What some people fail to recognize is that you must be good at all three to have great hiring results. Being great at one or two and weak in the third will result in failure..... Becoming a Great Recruiter – Part 3

Being Inspired is Your Answer By Deborah Brown-Volkman   Many people I speak with are looking for that magic formula, the recipe that will transform their careers. The truth is they will never find what they are looking for. The reason is they are looking outward, when the answer is within. I've seen many individuals create amazing careers. Even in this job market, when they are told there are no jobs, they are still securing positions that they love. How are they doing it? They are inspired..... Being Inspired is Your Answer

Call or Email or Use Social Media? by Irina Shamaeva Many aspects of a recruiter’s job remain the same as in the past, before the arrival of social media. We all review resumes, assess the matches, interview on the phone, and meet prospects in person. Social media has added and keeps adding new options on how to get there. To remain competitive and productive we must figure out and start using social media in recruiting. I’d like to highlight some aspect of how it can work for us. Let’s talk about the very interesting phenomena of communicating with potential candidates in ways that have not been there before. For years, we have been discussing whether to call first or email first. Some gurus suggest that you first send a detailed email, then leave a phone message, and then send a short email mentioning that you had called. Fine, but here are your other options today..... Call or Email or Use Social Media?

What's Important to Generation Y Candidates? By Allison Boyce  I am Generation X, one of the "slackers" who started out professionally frustrated, cynical, and as an underachiever. I read all about it throughout the 90’s. I did not choose to be a part of this group; I simply was born into that time. Somehow beating all expectations to the contrary, I got a real job. I pause here and explain this so you may decide right away how offended you may get by the gross oversimplification of people, time, and society that I am about to describe. In my mind, quite simply, there is nothing I can say about Generation Y that hasn't already been said about X. Flash forward to 2007 and my career as a recruiter. Now, I am looking for candidates for a top management consulting firm who were born after Ronald Reagan was first elected. The conversation goes something like this..... What's Important to Generation Y Candidates?

Becoming a Great Recruiter – Part 2 By Lou Adler Managers have a hard time assessing competency and motivation, even though many have gone through some type of formal interviewing training. It turns out the real problem is not the questions being asked; it's not knowing the job they're evaluating the candidate against. Not knowing real job needs turns out to be the root cause of the most common hiring mistakes: hiring people who are partially competent, or hiring people who are competent but not motivated to do the work required. If you've taken the recruiter diagnostic assessment, you know that knowing the job and knowing your market are prerequisites to being a great recruiter. Here's a short reading list to get you started here. The books listed below are essential reading for all top managers and recruiters, and the articles will give you instant credibility when you suggest using a different approach as you take your next search assignment..... Becoming a Great Recruiter – Part 2

What’s Your Game Plan? By Deborah Brown-Volkman Are you going through the motions in your career? Lost your get up and go? Do you want it back? It’s hard to get excited about our careers sometimes. Especially when bad news surrounds us. Between high unemployment, low morale, and reduced compensation, who can blame us for not wanting to jump out of bed energized and ready to start each day? As a result, maybe you’ve decided to hold back a little. That will show them. Unfortunately, the one you hurt the most by holding back is you. Sure your employer does not get 100%, but the damage to your spirits and energy level is much worse. When you hold back, momentum stops, and you stop too. One day you were excited about the possibilities in your career, and now you look forward to the end of the day. Not very empowering..... What’s Your Game Plan?

Wanna make more sales? Think WHY? Not how to! By Jeffrey Gitomer Think about the last time you bought something. How attuned was the salesperson to your “why?” Most salespeople make the fatal mistake of “selling” or “pitching” their product or service rather than discovering the prospective customer’s motive, reason, or desire to buy. And that motive is usually a level or two beneath the first stated motive..... Wanna make more sales? Think WHY? Not how to!

