The Recruiter Campus

Recruiter Training: December is a GREAT Month for Business in Recruiting!

2011-11-30T14:11:38-05:00

I hear the same thing every year around this time. "Mike, it's the holidays, NO ONE is hiring/leaving/giving new job orders this time of year"

HORSE HOCKEY!

Let me let you in on a little secret... It's not your client base that is slowing down, it is probably YOU and/or your recruiters that are slowing down! Don't let this falacy spread around your office, you are only enabling your recruiters to much weaker performance than is necessary. Sure, some decsion making may be a bit interupted, but people don't suspend their growth plans in December.

Need proof? I have tracked my key recruiting metrics for over 15 years. Our marketing presentation to job order ratio and our recruit presentation to 1st time interview ratio remained the same or even IMPROVED in December.

Let's look at some of the reasons why:

Many candidates that are due bonuses at year end want to leave once they cash their bonus check in December or January. The time to recruit them is NOW.
Especially this year, I am hearing of more companies with active plans for expansion next year. They are giving job orders now, or at the very least will tell you what they are looking for that is awaiting final approval for the new year.
Your competitors in the recruiting industry are going into hibernation between Thanksgiving and New Year's because they are living the self fulfilling prophecy that December is slow.

For most of us business is up significantly and most of us are busy again. Sure, not to the levels we were at our peak, but for most of us we are well into recovery. If you are not, it's time to get aggressive. The next few weeks can be phenomenal in building momentum into 2012!

Recruiters: Billing Insights from Recruiting Training "Guru" Jenifer Lambert

2011-07-25T11:25:53-04:00

This past June I was a featured speaker at the Fordyce Forum in Las Vegas and was very fortunate to get to know industry guru, Jenifer Lambert, a bit better.

Jenifer was the Conference Chair and a featured speaker. I always learn from her insights especially her ideas on "influence".

I just fininished an hour interview with her, which my Inner Circle Members and clients will be getting on CD. For some , please read below.

Here are some quick take aways on growing your revenues from Big Biller and respected recruiting industry trainer Jenifer Lambert.

Regarding Managing Client Relationships:

You must set VERY CLEAR expectations at the time you take the search.

First, Tell them what they can expect of you in conducting the search. Be very clear about your process and what you will be doing on their behalf.

Second, ask them if it is their goal to fill the position quickly with an outstanding candidate. Key = get them to say "YES"!

Third, explain to them exactly what you expect of them regarding arranging interviews, timeliness of follow-up, etc. Gain their commitment to YOUR Process BEFORE you commit do doing the search!

Regarding Time Management:

The weakest billers tend to work VERY HARD on many of the wrong things. Most weaker billers tend to let their day manage them and tend to react to the email, phone call, situation, etc of the moment.

To accomplish MORE each day invest a LITTLE time thinking, a little time planning each day and a "whole lot of DOING!" Stop making excuses as to why you "don't have the time", invest a minimal amount of time each day planning your day. Invest some time each month planning your year, quarter and weeks to get some clear direction.

Jenifer creates templates for emails she sends frequently and systematizes several processes that are recurring i.e. what happens after a placement is made -- freeing up hours every week to do what she does best... get more clients!

Regarding Motivating Employees:

Use "positive peer pressure" to help hold people accountable to their goals. Jen manages a few key metrics which she makes EACH recruiter in her office fill out each week.

Each recruiter needs to know EXACTLY what they need to do each day/week to hit their goals... How many 1st time interviews? How many new searches? Candidates? Have your recruiters measure these as a minimum and post the results prominently in your office for all to to see!

Recruiters: Success Traits of Million Dollar Billers!

2011-06-23T15:28:10-04:00

Here are some quick tips I picked up from Bob Marshall's presentation at the Fordyce Forum 2 in early June:

According to Bob here are 3 traits of Million Dollar Billers:

1) Recruiting Big billers do the same things as average billers, they just do SIGNIFICANTLY MORE of these activities. Sure this is NOT rocket science, but often the simplest ideas are the easiest to implement!.

