Posts Tagged ‘Dallas Recruiting’
Thursday, September 16th, 2010
The following article is a post from Chris Brablc. We have featured a few articles written by Chris and have discussed SmashFly Recruitment Marketing. GREAT POST AS WELL AS A HIGHLY RECOMMENDED PRODUCT!!
Posted by Chris Brablc on September 14, 2010 at 8:53amOriginally posted on the SmashFly Recruitment Marketing Blog.
To celebrate our partnership with TalentDrive, we are dedicating this week on our blog to Resume Sourcing. You can learn more about our partnership and how it’s integrated into our Recruitment Marketing Platform by visiting the Resume Sourcing section of our website.
On this blog, we talk a lot about job posting and how you can utilize technology to distribute your job ads more cost & time effectively and expand the reach of your employment messaging to the most qualified talent.
However, while job ad distribution is very important to any recruiting strategy, there is a way that can be just as vital: Resume Sourcing. While it is very important to “push” out your recruiting messaging via job boards, social networks and referrals, there is a huge group of untapped talent that’s waiting to be “pulled” by recruiters through Resume Sourcing.
With over 77 million public resumes available on the web today, Resume Sourcing offers a tremendous opportunity to reach qualified talent. However, just like job ad distribution, Resume Sourcing is most effective when coupled with technology to facilitate and optimize it. Resume Sourcing through technology provides numerous advantages to any recruiting strategy, here are the best:
Time Savings: Technology provides recruiters with huge time savings in sourcing qualified talent. With a Resume Sourcing solution, recruiters can sift through candidates that have already been through a filter to determine fit. What would take a recruiter weeks of review can now be accomplished with the click of a button. This enables recruiters to be more productive and spend more time on identifying the best candidates from a group of qualified candidates increase overall recruiting ROI
Build Your Talent Network: Whenever you conduct a sourcing campaign, you ultimately identify a collection of qualified candidates for a specific job function. While these candidates may not be the right fit for the current job you are looking for, they may be great candidates for future job openings. Make sure to add these candidates to a Recruitment CRM and utilize your Talent Network to fill future positions via email or SMS.
Full Value Add: Resume Sourcing provides almost full additional value to your recruitment marketing strategy. Implementing resume sourcing should provide little overlap in the candidates that you are attracting as well as the sources that you are pulling from as compared to your current job ad distribution methods. Cannibalization should not be an issue.
Resume Sourcing provides a tremendous opportunity for your company to recruit top talent and most importantly, it integrates well with whatever job ad distribution or sourcing strategy that you currently employ. Add value to your recruiting strategy with a resume sourcing solution!
About the Author: Chris is the Marketing Analyst for SmashFly Technologies. SmashFly is the provider of the first recruitment marketing platform called WildFire that provides companies and staffing firms with the best real time recruitment metrics for all their recruiting efforts online.
The WildFire recruitment marketing platform offers every tool you need for your recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics, Job Ad Distribution (job boards, social networks, SEM, email & SMS campaigns), Recruitment Opt-In Database, Recruitment CRM, Web Commercials / Micro-sites and Resume Sourcing services
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiters, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Jobs, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack, Recruitment Marketing, Smashfly, Smashfly technologies, Timberhorn
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Tuesday, August 17th, 2010
Sorry for the delay in original postings. If you have been reading my blog for the past 6 months, you know that the IT Staffing Services market is VERY hot right now and that it is getting harder to find, place and retain top IT Talent. Since I am an active IT Recruiter and I practice what I preach, I have had little time to write new postings but, in the meantime, DFW IT Staffing is featuring an article written by Brian Pho. Brian Pho is a Senior Recruiter and Partner for Campbell Morden, Inc.
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiting, DFW IT, IT Jobs, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack, Timberhorn
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Tuesday, August 17th, 2010
Building a recruiting organization is tough work. A recruiting firm is quite different than any other company in any type of industries. Why? The basic nature of our work is different from the rest of the world. We (as recruiters) don’t have measurable assets that we can sell when it comes time to find a potential buyer. What can a potential buyer see (as measurable assets) in a recruiting organization?
