Відео

Sometimes you speak a little fast and your words slur together, your head is mostly out of shot, and you keep yourself in front of the board, the last 2 could be fixed by moving the tripod. I found the content alive and engaging. You deserve more views, I’ve liked and subbed to you for that reason.

*good explanation*

Is construction a worthwhile sector to be in , especially with the current rate of insolvencies ?

Can't take my eyes off the dead plant in the corner. Was it cold calling?

Where do you sit the trainee then ?

*PromoSM* 🔥

Who are Rogers and McHugh of Rogers McHugh?

Absolutely correct about not working with clients who waste a lot of your time .after all , no one works for free . A construction company wouldn’t start a building project without first agreeing suitable terms with their client , and it follows a recruiter shouldn’t start recruiting for a client who gives very little info about a role and won’t commit to terms. Another issue is clients who are also recruiting in-house , meaning you are often competing with them and other agencies . In that situation , surely you have to stand firm on a much higher introduction fee or walk away ? The best clients are the ones who give you the info you need , respond quickly to cvs that meet their criteria and act quickly to take on suitable people , and of course pay your invoices quickly.

I think as well , knowing when to walk away is important in situations where clients are sketchy on job details and may well be telling you they are recruiting for a certain role but are vague on details such as start dates , job descriptions , salaries and , most importantly , the fees they are prepared to pay recruiters for introducing candidates. You can do a lot of work in this job and come away with nothing , especially if you don't qualify roles properly and get your terms agreed in advance.

One topic that can be contentious in recruitment is how KPIs are measured . Some companies are very rigid and will micro manage consultants on a daily basis , and they will have to do so many BD calls during certain times and so many candidate calls at certain times etc .Whereas other companies will set individual consultant' s targets on a weekly basis and how they hit them is up them , as long as they deliver on their financial targets . I would suggest the latter is more conducive to healthy working environment . But then, some consultants do need to be managed and pushed on daily basis to get the best out of them ...

Congrats on the new premises .

Thanks for the vid. Temp can also be very admin intensive and you also tend to come across more mercenary candidates . That said , if you secure some good accounts you can literally make money while you’re asleep .

Hi , some very informative videos on your channel and some are even helpful to experienced recruiters . Do you also set daily targets based on calls made , or how many BD / candidate calls etc ?

Great great content, keep it coming!

Amazing achievement and one that’s thoroughly deserved.

Subscribe, nice !

Looking forward to seeing more 👍 Best of luck with the channel John