Greg Savage

Friday October 26th @ 11:00am AEDT/BST/EDT or 12 noon SAST

Greg Savage

Reinventing the “Craft” of Recruitment in the Digital Age

The world of recruitment is changing. Technology, social media, client’s expectations, candidate behavior, employer branding, evolving job boards and mobile But the more things change, the more they stay the same. Greg Savage believes that the future of recruitment success can be found at that point where technology meets human personal interaction So technology and social media will NOT disintermediate the recruiters from the clients or the candidate. Technology changes some of the mode and speed of interaction, but the crafty of recruitment remains as crucial, if not more so…but now it often comes with a fresh twist This session digs into how recruiters can excel in the new reality. Old skills remastered, and human skills built on use of technology. Immediate take away to implement in your business:

  • KPI’s and activity – what’s important in the new era?
  • Eight key components that new age recruiters need to have mastered to thrive
  • Specialisation
  • Building a personal brand – offline
  • The critical issue of employer brand for the new era
  • Building a personal Brand – online
  • Wining new business – the modern way
  • Back to the future – hard core order qualifications
  • Job order triage – a matter of recruiting life and death
  • Talent picking – working where the money is
  • The modern definition of a “placeable ” candidate
  • Deal architecture – leveraging the human touch

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25 thoughts on “Greg Savage

  1. Hi Greg,

    I loved listening to you. How did you get your first client? Is the method you used still relevant? What would be the advice you would give me for getting the first client?


  2. @ Sadie Bell

    Sadie, my first few clients were gifted to me by my manager, as I was very young and inexperienced, and fortunately I was supported through the process.

    The 1st client I won myself, was by calling a prospect , visiting them, presenting my company and my credentials, and picking up 2 vacancies both of which were filled and THAT experience is almost as memorable as my first girlfriend!


    The way each firm operates is different, and of course I don’t know what your situation is, but the way to win clients is to get in front of them, so I recommend you seek out dormant ex-clients and reignite them, follow-up candidates that have been placed by your organisation and are now in hiring positions, or reverse market candidates to prospective employers.

    Good luck

    Regards Greg

  3. Hi Greg

    Great to listen to your thoughts (it’s been a while) – I completely agree that the craft remains the same, food for thought personally Re stepping up my online profile – I’m on it!!

    I think impatience drives a great deal of the poor quality activity / decision making you describe. Don’t get me wrong, I’m a big fan of impatience and it’s one of my greatest strengths!!! – on the flip side I think a resistance to concentrating solely on high quality activity and an openness to taking on poor jobs is all based around instant gratification – I’m a massive believer that a long job list simply flatters to deceive. It’s ALL about reducing the amount of free work we do.

    Thanks for sharing!!

  4. God knows how much I do love the Whitepapers and Handouts that some have provided.

    It does help to have an agenda to follow/and some of that is here. But the content could be reinforced with the additional information.

    Enjoy your Blog posts that I receive, the occasional podcast; thanks much for your efforts on behalf of the profession.

    Here in the good ol US of A, I am very much looking forward to hearing your presentation.

    All the best!

  5. Greg…..
    How do you choose a specialty ? Is a field like Information Technolgy too broad ? If so, How do you decide on which field is the best to specialize in ?
    Many thanks…..

    • Yes @kay Durkin I think Information technology is too broad. I am no expert on selecting a niche, but I would’ve thought you should take the following considerations into account

      Ideally the niche is one you have worked in or have a passion for failing that it certainly needs to be one that you develop a passion for.
      Youu need to find a niche that is growing and where hiring is on the up. Healthcare and digital marketing come to mind in that respect–just as examples
      You need to select a niche where the opportunities are not limited, or where talent shortages are such that clients will pay a premium for your service
      Your niche does not have to cover all geographies, although I have seen people do this very successfully. If you feel more comfortable, sticking to a specific location that in itself is niche-like and can work very well as long as the opportunities are sufficient for profitability
      if you can find a niche that is not already overpopulated with competitors, that will obviously be an advantage

  6. @KathyMaxwellMCS

    Once you have determined to say no, what polite verbiage do you specifically use to decline the JO politely, as you may need to contact this same company some time in the future?