As recruiters, we can normally say that our ‘client lists’ are our prized possession – however, the hard reality and truth of recruiting is that if an ‘Account Manager’ or a recruiter is not servicing an account for a specific length of time, the customer WILL go somewhere else. That’s just harsh reality. Also, the relationship between the customer and the firm is normally built by the Account Manager and not by the recruiting organization. If the account manager leaves the firm, there’s no stopping that the customer will not follow that account manager.
Now, I know that there are non-compete and non-solicitation clauses that can prevent this, however, most of the times, these non-compete and non-solicitation clauses don’t hold up in a court of law. Also, if the account manager is doing such a great job servicing the customer, there’s no stopping the customer from ‘hunting down’ that recruiter wherever he is in order to once again receive that same level of service. So, if our customer lists can easily leave a recruiting organization, the question lies, what else is left that remains a measurable asset to the firm?
Maybe the answer is people. Building a recruiting organization with strong people and forming a team might provide some value to a potential buyer. The only way that I can see value to a recruiting organization is having deep relationships with the clients. This means having more than one point of contact with the customer and servicing the customer in various ways (not just in recruiting, but maybe in organization development, HR strategy or providing a profiling service that will profile jobs against potential candidates). In this way, the customer will be hard to leave a recruiting organization because the organization has ‘poked’ the customer in various and different pain points. Now, the recruiting organization can dig deeper into culture of the organization and finally analyze why the potential candidate worked or did not work.
It is hard to assess value in a boutique recruiting organization that just does permanent search. The amount of fees (although substantial) are significant but the relationship is very transactional instead of strategic. If a firm just does contingent permanent search only, it is very hard to retain the client for 2 – 5 years. If a customer’s organization is well-managed (to be realistic, most of them are not!), there should be growth and more potential business to the recruiting organization. However, if the organization is not well managed, recruiting firms can make their money on replacement and employees leaving the customer organization.
The kicker here is that ‘how do we know that the customer will use the same recruiting organization over and over again’. Let’s be frank: There is no loyalty from the customer in recruiting (we – as recruiters – might think we have that big exclusive assignment only) but I can tell you that exclusivity is a myth. Exclusivity might last at most two weeks and if a recruiting firm does not perform within that timeframe, there’s no reason why that the customer can’t go shopping around. I understand that upfront retainer fees can prevent this – but with the plethora of recruiting organizations on the market providing payment upon hire services, why would a customer pay upfront?
As you can see, customer loyalty has very little value when assessing boutique recruiting organization.
Tags: Dallas Corporate IT Recruiter, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Jobs, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack, Recruitment Marketing, Smashfly technologies, Timberhorn
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Monday, August 2nd, 2010
I’ve got some questions for some of you IT Recruiters in DFW. Had any great candidates disappear on you lately? Take other jobs? Decline an interview? It’s not anything magical, the market in DFW has picked up to the point where candidates have numerous options and opportunities. It is inevitable that you will lose a candidate to other offers, but good recruiters can see it coming and will at least know what the candidate’s options are and where they are at in the process.
Don’t get caught off guard or surprised by candidates taking other positions. Instead, communicate with your candidates throughout the recruiting process. Notice I didn’t say control your candidates, because that’s a myth and I find people that use the term “candidate control” laughable.
Pre-screen and Submittal
During the prescreening process and before you submit the candidate’s resume to your client, ask the candidate where they are at in the job search. How many companies are they submitted to? Have they interviewed? Are they in the final stages with anyone? Do they have an offer in hand? These questions are the same for contractors or direct hire candidates.
Interview Process
Prep you candidate for any and all interviews. This will help your candidate with the client interview, but more importantly, it is yet another time to find out where the candidate is in their job search. Ask the questions from the Pre-Screen and Submittal process once again and add a few additional questions such as “Where does this opportunity stand in comparison to the others?” (I know that they haven’t interviewed yet but you will want to know). “What is your timeline for deciding?” “If the interview goes well, how soon can you start?”
