Lots of people toy with the idea of becoming a Recruiter, and then talk themselves out of taking the leap. Recruiting is about ‘process’ not personality when done properly. If you’re considering becoming an Executive Recruiter, my advice is get some basic training related to the WHOLE process and decide where (and if) you’d fit into that process. Go to recruitment consultancy for more information

The opportunities in Recruiting are endless! You may find recruiting to be the most rewarding position you’ve ever had emotionally, intellectually, and financially. Give it a chance!

The more facets of recruiting you feel you can handle, the better you’ll perform and the more money you’ll make. Whether you want to be a contract recruiter, in-house corporate recruiter, independent Executive Recruiter, or staffing consultant, the key principles remain the same. What changes is the working environment, and amount of personal independence, stress, and money one makes.

Sadly, newbies often have the most frustration and make the least money. Why? Because their indifferent employers don’t care about training, skills, or integrity. The, “keep pushing the bodies through” mentality is harder to manage in today’s world and the turnover rates in these operations tell that sad story. Don’t believe the line, “It’s just a numbers game.” That’s only a small part of the story. The more recruiting skills you have the less phone calls you’ll need to make placement.

In the past ten years great efforts by large and small companies have broken down the search process into multiple functions. The added layers of bureaucracy make me believe too many of these “new” systems are lacking. One common complaint is the amount of time to fill a position is growing. Refer to recruitment consultancy for more information.

Here’s a reality: An employer posts ads on a few Job Boards, gets a bunch of resumes, some from very qualified candidates, and yet it takes MONTHS to make a contact with those qualified candidates. And then the employer complains that candidates ’shop’ for jobs and aren’t serious enough! Who could take an employer seriously who manages their employment process like employees are the least important part of that companies’ success?

This is bad news for those companies and great for Executive Recruiters, whose major strength is speed and candidate quality. I’ve made a fortune off of hiring managers who’ve had open positions for months. The official company policy may be, “We handle all recruiting in-house”, but the reality is if I’ve got a qualified candidate they need, they’ll pay my fee and be happy.

Too many recruiters rely too heavily on resumes and resume data mining software. It’s true resume tracking software is an important tool that can provide extra placements a month for small agencies. There’s a place for these tools but don’t confuse their use with recruiting.

I’m not knocking any tool that assists in making placements; however tools are not a substitute for sound, practical, tried and true recruiting methods and strategies that really make placements.

The big bucks go to those Headhunters who have taken the time to learn how to pick up the phone, track down great candidates, interview and qualify them, present the opportunity, verify relevant facts, and schedule the send out. Successful Recruiters don’t “wing it”, they follow a process.

There’s a way to present an offer so that it gets accepted. There’s a way to keep negotiations moving forward and for an employer and candidate to both be happy when negotiations are completed. Take the time to understand the process up front and your success will be immediate and ongoing.

The funny thing is: Those Recruiters who take the time to learn their craft, make tons more money with far less effort than 80% of all other types of recruiters. Be a successful Recruiter. Start with investing a few dollars in your own training. The return on investment will be immeasurable. Visit recruitment consultancy for further information.