Post 3: Linking Your Values To Your Recruitment Goals For Maximum Fulfillment

Post 3: Linking Your Values To Your Recruitment Goals For Maximum Fulfillment

“Choose a job you love and you will never have to work a day in your life” -Confucius   Is it feasible to think that you might be able to go to your daily work as eagerly as you would depart for a holiday? Referring again to the teachings of Dr Demartini, there is a simple way to achieve that, as follows, “All you have to do is determine your highest, most inspiring values. Then you can align your work “duties” or job description with those values, prioritise your duties, and gradually delegate your lower priority duties away. Alternatively, you can reorganise your life in such a way that you can go and fulfil the career that you love”. So in short, yes, you can operate in a place where you can’t wait to get up and do the work that you are inspired by. I’ve had the privilege to speak to multiple seasoned executive recruiters who have found the vocation they love in doing what they do. These recruiters recognise that the activity of recruiting represents an expression of one or more of their highest values. For those in the industry who haven’t yet found this, don’t despair. You can use the following technique to help achieve your goals whilst enhancing your ability to serve clients and candidates with greater value, ultimately reinforcing even better results. Values in your career If you are reading this series for the first time and wondering how we got to this point of highest values you’ll want to go back to Post 1 where we first introduced the concept; and Post 2 where we outlined...
Helping Recruiters hit their goals in 3 simple steps

Helping Recruiters hit their goals in 3 simple steps

“Know thyself, be thyself, love thyself” -Greek proverb We identified in post 1 that Recruiters, (along with many others), may not be hitting their goals due to one subtle but major reason – their goals are not congruent with their true highest values. We learned that unless your goals align with your highest values they have little probability of being realised. As John Demartini’s years of research and writings have revealed, this is because “you won’t mobilise the full power of physical, mental and spiritual resources to bring those goals about.” So it makes sense that to access that power we must first understand what our highest values really are. This part is critical, it’s not the values of others that have been projected on to us over the years, or the values we think we should have to be a good person. Every single person has their own unique set of highest values and that is the starting point you need to find. Once you have clarity on your highest values it can be the key to start unlocking your own inspired and fulfilling life. Determine Your Values The aim of this post is to share Dr Demartini’s step by step process for determining your highest values. Once these have been identified we can circle back and look at to how to link these specifically to your recruitment business goals. Below are the steps you must follow to reveal your hierarchy of values. I have also made a simple one page worksheet that you can download and print out for convenience. Download your worksheet here   Step 1:...
A major reason why many Recruiters are not hitting their goals

A major reason why many Recruiters are not hitting their goals

“The most meaningful thing anyone can do is fulfill their highest values” – Dr John Demartini   Did you know that the human brain organises itself to fulfill your highest values? When your goals are congruent with your highest values you will have a dramatically increased probability of achievement and an increased sense of self worth. However the opposite is also true, so confidence and likelihood of success will go down if goals are not congruent with your highest values. (Of course, the title of this post applies to everyone, not just Recruiters.)   I had the privilege of spending the last weekend learning directly from Dr Demartini himself, an internationally renowned researcher and educator in the field of human behaviour. As I sit here reviewing and organising my notes I feel compelled to draw out and share this piece of wisdom with the Recruiting community.   Where goals fall down Let’s start with a simple example of typical goals that are set every New Year –  the majority of people set ‘temporary’ goals that they often don’t achieve and it is because those goals are probably not directly related to their own personal highest values. Instead they are probably the values of others projected on to them (ie by people they know or by society). For example, in January one might decide they ‘should’ join a gym and lose x amount of weight, or get a promotion etc etc.   On the other hand, if you set goals that are directly related to your highest values you will go after them with a more objective mind and be...
9 Strategies To Surge Summer Productivity In Your Recruitment Business