Post Interview Feedback
Every company and recruiter in staffing should utilize an Interview Feedback Questionnaire and it should be a required step in the process. After the interview, ask the candidate the same question from the Interview Prep “Where does this opportunity stand in comparison to the others?” (Look for changes from the earlier answer). Ask the candidate if they would like to see an offer from the client. An optional line of questions for your candidate could be “Out of all of your opportunities, where does this rank?” “Who are you in the process of interviewing with and how does my opportunity differ?
This article may seem VERY basic and is covering the “Blocking and Tackling” aspect of recruiting but you would be surprised at how many companies and recruiters that I speak to that get away from the basics. Two of the biggest complaints that I hear lately are “Our start to interview ratio is skewed.” (AKA Too many interviews to starts) and “Candidates have more options and are taking jobs quickly.”
The quickest way to resolve these issues is to communicate with your candidates during the entire recruiting process and getting back to the basics of recruiting: Screening, Interview Preps, Interview Feedback Questionnaires, etc.
Hopefully, some of the things mentioned in this article will help and your numbers will magically increase.
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas Recruiting, DFW IT, IT Jobs, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack, Recruitment Marketing, Timberhorn
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Friday, July 16th, 2010
“This is a guest post, by Chris Brablc, who blogs for SmashFly Technologies at http://blog.smashfly.com.”
Originally posted on the SmashFly Recruitment Marketing Blog.
With the rise of sites like Facebook and LinkedIn, it is readily apparent of the importance of building connections into your Talent Networks. With every new connection you experience exponential growth to your network as you not only become connected to that one person but to all their connections as well. The bigger you build your network base, the more influence and reach you have to spread your message and employment brand to others.
The key to building these networks is candidate engagement or the process of interacting with interested candidates with your employer brand. This interaction can take many forms but the key is providing value to your Talent Network in their careers. Whether it’s useful job searching tools / advice or great job opportunities, it’s important to keep in touch with the best candidates on recurring basis.
Over the past few months, I’ve seen a lot of people stress the importance of candidate engagement in their recruiting process but few that have actually provided examples of simple ways to put this in action.
So here are 3 quick ways to help engage with interested candidates and build your Talent Network:
Get Social: One of the best ways to stay connected is through social networks. The key with social networks however, is the time commitment needed to make the initiative successful so make sure you have this commitment from your recruiting organization to provide value on a timely basis through this medium whether it’s Twitter, Facebook or another social network. Lastly, once you create and start engaging with candidates, you need to make sure you are transparently providing incoming qualified candidates with a way to connect with these social networks whether it’s a simple link on your career page or a call to action directly in your application process!
Starting a profile takes less than a minute, so try it out now!
Opt-In Opportunities: As candidates are coming to your career site and filling out job applications, you have a tremendous opportunity to collect their contact information and add them to your network. After that you have permission to engage. Through email & SMS, you will be able to provide the value to candidates that will ensure a steady flow of great candidates for future job positions. A monthly newsletter could be a great way to start engaging with candidates.
Career Blog: One of the best ways to get found and engage by qualified candidates is to create great content on the specific disciplines you are recruiting for. Make it a habit to consistently create great content that provides value to the best candidates in your field and you will instantly gain trust among these group of potential star employees. Make sure that your career blog provides an RSS feed for candidates to subscribe to, making it easy to follow your content.
Get started in improving your candidate engagement today as there are plenty of simple, free ways to keep in touch with your best candidates. The hard up front work of engaging with candidates and building your Talent Network will yield great results. As once you build that critical mass of qualified candidates, you will have an extraordinary recruitment marketing pipeline to work with as you look to find great employees for future positions.
About the Author: Chris is the Marketing Analyst for SmashFly Technologies. SmashFly is the provider of the first recruitment marketing platform called WildFire that enables companies and staffing firms to easily distribute and more importantly measure the performance of their recruiting efforts online.
