Category Archives: Technical Recruiting

Privacy is the New Candidate Red Flag

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Have you interviewed anyone recently, and haven’t been able to find anything about them online?

No LinkedIn profile. No Facebook. No Twitter. No Instagram. Google even seem to turn up nothing. It was like the person didn’t exist, yet there she was right in front of you, with a resume, work history, and educational transcripts. A living, breathing, walking ghost.

A social ghost, to be sure.

I had this happen a couple of weeks ago. It was disconcerting to say the least.  Of course, I knew this when I asked the person to come in to interview. It was one of the main reasons I asked her to come in.  It was like I found this mythical creature, this interview unicorn. There was no way I was passing this up.

Besides the resume with verified job history, valid driver’s license, address, educational records and a credit history, it was as if this person never existed.

I think the kids call this a “Catfish”, or at least thats what I expected to have come interview with me. This ‘Susan’ would come in and really be a ‘Samuel’! I’ve been in the game a long time, ‘Susan’ wasn’t going to pull one over on me.

I once had a friend who told me he gave up TV.  I didn’t really believe him, either.  Let’s be real, no one gives up TV.  And, as usual, I was right.  He gave away his TV, but he didn’t give away his laptop, his tablet and his smartphone. He was still watching, trying to act like he saved the fucking world by giving away his TV device. Like we don’t know you have twenty other devices in your house to watch shows on.

But, I digress, back to my social ghost, Susan. (of course, Susan isn’t her real name I changed that, I’m a pro, her real name is Jennifer)

I asked Susan the question we would all want to ask in this circumstance: “Susan can you tell me why you hate America?”

She seemed perplexed by this, almost like she didn’t comprehend what I was asking her, but I knew better.  She knew exactly where I was going with my line of questioning.  Why would a person choose to lead a life of anonymity, when a fully functioning narcissistic life is easily within her reach?

I showed her how if you Googled “Tim Sackett” I, soley, was the first 127 pages of the search results, working towards 130. I explained how I ‘socially’ erased another “Tim Sackett”, the Truck Driver Chaplin, almost from existence. Almost like he never stopped at a truck stop along I80 attempting to save lives in the name of Jesus.  It was a life’s work. My life’s work. I could tell she was impressed.

At the point where I had just about cracked her, she softly spoke one word, “privacy”, spilled from her lips like a small newborn logging onto Instagram video for the first time.

Privacy.  I knew there was something about her I didn’t like.

The interview ended.  So, did her chances of ever getting hired by me.

T3 – LeoForce #HRTech

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T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week on T3 I demo’d the recruiting robotics software LeoForce.  LeoForce is basically an ATS add on that takes your sourcing function to the next level.  While most ATS softwares start when you have identified someone as a candidate, LeoForce starts when you start sourcing and integrates with your ATS to make sure you have end to end coverage of your process.

Besides the ATS integration and functionality, LeoForce’s claim to fame is it’s recruiting robot Arya.  Arya uses behavior pattern recognition to identify patterns from your best recruiters/sourcers, automates those behaviors, and repeat success, significantly boosting your ability to mutiply hires. Arya also automates portions of your recruiting process, from initial qualification and applicant collaboration, to finding qualified, interest candidates.

LeoForce also has a VMS tool which is a crawler app that will constantly update your VMS jobs and statuses, and move it into your ATS. This tool also communicates to recruiters with alerts on new jobs and status changes.

5 Things I really like about LeoForce: 

1. Job Booster – In LeoForce you can create and post jobs with virtually one click to your own career site,  job boards, social sites, etc. It takes the task of posting and broadcasting your open positions down to almost nothing.

2. Applicant Collaboration – Maybe the most powerful feature is how LeoForce communicates with potential candidates via email in a way that seems very personalized and non-robotic, automatically.  This automation allows recruiters and sourcers to do other things, while the system does much of your pre-qualifying and screening. In the end the recruiting team is getting warm candidates to work with, not cold candidates.

3. Machine Learning – the system learns what your successes are, and continues to learn over time, to get better.  It’s not a brand new search every time you begin a search. It’s not starting over, it’s continuing to build on prior successes.  Another huge time saver, that moves your process along faster.