You see 2 things kick in here. a) the "law of recruiting metrics". The more prospects and candidates you are exposed to the more likely you will find companies that are hiring and candidates that are great fits for your assignments.

b) Here is the key point that most overlook.

By having significantly more conversations, they get significantly more PRACTICE! Not only are they getting more practice, they are more likely to "study" and analyze what worked on the call and what didn't so they can alter their behavior on the next recruiting call(s).

2) Big Billers have higher quality conversations and a higher quality recruiting process. Why? first, see point "b" above... they have more practice.

Also, they are highly focused on the NEEDS of the party they are speaking with and not the needs of the moment in the transaction! They ask more and better questions and avoid statements like "I need to know...." (who cares what YOU need?) or "I would like to tell you..." again, who cares! Ask questions!!!

3) Big Billers KNOW they will be successful recruiters. OK, your thinking no s*&% Sherlock! Here is the key. Average billers often invest an inordinate about of time and energy questioning their ability and/or desire to be outstanding in this business. Since Big Billers manufacture an attitude of confidence they can simply execute rather than re-negotiate their planning/activity/mood each and every day.

Do Big Billers have doubts and fears? OF COURSE! However, they are less likely to wallow in rejection or inactivity. Since they KNOW they will be successful, disappointing calls, turned down offers, etc. are simply viewed as temporary setbacks not something that will alter the earth on its axis!

In sum, Big Billers are students of recruiter training. They learn from the University of "I messed UP". Average billers are sometimes victims who point fingers at clients and candidates as the source of their woes. To improve your results when things don't go your way ask "What was it in me (my presentation, mgt of the process, questioning, etc.) that caused this result?

The answer and the cumulative effect of constantly answering the question will add hundreds of thousands if not millions to your life time billings!

Tips From the 2011 Fordyce Forum & Jeff Skrentny's Presentation

2011-06-07T17:04:37-04:00

Last week I had the honor of speaking at the Fordyce Forum in Las Vegas for the third time in the past 4 years. That's me on the far left on a management panel with Jordan Rayboy, Adam Dalva and Carolyn Thompson. Watch my next post for more comments from this panel.

In this post I highlight some recruiting tips from Jeff Skrentny's key note speach:

When Jeff is sought out by a client he observes a few things in common that they are missing that prevents them from building an excellent recruiting firm. (by the way, I have observed all of these too! Hallelujah brother Jeff!)

1. Weak recruiting firms have NO written business plan with defined targets strategies or recruiting metrics.

2. Weak recruiting firms have no sourcing or recruiting branding strategies to build upon their image.

3. Weak recruiting firms are terrible at

setting specific expectations with their employees, clients and candidates and are even worse at holding this same group accountable!

Sidebar: If you have been reading this Ezine for any period of time you know I am passionate about these points. Firms need to establish meaningful expectations that are a stretch to hit, but are achievable!

Too many times I have seen owners/managers tell me they expect their new hire account executives to hit 3, 4 or 5 first time interviews per week inside their first month. When I ask how many of their TENURED recruiters hit this number they say "none are now"!

How can you expect a new hire to exceed the performance of tenured hires when you have no real basis for this expectation?

4. Hiring, New Account Executive/Consultant Selection, Onboarding, and recruiter Training are inconsistent and not systematized.

Ever wonder why your turnover may be high? Ever wonder why you get inconsistent results and activity from your new hires? Maybe it's your hiring and onboarding process.

You need to document what works and what isn't. There should be a standard event for your first interview, 2nd interview and peer interviews when attracting talent to your firm. All your people need to be echoing the same message about your company. An inconsistent message will create confusion and uncertainty in the mind of your prospective new hire. On the other hand, a consistent message, repeated by your team, will attract the best talent!

