Recently there was an article on Recruiter.com that talked about how recruiting firms work. In one section they advised those who are considering a career in recruiting to make sure they know which part of recruiting they would be happiest working. Recruiting is about contacting employers to get searches and then finding candidates and managing the process until the candidate receives an offer and starts a new position.
They broke it down this way (I agree with them!)
"You should be in sales (obtaining searches) if you are:
* A great negotiator
* Good with handling rejection
* Self-guided with your time management
* Motivated by expansion potential (developing sales channels)
* Good at cold-calling for new business opportunities
* Enjoy making presentations and entertaining
You should be in recruiting if you are:
* A great communicator
* Good at relaying hard facts and picking up inferences
* Highly organized
* Great at Internet work and research
* Motivated by task accomplishment (making placements)
* Good at building relationships based upon mutual interest
* Enjoy interviewing and networking"
Many recruiters are good at both tasks. If you prefer one task find another Recruiter who enjoys the tasks you dislike. Splits are great.
In my experience a consistent, daily effort is essential to ensure multiple successful placements a month. Rookies tend to bet on one placement succeeding with a single send-out. Too often they lose that deal for a variety of reasons and create unnecessary stress. My advice is to work toward three send-outs a week. Do this every week and you'll have multiple placements and a great income each month.
There are distinct recruitment skill sets surrounding the placement process all recruiters need and use. Interviewing and sales skills are everyday requirements. Listening is paramount to success. Having a storehouse of questions memorized and well-thought-out phrases prepared for common obstacles will help you leap over hurdles and score!
To avoid feeling like the proverbial deer-in-the-headlights first learn the recruitment process. Know what needs to be accomplished in each step and focus on what questions must be answered to move the process forward. If a candidate does not cooperate fully, be direct with them about your reservations in working with them on their behalf. When you don't get what you need, drop them for a cooperative, sincere candidate.
Finally, when a placement deal is lost, ask yourself what you could have done differently in the steps leading up to the derailment. Self correction is part of what makes great recruiters great. Improvement comes in increments. In the words of the recently departed Zig Zigler, "You don't have to be great to start but you have to start to be great."
Focus is on getting a minimum of three send outs a week. Your recruitment skills will improve steadily. You'll learn to organize your time well. Less time will be wasted on chores that don't produce send outs. Find your niche in a recruting career and you'll earn a good living and enjoy job satisfaction.
Success in Recruiting requires skill and training. Kimberly Schenk is a Recruiting Coach (7 yrs.) and Executive Recruiter )20 yrs.). If you try to wing it, you'll fail. To be a Headhunter start to build a stellar reputation with your first phone call. Get training. Develop sales skills and master cold calling for unstoppable success!