#RecruiterLife #CandidateShortlisted #StayMotivated
Hey fellow recruiters,
So, after 2 weeks of sending 1-3 resumes to clients a day, I finally had a candidate shortlisted for an interview. Exciting, right? Well, not quite. Turns out, the candidate is no longer available for the job because he accepted another offer. 🙁
I’m feeling a bit demoralized and questioning if executive search is really for me. Have you ever experienced this? How do you stay motivated in situations like this?
Here are a few things that may help us all stay on track and motivated:
– Focus on the wins, no matter how small they may seem
– Reflect on what you’ve learned from this experience
– Don’t be too hard on yourself – setbacks happen to everyone
– Reach out to your colleagues or mentors for support and guidance
– Keep pushing forward and stay positive!
Let’s support each other and share our tips for staying motivated in the world of executive search! 💪👔 #RecruitmentSuccess #NeverGiveUp
Welcome to recruitment and candidate management 101
Exec and white collar is very different, it’s ok to return to what you’re familiar with. Other option is to keep going, source more candidates, connect with more clients and stay on top of your candidate moves
So you sent four resumes and one was chosen. Got it.
Do you know why the client didn’t short list the other candidates you had sent through?
I think you need to zero in on what the client was seeking, that’s too many submissions to get to an interview. What was it about the one they liked, find more of them.
All you can do is use it to improve and step up the quality. good luck
Just keep going. Exec recruitment is way better than blue collar recruitment, and will set you up better for future jobs.
1-3 candidates a day in executive search? Wow. You are either the best recruiter in the world so just need to stick it out longer OR You are not focusing on quality candidates.
My guess is you’re taking your old approach and trying to apply it to a completely different industry. They are two completely different jobs that require a different approach. Quality over quantity. And when you focus on quality quantity drops and it’s much easier to understand what all of your candidates are doing (If they are still available…. And when you expect they will no longer be available). There should be there a little “ I didn’t see that coming” When doing an executive search correctly.
I’m curious to think that having them read resumes to make a decision may be the roadblock or delay. We’ve had some great success providing clients with three metrics. First metric percentage of how close the resume matches the job description. Second metric skill ranking of their job skills compared to other people in the same industry. Third metric is what wage they are looking for compared to the rest of the applicants.
When they have access to this information at a high level they can make decisions quicker and also see what you’re seeing after short listing the applicant.