5. Weak recruiting firms don't have a branded search process that distinguishes them from their competition. EVERY recruiting firm sells "pitches candidates" to employers, but how many talk eloquently about EXACTLY what they will do to find and develop outstanding talent?

By being specific with your process, you create confidence with your prospects that you will FILL their open position. This increases the likelihood of you getting a) a higher fee, b) a retainer and/or c) an exclusive on the search!

Next week I will share some tips from the recruiter management panel I participated on as well as some ideas from Bob Marshall's outstanding presentation on how to bill over one million $$ in a year!

Last year I introduced a very inexpensive way to get access to great minds in the recruiting industry AND access to me on a monthly question and answer call in my Inner Circle Coaching Club. I invite you to try us out now. I am giving away over $488 worth of my training as an "ethical bribe" to see for yourself that we will blow away the tiny $57 a month investment. If we don't, email us and cancel. No questions asked.

Recruiter Training: Key Thoughts About Doubling Your Recruiting Production

2011-03-14T11:15:00-04:00

Great recruiting training tips from day 3 of the Recruiting Firm Owner Tele-Summit:

From Neil Lebovits Presentation:

The easiest way to find someone in your recruiting firm to delegate to is to identify someone who is excited about the project and looking for a challenge beyond their day to day duties.
People burn out when subjected to the same activities day to day. As much as they resist change on their recruiting desk, ultimately, by you leading it they will be happier, stay longer and be more productive.

From Barb Bruno's Presentation:

It takes 6 live contacts with a potential new recruiting client before they remember your name! Make those contacts count by adding value to increase your odds of getting better recruiting assignments quicker.
60% of the recruiters in the industry have left since 2008. One of the main reasons is they never measured the key recruiting metrics to see how they need to adjust their activity to survive the recession. They had no idea how to right the ship, because they didn't know what level of acitivity increases were needed to maintain recruiting production.

From Pasquale Scopelliti's Presentation:

Most think the concept of doubling their recruiting earnings or doubling their performance is impossible! Everyone thought breaking the 4 minute mile barrier was impossible too. ... Until Roger Bannister broke it... Once he did, MANY other followed ... within months! What was impossible for centuries was duplicated in months.
Identify the area of greatest resistance to your current situation. Is it time management? Is it making cold calls/call reluctance? Pick one area and begin focusing on ways to improve these areas first!

Intrigued? You can hear Neil and Pat in 2 preview calls. Get the audios here www.TheRecruitingFirmOwnerSummit.com

Recruiter Training: Taking Better Recruiting Search Assignments

2011-03-11T11:16:29-05:00

Recruiter Training Tips directly from day 2 of The Recruiting Firm Owner Telesummit
you can use now to grow your recruiting business:

From Bob Marshalls Presentation:

PROGNOSIS without DIAGNOSIS is recruiting malpractice!
Meaning, trying to figure out what the client REALLY wants
by taking a short JO or using a requirement sheet is
definately not serving you, but worse, you look bad when
you present the wrong people!

You can identify the weaknesses in your JO's or
candidates by seeking out the blank sections of your
JO or Candidate Data form. No form? you won't be
consistent!

From Doug Beabout's Presentation:

Most COMMON trait of people across ALL generations:
The most secure and PRODUCTIVE hiring authorities
hire people as strong if not STRONGER than their own
abilities. Important to identify this quality (or lack
of) when taking a search.

From Successful Owners Panel:

As boring and unpleasant as it is, track the right
recruiting metrics. Will dictate EXACTLY what your daily
activity needs to be to hit your revenue targets.

This takes "ups and downs" out of the business and creates predictable recruiting revenue.

Grow your recruiting business by hiring people to develop Job
order leads and candidate data sheets, only when they master
these do you give more responsibilities into managing
hiring process. This increases short term production
and DECREASES turnover.

