Write out every goal, every day!

Write out your goals 10 times a day, in hand with a pen and paper. Then read it out loud 10 times.

Do this every single day. Why?

Because the subconscious validation of writing out these goals means it gets stuck in your brain and becomes something that to the brain feels real and tangible.

Writing creates a physical and emotional connection in the brain creating a feeling a tangibility in the brain.

Reading it out loud all creates the same connection.

Doing both of these things will daily reinforce your goal and make it believable and achievable to the brain and subconscious.

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Have a daily plan to make your days like the ayatolla of rock ‘n’ rolla

“A schedule defends from whim and chaos. It is the net for catching days” Anne Dillard.

Anne was an insightful person. How many times have you rocked up to work and worked very, very hard but seemed to get nothing done? You were busy, busy, busy but in reality, you were a busy fool.

This is where a schedule can step in and make all the difference. Now for every person, a program can be very different. If you work on an industrial temps desk you may, need to be in the office earlier compared with say a permanent consultant, however. A schedule should have three things. – Set times each day or week for essential tasks. Time set aside for admin and a level of flexibility within each timeslot.

Below we have outlined what we think is a great schedule.

8 am 10 am – Non-sales time – Tasks Review the daily plan, respond and clear your inbox, review new candidates, search current openings, candidate registration meetings, 15 minutes purposeful reading, return urgent client calls, clear any admin, go to client visits.

10 am to 12midday – SALES TIME – Business Development Calls, Lead chasing calls, Interview feedback. 12midday to 2 pm – Non-Sales Time – Submit candidate CV’s, clear inbox to inbox zero, call candidates with job offers, feedback, and updates, organise interviews,

HAVE LUNCH AWAY FROM DESK

2 pm to 5 pm – SALE TIME – Client calls, Business Development Calls, Chase up CV’s, follow up on leads, etc.

5 pm – 6:30 pm – Approach calls to candidates, update calls to candidates, inbox zero and plan tomorrow.   

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The wonder of planning in bite-sized chunks

Have you ever had it that you have been setting yourself, an annual goal and it has just not happened? Before you know it, April has arrived from nowhere and you have got nowhere near your goal

You joined the gym, and you went three times. You were going to learn a language. You were going to bill £200,000. You may have set yourself 90 days goals, but you did not set yourself up in a working pattern that aims towards these goals? 90 day goals are high but you need to plan your work towards them.

Below we set an example. So if you want to bill £25,000 in a 90 day period, the Average fee is £5,000. So you need to place 5 people into roles to generate that cash. Now you need to know your briefing to placement ratio (for our demonstration) is one in five.

So to bill £25,000 that means taking on 25 placeable roles to get five placements. So every week to achieve this £25,000 you need to get 2.1 briefings. However, given recruitment takes the time you may not get all the deals in before the 90 days is up.

So to counteract this, you will need to front-load business development in the first three or four weeks to get the assignments on an started before the end of the period. This does not mean you go feast and famine. It does say you need at the start of the cycle to put in the hours to ensure you ‘break the back’ of the goal.

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.   

Write out every goal, every day

Write out every goal.

Write out your goals 10 times a day, in hand with a pen and paper.

Then read it out loud 10 times.

Do this every single day. Why? Because the subconscious validation of writing out these goals means it gets stuck in your brain and becomes something that to the brain feels real and tangible.

Writing creates a physical and emotional connection in the brain creating a feeling a tangibility in the brain.

Reading it out loud all creates the same connection. Doing both of these things will daily reinforce your goal and make it believable and achievable to the brain and subconscious.

***   

Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.   

How to make recruitment success predictable

So why do these three make success predictable? Interviews Generated: Candidates in front of clients is what everything from business development calls to candidate meetings to CV’s submitted all about.

All that matters is generating a certain number of interviews every week, month and quarter Interview to Offer Ratio: This is the number of meetings that need to be made to create an offer and becomes a ratio example 1 and 10.

This ratio makes you successful because you understand just how many people you send for interview end up with an offer in hand and thus have a chance of taking the job.

Offer to Passing Probation: This one is actually fundamental to building long-term relationships with clients and indeed candidates. It makes you successful because it outlines just how candidates you get to offer who stay at the company long enough for you to keep your job.

Using these Ratios to predict success

So how do you use these ratios and KPI’s to promote your recruitment business at or desk successfully?

Firstly, decide how many placements you want to make a month. This could be determined by a financial target or just a simple number like three placements. For our example, we are looking for 2 interviews.

Secondly, you need to understand your offer ratio to a candidate passing probation. The best way to figure this out is to do some digging over the last 18 months, find out how many candidates passed probation and how many offers you generated. Divide offers by candidates passing probation. So for our example, we have a ratio of 3:1 (three offers for one passing placement probation).

Thirdly, you need the ratio of interviewed candidates to offer made. For this delve deep into your stats and find the number of interviews generated over the last 18 months and divide it by the name of offers. In our example, we have a ratio of 10:1 (ten candidates interviewed for one placement).

Lastly, bring it all together. Take your goal times it by the number of offers and then times it by the interviews to get the total number of interviews generated.

In our example Goal:

2 placements per month Offer to Placement Passing Probation:

3:1 Interview to Offer:

To generate for 2 placements is 60 interviews or 15 per week or 3 per day.

Moving forward

Use the method above to focus your goal for each day. That way if you produce three interviews per day (as in our example) you will end up each and every month hitting your placement target. As ever we would love to hear what you have to say.

Feel free to email joseph@thenakedrecruiter.com about your thoughts on this or any other topic.

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The Naked Recruit is funded through our affiliate link program with Acuity Scheduling. It is a tool that has saved me dozens of hours. Check out Acuity

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.   

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