How To Fail At Recruiting
  • ​ Adopt a transactional model where the candidate is ultimately seen as a commodity resulting in a commission. 

  •  Measure a recruiter's success by KPIs, meaningless base metrics, quotas, and activity versus results.

  •   Invest little to no time into understanding a candidate's deeper motivators or aligning their own goals with the role. 

  •       Use a  qualification process around "Matching" a candidate's core skills, and experience to the functional or technical needs of the role.

  •         Commit "Effort to Traction" contributing the greatest effort to the easiest search projects. 

  • Provide zero incentive to dedicate to a specific search campaign or client above others.

  • Target “Active” candidates who are currently in the market and already interviewing for multiple opportunities.

  •         Saddle recruiters with extensive workloads resulting in a significantly lower level of service 



Why Consider A Retained Recruitment Solution 
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