Tons of great reviews from the 1st 2 days! Curious, check out how to access the recordings of this great recruiter training at www.TheRecruitingFirmOwnerSummit.com

Recruiting Training: Tips From Day 1 of the Recruiting Tele-Summit

2011-03-09T11:21:36-05:00

Tips directly from day 1 of The Recruiting Firm Owner Telesummit you can use now to grow your recruiting business:

From Mike Gionta's Keynote:

Create leverage in your firm by training others to run the aspects of your billing desk that are most trainable. The hardest part of our business is the art of getting a great search assignment. The "art" of our business is turning a prospect into a multi-hire client that works with us on an engaged or at least exclusive basis.
Hire someone to market for you.... even part-time to develop leads for you to convert into searches. This frees up time for you to grow your business and/or expose yourself to more business opportunities.

From Gary Stauble on Raising Revenue 25%:

When hiring a recruiting researcher that is just out of school, have written, well prepared scripts for them to follow.
For people interested in hiring a researcher, part time is often best. Tap into retiring baby boomers. Provide flexible hours to make the opportunity MOST attractive.

From Scott Love's presentation on getting paid on every recruiting assignment:

We need to do a better job educating prospects why our efforts should require a deposit on the recruiting assignments we choose to actively search on.
Distinguish and explain EXACTLY what you will do, the amount of effort you will put in that will increase the likelihood that you will fill the placement with the best candidate.
Most prospects think that having 3 or 4 recruiters working on a search is better than having one working exclusively. It is our job to explain why that myth is completely false!

Tons of great reviews from day one! To see what everyone is talking about visit www.TheRecruitingFirmOwnerSummit.com!

Recruiters: Leaked Secrets From 2 Great Recruiting Trainers!

2011-03-03T16:44:26-05:00

Today I interviewed Doug Beabout and Pat Scopelliti, 2 fantasitic people and recruiting trainers. Each were asked to "leak" 2 secrets they will be sharing at the 2nd Annual Recruiting Firm Owner Summit taking place from March 8th thur 11th 2011.

Just a quick summary of the Gold they leaked! Doug dropped an industry that was dying in late 2010 and started 2 new desks late last year and is billing thousands in these new specialties already! You can access the whole call HERE.

Doug shares that we need to approach Gen X and Gen Y hiring managers very differently than we have approached the baby boom managers. He also shares details on the pending candidate shortage that has already really started.

Pasquale Scopelliti leaked a secret on how to double your performance. The first key is

to change your expectations. As an example Pat references the great runner Roger Bannister. Prior to Roger breaking the 4 minute mile barrier, it was assumed it could NEVER be done! After he broke the barrier, several other runners were breaking the 4 minute barrier.... within MONTHS? Why? because it was possible! Recruiters, listen to the whole call here to get more.

You may be reading this post after March 8th, 2011. If however you go to www.TheRecruitingFirmOwnerSummit.com and enroll in the training you will find all the calls are recorded and you can download all 12 sessions! Build an instant Library and learn the newest ideas that will generate revenue NOW!

Recruiters: 2nd Annual Recruiting Firm Owner Telesummit March 8th-11th!

2011-02-21T19:23:42-05:00

I have spent the last several weeks preparing for the only event of its kind that specifically focuses on training issues for recruiting firm owners. You don't even have to leave your office.

I invite you to attend the free preview calls to give you a "taste" of the event. Keep reading for more details.

Great Content for Owners Building Their Firms Or Solo Owners Who Want More Revenues, More Fun in Their Business!

"Recruiter Leaks" 2011

How to Re-Emerge, Re-Build and Re-Energize Yourself and Your Firm in 2011.

www.TheRecruitingFirmOwnerSummit.com

Summary of Speakers:

Gary Stauble-- Leaks 7 Steps To Raise Revenues

David Searns-- Leaks Getting Prospects to CALL YOU!

Pat Scopelliti-- Leaks Secret for Tapping into What Holds you Back and Breaking the Spell it has over You!

