In defense of the article, it appealed to my fantasies–what an energetic and creative (ugly word, ‘aggressive’) recruiter shoulda, coulda, woulda done–if only I had the umph to do it. We’ve all had those opportunities and didn’t take them. And I’m thinking Dr. Sullivan’s purpose was to make you think about that, not mislead. I bet he gobbled up the fish story too! It was a good one, for sure! Ya’ll should look at your readiness to condemn and all that self-righteous indignation. Then lighten up. The world needs more good stories to pump us up and fewer nay-sayers ready to destroy their colleagues.

Meanwhile, a couple people have asked if we’re open to new writers. The answer is yes. Let me know if you have article ideas. I’d love to talk about them. Todd

‘If ERE is going to continue to be a lead voice of the professional Recruiting community they need to take a stand on this issue. Will they show us that they respect us (their readers) enough to only use contributing authors and conference speakers who can be trusted to provide truthful and accurate information in their articles, or will they continue to shovel garbage from people with such questionable integrity and a history of willful distortion?’

Don’t spit in my face and tell me it’s raining.

Personally, I think that it’s a major point of differentiation in this industry if you demonstrate integrity in what you say and do. Otherwise, you get lumped in with the rest of the industry that, rightly or wrongly, has the reputation equal to the used car sales profession. … And it only takes one slip to convince a client that you’re no different than all the rest.

I’d much rather not close a deal than to overinflate a candidate and have it come back to haunt me later.

Unfortunately, I have to agree with Jamie’s sentiments about the Dr. This is not the first time he’s done this kind of thing. In one of his series on world class recruiting departments I caught him blatantly inflating the title of one of his subjects (someone I have a great deal of respect for so will leave their name out of this). Now, this wasn’t just a mention in the course of the article, John repeatedly used the fictious title throughout the series and even in the daily headers…all to create a false sense of significance for his (John’s!) work? All I had to do was google the individual to learn that their title (per current info on their own company’s website, etc..) was clearly not what John was pumping it up to be.

The most disappointing aspect of that situation was that, when I emailed John directly about this he replied (we went back and forth a couple times on this) and, rather than deny it or plead ignorance, he defended his actions.

By his own actions Dr. Sullivan destroyed any remaining respect for him that I may have had.

At this point, there are two brands that are being impacted. The first, clearly, is that of Dr. Sullivan. His information and his character are highly questionable. Why would we continue to believe someone who not only lies to us, but thinks it’s ok to do so?

The second is that of ERE itself. If ERE is going to continue to be a lead voice of the professional Recruiting community they need to take a stand on this issue. Will they show us that they respect us (their readers) enough to only use contributing authors and conference speakers who can be trusted to provide truthful and accurate information in their articles, or will they continue to shovel garbage from people with such questionable integrity and a history of willful distortion?

Although I cannot argue the fact that the truth behind a great story is important; the story that Dr. Sullivan wrote provided me with something that I find equally important – inspiration.

I am disappointed to hear that this story was not told with the integrity that we would hope to be represented by in this industry; as we are already challenged by our colleagues, our clientele, and most often, our prospects ? but to add to that list our fellow recruiter seems simply unnecessary. Especially when stories like this, to people like me, (who don?t know you or Lackaye) are just another light at the end of the tunnel and a gleam in the eye of a recruiter (regardless of their rank).

Understanding that you needed to state your position and call-out the misappropriated rewards of recognition; in the future, you might consider the story being told as being more significant than a few names or titles listed therein.

Thank you,
Nichole Vinci

The hidden agendas in them are always blatant, but by giving us the TRUE facts you nailed it.

Well done.

Yes I work for Quicken Loans, and am an executive level recruiter with 8 years of successful TPR under my belt prior to coming on board with them 3+ years ago. Why do I throw around that ‘executive level’ recruiter title? Because I earned it, but I’m not a Rooster strutting with pride, let me explain. You see everyone starts out as a recruiter here; the next step is a senior recruiter, and then executive level. How does one get promoted you may ask? Production. Average 16 hires per month over a 3 month time frame and you get promoted to Senior status. Average 18 per month for an additional 3 months (no you can’t skip levels kiddies,) you make it to Executive level. Lackaye never made it past Recruiter………..World’s most aggressive recruiter? I think not. That was ONE of the silliest articles that I have ever read 9did I just say silliest?) The whole article makes it look as if Mike was in a leadership capacity. Was directly responsible for making decisions. LED HIS TEAM. LACKAYE WAS A RECRUITER NOTHING MORE. Oh, he was promoted to Team Captain for 6 months prior to his departure from us but he led a team of 3 recruiters out of the 20 employed by us. The Lackaye-led team in the Bank Caper??? DID NOT HAPPEN! Lackaye and another individual talked about it for a loooong time, but never did it, never even walked into the room, let alone hire a single person from that ERE event in San Diego last year for a mortgage banker position in Michigan. The close story is true, and to be honest I can’t honestly tell you the guy even started, but I would certainly agree with Mr. Haley that his approach was poor at best. The whole article is 100% BS.

