Recruiters – Take a CUE From Your Clients
Wondering where to spend your time? Take a CUE from your clients!
When we get to the heart of things in the recruiting world – it ends up being all about managing our most precious resource – TIME. Let’s assume you’ve got to make a choice on where to spend the majority of your efforts and have several possible clients to choose from.
C is for COOPERATION. It is vital for my client and I to share openly and clearly exactly what is going on at all times. This is not a game to me ...
Should You Market the Founder, the Recruiters or the Firm’s Brand? Whose name should be out front? For a lot of recruiting firms, that question gets surprisingly complicated. The founder has the experience, relationships, and reputation. The recruiters are the people clients and candidates actually work with. Meanwhile, the firm needs a recognizable identity that can eventually stand on its own. So, which one should your recruiting firm branding strategy prioritize? Cole Windler breaks...
The firm name is a wrapper. The recruiter is the product.
Ask a hiring manager which agency they work with, and many will hesitate. Ask which recruiter they work with, and the answer is instant.
I read this SIA article on the world's largest direct-hire firms, and it got me thinking.
The global direct-hire market is worth about $75.6 billion. The 10 biggest firms in the world hold just 7% of it, and the biggest of all, Perso...
Why recruiters shouldn't give out their clients name on the first call
Contingent Recruiters: Here are a few good reasons why you should NEVER give out the name of your client during the first call in recruiting:
- Once you start answering questions rather than asking – you are no longer guiding the discussion.
- There is absolutely NO REASON for the person you are speaking with to need that information.
- You may be talking to the CEO of your clients biggest customer – and it might not look so good for your client. It WILL get back to you.
- Most of the time they...
How full remote is failing junior recruiters
Agency owners allowing junior recruiters to work remotely are setting them up to fail.
Not because remote work doesn't work, not because flexibility is bad, but because recruitment is not an entry-level job you can master in isolation.
This isn't a role that you "figure out as you go" from YouTube tutorials.
Recruitment is extremely nuanced, with many variables at play.
- It's knowing why a candidate who looks perfect on paper won't get the offer.
- It's hearing hesitation in a hiring ...
Almost 100% response rate when a client goes silent. As a recruiter, this has happened to you a thousand times. You've either submitted a candidate or are chasing a lead, you've made 1-2 follow-up attempts but the client is still silent. "Hello, have you given up on this hire?"
23 Recruitment email CTAs that get replies
Top 10 CTAs - Business Development
- Would it make sense to share a couple of profiles?
- Open to a quick chat tomorrow?
- Worth exploring how we could support your upcoming hiring plans?
- Ok for me to send over a brief overview of our process?
- Are you the right person to talk to?
- Curious to see a shortlist example from a similar search?
- Would a quick intro call be useful?
- Are you currently open to new partnerships?
- Is hiring for [job title] a priority?
- If I sent a 2-m...
Why aren't candidates allowed to use AI during technical assessments, even when the job itself does not prohibit it? Interviewers don't let candidates use AI during technical challenges because it blurs the line between knowing and not knowing core programming concepts, and why would you want that line to be blurred during an interview? You have about 60-90 minutes to evaluate whether the true knowledge of a candidate. AI can be picked up fairly quickly, whereas picking up programming takes a...
Cold candidate outreach HAS to be multipurpose
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
Present LESS candidates - get MORE placements
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...
Recruiters – Take a CUE From Your Clients
Wondering where to spend your time? Take a CUE from your clients!
When we get to the heart of things in the recruiting world – it ends up being all about managing our most precious resource – TIME. Let’s assume you’ve got to make a choice on where to spend the majority of your efforts and have several possible clients to choose from.
C is for COOPERATION. It is vital for my client and I to share openly and clearly exactly what is going on at all times. This is not a game to me ...
Should You Market the Founder, the Recruiters or the Firm’s Brand? Whose name should be out front? For a lot of recruiting firms, that question gets surprisingly complicated. The founder has the experience, relationships, and reputation. The recruiters are the people clients and candidates actually work with. Meanwhile, the firm needs a recognizable identity that can eventually stand on its own. So, which one should your recruiting firm branding strategy prioritize? Cole Windler breaks...
The firm name is a wrapper. The recruiter is the product.
Ask a hiring manager which agency they work with, and many will hesitate. Ask which recruiter they work with, and the answer is instant.
I read this SIA article on the world's largest direct-hire firms, and it got me thinking.
The global direct-hire market is worth about $75.6 billion. The 10 biggest firms in the world hold just 7% of it, and the biggest of all, Perso...
Why recruiters shouldn't give out their clients name on the first call
Contingent Recruiters: Here are a few good reasons why you should NEVER give out the name of your client during the first call in recruiting:
- Once you start answering questions rather than asking – you are no longer guiding the discussion.
- There is absolutely NO REASON for the person you are speaking with to need that information.
- You may be talking to the CEO of your clients biggest customer – and it might not look so good for your client. It WILL get back to you.
- Most of the time they...
How full remote is failing junior recruiters
Agency owners allowing junior recruiters to work remotely are setting them up to fail.
Not because remote work doesn't work, not because flexibility is bad, but because recruitment is not an entry-level job you can master in isolation.
This isn't a role that you "figure out as you go" from YouTube tutorials.
Recruitment is extremely nuanced, with many variables at play.
- It's knowing why a candidate who looks perfect on paper won't get the offer.
- It's hearing hesitation in a hiring ...
Almost 100% response rate when a client goes silent. As a recruiter, this has happened to you a thousand times. You've either submitted a candidate or are chasing a lead, you've made 1-2 follow-up attempts but the client is still silent. "Hello, have you given up on this hire?"
23 Recruitment email CTAs that get replies
Top 10 CTAs - Business Development
- Would it make sense to share a couple of profiles?
- Open to a quick chat tomorrow?
- Worth exploring how we could support your upcoming hiring plans?
- Ok for me to send over a brief overview of our process?
- Are you the right person to talk to?
- Curious to see a shortlist example from a similar search?
- Would a quick intro call be useful?
- Are you currently open to new partnerships?
- Is hiring for [job title] a priority?
- If I sent a 2-m...
Why aren't candidates allowed to use AI during technical assessments, even when the job itself does not prohibit it? Interviewers don't let candidates use AI during technical challenges because it blurs the line between knowing and not knowing core programming concepts, and why would you want that line to be blurred during an interview? You have about 60-90 minutes to evaluate whether the true knowledge of a candidate. AI can be picked up fairly quickly, whereas picking up programming takes a...
Cold candidate outreach HAS to be multipurpose
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
Present LESS candidates - get MORE placements
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...