• By Greg Savage
  • Posted July 20, 2021
  • In recruitment

When the client is talking, you are selling!

Most recruiters are good talkers. We do it all day, right? And most recruiters think that ‘selling’ means ‘pitching’ or ‘persuading’, or ‘spinning’. Having ‘good chat‘ is highly prized. But there is a problem with that. A big one. And it raises its head at the most critical time. And it so often undermines recruiter […]
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  • By Greg Savage
  • Posted July 13, 2021
  • In recruitment

The secret to ‘countering the counteroffer’

Making assumptions is where most disappointment in recruitment is born. It has always been that way. But in this era of frenetic hiring, skills shortages and changing candidate behaviour, the need for recruiters to manage the ‘moments of truth’ and pre-empt adverse outcomes, is now a core consulting skill. Attempting to diffuse a counteroffer after […]
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  • By Greg Savage
  • Posted July 8, 2021
  • In recruitment

A few hard truths about personal brand

You may be sick of hearing about it, but that does not mean personal brand is not important. It is. Vital. It takes a long-term commitment to build a personal brand that drives inbound enquiries. Business development without a strong brand will become harder and harder. Being nervous about starting is not an excuse anymore. […]
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  • By Greg Savage
  • Posted July 6, 2021
  • In recruitment

The greatest recruitment movies of all time!

We are back in lockdown down here in Sydney. So more time watching TV than usual. Got me thinking. When you consider what an emotional, competitive and crazy world recruitment is, and the characters it attracts, why have there have not been more movies about the industry? There are movies about recruitment, or at least […]
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  • By Greg Savage
  • Posted June 29, 2021
  • In recruitment

The crucial new candidate tactic – above all else

There is so much angst about random candidate behaviour right now. ‘Erratic, mind-changing, counteroffers, ghosting.’ The response from most recruiters has been predictable. Change nothing – yet hope for candidates to change. Good luck with that plan. If ever we needed proof that recruiting requires a dynamic, evolving skill set, Covid provided that. The boot […]
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  • By Greg Savage
  • Posted June 22, 2021
  • In recruitment

Candidate shortages are a good thing!

I got a little peeved recently. So unlike me. An experienced recruiter, steeped in self-pity, opined, “All that’s happened is we have swapped the disaster of no jobs in Covid to the disaster of no candidates as we recover”. And then he started to launch into a little bit of ‘woe is me’ and ‘it […]
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  • By Greg Savage
  • Posted June 16, 2021
  • In recruitment

Six signs your new recruiter is destined to fail!

Every city. Every country. Every recruitment business leader. “It is impossible to hire great recruiters!” So, inevitability, recruitment firms (and corporates too, I imagine) will relax their criteria. Maybe they will train more newbies into the industry, and that is no bad thing. But… The most significant cost to every recruitment firm is salaries, and […]
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Are candidates ghosting you? Try CCCCF

So, candidates are ghosting you, letting you down, reneging on meetings, accepting counter-offers and a wide range of other behaviours that you ‘don’t understand’. The reasons are easy to decipher actually, but that is not what this post is about. Let’s talk about what to do about it! Firstly do not make any assumptions. Ask […]
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New! The Savage Recruitment Academy

Good news! I have developed a new concept to support recruiter training and recruitment manager development. There is a chance that you have attended one of my public masterclasses over recent years. Abandoning false modesty, these have been very well received, drawing upwards of 500 attendees in some cases. The last four of these recorded […]
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Most recruiters are missing the post-Covid reality.

There is a massive post-Covid reality that most recruiters are yet to ‘get’. So I will tell you. As recruiting gets ‘more remote’, you get ‘more engaged’. Sure candidates want (and in some cases must have) interviews on Zoom etc. Indeed I doubt we will ever go back to every candidate interviewed face to face. […]
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