Credit: The Recruiting Animal Show
1. Rich's Rule - If the client is un-cooperative walk away.
If the hiring manager won't clarify the brief, won't give feedback, won't align on salary, or won't commit to a process - you don't have a search. You have a time sink.
2. Tom's Cold Call Rule - Call until one of you dies.
Pipeline is oxygen. Most recruiters quit after one attempt. Top billers don't.
3. Priya's Resume Rule - If in doubt, throw it ou...
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 ...
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...
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...
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 ...
Credit: The Recruiting Animal Show
1. Rich's Rule - If the client is un-cooperative walk away.
If the hiring manager won't clarify the brief, won't give feedback, won't align on salary, or won't commit to a process - you don't have a search. You have a time sink.
2. Tom's Cold Call Rule - Call until one of you dies.
Pipeline is oxygen. Most recruiters quit after one attempt. Top billers don't.
3. Priya's Resume Rule - If in doubt, throw it ou...
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 ...
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...
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...
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 ...