    • @KathyMaxwellMCS

      ” Mr client, I really want to work with your company, and I believe I have the resources and the access to talent to make a big difference to your hiring. However, I need to work in partnership with my clients, and this means mutual cooperation, communication and especially giving me the time to work exclusively on your assignment so I can bring all my resources to bear. It seems that at this time you are unable to work in this way, which I respect as your prerogative, but at the same time you will understand the need for me to devote my energy, time, resources and best candidates to those clients who do work with me as a trusted advisor. I would very much like the opportunity to work with you in the future, so please let me keep in touch with you and hopefully you will be ready to commit to my service as much as I’m prepared to commit to the right outcome for your company”

    • @tednixon

      Ted, I’m not sure of the exact question you’re asking. Do you mean the amount of candidates that you interview that end up as send outs to clients? Or do you mean the amount candidates/client interviews you arrange as a percentage of the resumes and submittals you make?

      In any event, there is no one answer, because it depends on the market you are in, whether you are contingent or retained, and the levels of people you are placing
      regards Greg

  7. Greg,

    Outstanding presentation! Mark definitely saved the best for last!

    Thanks for your willingness to share your expertise with all of us!

  8. How should “experienced” workers sell their skills or are they a waste of time? Many “experienced” workers were making more money than jobs pay today, how do you get around that?

  9. Thanks Greg this was a great session, learned a lot and will put to use many of your suggestions. As a “niche” recruitment business specializing In Logistics/Global Trade I can appreciate the importance of getting knowledge of our expetise to the right audience. Have Twitter, LinkedIn and Facebook accounts but have not used them enough you have encouraged me to take another look at these and possibly a blog as well.

  10. As Greg had indicated:

    What George Clooney taught me about recruitment

    What George Clooney taught me about recruitment:

    If you have ever been a TV Hospital drama junkie, you would have heard the word triage many times.

    Certainly I noticed my wife perk up noticeably when George Clooney strides into the waiting room on any episode of ER.

    Triage is the process of prioritising patient treatment, based on the severity of their condition.

    Recruitment has none of the drama or dire consequences of triage in the medical sense. Nevertheless, poor recruiting triage skills can mean the demise of your jobs, or the loss of your best talent.

    Here is why.

    Job orders are not all created equal. Yet I often find that a recruiter working on 12 open briefs will in fact allocate one twelfth of their time to each brief.

    Bad mistake. George would never do that.

    You need to regularly and consistently ‘triage’ your job orders to ensure that at all times you are working on the ones with the highest priority.

    And which jobs deserve highest priority?

    The most senior vacancy? The job paying the highest salary? The job with the highest potential fee? The job that came in most recently?

    No! No! And no a thousand times.

    The jobs that survive your triage cull do so because they meet all or most of a few key criteria.

    • The job is well qualified. You know exactly what the client wants
    • The job is real and urgent
    • The hiring criteria are reasonable and achievable in today’s market (for example, the salary matches the skills required)
    • The client is committed to hire. She has signed your terms of business, and has internal approval to hire
    • The client is working with you as a partner, is returning your calls, interviewing your talent and taking your advice
    • You have the job exclusively
    • The client is a long-term supporter, who you have worked with many times

    Only very few of your orders will tick all those boxes. They are top priority, and they get the majority of your attention. Then you work down the list ‘triaging’ your jobs for priority. And by the way, it’s a movable feast. Changed circumstances might mean a job goes up the priority list, or down.

    And if you find there are a few jobs right at the end that get no attention – well, it’s sad – but they just get sacrificed. (Actually, it is not sad at all. Typically they are unqualified orders from uncommitted clients… and good riddance, to be frank!)

    If you don’t do this you will be like a doctor who, in his well-meaning desire to help everyone, actually allows every patient to die through lack of attention to the ones who needed assistance most. And who would have been saved if they were given priority.

    George told me that personally. Really

  11. Greg,
    I loved the combination of new and old school methodology and mindset. Speaking as someone who’s been on both sides (Trainer/manager/recruiter 20+ yrs exp) and now as a candidate…Customer Care does not exist. As a candidate I manage my own expectations with Recruiters, vice versa absolutely never happens. FYI Recruiters…candidates walls echo WAY louder with lack of follow up than a Recruiter can justify with, “I was too busy to call you back, sorry”. Thanks Greg I gained a lot!

  12. @Sam Ojofeitimi @Etizaz Samman @David Keeney @Gary Winkelman @Sharon Roche @Tina Hagopian @Susan Smies

    Thank you all for your kind comments and feedback. I am delighted you found the session useful

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