Hey all, Recently I spent time with a group of Executive Recruiters comparing market data, trends, and really challenging each other to excellence. I asked them what they felt separated the successful Account Managers/Recruiters in their industry as opposed to the ones that seemed to be pretty busy with minimal to no results. Their answers were all the same. They all referenced that the professionals in their networks that were considered Jedi's in recruiting really focused in on qualifying Job Orders, and were very quick to let go of JO's that were obviously not urgent.
My buddy, who is one of the top 3 performers in a company of over 400 Account Managers/Recruiters said this to me:"The key to my success has been that no matter how hard it is, If I am not getting qualified information, why the JO is open, and an urgency and willingness from the hiring authority then I will not put my efforts towards the JO. Instead, I go find a client who wants the job order filled as much as I do. I refuse to be more invested into a position than the hiring authority is. This is hard to do. Its much easier to blame the recruiting team and the economy, and often even the candidates. Unfortunately, Allot of people would rather place the blame anywhere rather than looking at an Account or Job Order and being willing to ask the hard questions. I think this place is where most people fall into the black hole of getting no where fast."
There are allot of sources for what a qualified JO is or is not. I found this link and thoughts is was worth reposting. Its from Bullhorn:
http://menemshagroup.com/files/pdf/art_realorders1.pdf
Remember: If we want quality placements, we first must have quality JO's to attract quality candidates. There is no room for being loose in this process. Let's keep the bar high. By having this standard clients and candidates will not only value you, but they will trust you.
Power to the people and wiffle bats!