The 3 Dimensions to Recruiting Top Performers by Neil Lockhart Recruiting the best candidates starts with a few basics. The most important aspect is to understand who you are targeting. I’m not talking about recognizing the technical skills or requirements you want to see in the candidate. Temporarily, throw the job description out the window. Then conduct an early reference check. This is a performance check you can cash. If the results confirm a prized candidate, think of him or her as a pearl. The Encarta Dictionary defines a pearl as “somebody or something highly esteemed or valued.” The gems themselves take years to develop and the art of pearl cultivation is a long and delicate process. As it relates to candidates, we all recognize the best as valuable. But we often overlook what it took for them to become who they are and therefore do not treat them accordingly. In many cases, we are talking about years of dedication and hard work to perfect their craft. Those who rise to the top of their profession are a select bunch. They are select but not scarce and are very much open to being recruited. But unlike any other, it takes a dedicated, specific plan to successfully recruit them..... The 3 Dimensions to Recruiting Top Performers

Becoming a Great Recruiter – Part 1 By Lou Adler Over the next eight weeks, you have a chance to learn what it takes to become one of the top recruiters in the country. This means you'll be able to make at least $150,000-$175,000 per year; you'll be seen as a true career consultant by your candidates and a true partner by your clients. Bottom line: What this means is that you'll make more placements with better people more quickly while negotiating on opportunity, not compensation. However, to get to be a high-earning, well-respected recruiter, you'll need to try out the techniques presented in this article. Most likely, many of them will run counter to your current approach. It's in these areas that you'll have to work harder to overcome your beliefs and still try out the ideas. This is how you grow, and getting through these rough spots is the key to personal change management. So, put some extra effort in here. But enough of the talk. Let's get started on getting better..... Becoming a Great Recruiter – Part 1

How to Avoid Unethical Practices by Kevin Wheeler When people are stressed and economic pressures rise, both candidates and recruiters are tempted to act in ways that may not be ethical. While I have never met a recruiter who thought of themselves as dishonest or unethical, many candidates feel that they have been told less than the truth and have been disrespected. We all get so caught up in our own success and survival that we forget to act in the best interests of the candidates, ourselves, and our organization. Almost everyone involved with talent acquisition is squirming under pressure from hiring managers to find qualified candidates and, therefore, are quick to grasp at any solution that offers hope of giving them access to better people. Hence the rapid rise of referral and networking tools and great interest in Internet search, as well as in “poaching” candidates..... How to Avoid Unethical Practices

Job Seekers’ Tips for Recruiters In this industry, you will see a lot of articles from recruiters, employers and career experts providing job seekers with advice on how to improve their job search and/or on how to present themselves better as candidates; however, you don’t often see as many articles from job seekers and career experts providing tips and advice for recruiters and employers on how to improve the recruitment, interview and hiring process. I have asked job seekers and career search experts from across the web for what they consider to be the top tips for recruiters and employers today’s job market. While I could not include every tip from all of the contributors, I have selected and compiled the best and most unique ones in this list to share with you today..... Job Seekers’ Tips for Recruiters

How to Make a Good First Impression. Why it’s so important to make sure all your candidate interactions are awesome... By Dr. Michael Kannisto This is a true story. Years ago, I interviewed for a job with a well-known, multi-billion-dollar global company. I was flown in the night before, and interviewed with the hiring manager, the hiring manager's boss, and the hiring manager's HR partner. The interviews ended at noon, so around 1 p.m., the agency managing the search called me to ask how it went. "How did it go?" I answered. "I honestly have no idea!" The interview with the hiring manager had gone well, and she even suggested that we get together at the end of the day for an unscheduled debrief, so I was feeling good about the job. At the end of the last interview, though, the HR manager abruptly walked me to the elevator without asking me if I had any questions. I was sent on my way without so much as a "thanks for visiting." I probably looked ridiculous standing there on the sidewalk in my suit, staring back at the building with my little file folder of extra resumes in my hand! As I recovered, I realized that no one had discussed next steps with me, let alone given me a timeline. I hadn't even received a company brochure! Mama mia, what had I done wrong?..... How to Make a Good First Impression. Why it’s so important to make sure all your candidate interactions are awesome...

The Money Question – it always comes up in interviews by Eric Raynard The money question always comes up in job interviews. If you are a candidate looking at a new position, you can safely assume the person on the other side of the desk will ask some form of the money question. Your answer is difference between moving forward and being eliminated. In an interview, the employer has four basic questions in mind. However they dress them up, whatever creative spin they put on them, employers really want to know four things..... The Money Question – it always comes up in interviews

Take Control of Your Success: Making Sure You're in the Right Business By Paul Zane Pilzer Remember when you were young and adults asked, “What do you want to be when you grow up?” The idea was that you were going to “be” one thing and “be” that for the rest of your life. How many people do you know who have done the same thing since they graduated from school? Anyone? You can no longer just pick a job and keep it for the rest of your life. All of these established patterns have been swept away by the advance of technology. And you certainly can’t sit back and expect customers to beat a path to your door. If you want your business to be a viable fi t in the marketplace, you have to stay current with your personal technology. You need three different types of skills..... Take Control of Your Success: Making Sure You're in the Right Business

