People lie. You know that. Don’t you?

Changing jobs is tough on people. They’re usually not comfortable with it – no matter how caring, transparent and helpful you are. Quite often the very people who say they’re interested decide during the process it is easier to lie to you than face their fears.

Sure – the thought of a new desk, brand new company and a clean start are appealing. We all enjoy being wanted. It’s human nature. But once we begin moving from theory (talking about a change) and into reality (you have an interview this Thursday) people begin second guessing things……and they will make up all sorts of excuses to slow things down. They don’t want to tell you what is really on their minds – they’d rather make up a convenient/plausible story as to why they need to “do it later”…….

Why do I bring this up? Simple. I will not ever reschedule an interview once it’s on the books. Period. And I’ll tell you why. After tracking every bit of activity on my recruiting desk one thing became clear – I never placed anyone that had their interview rescheduled. While I have no scientific evidence as to why this is the case I do have some ideas.

When an interview is on the books – and my candidate calls to reschedule I tell them in no uncertain terms: Nope. Either you find a way to make it happen or I’ll tell the client you’re not interested.

I then go on to explain to them exactly why. I let them know the chances of a rescheduled interview turning into a hire are very near zero. If they truly are interested then they need to make the appointment.

Do this. You’ll be surprised at what you find. Once you confirm your position as the professional in the situation – you can have the REAL discussion. This is when the true concerns are brought to the table. It’s a delicate conversation – but one that must occur.

Note: Once I realized this simple fact (roughly 5 or 6 years ago) I stopped rescheduling interviews. Could I have overlooked a placement or two? Possibly, but that’s the risk I decided to take.

(ORIGINALLY POSTED IN 2009 – But Some Facts Never Change……)




As a small agency – we find ourselves in an interesting “predicament” at the moment: Which assignments should we work on? Now while I’m personally overjoyed with the opportunities at hand – I’ve got to make some tough decisions here.

Normally the clients that get our attention are the ones with the highest CUE ratings. For those that haven’t heard of it – CUE is pretty simple. We look at three things: Cooperation, Urgency and Expectation. When one of these areas is lacking it makes the decision pretty easy. In fact – without either cooperation, a need to hire NOW or a realistic expectation of salary vs. skills vs. availability – it’s nearly impossible to be successful.

But what do we do when there are several clients who need to hire NOW and offer every bit of cooperation we could hope for – combined with having realistic expecations of the talent available?

I’m in a quandary……

So as I’ve thought about our situation this morning I’ve come to the realization that another level of criteria needs to join the CUE. I’m going to add an “S”: Strategic.

What placements (if made) offer the biggest strategic impact for the future? How should we look at this? Multiple hires? Is this client in a marketplace that is expanding? If they are contract roles – which ones should last longer? Are there any critical hires that would help us strengthen our role with the client? What about recruiting on the positions in HR? Or for the leadership team…..placements which may offer a stronger client relationship in the future?

Oh my. So many things to consider. I love this profession!

Thoughts anyone?

Congratulations. You’ve made it to the starting line!

I have received calls from several (which means more than 2) recruiters these past few weeks. All had the same general questions for me: How’s business? Is the worst over? Have any job orders? What’s it like in your market? Is it safe to jump back in the water?

I’ve got news for you. Unless you plan to do something different to compete “this time around” you may as well hang it up!

So you were a big hit in the recruiting world before this whole thing crashed, eh? Made lots of money? Big deal. We all did! I’ve got news for you – it wasn’t you. It was the market. The mad skillz you thought you had were hardly unique. Post your job, sort through some resumes, blast them over (to the client that emailed you the job req) and make a placement. Life was simple enough. Life was good.

Guess what pal? That’s not gonna fly this time around. The game has changed. You better bring a different level of service.You don’t get to play this time unless you do something that sets you apart from the hordes of hopeful staffers wanting to jump back on the gravy train. So you better think about it.

Does your presentation sound exactly like the recruiter who called just before you? Will the recruiter calling “your client” have something a little more unique to offer? Are you better? Can you be? Will you be?

