It’s 4 o’clock in the morning, and I’m surfing through a job site on the Web looking for new employees. But, if I want the site’s executive search program, I’m asked to call between 9:00 a.m. and 5:00 p.m. That is not very user friendly for an online company. I might just as well have been looking for a tee time at a Top-100 club, and yet, more than half the clubs I do business with, still don’t offer online bookings.
Now get this. According to a study conducted at Carleton University in Ottawa, people are forming first impressions in as little as 1/20th of a second.
If a company wants the best people, then, it must pay people well; it must compensate employees. An employee should feel lucky that they have a spot on the team because of the above-average pay.
“Forty is definitely more significant than any other age,” says Christopher Stack, executive vice president of a New York restaurant executive headhunters. He believes most of the significance is self-imposed.
If you have to succeed in such a scenario, you will have to show up your sales recruit talent right away. A sales recruit agency will straight away try to identify the skills required for excelling in sales and marketing jobs. After all, they are paid by companies to look for the best possible talent which would enable them to increase their sales and help bring in more profits. As a recruit, you will have to start thinking on your feet and hit the ground running.
I have always said that I could take six seniors majoring in IT from any university and come up with a recruiting system in about 6 months. It would then take me about ten years to make it really work for a recruiter.
Have you noticed something? If you are smart, and I know you are, you will see that you can turn this around to employ strategically. Who do you know that can refer you? Who is an up and comer in the firm but likely hungry to build there rolodex? And so on.