4. LeoForce makes your ATS what you wished it was when you bought it. That’s really the crux of the issue. Our ATSs just don’t have the sourcing and recruiting capabilities we need for 2015.  The integration is seamless, pulling your jobs automatically from your ATS, giving you enhance search capabilities of your database and social recruiting functionality you probably never had.

5. It’s Inexpensive!  I love the fact it only cost $100 per user per month. In my world $1200 a year is super cheap as compared to the tools you just handed a recruiter/sourcer that is using LeoForce.

Most companies fall into this trap. Our ATS just isn’t good enough for what we need in recruiting automation.  Then we make the decision we better start looking at a new ATS that can do this.  At a minimum that is a $100,000 to $150,000 spend over five years for small and medium sized business. Upwards of millions for enterprise organizations.

LeoForce is something you need to look at and demo if you believe your ATS just doesn’t have the recruiting capabilities you need, before you scrap your ATS for good.  Or, if you’re just in the market for great recruiting automation, this is a tool you need to see. Check them out, it will be worth your time.

6 Ways to Make Your Recruiting/Talent Metrics More Strategic

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Let’s face it—the recruiting metrics you use at your company are either non-existent or stale.  Sure, you tried to roll out the basics—time to hire, cost per hire—but all that did was put the focus on your HR/Recruiting function, not the people who actually make the final hiring decision.  Flash forward 12 months since the launch of those basic recruiting metrics, and you’re bored… heck, everyone’s bored.

Never fear! The FOT webinar makes it’s 2015 debut with Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires.

Join us for this webinar (sponsored by Chequed.com) on Thursday, February 26th at 2pm EST (11am Pacific) and we’ll hit you the following goodies:

– A review of the traditional talent selection/recruiting metrics.  We’ll give you a rundown of those metrics like Time To Fill and Cost Per Hire, what the standard benchmarks are for each and then explain why only using these traditional metrics is a lost cause/suckers play.

– An explanation of the Holy Grail of reporting Recruiting Effectiveness and why it changes the conversation from “Did we fill the position?” to “Did we make the right hire and what happened once we filled the position?“. We call this metric Hiring Manager Batting Average (HMBA for those of you that need an acronym), and it’s the cleanest, most all-encompassing metric you can have to make your internal recruiting conversation strategic—not transactional—and actually make it tie in to your overall talent strategy, not just Talent Acquisition.

– How to change the dialog of organizational turnover from being an HR problem to being everyone’s problem. Admit it, you report on turnover all the time. We’ll show you how to link turnover to your selection process in a way that spreads the wealth related to turnover responsibility—and actually sets you up to be more consultative and less reactive related to employee churn.

– We’ll give you 5 additional metrics to show how your recruiting/staffing process actually reduces risk of bad hires and prepares for future searches.  You need to get out of the trap of only reporting cost and time.  We’ve got the metrics to show you how to do that.

Things that are hard:  Riding a bike on a freeway. Getting your kids to eat peas. Getting managers to own the bad hires they make and be interested in getting better at selection.  Join us for Six Ways to Make Your Recruiting/Talent Metrics More Strategic – And Make Managers Own Their New Hires on Thursday, February 26th at 2pm EST, and we’ll show you how to create recruiting/talent metrics that get the attention of your organization.  You’re on your own with the other two.

Rejection Letter Dos and Don’ts

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A number of years ago I got rejected for a job.  I know, I know, you are probably as surprised as I was.  The funny part is, I got the hard copy, snail mail rejection letter 18 months after I had apparently applied.  I went back into my email to try and figure out what really happened.

You see, as a Recruiting Pro, I wouldn’t actually apply through an ATS, especially for an executive position, which this was.  My email confirmed the fact; I had sent the CHRO of a large organization my resume directly.  This rejection letter was from that contact.

18 months. Send a resume. No communication for 18 months. Rejection letter. That’s the time line. How’s that for a solid candidate experience!?

Ever since this experience I’ve always had strong beliefs of what you should do and not do when it comes to sending out rejection letters.  Here’s the deal about Rejection Letters:

Do –

  • Send personally signed letters to all people you have had personal contact with (i.e., over the phone, in person, referred by someone internally – you get the idea).
  • Draft a letter(s) that builds your brand.
  • Once a candidate is a “no”? Send the letter. If they’re a “maybe”? Keep them in the process.
  • If they never had any personal contact, send them the ATS mass email.

