Recruitment Tenders Inquiry
Hello everyone,
I hope this is the right place to share my thoughts. I have some experience in recruitment and I’m currently exploring low-value government contracts. I’m wondering if partnering with another agency would increase my chances of securing more contracts, or if it would be better to pursue these opportunities independently. I would appreciate any insights or advice on this!
Thank you!
Are there any recruiters or agency owners who would be willing to share some advice on how to get started in the recruitment field? I’d greatly appreciate your insights!
Email Setup Inquiry
I’m looking for tips from agency owners regarding their email configurations. I’m sending around 80 spec emails daily and want to steer clear of spam filters.
What strategies do you all use for optimal email setup? Any advice would be appreciated!
As we wrap up the year, let’s inject some energy into the recruiting scene. Who remembers the iconic “Brass Balls” moment from GlenGarry Glen Ross? Here’s my recruiting twist on that classic scene:
You know why you’re struggling to make those calls, buddy? Because during your lunch break, you’re Googling “how to connect with candidates.” Meanwhile, I pulled up in a $70K Porsche Macan S. That’s MY name! And your name? Your name is hoping. Hoping for placements. Hoping clients answer your calls. Hoping candidates don’t ghost you. You can’t compete in this recruitment game if you can’t close deals.
Can’t close the client? Can’t bring in qualified candidates? Go home, update your LinkedIn, and tell your spouse your woes.
Because there’s one rule in this business: Get them to sign on the dotted line. GET THEM TO COMMIT—both candidates and clients. Are you hearing 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 attention? If I don’t, guess what? Neither does the client when you call. Neither does the candidate when you try to recruit them.
Interest: Are they interested? Do you have the skills to create that interest with your pitch? If not, NEXT CALL or pack it up.
Decision: Have they made a decision? To trust YOU? No decision? No deal.
Action: Are you driving them to ACT? Are you sealing the offer? If not, you’re just another recruiter treating this like a hobby.
Candidates and clients are out there, eager for change, ready to PAY YOU to solve their problems. Are you going to pick up the phone today and take action? Are you tough enough for that? If not, hit the road!
See this Rolex? This watch costs more than your car. One commission last year—ONE—earned me $80,000, in addition to the $900K I made in total placements. How much did you earn? Sixty grand? Seventy? Understand this: that’s who I am. And you? You’re just someone hoping for a break.
You think being a nice guy matters? Your clients don’t care about nice. Your candidates don’t care about nice. Your paycheck doesn’t care if you’re nice. Good parent? That’s lovely. Go home and bake cookies. But if you want to succeed here? CLOSE DEALS!
Think my words are too harsh? You call this abuse? Try getting hung up on by ten hiring managers in a day, getting ghosted by fifteen candidates in a week, having clients ask to cut retainer fees after you’ve sent them qualified candidates—THAT’S true adversity. If you can’t handle this, you won’t survive out there. If you don’t like it, leave.
Complaining about bad leads or candidates? I could take the same “dead-end” lists you dismiss as junk and walk away with five retainers in just four hours. Can you do that? Be honest. Can… YOU?
Here’s the bottom line: Go. And. Do. Likewise. A-I-D-A. Want to win? Get ANGRY, you sons of bitches! Get furious about where you’re at. Want to know what it takes to close a client? What it takes to recruit a top-tier candidate? It takes BRASS BALLS.
The opportunities are OUT THERE. The placements, retainers, and commissions are ripe for the taking. Want it? Pick up the phone. Do it, or pack it up. You close those job orders and land those hires—guess what? That money is yours. Don’t? The person next to you will seize those leads and leave you behind.
Do you want to lounge at home sipping wine or craft beer discussing how “hard recruiting is”? Or sit with your recruiter pals at some dull happy hour whining about being a former recruiter? Tough business? That’s just an excuse. Either you close, or you’re out.
These are the leads. These are the AAA job orders, the premier candidate pipelines. And for YOU? They’re gold… but you’re not accessing them. Giving these leads to someone who won’t close is like flushing them away. I hand them to closers—because closers are the ones who earn them. Not a closer? No leads for you. PERIOD.
I’d wish you luck, but let’s be real—luck means nothing to those who don’t take action.
Do you believe ‘Fun Fridays’ are essential? Personally, I don’t think they should be a weekly occurrence. Employees need time to unwind after a busy week, and sometimes they just want to relax instead of feeling pressured to enjoy a ‘Fun Friday’ that feels forced. Recruiters should definitely reconsider this approach!
Revenue Threshold for Business Reversion: Is This Typical?
I’ve just joined a new agency, and I’ve noticed that the commission structure for new business includes a minimum sales threshold of X. Specifically, when a new business deal is closed, the initial X amount is allocated back to the business, and the commission percentage is applied only to the remaining revenue (after subtracting X).
For example, if X is set at $1K and the total revenue generated is $20K, the commission percentage would then apply to $19K.
Is this a common practice in the industry?
I’m conducting a study and looking to gather data on the average number of ACTIVE applicants per Recruiter in your ATS. How many applicants do you currently have that are actively engaged? Any insights would be greatly appreciated!
Looking for recommendations on affordable or free training resources for lead generation and prospecting. Any suggestions?
Creative Ideas for Job Posting ID Numbers
I work for a corporate company, and we’re exploring new ways to generate our job posting ID numbers. Currently, our format includes:
In addition, we need a 3-4 digit number, and we’re unsure if there’s a more efficient method than simply incrementing from 200, 201, 202, and so on.
We would love your input! How does your organization approach creating job posting ID numbers? Any suggestions or insights would be greatly appreciated!
Auditor Seeking Transition to Recruitment
Hello,
I’m looking to transition from my current role as an auditor to a recruiter specializing in finance and accounting positions. I hold a CPA and have experience with a Big Four firm, as well as industry experience. A friend who runs a recruitment agency has offered me a position, but the requirement is that I need to bring in clients. Since I don’t have a sales background, I’m unsure how to generate leads. I would greatly appreciate any advice from those who have made a similar career change. Thank you!