The WildFire recruitment marketing platform offers every tool you need for your recruitment marketing needs all in one centralized solution including Real-Time Recruitment Metrics, Job Ad Distribution (job boards, social networks, SEM, email & SMS campaigns), Recruitment Opt-In Database, Recruitment CRM, Web Commercials / Micro-sites and Resume Sourcing services.
Tags: Chris Brablc, Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack, Recruitment Marketing, Smashfly, Smashfly technologies, Talent Networks
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Wednesday, July 7th, 2010
If there is one thing I love about recruiting, it’s the truth of the old saying – “the harder you work, the more you make”. If you’re an IT Recruiter, that quote rings true more than false.
I personally gained from the old adage this past holiday weekend. I was at the office on the 4th of July (not all day mind you but for a good half day). I was able to reach prospective candidates on the majority of my calls and actually submitted close to 6 people for various positions. Not too shabby for a guy that spends his time as an equity partner, salesperson, operations, etc. (sorry for grand standing). My point is this: If you have the ability/desire/time – putting in extra effort on nights, weekends and holidays will give you a leg up on your competition and increase your personal income.
Here are a few advantages that I have found to putting in the extra time:
1. Most of your competitors are not doing it – you see, most people don’t put forth more effort than what’s expected. That’s the reason for the whole 80/20 rule. As a matter of fact, most people will not sacrifice their personal time, work/life balance, down time – whatever you want to call it. It doesn’t make them wrong or less motivated but it will give you an advantage when, or if, you decide to put in the time.
2. You will connect with more candidates – Most working candidates are limited in their communication during the day and are unable to speak freely. Connecting with candidates later in the evening or over the weekend provides them with the ability to speak openly about their reasons for searching, compensation, etc. You are also more likely to get a call back or have them answer on the first attempted call.
3. Less internal competition – If you are in an environment with multiple recruiters that work on the same positions, working outside of the typical 8 hour day will provide you with a “leg up” so to speak. Don’t believe me?…Try coming into the office over the weekend or stay past 7PM on any given day and see how many co-workers or other recruiters are making calls to prospective candidates.
4. Access to “Fresh” Candidates on Job Boards– While most job board companies will tell you that candidates typically respond to postings on Mondays. They will also tell you that new candidates will post their resumes to job boards over the weekend or evenings, which will enable you to be the first recruiter to call them regarding a position. This is especially helpful when you have multiple vendors competing for the job requirement.
I understand that there are those of you that disagree and that your personal time is valuable, weekends belong to you and your family and that you may have obligations that keep you from putting in the extra time. I am merely stating that if you want to get more deals done, give yourself a raise and/or increase your personal production then try the following:
• Work a few nights 1 to 2 days a week
• Come in for 1 day or even a half day every other weekend
• Put in an extra day or 2 during the holidays
Go ahead and try it. I dare you to prove me wrong!!
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiting, DFW IT, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack
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Thursday, July 1st, 2010
In one of my recent blog posts I addressed the fact that Dallas / Fort Worth is a Hot Market for IT candidates and, hopefully, by now you have started to convince your clients of the same.
I have spoken to a number of staffing companies and hiring managers over the last few months and I am hearing things like “Best month we’ve had in two years”, “I can’t remember the last time we’ve made so many offers”. As a blogger who actually works in the IT Staffing and Services business, I can personally tell you that I haven’t seen this many job orders in a couple of years and the candidates are getting multiple offers and quickly taking new positions. Which brings me to my new philosophy…………”It only takes one!”
My philosophy on covering jobs has always and continues to be at least 3 qualified candidates per open job requirement; however, with this sudden influx of opportunities my new thought is it only takes one qualified candidate to get the job. If you are an IT Account Manager or Recruiter, you understand the value in expediting or shortening the sales cycle. It’s time to start pressing our buyers (Clients, Hiring Managers, HR, Procurement, etc) to do the same. If we can collectively push our clients to make a decision once they’ve seen a great candidate, we’ll all be better for it.
