Lots of recruiters I know are struggling to build new business at the moment. In some cases, they have a team who have no experience of BD and can’t have a conversation with a client unless it’s about a specific job or candidate.
This year I’ve advised at least 10 business owners on changes to their schemes. In some cases, we have had to unpick badly drafted contracts, collect masses of data, and implement split fees for the first time.
I’ve been listening to recruiters in multiple different sectors, and I keep hearing them repeat self-defeating phrases. Here are 3 phrases you should remove from your tool kit without delay.
I have been working with the owner of a small search firm focused on early-stage businesses. He had enjoyed remarkable success placing C-suite and senior hires for his clients with a great process and excellent results for the hiring organisations.
I regularly help clients with writing successful award submissions, and as a recent award winner myself (pics below!), here is how they solve certain challenges and my top tips when it comes to approaching awards.
Have you noticed how, when you deal with a call centre now (your bank, for example, or energy provider), you don’t have complete faith in the call agent?
Every recruiter I know wants more of their business to be exclusive. They know they can give the role the attention it needs because they will get paid. And the client will get a better service.
Yep, they have been around for a while. And they do all sorts of marvellous things, allowing recruiters to work from various locations and at times that suit clients/candidates/themselves.
In common with many, I have spent hours at conferences listening to elite athletes talk about the secrets of their success. And I’ve listened to a fair few audiobooks and podcasts as well.
One question I encounter, more often than any other is, “how do I start a successful temporary recruitment business?”