10 Rules for Dating and Recruiting by Amy Kimmes   Dating and recruiting have a lot in common. Learn how to improve your recruiting efforts by applying the most common dating rules..... 10 Rules for Dating and Recruiting

8 Cool Ways to Engage Your Hiring Managers and Hire More "A-level" Talent by Lou Adler    If it wasn't for hiring managers, recruiting would be so easy. But, alas, this is not to be. Instead, we can either confront them head on, or put our heads down in despair, and find still other perfectly qualified candidates they still won't like. Unfortunately, too many recruiters fall into this endless productivity-draining black hole, and wonder why the latest new sourcing wonder drug quickly loses its effectiveness. If you're like me, you don't like doing searches over again..... 8 Cool Ways to Engage Your Hiring Managers and Hire More "A-level" Talent

What Is All This Business About Passives vs. Active Candidates, Anyway? by Maureen Sharib There’s a huge controversy that raises itself now and then here in the Recruitosphere and that’s the idea that one type of candidate (passive) is better than the other (active). The thinking goes along the lines of “If they’re looking, there must be a reason they’re looking!” There’s probably something wrong with the guy. On the other end of the spectrum glistens the shiny new: that person popularly known as the “passive” candidate. The accompanying reasoning goes something like: “If he’s out there and nobody’s talked to him before, I’ll be the first one at the table to get the best (and biggest) portion.” In reality, both lines of thought are problematic..... What Is All This Business About Passives vs. Active Candidates, Anyway?

Time To Stump Your Candidates with Trick Questions- But Here’s WHY!!! By Neil Lebovits To stump or not to stump? Should you throw “curve-balls” at your candidates during the interview process? Frankly, it is critical for a recruiter or staffing specialist to wear two hats when asking these types of questions. The first hat, of course, is to assess the candidate. The 2nd hat, though, is of salesperson. NEVER forget that how they answer these questions for you will also likely be how they answer them for your clients (when you create a send out with them). Therefore, I always make sure to ask the SAME question perhaps 4 or 5 ways. Ironically, I often either get very different answers each time OR I get new information each time. Since we try to glean their selling points in an interview, it is key that you have methods to pull out ALL of them. I hate to ask generic “strength and weaknesses”, but do like to ask..... Time To Stump Your Candidates with Trick Questions- But Here’s WHY!!!

How to discount when you HAVE to discount! by Neil Lebovits Let me make this perfectly clear. I am NOT a fan of discounting your fees or markups ever, in the hopes that it will bring in more business. That said, it isn’t reasonable to assume that prices wont drop during a recession (or anytime when supply exceeds demand) or that there aren’t times when it simply does make sense to lower a fee. I often hear from people who are concerned about the long term impact of lowering their fees with their existing clients. For example, “Neil. I have always done business with this one client at 30%. Now, they are doing poorly and the president really won’t approve any deal that goes above 20%. They are hurting and truthfully, I am also. BUT, if I lower my fee now to 20%, do you think that I will then always be stuck at 20% and will have a hard time getting it back up to 30%?”..... How to discount when you HAVE to discount!

Always Be Closing by Dan Nielsen Closing — the art of getting a candidate to accept an offer and begin work — is every recruiter’s primary goal. And the strongest closers share several attributes.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Nine Reasons to Call Instead of Sending Email By Mark Whitby  As you read this article, take a moment and tune into the sounds of your workplace. Do you hear the hubbub of lively conversation, with everyone talking at once? Or do you hear the clickety-clack of keyboards?   If your sales bullpen sounds more like a “typing pool” than a “trading floor,” it might indicate an over-reliance on email. I’ve noticed that many recruiters prefer to email instead of actually speaking to their clients and candidates. Here are nine reasons why that's a bad idea.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