Doug Beabout-- Leaks Secrets to Dealing with Gen X

Neil Lebovits-- Leaks Secrets on Inspiring Your Team

Mark Whitby-- Leaks Quick Fixes That Double Production as Quick as 90 Days!

"I've been an owner since the 1970's. I've never attended anything as well organized as the Recruiting Firm Owner Summit. Your speakers were extremely helpful to this old timer. I'm beginning a new medical desk so the timing couldn't have been better." Bruce Piggott, Medical Search Staffing

Still not sure? Attend the:

FREE Content LOADED 30 Minute PreviewCalls on Thursdays. (Recordings also available when you register)

Invest a half hour with Neil Lebovits and Bob Marshall this week and learn a strategy on motivating yourself and your recruiting team and learn a hidden trait of most big billers!

When you register for this call you also receive complimentary access to 2 more recruiting training calls on consecutive Thursdays at 1:30 pm ET where Speakers from this years Recruiting Firm Owner's Strategy Summit reveal strategies you can use today in your business.

That's Right, Register Once, Get Access to ALL 3 trainig Calls!

Future Calls:

Thursday, Feb 24th 1:30 pm ET: Neil Lebovits will "leaks" strategies for leading, managing, and coaching your team. Bob Marshall will "leak" some secrets on traits of "Robo Recruiters" (Big Billers)

Thursday, March 3rd 1:30 pm ET: Doug Beabout "leaks" secrets on how he Re-Engineered his recruiting process to attract more clients and candidates. Pat Scopelliti "leaks" secrets he uses with is one-to-one clients- that invest thousands in his services - on how to double your performance without doubling your work... register now at www.TheRecruitingFirmOwnerSummit.com

Recruiter Success Tips From 14 Successful Recruiting Firm Owners

2011-02-03T20:48:42-05:00

I would give you a "peak" behind the door of the meeting with my Platinum Coaching Members last week in Orlando, FL.

My clients came from as far as Johannesburg, South Africa and Tokyo, Japan to attend this powerful event.

There is no way a short article can convey the "power" of 14 owners helping each other strategize on how to grow their business, but I can share with you some quick "take-a way's" that you can use in your business NOW!

Here are some ideas my clients are already implementing in their business:

1) Realize the value of your time and delegate activities to free up time for revenue generation, hiring, training, and holding people accountable. There was a general sense that we get caught in the weeds of our business and allow trivial items get in our way of growing our business.

Examples of items to delegate include:

a) Using outsourced research from firms all over the globe to build prospect and candidate lists. This will significantly increase activity levels, thus placements.

b) Any administrative task other than signing checks can be delegated to a local admin, an intern or hiring a part-time person from a local high school, college, or someone later in their career who seeks part time hours.

These tasks can also be outsourced using services like O-Desk or Elance.com where experts will bid to do your work.

2) Hiring using a different model.

Most agree that the old model of hiring a recruiter to work both sides of the desk is a 1970's way of doing business. The high turnover and, more importantly, the drain on the owner/manager's time significantly slow the growth of an office.

Create a career path and hire people to:

a) Cold recruit and develop talent for the billing mgr or big billing recruiters.

b) Cold call market and bring job order leads back to the owner/manager or big billing recruiter.

c) Once they master these roles they can be promoted to work both sides of the desk.

3) Hold recuiters accountable. We had a great discussion on setting and managing expectations. Most agreed they set expectations, however, fell down when it came to HOLDING people to those expectations. By using solid recruiting metrics you can quickly adjust direction on your recruiters performance.

By using bi-weekly coaching meetings with your team members and holding people to the commitments they made to themselves you will increase production. Also, by holding people accountable using the RIGHT STRUCTURE you create value with your recruiters and increase retention. We all agreed that as much as people fight accountability structures, they need them, and in hindsight are grateful for them.

These are just 3 simple examples of ideas you can implement quickly into your recruiting business that require very low investments of both time and money!