9 Strategies To Surge Summer Productivity In Your Recruitment Business

Does productivity in your recruitment business drop off during the summer months? The American Express OPEN Forum conducted extensive research over a number of summer periods in the US highlighting some stats from that might shock you: Workplace productivity drops by 19% Projects take longer by 13% Searching for another job increases by 120% However, if you are a business owner, you are not paying 20% less in salaries during the summer, or getting 13% more fees on search assignments to compensate for the longer time. Adding further weight to this annual summer dip phenomenon, financial markets experts have a saying that goes, “sell in May then go away”. In other words the financial markets are known to experience lower trading volumes and poor performance in the summer months, actually between the months of May – October. On the other hand statistically tracked over the last 50 years, the vast majority of annual gains logged by the Dow Jones Industrial average has occurred between November – April. Thank you to Darren On Friday evening I invested an hour of what could have been TV or social time, to tune into a teleconference with one of my favourite business mentors, Darren Hardy. What Darren shared were a number of strategies for business people to take action on this summer that will “help you and your team have MORE summer fun (guilt-free), work LESS and still kick butt and INCREASE your results.” So, I take no credit for these powerful tactics shared below, other than that I took a little action to compile my notes into a post specifically with Recruitment...
#TruEdibnurgh: Compelling Insights From ‘The Recruitment Unconference’

#TruEdibnurgh: Compelling Insights From ‘The Recruitment Unconference’

What is #tru What happens when you bring together a mix of recruiters, HR, tech providers and wider talent related experts and influencers in one unique venue? Well the #tru event event aka “The Recruitment Unconference” is what you get – an event full of exciting, unexpected and stimulating recruitment conversation. Why this of interest to you? If you fall into any of the above categories from the recruitment field and haven’t been to one of the global #tru events, this may be exactly the kind of event you’ve been looking for. Either way, I hope this digest from my first visit serves as a handy insight to current hot topics in our industry.   What was discussed at the event? Each conversation is called a Track and is lead by an aptly named Track Leader, who are experts in their field. There were 18 tracks in total on the day and I attended 5 of these. I scribbled notes as I listened and piped up now and then. Here is a brain dump of my spider scrawl from each session. I apologise in advance any chop and change of context and perspective. The aim wasn’t a flowing literary piece but rather to share a download of insights from the lively conversations that might resonate with some of you.   So, I encourage you to scan through this and pick out what interests you. There is enough content here for 5 separate posts but rather than hold it back I wanted to share it while still fresh.   A big thank you to Bill Boorman, all the #tru team,...
Which of these two acronyms describe the culture of your recruitment business?

Which of these two acronyms describe the culture of your recruitment business?

Acronyms and abbreviations have been used to varying degrees for hundreds of years, however they didn’t really become commonplace in the English language until the 1940’s. Since then we have seen a proliferation of acronyms across all manner of industries. You can probably think of several widely used business abbreviations off the top of your head right now…does K.I.S.S ring a bell? In the spirit of K.I.S.S, I have a couple of simple new additions for your abbreviation library. Two weeks ago my day started with a breakfast meeting where I heard a couple of short acronyms that caught my attention. A fellow entrepreneur I was meeting with had just returned from a 3 day course with Brad Sugars, the Australian Business Coach. On recounting a few of his key take-aways from the course, my friend shared with us two simple little acronyms that resonated with me, and I immediately noted them down so I could refer back to them. Now that I’m looking over those notes again I’d like to share these little acronyms with all of you fine recruitment business owners, directors and managers out there.   A Question Of Culture You may have seen my post in February titled “Why Accountability in Recruitment is All or Nothing” where I referenced Greg Bustin’s research on the subject. He concluded that “culture is a significant predictor of your future performance.”   So what does the culture of your recruitment business look like? Does it take the shape of a ‘B.E.D’ or an ‘O.A.R’? OK strange question I know, but bear with me a moment longer, here’s the meaning...
How to avoid the single biggest obstacle in recruiting executives and bringing them forward in a timely manner

How to avoid the single biggest obstacle in recruiting executives and bringing them forward in a timely manner

Executive Recruiters hunting for the best possible talent will know the challenges associated with attracting great passive candidates who are seemingly happy in their current role and have their heads down. Once you do have them engaged in a meaningful conversation you then face the challenge of having them craft a tailored CV/resume fit to present to your client. In these early stages the A grade passive candidate may well be reluctant to invest much of their precious time to produce a current and tailored CV. They would likely be writing it from scratch since they are not looking for a job. I’ve recently been working my way through a fantastic book on executive search and one tactic in relation to this challenge jumped out as a gem I wanted to share. Full credit to authors and leading practitioners David Perry and Mark Haluska of Perry Martel for what I’m about to share – I’ll briefly summarise this powerful strategy for you and would certainly recommend that for more wisdom you seek out the book Hiring Greatness. There’s a lot to be learned from these search professionals who, between them, have completed over 1800 search projects, maintaining a 99.97% success rate, and negotiating more than $380 million in salaries.   How DO you avoid the single biggest obstacle in recruiting executives and bringing them forward in a timely manner?   Introducing the ‘Confidential Candidate Brief’ (CCB). Here’s a brief extract from David and Mark’s book explaining exactly what the CCB is: ‘Essentially, what the CCB does is help screen the “I haven’t got the time to write a resume this...
Have you ignited the Compound Effect in your recruitment business?