The 10 Commandments of Recruiting Passive Candidates by Lou Adler During my 25 years of recruiting experience, I’ve learned a few important principles about how to effectively recruit passive candidates. I would now like to pass these on to you. Most of these principles were learned by trial and error, and while they might not all be applicable to your specific situation, collectively, they offer a pretty decent road map of what it takes to hire more top passive candidates on a consistent basis. Your emailed thoughts on the usefulness of these principles in today’s market would be appreciated. Here are my 10 commandments for recruiting and hiring more top passive candidates.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Aikido and the Art of Selling By Ari Galper, Founder of Unlock The Game™   Imagine being in a crowded concert or bar. All of a sudden, a fight breaks out between two men who’ve had too much to drink. You happen to be a few steps away, and the next thing you know, one of the men turns to you and looks as if he’s going to take a swing at you.   What's your first instinct? Most of us will do one of two things. We’ll either try to step away, or we’ll raise our arms to deflect him and fight back, which can result in harm to you or to your attacker. But if you were trained in Aikido, the Japanese martial art that focuses on diverting an attacker’s energy, you could quickly diffuse the situation by immobilizing him without harming him in any way. In essence, you’re diffusing the energy that he’s using to try and attack you in a way that takes the conflict out of the situation. Unlock The Game and the philosophies behind Aikido have many similarities.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Getting Candidates to Open Up Over the Phone Often used as a way to prescreen qualified candidates, telephone interviews provide an opportunity for information gathering in the hiring process. Companies use them to clarify the resume, screen out inappropriate candidates, and test a candidate's phone presence (enthusiasm and personality), which is especially important when reps have to do a majority of work over the phone. Telephone interviews are not supposed to take the place of face-to-face interviews, but instead serve as a screening opportunity so hiring managers can save precious time and money by ruling candidates in or out in advance......E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

The Seven Deadly Sins of IT Recruiting By Martha Heller As a CIO, you need a solid IT team to help you realize your strategic goals, make you look good in front of your peers, and allow you to focus on the most strategic elements of your job. Without a good team in place, especially at the leadership level, you will have a tough time moving up in the organization. From my vantage point as a recruiter who works with CIOs to build their bench, many of you are on top of your game. Your hiring practices are sound and your searches are fast, efficient and successful. Yet some of you get in your own way despite a strong desire to hire the best. In your honor, I have compiled a list of the seven biggest sins you can make when recruiting senior-level IT talent. Follow these, and stagnate in your current role. Turn them on their head, and enjoy the fruits of a first-class team.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Getting your foot in the door: 7 steps to successful cold-calling By Jeff Mowatt "The problem with my salespeople is they're not cold calling enough!" That's the concern I hear most often from sales managers and business owners when I speak at conventions on how to boost sales. Yet when I examine their cold calling strategies, I generally find they're ill conceived. Decision-makers in most organizations soon grow weary of the large number of salespeople phoning them. So if you're not well trained when you cold call, I guarantee that you'll face a lot of rejection. On the other hand, when you're professionally trained, cold calling is easy and tremendously profitable. Here are 7 steps to boost your cold calling success.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

You will survive this and be better then ever! Training tips on marketing and new client development. Learn and execute the tips below and you will always have an abundance of job orders in good times and tough time. The best skills we develop usually happen during a recession. To survive and thrive, you must be willing to learn and do things differently. Then you have a permanent new tool in your skill set that will never fail you! Questions of the year: In a tight market, how can you increase the quantity and quality of your job orders? The Answer is an astounding YES Here are a few secrets.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

10 Things Recruiters Should Know About Every Candidate They Interview By Howard Adamsky   Interviewing candidates and gauging their fit for a culture and position is one of the most indispensable tasks a recruiter performs. The more a recruiter knows about a candidate, the better equipped they are to add value to the hiring process. That's why getting to know the candidate and understand what they are looking for, along with overall qualifications, is so critical.   But there is more about candidates you should uncover if you want to do the best possible job of providing information (read: value) to hiring managers. Below are ten points in key areas that all recruiters should investigate for each candidate they interview -- before they present the candidate to the hiring manager.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

My Recruiter, My Friend, My Therapist? It’s a tight job market out there and filling a job opening often falls into the hands of the recruiters charged with weeding out the talent. Openings come and go, but a good candidate will pick and choose from the options and, often, even, choose to evade the job offers altogether – to instead find their current dissatisfaction has been cured by the ego boost. After all, experience professionals know all too well the value of their expertise and have one main reason for sourcing so-called greener pastures on the other side of the fence: career dissatisfaction. It might be a salary issue, a problem with the powers that be, a personal issue with a colleague or, perhaps, the mere boredom of the familiar.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

