It was a great article which explains about the recruiters day to day working practices and highlights the drawbacks of a good recruiter also explains how one can become a great recruiter.

Thought provoking article.

Kish

Recruiting is a state of the Art..Either you got the ‘Recruiters Blood’ or you do not. I tend to look at Recruiters in different levels
Jr. Recruiter, needs usually a cover letter to understand
Paper pushes..Never really gives thought to looking into the resume..Only volumne
‘Wanta Bes’ – Walking around with the Business card and mis using the title for others
Passionate and Dedicated Recruiters (which I felt was discussed in the article)
I feel that a dedicated and passionate Recruiter is able to get into the mind of the candidate, build a raphor with a candidate, understand the needs of the candidate. It is much more than the candidate. It can be a whole family involved or friends, especially in the Relocating end.
Understanding a candidate who may be have stayed at the company for many years and came in as a College Grad, afraid to spread their wings.
Understanding the client, what the needs are, what is the client like.
I have been Recruiting a long time and truely believe one must have a raphor. If I can get a laugh out of a client or candidate, than I know I am there with them.
I am proud of my profession and after 25+ years in High Tech with two major Companies I have been able to gain the credibility I have worked so hard for. Working with Design Research Engineers is totally different than working with Construction and Facilities, totally different cultures.
I believe another step is to truely understand your client, not just the skills but, the type of person he or she may be. I have always, in meeting with the client have stated somewhere in the conversation ‘Tell me why I should work for you’ They get a kick out of that statement but, in reality, you are the one who is responsible for getting the candidate.
Also, another key is understanding not only the Culture of the group you are working for, but also that of the client, what he or she feels comfortable in. An example of this is if a candidate has been working for a ‘Relationship Oriented Company’ and then goes to work for a ‘ Results Orientated Company’ that would be a total Cultural shock for both parties. So, every nook and craney needs to be checked.

The person who stated ‘Chat rooms’ can take time out of our work. Well, I disagree. If you can learn from these articles and do something about it for yourself, than you have learned something new. What is the saying ‘Learn one new thing a day’,
sara

* Staying OFF OF CHAT BOARDS and ACTUALLY GETTING WORK DONE SERVICING OUR CLIENTELE WHO DESPERATELY NEED OUR HELP!

Thanks …

Now back to work …

Loved the 5 traits you outlined. So absolutely true!

Thanks for sharing.

Barbara

It sounds to me your describing a the fit to an organizational model rather one than one of performance. I’ve had the privilege of interviewing dozens of Big Billers (perm recruiters billing in excess of $ 1 million per year) for my new book, Big Billers, and have found 5 traits they all share. All of them have mastered the basics of a great candidate + a great job order = a placement and most dominate their niche, but what I heard was you can train for competence but traits like attitude come from within.

The five traits they all shared are:

1 – Attitude
2 – Focus
3 – Discipline
4 – Control
5 – Commitment

Keep the good ideas and thoughts coming Brian and thanks for sharing with us.

Bill

I enjoyed your article…great way of laying it out there!

Brenda