by Simon Parkin

One of the most important steps in the recruitment process is the offer stage – yet most companies don’t invest the appropriate amount of training and resources into this critical recruitment phase. Success in Recruitment must be defined mainly by the outcome – the Hire. In working closely with a large number of clients over the past year and closely analyzing the state of their Recruitment function with our diagnostic model, the offer stage is definitely one of the larger Recruitment capability gaps we encounter.

As Recruiters, we need to look at this phase as “closing the candidate”, and put the same importance the Sales function puts on “closing the deal”. An organization can have best-in-class sourcing channels but if they are unable to have their top external talent accept their offers and actually start with the company then they have failed. You aren’t classified as a top Salesperson by your company if you haven’t impacted the bottom line and closed deals so why should this be any different for Recruiters when it comes to closing the candidate.

by Ron Cox and Chris Cox

All new hires are not created equally. Dr. Joseph Juran taught us that a key to success lies in being able to separate the vital few from the trivial many. He gave us the Pareto Principle or 80/20 Rule. Not to disparage anyone by saying they’re less important, but as organizations go, some hires are more critical than others. If you don’t buy into that, talk to a board member about the search for the next CEO and compare that to what a recruiter is doing to fill other positions in the same company.  The reality is that, whether you know it or not, you separate the vital few hires and handle them very differently. It just makes sense. When you’re hiring an upper level player or key contributor, the stakes are much higher, as are the expectations of everyone involved.

by Iyer Subramanian

We always want to know the success secrets of super-successful people. We are inquisitive to find out what they actually do, how they actually do, when they actually do, what differently they do from that of others which give them the title of super successful. They are like any other human beings who have the same number of hours which we all have but what separates them from the rest of us is the way they think, work and live differently. Here are 12 of the traits super-successful people are likely to exhibit.