It only takes one great candidate to get the deal. I know that some of your clients like to compare candidates, but as soon as our clients start in on the 2nd, 3rd, 4th candidate, they could lose the “one” to another company willing to make the move. Remember that the clients are always the last to know that the market is hot and it is our duty as IT Service Professionals to educate them.
Let’s collectively take the first step by letting our clients know that it only takes one great candidate and that the days of interviewing 8 people for 1 position are coming to an end.
We also need to move the “It only takes one!” philosophy to the interview process itself. I actually like clients that have the phone screen – face to face – offer process. We need to get past the 4/5 different interviews for the same candidate. I know that some clients like to believe that they are being thorough and that it adds value but as a 17 year veteran of recruiting (wildly successful I might add) it doesn’t. Too many client interviews waste valuable time in production for existing staff and personal time for the candidate. If a client wants to do 4 or 5 different interviews, knock them out in 1 day. Good candidates don’t like waiting, especially the good ones that are currently working (Taking time out of work to interview can be stressful). It’s OK if you don’t agree with me – I’ll show you my numbers if you show me yours.
Even if you don’t agree with the “It only takes one!” philosophy, at least educate your clients that the market is hot. We IT Staffing and Service professionals are the first to know. I mean, we do this for a living don’t we? Our clients usually can be a 6 month lag if we leave them unchecked. Let’s not let that happen.
I sincerely hope that we can collectively build an “It only takes one!” mindset and hopefully get it to catch on.
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack
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Tuesday, June 15th, 2010
The following article was written by Sam Smith. You can view other postings and Sam Smith’s blog by clicking
on the Gravity Icon.
A couple of weeks ago, we wrote a blog post about the recovery of the technology job market, referencing positive indicators found on Indeed.com. Well, the trend continues and it’s now evident that we’ve undergone a shift
from an employer’s market to a candidate’s market.
As few as 4 months ago, employers were at the helm. But the recovery has created a sharp spike in demand for tech talent and caused a noticeable shift giving job seekers the upper hand. More jobs and higher quality opportunities are
great for Bay Area job seekers. People that have been out of work are finding
it easier to get interviews and there plenty of exciting opportunities for
those passive job seekers that are considering an upgrade.
But this is not rosy news from everyone. The increased activity spells trouble specifically for unprepared employers. Increased demand creates competition and requires employers to, among other things, streamline
interview processes in order to make decisions faster. Salaries are up too. The average starting salary for a software
engineer in the Bay Area has increased nearly 3% since January. Businesses need
to make subtle adjustments to how they interview and must be willing to be flexible
when approaching compensation conversations.
Here’s evidence of a shift to a candidate’s market from the technical recruiters at GravityPeople.
1. Simply, there are more jobs available. This is creating demand for technical
professionals in major tech centers across the US.
2. Candidates are receiving multiple offers. Other than the sheer number of new jobs that we are trying to fill, the fact that
many candidates are receiving multiple offers is a tell-tale sign that job
seekers are in the driver’s seat.
3. Smart companies have responded to competition in the employment markets by shortening interview cycles. At the beginning of
2010, we were seeing average interview cycles taking nearly 4 weeks. Today, aggressive employers are moving
applicants through processes that are designed to take less than 14 days.
4. Candidates, presented with multitudes of viable opportunities, are increasingly more selective. In December 2009, very few
active job seekers would decline the opportunity to interview for regional
jobs. Today, job seekers are much more sensitive
to title, commute and compensation.
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack
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Thursday, June 3rd, 2010
Since we started the DFW IT Staffing blog, I have received feedback from some of my readers (Job Seekers, Recruiters, Hiring Managers) that I can come off as rude and/or obnoxious with some of my opinions. Unfortunately, I have a great deal of historical perspective that has shaped my opinions and views that I cannot change – I’m old, what can I say?
If you think that my previous posts have been rude, you will not like this particular post but, keep in mind, I am trying to help some of you Job Seekers that may be looking for or, more importantly, needing a job.
I think I can speak for most recruiters when I tell you that it is very frustrating when we are screening a prospective candidate to have to sit through a candidate’s attempt to dazzle us with what they think they “can do” instead of what they “have done” or technical ramblings that have nothing to do with the skill sets or position that is being discussed.
