The Perfect Fit

A Recruiter’s Reputation + Reach + Referrals = Results + Repeat Clients!

I'm happy to say that after more than 20 years of working to be the best marketing recruiter around, my reputation continues to lead to premier marketing leaders across North America getting in touch and trusting me to help in representing them for their next career opportunity.  It's become pretty clear that the entire range of career responsibilities are aware of Bishop Partners and get in touch.  I.e. A first year marketer with sports teams' and venues' successes in a Chicago suburb or a CMO with Fortune 100 experience with global CPG brands in Palm Beach FL.
 
Recent Resumes From Marketing Leaders, that are trusting Bob for Representation:
All are open to hybrid or remote work.
 
Senior Digital Analytics & Health Systems Manager, St. Louis,  7 Years’ Experience, MS in Statistics
Agency Experience with Healthcare & Pharma Fortune 500 Brand experience,
 
Director of Digital Strategy & E-Commerce, Dallas, 14 Years’ Experience
Footwear, Automotive, Sports & Outdoor Activity,  Multi-lingual (English, Spanish, French)
Quantitative Research & Business Insights, Media Planning & Buying
Grew media from 0 to 12M webpage views, 4.2M Instagram Followers, 720K X, 1.6M Facebook
 
Chief Marketing Officer, West Palm Beach, 19 Years’ Experience, MBA
Healthcare, Technology, Energy, GE, NFL, AI, Multiple Tech Certifications
Designed 90% surge in Most Qualified Leads, adding over $1.25B in revenue in 18 months

AI Can’t Compete With The Human Skills That Set Great Recruiters Apart

Even as Gen AI automates many recruiting tasks, the human touch is still critical. Recruiters will distinguish themselves by doing things that AI can’t do, such as forging strong ties to candidates and offering positive candidate experiences. As a result, soft skills will be even more important.


“The best recruiters must be great at building relationships and creating high touch candidate experiences that will help them rise above the bots,” says John Vlastelica, CEO of Recruiting Toolbox. 

In fact, the top three recruiter skills cited by hiring pros in the LinkedIn survey were human skills: communication, relationship-building, and adaptability.

I’ve always believed in the ultimate value of respect.  I try to treat every candidate with respect, no matter what level of experience they might have.  In this past week, I’ve been contacted by a student who just graduated from a University in the suburbs of Chicago, to a CMO in Virginia.  Treating each of them with respect, while trying to do something to add value to my response to them, supports the reputation that I’ve worked so hard to earn. 

That reputation earned over my almost 23 years as a recruiter continues to evolve and serves my clients and I well.  My respect for those I work with supports a willingness for those candidates to help me, when I need it.  I need it and use it in every search I undertake.  That approach leads to more referrals . . . and that is a “vicious circle” that I hope never ends!

Please let me know your thoughts.  If you’ve worked with a recruiter, has the process been valuable?

Executive Search & The Power of Referrals

When I started a new career as a recruiter, over 20 years ago, I was shocked by what a nasty reputation recruiters had.  I had no idea!  But then, after talking with clients, it started making some sense.
 
The first several years of my work as a recruiter, I signed up and took advantage of every opportunity for industry training I could find.  At a certain point, most of the training all said the same things, in different ways.  The trainers would always spend half their time on sourcing and recruiting technique and the other half on new business development.  I could never understand why contingent recruiters spent so much time on new biz, instead of completing the searches they had already started.  That lack of successful placements, directly impacted recruiters’ reputation.
 
Finally, I understood.  Contingency recruiters are much more interested in volume and speed to introduction, than developing deeper relationships with their clients and their candidates.  It’s because they aren’t getting paid for the time spent, they only get paid when a candidate they introduce gets hired, usually less than 30% of the time . . . They’re always spending almost half their time on new biz dev, hoping for a search that’s easier to fill.  Then they’ll leave the first client hanging, with no hire for their need.  It leads to a terrible reputation . . . but it makes financial sense!
 
There are frequently multiple contingency recruiters working on the same searches.  The client thinks the more recruiters they have working for them, the better.  The reality is that multiple recruiters reduce the quality of the candidates introduced.  There’s real value to the recruiter in  speed to hire, not quality of hire.  Many believe that the more candidates they introduce, the better the chance their client will find someone they like enough to actually hire.  Again, not quality of introduction, but quantity of introductions.