Now, many of you are saying that I have an axe to grind against Mike. Not so. In fact I consider him a friend. Heck I COLD CALL recruited him in here as a Mortgage Banker! I know, I know with friends like that who needs enemies right? Wrong! Lackaye is a good guy, and a decent recruiter that I wish nothing but the best for. He is unfortunately living in a fantasy world and needs a harsh dose of Tough Love to wake him up. I am, and always have been THAT GUY to do it.

My real axe is with Dr. Sullivan. You sir, concern me. Your articles concern me. They are full of distortions or shades of distortions and you do an industry that I am proud to a part of, a disservice for publishing them. Next time pick up a phone and call some people to check the facts before you publish something that ultimately is going to make you look foolish. I can’t wait for the Q/A session with Lackaye next week.

There really is a Better return on your investment if you get it right the First Time around — especially in this Highly Litigious and Legally Problamatic industry (did I say 450 employment lawsuits a day?)

So, it really is a good idea to really understand and visualize the more Ethical Aspect of this industry — even if you don’t care about reputation or ethics.. At least think about the Expense..

So, again, let’s learn, good stuff, GREAT stuff, from other recruiters.. People who are out there, drumming in the business, finding the great candidates, and you know what been doing it for a while, great experience, and Doing it Ethically..

I want to know what You are doing, the hows and why’s and such like.. Please can you share your story with me..

Anthony – Loved what you wrote, Hey ERE – can you please Invite Anthony to write more.. Here is someone I can relate to, cause he can relate to me…

Karen

Look, hons, here is what you do wrong, practice this, get hooked into habit, and now let’s figure out how to do it right.

Come on, I know you got to be kiddin, please say it is so Mo!

I am only human, and by george I make mistakes, but I try every day to live and die by the sword. I believe in that word called Karma, and that what goes around comes back around.

Well in business, especially since we ARE dealing with peoples lives, we don’t really, should not really be teaching others how to mess up others lives, but how to do this right, the first time around.. It is bad enough that we will make mistakes along the way anyways, but at least it would be best to let them be just that, unintentional mistakes.
Don’t you think?

Karen, how are the ‘many’ who come here to learn going to see the difference if only the ‘ethical’ are encouraged to post? Come on, if you want ‘facts, details AND intrigue’ we’re gonna hafta’ stray off the straight and narrow occasionally. Not by bread alone does man exist. Allow us a little jam smeared on the top.

;)

I wish we could get away from this propensity to exaggerate with comments like this in an attempt to validate every article. The world is a big place and certainly too big for any one person to make such claims. It just devalues what is being said.

Every football (sorry soccer) player in the English Premier League is the best in the world if you listen to the fans of that particular team. After all they are the only players they really know. It’s all the fans of all the other teams in the world that might disagree.

My comment does not relate to whether the author is or has ever been a TPR. I’m not convinced that he has ever claimed to be and frankly I don’t care either way or think that it matters. Why? Because this Author’s articles tend to be aimed at the Corporate Recruiters on ERE rather than TPRs.

Now with regard to the article itself.

Whilst I always believe that we use sales techniques in recruiting, after all, being a TPR is a sales job, the closing technique given here is not aggressive, it?s just plain arrogant and dumb. I suspect it would offend most people it was used on.

By saying:
‘Jerry, you’re a smart guy. I thought you would have learned by now.’ You’re really saying ‘Jerry, you’re a stupid guy. I thought you would have learnt by now’

If he was smart he would have learnt by now wouldn?t he?.

No one likes arrogance in a sales person, especially when they get personal.

A good recruiter would help Jerry to make the right decision based upon the career move rather than implying his stupidity in his private life.

But just who is being stupid? Well what do we know about Jerry?

Positive points

He has relevant experience because he worked for a competitor

He?s capable of being loyal because he worked there for 7 years

He?s wants to grow hence leaving after 7 years
Apparently he is a solid candidate

Negative points

After 7 years he still had not progressed.
He uses irrelevant excuses for leaving (looking at the same five ugly guys).

