Be prepared to walk

Walk away For any recruitment consultant the most critical mental attitude to posses in regards to your relationship with clients is the willingness to walk away if the vacancy or contact is not going to be profitable.

Most recruiters are too scared to walk away. They are like sad little puppies when it comes to clients. They are not willing to walk away from low fees, multiple briefed agencies or client processes that are transactional.

In short, they are too scared of missing the “potential fee” that they waste time, money and effort on clients that just do not deserve it. If you do learn how to walk away under the right circumstances you find that: You feel a greater sense of self-worth and power about the client and more control over your desk and research time. Clients generally do not respect the “whorish” nature of most recruiters.

So walking away can become a great personal USP. You will save yourself a tremendous amount of time that can be spent on finding clients that do meet your standards. Now walking way does not mean being a jerk, just politely let the client know why and how they can get in touch if things change.  

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Who is the MAN

Before we talk, I am not talking about gender. So many keyboard warriors who might have been “triggered” please sit back down. Thank you. I will now continue. 

Knowing who the MAN is or is not, is a vital part of new recruitment. However, many recruiters forget who the MAN is.

So who is THE MAN and why is it important? The MAN stands for Money, Authority and Need. These are the three vital parts of the perfect prospect.

Money – they have the budget to write the cheque for your services.

Authority – they have the say-so to write this cheque.

Need – they have a problem that needs solving. So why is this important? When you know, a client has the money, the ability to spend that money and a problem that needs fixing you know that half the sales battle is done.

Understanding and identifying the MAN will allow you to focus your time, efforts and energy on those prospects that really matter.   

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The Book: Recruitment Hacks is now available on Amazon.   

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Work-Life Balance is a myth. Aim for Work-Life Integration

Work-life balance is a myth. The people who talk about work-life balance and tell you how amazing it is.

How important and vital it is, and how if you do not have work-life balance you are the failure are probably:

1) Lying or

2) Selling you courses or books on work-life balance. There is no balance. There never will be balanced because work is important, and so is family life.

Balance means that neither receives the focus they deserve. Sometimes it will get out of kilter. And that’s why what you’ll want to do is you fit your work into your lifestyle and vice-versa. How I’ve done, that is I’ve worked for myself, meaning that I can provide my work around my life and my life around my work.

If you’re working for a big corporate, this will never happen.

They may talk about work-life balance, but in reality, everything is geared towards work and not your life.

So if you want to create a life that’s worth living and engaging with, work for yourself, so you can integrate your work into your life.

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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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Always have two questions for prospects

 Whenever you are on a business development call, you need to have two questions for every single prospect. Having two questions will triple the number of chances you get to build a relationship with a client. Now, these two questions, they can be on anything recruitment or industry related.

The first one should be the recruitment-focused outcome you are looking for. For example, you want to get the job on with the client who been advertising for that role you have seen. So you do the whole lead chasing bog standard recruitment question. And like the Chumba-Wumba song, you get knocked down. However, you can get right back up again because you have a second question.

The second question can be more creative. If you are looking to play it safe something that is industry-related that you can use to help market to them in the future. Below we have outlined a mini-script to demonstrate what we mean.

YOU: “Hello, Mr. Client. Can I help you with this job?”

CLIENT: “No.”

YOU: “One more question before I go. What are your thoughts on the latest acquisition of X?”

CLIENT: “That is really interesting you asked…..”

You ask the set out the second question and you get their feedback, thoughts and input. You can use this information to market to them in the future or to create a small report which you can use to market.

Having the second question will increase the time that you are able to spend in the phone and will enhance your chances of building that relationship with the client.   

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The Book: Recruitment Hacks is now available on Amazon.   

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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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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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