The Recruiter Campus

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

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:

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

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.

Recruiters: Success Traits of Million Dollar Billers!

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. 

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

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

Recruiter Training: Key Thoughts About Doubling Your Recruiting Production

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:

Recruiter Training: Taking Better Recruiting Search Assignments

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:

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

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%:

Recruiters: Leaked Secrets From 2 Great Recruiting Trainers!

 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

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

 

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:

Recruiter Success Tips From 14 Successful Recruiting Firm Owners

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.