Don’t –

  • Send a letter to everyone who applies.  Within your recruitment/sourcing process should be a communication when someone applies.  In that communication, let them know that only those chosen for interviews will be considered part of the recruitment process – meaning we will communicate with those individuals directly moving forward – all others thanks, please apply for other positions that come up that fit your experience and background.
  • Tell people you chose someone with better qualifications or someone who is more qualified – you really don’t know that – who you chose was a person who best fit your organization at this time.
  • Tell people you’ll keep them on file for future consideration. You and I both know that you don’t. Tell them the truth – if you ever want to work here, apply again and possibly make some internal connections to help move your resume to the top.

In the end, you want your rejection letters to make people feel like I’m glad I applied, and I would apply again and I would continue or will start using this organization, buy their product or service.  It’s not easy, but it can be done.

If you really want to know what people think of your rejection process, pick up the phone and call a few that have made it to different levels of the hiring process, and just ask. People who get rejected are more than happy to give you feedback!

First Ever Michigan Corporate Recruiters Conference!

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I’m super excited to announce I am co-organizing the first ever Michigan Recruiters Conference to be held on March 13th in Lansing, MI starting at 9am!

Jim D’Amico, Director of Talent Acquisition at Spectrum Health, and I have been talking about doing this for over a year and late in 2014 we finally just said, “Screw it! Let’s pick a date and force ourselves to get his puppy off the ground!”  And we did it!  With a lot of help from Jim’s team at Spectrum, my team at HRU, our techy guy Matt Wagmann and our friends at the Accident Fund corporation!

Register at www.MichiganRecruits.com

Our Goal for the Michigan Recruiters Conference:

We want an event similar to an ERE, but local. Great recruiting and talent acquisition content, without having to pay thousands of dollars to attend.  Our fee is $49! We want to raise the level of recruiting in the state of Michigan.  We want to offer this in an environment where the corporate Talent Acquisition folks don’t feel like it’s a meat market (i.e., no staffing agencies).

We want to bring in national speakers, corporate talent acquisition best practices and next-gen practices that aren’t even being used by the masses. We want to network and share our successes, and find ways that corporate talent acquisition pros can better leverage each other and their knowledge. We plan on having two Michigan Recruiters Conferences per year, one in the Spring and one in the Fall.

We are not doing this for profit. The sponsors (CareerBuilder is our first, but we would love more!) and fees are only to cover costs of running a great conference like this. Sounds like we want to be a bunch of Hippies!  I hope so, this is going to be great!

The format of the Conference: 

Unlike normal HR conferences we aren’t looking to do 1 hour and 15 minute sessions. Who the hell even came up with that length of time!? It’s way too long, and just encourages rambling. We are Recruiters, we don’t have time to ramble!  Our sessions will be 30 minutes, 45 minutes and 1 hour, depending on the content and presenter.  A professional national speaker can easily hold the stage for an hour.  Your local sourcing pro who has some great ideas to share, might only need thirty minutes!

We will strive to have you leave each conference with great ideas you can use immediately, ideas that will challenge what you do long term, and increase your network and tribe of other talent acquisition pros you can lean on.

It won’t be a full day.  6 hours or so. Get in, get out, go make placements.

We’ll attempt to always hold these at host corporations who are willing to have this progressive knowledge come into their walls.  Thank you Accident Fund Corporate, and Darcy Kerr, for hosting this first conference in Lansing, MI!

Why no staffing agencies? 

I’ve already gotten a ton of crap on this. “Tim, aren’t you a staffing agency?” “Tim don’t you rail against being treated as a second class citizen by LinkedIn?” “Tim this is hypocritical!”

Here’s the deal.  I speak about a dozen times a year, nationally, to HR and Talent Acquisition pros, and never once have I been accused of trying to sell my services. I’m not worried about me, but I know my industry.  I’ve already had agency folks try and sneak their way into the conference like a Catfish!  To make the Michigan Recruiters Conference a success we need corporate talent acquisition pros and leaders to see the value of a conference like this. If their first experience is some cheese-ball from RecruitTech coming on to them in the first fifteen minutes, that experience is ruined.   So, Jim and I decided, no agencies, yet.