If you are an IT Job Seeker and are being screened by a recruiter, I have a few tips that will help expedite the process and get you to a Hiring Manager quickly and efficiently:
How Long and How Recent?
Simply put, how long have you worked with a particular skill/tool or been in a particular role and when was the last time that you worked with the tool or were in the position? Give a straight answer. We know that there can be circumstances but most of the time, it’s an easy answer. Anything other than number of years and last position in your Employment History is typically a waste of both of our times.
Do you have the skill or not?
Recruiters, Hiring Managers and Interviewers in general do not want a story from you about how you worked with a skill that is similar or that the skill is really like another skill wrapped in a different package. Now, I can hear the arguments – “As a Job Seeker you should point out the similarities to sell yourself”. As a recruiter, I can tell you that this RARELY works unless you have 99.9% of the other skills the client is looking for. You are better off stating that you do not have the skill THEN go into a brief explanation of similar skills or your ability to pick up things quickly.
Keep it simple
Most IT recruiters do not understand code, scripts, polymorphism, inheritance, etc. You are wasting your time with too much tech talk. Keep the conversation to an overview level. We definitely like to be educated on things we do not know but keep the descriptions at the Recruiter level – somewhere between middle school and community college.
I hope these tips are helpful and I didn’t come off as too direct. Keep in mind that my goal is to help IT Job Seekers get a position and quickly move from the screening process with a recruiter to an interview with a hiring manger. That is a fact!!
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack
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Wednesday, May 26th, 2010
Anyone that has worked with me for a period of time knows that the Farm Animal vs Wildlife analogy is one of my favorites. I typically classify Recruiters and Business Development professionals in one of the two categories. My categorization is based upon the simple premise that there are some people that hunt for their food (you can use money if you prefer) and some that wait for the food to be delivered.
Instead of a long diatribe about what constitutes a Farm Animal and/or Wildlife, I will provide a short synopsis of examples on how each category handles particular situations:
Sales Calls
Your typical Farm Animal will call a prospective client or candidate and “wait” for a return call. Now, I understand that you don’t want to make a prospective customer/candidate angry, but a person that fits into the Wildlife category understands that prospective clients and candidates are busy and they do not have the time to call back. “Wildlife Professionals” may leave 1 message but they will call throughout the day in order to reach the prospect and they will be ready with their intro and services. I have been known to call a candidate 10 times in 20 minutes (I would advise a funny quip regarding a restraining order once they answer).
Follow Up
Once again, Wildlife Professionals will make it their duty to follow up with a prospect on a regular basis. For example, you reach a prospect and are told “We aren’t hiring right now, call back next quarter”. Now, your typical Farm Animal will actually wait until next quarter. A Wildlife Professional will call back in a month or less. I know some of you don’t agree with that philosophy and I can only say MOOOOO…MOOOOOO.
Emails
This one is tricky. Most managers that I deal with prefer email and I agree that it is one of the best ways to reach a manager (Text being the other) but you have to follow up with all forms of communication. A Farm Animal will send an email and wait for a Manager or Candidate to respond. If you are Wildlife, you don’t have the time or patience to let someone control your destiny and you are continually following up with calls, more emails or text.
Meetings
Think of meetings like a lioness getting low to the ground and stalking prey. It is a required skill for the hunt. If you have a sales person not meeting with a client or recruiters not scheduling meetings with candidates, you have a Farm Animal eating at the trough. Meetings build relationships and lead to deals.
Bottom line, Wildlife drives the process and Farm Animals wait for things to happen. I don’t know about you but, when I wake up in the morning, I ROAR!!!
Tags: Dallas Corporate IT Recruiter, Dallas IT Jobs, Dallas IT Recruiter, Dallas IT Recruiters, Dallas IT Staffing, Dallas Recruiter, Dallas Recruiting, DFW IT, IT Recruiter, IT Recruiting Dallas, IT Staffing, Kevin Womack, Kmack
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