​ How To Fail At Recruiting

​ Adopt a transactional model where the candidate is ultimately seen as a commodity resulting in a commission. 

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

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

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  "Matching" a candidate's core skills, and experience to the functional or technical needs of the role without understanding company culture.

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

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

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

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

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