Being an executive recruiter is a tempting career path. After all there are potentially sizeable commission checks for those who do well. But it's not all that easy. Certainly, you can do it. Many others have and continue to succeed. So can you.
Take my word for it- you are going to have to work all hours especially when getting started, so be patient, disciplined, optimistic, and never give up.
Here are guidelines that I know from my own experience will be helpful:
1. Recruit within the range of your expertise, at least when you begin. You don't want to go after jobs just to get the job. Let your experience and performance in your particular niche do the "selling" for you.
2. Make sure that you understand the scope and nature of the Job order. Many hiring Managers put out a "boiler-plate" version. It is up to you to inquire as to why the position is open, what are the Client's expectations, what is the effective role that the new candidate will play in the organization, and so on. In other words, get a better understanding of the company's culture.
3. Complete your own Job Order Form. Make it as detailed as possible. This will help you to define and really understand the position so that you will send your client truly viable candidates.
4. Contact the Hiring Manager and review the position with him/her to ensure that your evaluation and assessment of the position and its requirements coincide fully with his/hers.
5. Be selective in your recruiting strategy. Each position requires its own recruiting methods. You need to use different approaches when looking for Active or Passive Candidates, those in certain salary ranges, those with limited relocation options, those where very specific skill sets are required, and so on.
6. Save the Hiring Manager both time and money by supplying him/her with a video of your interview with prospective candidates once the Hiring Manager has conducted his/her own telephone interviews and before bringing the candidate in for an in-person interview. In this way, the Hiring Manager will be able to assess the candidate and determine how to proceed quickly and economically.
7. Finally, work closely with and assist the Hiring Manager at every turn to co-ordinate telephone interviews, appointments and references until the decision to hire or reject has been made.
Follow these steps and I'm confident that your success rate will improve dramatically.