Subject: Email Setup Advice Needed
Hi everyone,
I’m reaching out to see if any agency owners have tips for setting up their email systems. I’m currently sending around 80 outreach emails daily and want to ensure they don’t get caught in spam filters.
How do you manage your email setup for this kind of volume? Any insights would be greatly appreciated!
Thank you!
Year-End Motivation – Remember the “Brass Balls” Scene from Glengarry Glen Ross? Here’s the Recruiting Spin on It!
Why are you sitting there struggling with your calls, my friend? While you’re busy spending your lunch break Googling “how to connect with candidates,” I’m pulling up in a $70K Porsche Macan S! That’s my name you see driving by. What’s your name? It’s hoping—hoping you’ll make a placement, hoping your client answers your call, hoping your candidate won’t ghost you. In this recruitment game, if you can’t close, you’re not in the game at all.
Can’t land the client? Can’t find qualified candidates? Then go home, update your LinkedIn, and share your woes with your spouse.
There’s a single rule in this business: Get them to sign on the dotted line. You need to get both clients and candidates to commit. You hear me? A-B-C. A… Always, B… Be, C… Closing. Always. Be. CLOSING! Do you understand me?
Let’s break it down: A-I-D-A. Attention. Interest. Decision. Action.
Attention: Do I have your undivided attention? If I don’t, neither does the client when you call or the candidate when you pitch them.
Interest: Are they interested? Can you create that interest through your pitch? If not, NEXT CALL, or pack your things.
Decision: Have they decided to trust YOU and sign with us? If there’s no decision, guess what—no deal.
Action: Are you motivating them to ACT? Sealing that offer? If not, you’re just another recruiter treating this like a hobby.
Candidates and clients are out there eager to make a change and ready to PAY YOU to help solve their problems. Are you prepared to pick up the phone today and grab that opportunity? Do you have the resilience needed? If not, you might as well hit the road!
See this Rolex? This watch is worth more than your car. Last year, I earned $80,000 from just one commission. That’s on top of the $900,000 I made in total placements. How much did you earn? Sixty grand? Seventy? You see that’s who I am. And you? You are nothing.
A nice guy? I couldn’t care less. Do clients or candidates value “nice”? Let me clarify: your paycheck doesn’t care about niceties. Good parent? Wonderful! But if you want to succeed here, you need to CLOSE DEALS!
Think I’m being too intense? Consider this: you’re getting hung up on by hiring managers daily, ghosted by candidates weekly, having clients pressure you to lower fees even after they’ve seen your qualified candidates—THAT is real adversity. If you can’t handle this talk, the recruitment world will eat you alive. If you don’t like it, leave.
Complaining about poor leads or candidates? I could take the same “dead-end” lists you disdain and walk away tonight with five retainers. In just a few hours. Can you? Be honest. Can… YOU?
Here’s what this is really about: Go. And. Do. Likewise. A-I-D-A. Want to win? Get ANGRY! Get frustrated with your current situation. Want to know what it takes to close a client? To land a top-notch candidate? It takes BRASS BALLS to succeed in recruitment.
The money is out there. The placements, retainers, and commissions are ripe for the picking. Want it? Pick up the phone. Grab it, or pack your bags. You close the job orders and land the hires—guess what? That money is yours. If you don’t, the person next to you will seize those leads and leave you in the dust.
Want to waste your evenings sipping wine or chatting with a group of recruiters complaining about how tough this business is? Think, “I used to be a recruiter—it’s a difficult industry”? That’s just an excuse. Either you close deals, or you’re out.
These are the leads. The top-tier job orders, the elite candidate pipelines. To you? They’re gold… but you won’t touch them. You’re putting these opportunities in the hands of someone who won’t close—like flushing them down the toilet. I give leads to closers because they earn them. Not a closer? Guess what? No leads. NOT A CHANCE.
I’d wish you luck, but let’s be honest—luck means nothing to those who fail.
Do you believe ‘Fun Fridays’ are essential? Personally, I think they shouldn’t occur every week! Employees need time for themselves, and after a busy week, many just want to unwind rather than feel obligated to participate in a mandatory ‘Fun Friday’ when it feels forced. Recruiters should definitely reconsider this approach!
Revenue Threshold for Business Reversion: Is This Typical?
I’m starting with a new agency, and I’ve come across an interesting commission structure for new business. It specifies a minimum sales threshold of X. For every role closed, the initial X amount is allocated back to the business, and the commission percentage is only applied to the revenue exceeding that threshold.
For example, if the threshold (X) is set at $1K and the total revenue generated is $20K, the commission percentage would only be applied to the remaining $19K.
Is this a common practice in the industry?
I’m currently conducting a study and need some assistance. How many active applicants do you typically have in your Applicant Tracking System (ATS) for each recruiter? If anyone has insights or averages to share, I would greatly appreciate it!
Does anyone have suggestions for effective free or affordable lead generation or prospecting training? I’d love to hear your recommendations!
Seeking Job Posting ID Number Suggestions
I work at a corporate company, and we’re exploring new methods for generating our job posting ID numbers.
Currently, our IDs include:
We also need to incorporate a 3-4 digit identifier, but we’re uncertain if there’s a more efficient approach than simply counting up from 200, 201, 202, and so on.
We would greatly appreciate any ideas or insights on how your company handles this process! Thank you!
Subject: Transitioning from Auditor to Recruiter
Hi everyone,
I’m looking to make a career shift from my current role as an auditor to a recruiter specializing in finance and accounting positions. My background includes being a CPA with experience at a Big 4 firm, and I’m currently working in the industry.
I have a potential opportunity with a friend’s recruitment agency, but there’s a requirement to bring in clients. Since I don’t have a sales background, I’m seeking advice on how to generate leads. If anyone has tips or insights from their own journey into recruitment, I would greatly appreciate your guidance!
Thank you!
Agency Partner Opportunity
Hello! I’m seeking an agency to collaborate with on an exciting business opportunity. If you’re interested, I’d love to discuss further!
Need Guidance on Navigating Our Recruitment Process!
Hi everyone!
I recently joined the company as a recruitment and training development specialist, bringing just four months of experience from a manpower agency and a BPO. However, I’m finding our recruitment process to be quite chaotic and lacking clear structure.
I’m eager to address the current challenges and propose some improvements, but I feel a bit lost. Here’s a breakdown of the current recruitment steps:
For Rank and File/Managerial/Supervisory Positions:
1. Job posting
2. Screening and shortlisting
3. Assessment (including personality tests, SSCT, situational judgment, verbal ability, numerical estimation, practical EQ self-assessment, and work inventory)
4. Initial interview with the recruiter
5. Interview with the HR Generalist
6. Interview with the HR Consultant (a potential step that may involve the department head)
7. Final interview with the COO
Having experienced most of this process firsthand (excluding the final interview), it feels like an endless cycle of interviews where I keep repeating myself.
For Truck Helpers/Drivers:
1. Assessment (personality and sentence completion)
2. Initial interview with the recruiter
3. Final interview with their immediate supervisor
I’m overwhelmed by how lengthy and repetitive this process is, and I suspect it could be streamlined. I would greatly appreciate any advice or suggestions on how to restructure the recruitment process.
Thank you for taking the time to read this—I truly value your help!
