I devised a list of 100 ‘recruiter rules’. Maybe ‘mantras‘ is a better word.

No matter what we call them, they are critical to success.

And they took me 40 years at the coal-face to learn.

I shared the first ten here, and then the next instalment in this article.

But now the third set of 10!

All of this is covered in the Savage Recruitment Academy, which includes almost 100 hours of quality recruitment and recruitment leadership training. Please dig into the details via the link in each ‘rule.’

1: Respectful, consultative ‘pushback’ builds credibility and better relationships, with clients and candidates. It is also excellent for your self-esteem, which is no bad thing.

2: Only one thing ultimately drives success for a perm or search recruiter: the golden metric. How many of your candidates are sitting opposite your clients? That is it: ‘client-candidate interviews’, or CCIs, as I call them.

3: Selling in recruitment means influencing outcomes, not hardcore pressure-selling. It means introducing jobs to candidates and candidates to jobs. A good recruiter will sell daily, managing each moment of truth. It means influencing, advising, consulting, and creating excellent outcomes.

The Savage Recruitment Academy

4: In recruitment, everybody sells! The actual ‘selling’ will vary, but everybody sells – CEO included.

5: A client in pain is an excellent thing. Stay calm. Not physical pain. But it is true that when a client is under pressure, when a client is facing issues, when a client has deadlines, they are more committed to getting an outcome and, therefore, more likely to be committed to our process and us.

6: I cannot imagine a genuinely skilled recruiter who can’t run great sales meetings. Developing business, opening doors, prospecting, understanding a prospect’s needs and delivering a compelling pitch are fundamental requirements.

7: Creating a powerful narrative is an essential recruiter skill and a platform for being able to impress, build credibility and ultimately influence outcomes. A recruiter should have one narrative for clients and one for candidates, each constantly evolving depending on the market and new trends.

8: A sophisticated recruiter has developed the skill to spark positive conversations with clients and candidates, which makes them memorable and valuable, and separates them from the average recruiter. Even if you can run a solid recruitment process, that is not enough. You must offer ideas, insights, information, market intelligence and informed opinion.

9: Strangely enough, the starting point for successful fee negotiations is to get the conversation off the fee percentage and on to the question of what your fee is actually for. Bundled up in that conversation is your ability to sell your differentiator. That is the secret sauce. What have you got, and what do you do that gives your client unique value?

15-Hour Temp and Contract Masterclass

10: Remember this before you discount next time. Don’t think of the fee only as dollars gained or lost; think of the fee as what your service is worth. A discounted price means a discounted you. Never forget that

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