Sorry to bring you down – since you’re feeling pretty good having somehow survived the downturn. You feel the tough part is over – and you may be right. But some of you sense that you’ve somehow won the race……and you haven’t. You’ve merely survived long enough to compete again.

We’re starting a new race. You’re at the starting line. Look to your left – see them all? Look to your right – the competition is hungry!

Runners ready? On your mark. Get set. GO!

Trainer? Uh, yeah…..right….!

I just got an email. Perhaps the same one that landed in your inbox from an established recruiting trainer. Seems he is one of the hundreds of staffing trainers trying to cash in with Twitter. There’s nothing new there.

Wouldn’t you figure, since the class is “intermediate Twitter” stuff – that they would include a link to the trainer’s Twitter profile. Since this person is going to demonstrate

* How to set up and manage your account
* All about Tweets and Hashtags
* How to source candidates on Twitter
* Marketing on Twitter

Some interesting topics. The kind of stuff I’m sure many in the recruiting world are trying to get a handle on. I would venture to say there are more than just a couple of us who are finding out it’s time to make something happen with all this. Can I get a witness?

So I went on over to the trainer’s web site – figuring I would surely see a quick link to his Twitter profile on his page. Certainly anyone training on how to use it would make it easy to find them there, right? Well – uh, not exactly. No link found. Anywhere…….

So I then went to Twitter and did a search for this person. I found him. Right off the bat I thought it was interesting they’ve only tweeted twice this year. Hmmm……oh well. Maybe they’re more of the “listener” type I suspect. Alot of those really good trainers are the lurker types – just soaking it all in so they can pass along what they’ve learned to the class.

So a quick check to see who they’re following might give me a clue, eh? Well – within the first 2 pages of follows I found @SexyAnika , @HotPictures and @Sexy_Butt_ It was then I decided I needed to look no further………..

Is this for real? What kind of bizarre world has this become?

Why recruiters should not give out their client’s name on the first call

Contingent Recruiters: Here are a few good reasons why you should NEVER give out the name of your client during the first call in recruiting:

(The fact that this topic even needs to be brought up makes me embarrassed for our profession……)

* Once you start answering questions rather than asking – you are no longer guiding the discussion.

* There is absolutely NO REASON for the person you are speaking with to need that information.

* You may be talking to the CEO of your clients biggest customer – and it might not look so good for your client. It WILL get back to you.

* Most of the time they just ask who you are recruiting for so they can then tell all their friends “I just got recruited by XYZ Company” as an ego boost and to look like a big shot.

* Many candidates (still) feel that working through a recruiter is one strike against them due to the fee associated with hiring. They feel strongly that if they bypass the recruiter their chances will be greater without the associated recruiting cost. Often times this is true.

* Many people you call already have a favorite recruiter. Why in the world would you want to give that person (the recruiter) your hard-earned client’s name? It is fairly common to receive emails from candidates and people I’ve placed letting me know they just heard about a particular job from another recruiter.

* If the candidate is not interested in at least exploring other opportunities – or a deeper phone discussion with you – there is simply no reason to divulge your client name. Period.

* Your clients expect you to NOT go around announcing it to the world. It is commonly understood that your approach within their competitors will be discreet and confidential.

These are just the ones that came to mind right off the bat. I’m sure there are hundreds more……

Recruiting Library

Having the right forms can save you time, money and headache.

I am not aware of any place on the net for Recruiters to share the various paperwork we all use. – so here it is! (FOR FREE!!!!)

There are many times when one of us needs a form and we just can’t seem to find one – Recruiting Agreements, Fee Statements, Reference Checks, Temp to Perm Agreements, Non Disclosure Agreements, Job Orders, Candidate Interviews- just to name a few. (You get the idea!)

I am asking each one of us to do the group a favor. Please
Send me a copy of any of the forms you would like to share. These documents will be available to anyone that needs them.

These forms and agreements should be considered only as a template to shape into something that works for you. Use at your own risk!

Would you please help our community? Thank you!!!!! Call me if you have any questions – 260-347-1715

Please note: These are my working documents. You will want to put these on your letterhead. Use at your own risk.

Recruiting Forms Library – Click Here