We do see a time down the road, once the conference is established, where we will be able to invite in our agency brethren.  Minnesota started in a similar way.  Even at that point, we’ll have hard rules around selling at this conference.  It’s designed to be developmental. That’s the conference we want.

Sometimes to make something great, you rub a few folks the wrong way.  Agency folks are resilient, to say the least, I know they’ll bounce back. I look forward to the day I can invite them as well.

T3 – TalkPush #HRTech

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T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

It seems like lately I’ve had the chance to review some really big, really dynamic HR Tech enterprise level tools.  I’m excited today to get back to a tool that everyone can use, especially those small and medium size HR and Talent shops.  On T3 this week I’m reviewing the automated phone screening tool Talkpush.

Talkpush is just what it says it is.  The solution automates your normal phone screens.  We don’t talk about phone screens as much any more, because in HR Tech everything has gone digital with the explosion of video and video screening tools (which I love). The reality is, though, many employers just don’t need, or want, a video screening solution.  Talkpush fills the need for a phone screening tool quite well.

95% of candidates never get ‘heard’ by a potential employer.  A recruiter spends only 7% of their time, on an average week, with candidates they’ll actually hire. When candidates are interviewed about their experience with an employer it comes up constantly that they don’t feel like they ever got a fair chance to be heard. A tool like Talkpush allows the candidate to have a voice, and recruiters to more efficiently spend their time.

The system is super easy to use and you can have the system up and running for your candidates in the matter of minutes.  No need to get IT involved, just signup and start using it.  All the screens are saved into separate audio files that you can attach to a candidate in almost any applicant tracking system. These same files can easily be shared with a hiring manager, who can hear first hand how candidates respond to your own questions.

5 Things I really liked about Talkpush:

1. It’s super easy to use.  We get caught up so often on wanting purchase and use overly sophisticated systems, and then don’t use them for that same reason. Talkpush can be implemented and used even by people who could never figure out how to set their VCR clocks, or still have a VCR!

2. Inexpensive. Free trial to start with no obligation, $1 per interview and around $300 per month for unlimited interviews.  You can’t beat this cost as a screening tool.  It costs more than $1 to have a recruiter dial the phone and leave a message!

3. Great for volume hiring.  Send out mass invitations to screen hundreds of people all at the same time. I’ve had to open new locations for employers and it can be a major headache when everyone is applying all at once.

4. Audio files are searchable.  Technology is an amazing thing.  Someone says they have experience in robotic programming as part of their answer to a screening question. Months later you need someone with robotic programming skills. Talkpush has the capability of you searching all of your screens for key words, and potentially finding talent you had no idea existed.

5. Questions are in your voice, your language.  You record the screening questions that will be asked, and they can be different for every single job you have, if you want.

Talkpush has a really smart dashboard as well, that tracks all of your responses, allows you to push those responses to managers along with LinkedIn Profiles, photo of the candidate (if you wish), resume, etc.  I think some people will look at this review and think this is a ‘low-tech’ as compared to the digital platforms that are on the market.  I look at it as a different hi-tech solution for organizations that don’t need or want a video solution, but still have a great need to screen candidates.

The fact is, many people are still uncomfortable with video.  Probably not your younger candidates, but once you get above mid 30’s you’re dealing with people who didn’t grow up on video, and might just might be much more comfortable doing a screen via the phone.  Check them out, I really believe Talkpush fills a market need for so many companies!

The Best Recruit No One Is Talking About

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I’m sure my #8ManRotation partners have read this story, but you might not have.  Bleacher Report had an article this week about a stud high school quarterback, Easton Bruere, out of New Mexico, who threw for 4500 yards, 49 touchdowns and only 6 interceptions this year alone and won the state title for his team.  He’s 6’3″, 200 lbs, strong athletic kid.  3.75 GPA and no legal trouble. He has zero college scholarship offers at the D1 level.

Let me give you a personal angle on this story.  Easton’s Dad and Aunt, both attended the University of Wyoming, when I did.  Both his Dad and Aunt were D1 athletes, Dad, Carl, in Football, Aunt, Ginger, in Volleyball and his sister plays college volleyball.  So, this kid also has a D1 pedigree. He comes from a very athletic family.  My wife and Ginger played together at UW for years.