7 Things Great Interviewers Do Without Knowing by Reut Schwartz-Hebron After years of interviewing and hundreds, if not thousands, of opportunities to practice, you are an expert when it comes to sensing who is sitting right in front of you. You are so good at it that sometimes you surprise yourself with how quickly you pick up on things about candidates inside and outside of an interview session. That's intuition and, if it's built on a feedback loop, it's one of the best tools at your disposal when you need to identify traits and uncover delicate and important factors such as authenticity and flexibility. The difficult part is that you can't share this type of knowledge with new recruiters. Intuition and other automatic and subconscious thinking patterns (yes, intuition is a thinking pattern) often seem out of reach, and we assume the only way for people to learn them is to go through a learning process similar to the one we had to go through ourselves.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Passive Candidate Recruiting in a Slowing Economy By Lou Adler Lack of planning and poor execution are the two most common causes of failure, whether it's fighting a war, launching any type of business initiative, or reallocating recruiting resources. When business conditions change, appropriate planning and reallocation of effort becomes even more important. When done properly, you'll be able to anticipate problems before they cause too much damage. From a recruiting perspective, this planning needs to start by understanding the mindset of potential candidates while they contemplate switching jobs as economic conditions worsen. In a slowing economy, consumers tighter their belts a bit, reduce discretionary spending, eat at home more often, and decide to take fewer investment and career risks. This is a natural reaction to a negative change in economic conditions. Typically, those who have lost their jobs or those in jeopardy of losing theirs get more aggressive hunting for something new. They also become less discriminating as the steady paycheck becomes more important than the future opportunity.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

How to stop blaming voice mail for poor performance By Colleen Francis What's the difference between the Great Wall of China and voice mail? One is a highly complex piece of engineering, designed to keep hordes of people out, and out of reach. The other is a large wall in China. Voice mail. We love it because it lets us ignore calls we don't want to take, or prepare for calls we'd rather not take right now. We hate it because it also lets our prospects do the exact same thing -- including ignoring calls from us! Like all business tools, voice mail can be a double-edged sword. But the fact of the matter is, if you know how to manage it, you'll never again have to blame voice mail for not closing enough business.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

R-e-s-p-e-c-t…find out what it means to the candidate: 10 Things Candidates Hate and 10 Things They Love by Allison Boyce In an earlier article, I made a case for cultivating a more civil attitude during the interview process as actually a means of growing a long-term referral base and to stem negative reverberation from bad candidate experiences. In this article, I want to highlight some of the actions that drive candidates crazy so we can try to avoid them at all costs.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Climbing MT. SAMIE: Understanding the 7 core motivators behind all human behaviour By Colleen Francis Legendary sales guru Zig Ziglar once said that the most popular radio station in the world is WII FM, which stands for "what's in it for me?" As sales professionals, the single biggest change we can make in our behavior to improve our success is to simply get over ourselves and start focusing on our customers and prospects. I never cease to be amazed at how many sales people focus on themselves rather than on what their customer actually wants to buy. The fact of the matter is our customers aren't interested in what we have to say unless they feel it is in their best interests. We can't be persuasive if our focus is on us.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Don't Mistake Activity for Accomplishment: Now's the time to stop doing what everyone else is doing By Anthony Haley What's your plan to find the best candidates? Post more ads and hope for a response? Connect with even more people on LinkedIn? Search the job boards for resumes? Look at the phone and hope that it will ring? Do the same things as you did last year? If it didn't work in 2008, why will it work now? Before you continue with more of the same activity, think of the story of the processionary caterpillar. The larvae of the moth Ochrogaster lunifer otherwise known as the "processionary caterpillar" leaves a thread of silk as it walks along, which enables the caterpillar behind it to follow the thread. As each caterpillar follows the silken trail, it begins to walk in single file, nose to tail, and move along like a miniature train.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.

Secrets to Really Analyzing Resumes By Phil Willson Any hiring manager or recruiter knows that the intent of a resume is to market a specific candidate. Jobseekers sit down and spell out the stories of their careers, doing their best to mold the dry facts into an exciting and positive yarn. You can pick up the resume, read it over, and fairly quickly determine whether the candidate is a good fit for your position. Within seconds, you can toss the resume on top of the 'A' pile, the 'B' pile, or the 'Are You Crazy?' pile. However, if you stop there, you've just thrown away the baby with the bathwater.....E-Mail MyResume@PrecisionRecruiting.ca for the rest of this article.