Had moved to another company but could not grow there either hence wanting to move again. Is he able to grow at all?

He is indecisive ? Wavering on an offer.

He is looking for safety rather than risk as he is looking to go back to the original company. Not a good move in most cases.

He has self pity ? Life has been tough.

He?s a poor decision maker and seemingly doesn?t learn ? His wife has left him twice.

I suspect he blames everyone else for his inability to grow at two companies, life being tough and no doubt his wife leaving him twice.

Solid Candidate? Dr Wendell Williams would have a field day, I?m sure

Let?s assume that Michael Lackaye has good reason to catch this candidate even though based upon what we know, I cannot understand what.

A better approach might be to keep out of his personal life and avoid reminding him of his bad decision making. You know nothing of the facts anyway. Instead keep to his career which is something you ought to be qualified in helping with.

Maybe a response like this would be better, bearing in mind you know that he is indecisive:

Recruiter. ?Jerry, I understand that you have had a tough time recently in your personal life and I can see that your last career move was not the right choice for you. It?s therefore critical that the decision you make this time is the right one for you now and for in the future. Would you agree??

Jerry. ?I certainly would? (He can?t say much else can he)

Recruiter. ?Okay let?s look at the options ahead of you. Clearly you have decided to leave your existing company for whatever reason. You can return to your previous company of 7 years who didn?t allow you to progress hence leaving them in the first place. You made the decision to leave because you could not progress your career and yet you?re looking to return. This would suggest to them that you cannot progress anywhere else either and they will have you where they want you because they know you won?t leave again. Do you want someone else to have that hold on you Jerry??

Jerry. ?Certainly not.?

Recruiter. ?Jerry, at our company we can offer you the challenge you are seeking. We can offer you X, Y and Z that will in turn enable you to progress your career in the way you want it to go. We have shown our commitment to you by offering you this opportunity. What I would say to you now Jerry is this. Are you able to raise your game and prove yourself in our company??

Jerry. ?Of course I can?. (Dare he say anything else?)

Recruiter: ?Do you want to progress you career?

Jerry. ?Of course?

Recruiter. ?Jerry, when would be the best time for to start progressing your career??

Jerry. ?Right away?

Recruiter. ?Let?s meet tomorrow and get this contract signed so that you can get on with the rest of your career. 9:00am okay??

Now this is just an example but more professional because Jerry feels that HE is making the right career decision for the right career reasons rather than having his personal life brought into question. Privacy issues never fade. Just because someone mentions them to you does not give you permission to make judgement on them or even pass comment.

Being a professional recruiter is not just about making the deal but rather helping candidates make the right choice for them.

The type of aggressive recruiting that we see being suggested is for the recruiters benefit rather than the candidates. There really is more to this game than that.

They know the who’s and the how’s, they want to be our ‘leaders’ and guest ‘speakers’. They know the answers, but they never have been in the pit with the dragons.

Nah, one of my best trainers in this industry is Doug Beabout.. You know why? Cause he plays in the Mire with us every day. His hands get bloody, he remembers what the rejections feel like ’cause he lives it.. He doesn’t have this rose tinted picture in his memory of what recruiting was like (if we are lucky that they were recruiters) —

To me a Great trainer in this industry is someone who can empathize with me, in Today’s Society; the one that is SO Different from 10 Years ago! The only way they can be relating to me, is if they themselves are succesfful in Today’s society as a recruiter.

Re Sullivan, wow, the techniques change with the wind, or the client. Is this the Client of the Year?
Wonder sometimes Who decides who the Winner of the Year is;; Was it us dear gentle readers who chose the winners? When we made the choice was it based upon articles like this.. written by this author? The same author who May be on the voting comittee.

ERE, you mentioned that you want new writers,people, recruiters to recruiters.. Please I reach out to you, venture out and submit.

Share your Ethics with us please, Share your Talent, Share your Story. – Use a pseudonym if necessary but Please, I would love to hear from a real life recruiter; hear how a Real Life recruiter does it, and how they do it so well in this industry.

Rhetoric, save it please.. I want facts, details and intrigue. I ask, please stay ethical, because there are many who come here to learn, and what they see, is what they believe.

My thoughts..
Karen

Welcome to the 80s.

Some go to school to learn to hire phone jockeys, etc. and many don’t but learn to hire those who do, and some go to school to learn how to teach others some learned techniques, and often learn something from their ‘students’/

Each to his (or her) own.

Me, I sit on the sidelines and enjoy the rheteric.

Jon