There is great learning from this for all of my recruiting brother and sisters out there!  I can think of two things specifically:

1. As soon as you believe there are no more ‘recruits’, talent, people, left to hire, you’re dead wrong. This kid is in the middle of New Mexico.  Very few D1 football players come out of New Mexico, so most schools just fly over it on their way to Texas or California.  It’s forgotten about, in terms of football talent.

We do this all the time in recruiting talent for our organizations. “We tried that before, didn’t work.” Have you heard that? Okay, try it again. It didn’t work one time, doesn’t mean it’s never going to work.  “We went to that school three years ago and didn’t recruit anyone, so we didn’t go back.” “I tried calling into that company once, but couldn’t get through.”

 2. On the flip side, college coaches will go to the end of earth to find talent.  Was this kid missed? Or, is there something else we just aren’t getting from this article?  You see what we do.  We assume.  We assume if no one wants the kid, there must be something wrong with him. So, we just take it as fact and don’t do our own evaluation.

This is a problem with corporate recruiting as well.  How many resumes have you passed on because the person was unemployed for six months? “Well, if there weren’t hired by someone, there must be something wrong with them.”  Or, maybe you should bring them in and make that determination for yourself. But, you don’t.  You assume.

In recruiting, more than almost any other field, we give ourselves self-fulling prophecies.

I don’t know if this kid deserves a shot. Sure seems like it from the data I see. Because I know the family, I’m rooting for him.  His dad and aunt were highly competitive.  He has the skills, the experience and the genetics.

Remember this story the next time you go to pass on a candidate without a real reason.  Remember this story the next time you decide to pass on a source because previously it was a bust.  We’re all in the talent game. The funny thing about talent is, it can come from anywhere.

Check out Easton’s recruitment on twitter at #EastonBruere.

2015 Candidate Bill of Rights

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In November 2010 Monster.com asked me to write a post on a hot topic at that time a “Candidate Bill of Rights“.  Needless to say, I’m not a huge fan of a Candidate Bill of Rights – I’m a Capitalist and believe in a free-market system of HR and Recruiting.  In 2010 (remember those days?) we had candidates coming out of our ears. In 2015, most of us are begging for talent. Welcome to the show kids!

Here were my main point back then – and what they still are today:

Candidates –

You Don’t Have To Apply:

  • If we have a crappy working environment – you don’t have to apply
  • If we don’t pay appropriately for the market – you don’t have to apply
  • If we don’t give my employees opportunities for growth – you don’t have to apply
  • If we don’t treat you like a human – you don’t have to apply
  • If we don’t give you a full job description – you don’t have to apply
  • If we don’t tell you every step of the process – you don’t have to apply

You Don’t Have To Work Here:

  • If we make you wait endlessly without any feedback – you don’t have to work here
  • If we make you an offer that you don’t like – you don’t have to work here
  • If we don’t offer the right work-life balance – you don’t have to work here
  • If we give you a bad Candidate Experience – you don’t have to work here

Candidates – if any of the above is true – you have some decisions to make:

1. Can I live with what I know about the company and the experience they put me through to get this offer?

2. IF SO, do I want to come and work for the company?

3. IF YES – welcome aboard, you’re coming on ‘Eyes Wide Open’

4. IF NO – thanks – good luck – see you next time

You see we all have choices – if you don’t like the way I’m treating you as a candidate, don’t come and work at my company.  I would hope that most HR Pros are smart enough to get this fact – treat candidates like garbage and they’ll stop applying for your jobs, thus making your job all the more difficult.  That might be a bit pie-in-the-sky thinking because I also know way to many HR/Talent Pros that don’t get this!   They have a little bit of power and have decided to torture candidates with painfully long and arduous application and selection processes – that aren’t helpful to their own companies, statistically, and definitely aren’t helpful to the candidates.  During a recession they don’t see much impact from these horrible processes, but eventually the tide turns and face the results of their actions.  Karma is a bitch!

So, do we need a candidate bill of rights – No!  Do you need to spend a ton of time, effort and resources on candidate experience – No, as well!  Don’t go right ditch-left ditch and start over correcting.  Treat candidates like you would want to be treated.  Have a few standards and etiquette, and some manners.  It’s not hard, it’s not expensive and you definitely don’t need to pay a consultant to show you how to do it!