Have you ignited the Compound Effect in your recruitment business?

The 8th wonder of the world Did you know that the great Albert Einstein said that, “Compound interest is the eighth wonder of the world. He who understands it, earns it … he who doesn’t … pays it.”   Whether you are familiar with this concept or not, you may well be wondering what the connection is to running a recruitment business. It will all become crystal clear soon.   For ease of setting the context, this diagram below illustrates the powerful effect that compound interest can have on a relatively small amount of seed money over time.   Einstein was referring to this mathematical phenomenon, widely known in the financial world, where money with compound interest experiences exponential growth. If you have ever read Darren Hardy’s book The Compound Effect then you will recognise that this same maths phenomenon works in your life choices too. I can’t think of many books that really can transcend every area of life when you apply the principles but this is one of them. And I want to specifically focus on how it can help in your recruitment business.   What is the Compound Effect? Hardy describes this as,   “The principle of reaping huge rewards from a series of small, smart choices. What’s most interesting about this process to me is that, even though the results are massive, the steps, in the moment, don’t feel significant.”   This is the magic formula for success:   Small, Smart Choices + Consistency + Time = RADICAL DIFFERENCE   Early on in the book Hardy talks about choices, and he captures the message neatly...
Why Accountability in Recruitment is All or Nothing

Why Accountability in Recruitment is All or Nothing

If your recruitment business is not getting the results you want, the problem may be lack of accountability. I’m not just referring to the individuals in the business, there are multiple layers and players in this. Take a moment and think about the 3 key parties involved in the process that a recruitment professional has to manage- the client, the candidates and the recruiters themselves. Everything needs to fall into place for a successful search to happen, and for that it requires everyone being accountable to their word. Every recruiter knows how painful it is when someone in the chain doesn’t keep their word. The challenge sits on the shoulders of the recruiter to be the one who expertly manages all the moving parts so that everyone stays accountable. So how can recruitment business owners improve this? Would it surprise you if I said there is no silver bullet? Instead, it is a mindset, a culture. We’ll circle back to that culture in a moment. Last year I discovered Greg Bustin’s book “Accountability: The Key to Driving a High Performance Culture”. Greg Bustin is a business and leadership consultant, an international speaker, and a Master Chair for Vistage International. In the book he explains this powerful trait in easy-to-understand components and as you will shortly see, there are important lessons for recruiters of all levels.   What does accountability really mean? Greg Bustin writes about accountability from the perspective of creating a high performance culture in your organisation. This in itself is extremely powerful however I feel that recruiters can, and need to, take it further by looking at how...
7 habits recruiters can learn from highly successful salespeople

7 habits recruiters can learn from highly successful salespeople

Recruiters of all levels and specialisms will know that effective selling underpins many aspects of the recruitment profession. As a former executive recruiter with both large and small firms, I know all too well that recruiters are typically very driven and set out each year to make more placements and generate more fee revenue. However I’ve observed, both through experience and real research, that recruiters often forget or even lack some the key fundamentals of effective selling. I happened to listen to an interview with top sales trainer and author of High Trust Selling, Todd Duncan, last week whilst driving. That interview really got me thinking about the relevant take-aways for recruiters and I felt compelled to share some of the key insights. So, to help you learn something new or remind you of something you knew but can now use, I’ve captured the fundamentals of selling and summarised the 7 habits as they relate to recruiters. Lets start with the fundamentals Todd Duncan opened the interview looking at what changes have affected the way businesses sell over the years, in particular he cited changes in technology and social media. One thing however that definitely has not changed are the fundamentals of selling. The fundamentals of selling that Duncan refers to are as follows: Acquiring customers strategically Optimising that customer’s experience Retaining that customer Cultivating the relationship with that customer Multiplying the repeat and referral business from that customer With the backdrop of these fundamentals laid out, Duncan then went on to tell us about how ‘successful sales outcomes originate from great habits’. What are the habits that successful salespeople deploy...