Karma is biting a bunch of hack talent acquisition pros in the butt in 2015.

A Bachelor’s Degree in Recruiting

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When will a college or university have a degree program in recruiting?  We have hundreds of universities and colleges that now offer human resources programs.  Two of my good friends, Matt Stollak, and Marcus Stewart are both professors of HR programs.  I have yet to see one program in Recruiting and Talent Acquisition.

For the most part the degree programs that fill recruiting positions are:

Communications

Business Administration/Marketing

Liberal Arts degrees – history, art, other things you won’t ever get a job in.

Sports Management

Human Resources

The recruiting industry takes all degree programs where people can’t get a job making enough to live on!  An entry level recruiter can usually make around $40,000 to $50,000 in their first year. The best recruiters make six figures.  Not a bad professional, white collar level compensation for a four-year degree program.  Many professions would love to be in that compensation level.

I think we could easily come up with two years’ worth of undergrad classes. Let’s face it, you only need about 60 credits or 20 classes, to have a complete major in most programs. The rest of the classes are the ‘basics’ we all take when attending university in the first two years.

Here are some of my ideas for classes in my Bachelors of Recruiting program:

Recruiting 101 – History of Recruiting

Recruiting 102 – Recruiting Processes and Procedures

Recruiting 103 – Recruiting Communication and Marketing

Recruiting 104 –  Sourcing

Recruiting 105 – Negotiation, Offers, and Recruiting Finance

Recruiting 106 – 100 ways to connect with people – #1 is the Phone!

Recruiting 107 – Writing Job Descriptions like a Marketer

Recruiting 201 – Employment Branding

Recruiting 202 – Candidate Experience

Recruiting 203 – Recruiting Technology

Recruiting 204 – Advanced Sourcing

Recruiting 205 – Specialty Recruitment

Recruiting 206 – Recruiting Analytics

Recruiting 207 – The Law & Candidates

Recruiting 301 – Senior Project – solving real-life recruiting problems in real-world companies

Not quite a full class load, but I think we could easily build that out with great content.  So, here’s the big question.  If a university offered a degree in Recruiting, would you look to hire those people into your shop?

I would!  I think many of us would.  Any classes you would add to the above list!

4 Things Successful Recruiters Do Every Day

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I’ve hired over one hundred recruiters in my career.  Not a ton, but a pretty good sample size.  I’ve had some of those hires go on to become great Talent Acquisition pros, as well as some who have completely bombed in the profession.  It’s not an easy profession to be successful at, but I’ve seen some basic things that the most successful recruiters, I know, do every single thing day:

  1. Daily motivation. Great recruiters are self-motivated by nature, but the best ones still find ways to give themselves that extra little kick every day. It might be one client or job order they decide they will close on that day. It might be an activity number they challenge themselves with for the day.  It might just be re-centering on a larger overall goal they are chasing and what they’re doing in that day will mean to reach that goal.
  1. Critical of their own work. The best recruiters I’ve worked with own their orders, candidates, interviews, etc. There is no blame.  An interview is a no-show, they own it.  They can look inward and go, next time I won’t have this happen because I’m going to do that one more thing to ensure it’s successful.
  1. They step up. Hey, guys we have a really critical position that just came open from a hiring manager, who wants it? The best recruiters always step up and want to work those high profile openings.  They want the challenge, and they are comfortable with the pressure.  They also step up with their ideas on how the organization can get better, and share freely.
  1. Daily focus. Successful recruiters can focus in and finish, every day. It’s so easy in recruiting to get pulled in a hundred different directions.  The most successful people stay focused on the job at hand, and don’t allow the ‘noise’ to take them off their plan.  They find ways to lock themselves in and keep going until they reach their outcome.

HR and Recruiting both have the same main daily issue we face, we turn ourselves into firefighters.  We run from made up emergency to made up emergency.  It feeds our need to feel like we accomplished something today and became a savior.

The most successful recruiters are no different.  They get the opportunity to be fire fighters, just like we all do, but they make a conscience decision not to allow themselves to slide down the pole. How can you make yourself more successful today?