6 Principles Recruiters Must Uphold To Earn Repeat Business

6 Principles Recruiters Must Uphold To Earn Repeat Business

It is fair to say that the recruitment industry doesn’t enjoy the greatest reputation. Sadly, there are many clients and candidates with a horror story of a recruiter they once dealt with. Typically these stories relate to the recruiter demonstrating questionable ethics, making basic errors or perhaps most often, projecting the image that any relationship with clients and candidates is purely about how they can make money. Whilst the horror stories are more of a rarity than commonplace, the onus is certainly on the recruiter to consistently work at eradicating the so called reputation. However, in today’s highly competitive market, a ‘good’ level of service is not enough. Those who provide extraordinary service are the ones who will attract and retain more clients, complete more assignments and get ahead of competitors. It was this very thought that struck me when I read a book summary last week of Jacqueline Whitmore’s Poised for Success: Mastering the Four Qualities That Distinguish Outstanding Professionals. Whitmore is a business etiquette expert and I felt her message neatly serves as a fitting reminder for intentional recruiting professionals who want to nurture client relationships that earn repeat business.   Here are Whitmore’s six simple yet powerful business principles that will help you win relationships and earn repeat business: 1. Keep your word. Your credibility is dependent on your ability to keep your promises. Hence, it goes without saying that you need to consciously do what you say or perish. Whitmore says a dissatisfied customer can cost your business more than the revenue – it can damage your reputation. 2. Be honest. Be truthful in every...
The Recruiter’s 20 Mile March

The Recruiter’s 20 Mile March

So you are nearing the end of January, you’ve set out some big goals for your recruitment business. Do you know what you have to do each day/week/month to achieve them? More to the point, are you doing it? To reach greatness you must focus on consistent and long-term personal performance. In his book Good to Great, Jim Collins taught us that, “Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline.”   What has the South Pole got to do with Recruitment? The famous South Pole race of 1911 is the perfect example to illustrate the message of this post. Business writers and speakers often reference this powerful true story of two explorers, Amundsen and Scott, who lead separate teams on an expedition to race to the South Pole. The journey there and back was roughly 1400 miles which is equivalent to a round-trip from New York City to Chicago. While both teams would be travelling the same distance as each other through extremely harsh weather conditions, each team took an entirely different approach to the journey.   Scott’s team would walk as far as possible on the good weather days and then rest up on the bad days to conserve energy.   Conversely Amundsen’s team followed to a strict regimen of consistent progress by walking 20 miles every day no matter what the weather. While on good days Amundsen’s team were very capable of walking further, Amundsen was adamant that they walk no more than 20 miles each day to conserve energy.   Which one succeeded?  ...
Can a lazy recruiter really achieve big results?

Can a lazy recruiter really achieve big results?

According to mainstream media, the third Monday in January is supposed to be the most depressing day of the year. Some say it’s the day many people give up early on new year’s resolutions, or even quit work.   So how are you getting on with your new routine or behaviours that will see you hit your big recruitment goals this year? You’re trying to make changes to routines and introduce positive habits, and this is hard. The typical human being doesn’t like hard.   Let’s be honest, we’re lazy. Humans have inherently always sought the shortcuts and path of least resistance. The contradictory thing here is that Recruiters are often very driven people, yet we can’t escape these lazy human tendencies.     But what if there was a way to make the hard stuff easy? As in a way we can use being lazy as an advantage. Whilst the title of this post is a little tongue in cheek and counterintuitive there is meaning behind the madness. Bear with me and I’ll outline a few subtle techniques that really do take out the hard effort in completing your positive steps.   How to be lazy yet still achieve results   In its simplest form, all you have to do is make it HARD to do the things you want to stop doing, and conversely, make it EASY to do the things that you want to do. As a basic example, lets say you want to cut out sugary snacks and drinks from your diet. To leverage laziness it might look like this: Make bad behaviour hard –...
Big Recruitment Goals Made Easy

Big Recruitment Goals Made Easy

Raise your hand if you’ve ever started out a new year with big fee revenue goals and plenty of motivation, only to find yourself frustrated with your progress a few months in, and disappointed with the end of year results? You start the year promising yourself that this will be your highest billing year yet. But several months in you already feel behind and have slipped into the same routine and habits of the previous year. The same results are therefore looking likely, yet you’re ‘hoping’ for something to change. In fact, doesn’t that remind you of a well know quote about the definition of insanity? Well, there’s good news: making positive changes that deliver big results doesn’t have to be an uphill struggle. With the right methods at your disposal you can easily develop the habits that will see you become a top producer  — and all without much stress. I learned this powerful process from Darren Hardy who in turn learned it from the wise man pictured above, Jim Rohn. Download the free template and we’ll walk through how to use it right now in this post. When we’re done you’ll know exactly how to breakdown your big goals into a plan that’s achievable with daily action. OK, lets get to work.   “We are what we repeatedly do” – Aristotle     6 steps to implementing big biller habits   Before you dive into writing out the habits you THINK you SHOULD have, you need to be clear on your goal and subsequently the kind of person you need to become in order to achieve that goal....
Setting up your best year ever: Part 2

Setting up your best year ever: Part 2

Blueprint for turning your 2016 vision into an actionable plan that gets results   Happy New Year! By now you will be ready to transition out of the well deserved rest of the holiday period, and attack your 2016 goals. A 2007 research study by British psychologist Richard Wiseman showed that 88% of people who make New Year’s Resolutions fail. If you took action on my last post  then clearly you are not one of that 88%, but rather someone who genuinely wants to set their recruitment business and personal life up for success. If you missed my last post with the workbook on setting up your best year ever, you can download it here. This second post is designed to equip you with the actionable steps that will allow you to achieve your big goals this year. I’m excited about playing a small part in helping your recruitment business achieve your big goals this year. To this end I have prepared for you a blueprint document that will turn your 2016 vision into an action plan that really gets results. First I’d like to take a moment to introduce you to 4 key concepts that are crucial to your productivity and goal achieving. I am eternally grateful to business coach and entrepreneur psychologist Peter Shallard, for teaching me the “4 Pillars of Productivity” as follows: 1. Specificity:  This relates to the ideal implementation granularity required to break a goal down into perfect bite sized chunks. For example a giant goal like climbing Everest can be broken down into taking 58,070 steps. Without specificity you would hoping to achieve a goal...
Setting Up Your Best Year Ever

Setting Up Your Best Year Ever

“Goal setting is the most important aspect of all improvement and personal development plans. Confidence is important, determination is vital, certain personality traits contribute to success, but they all come into focus in goal setting.” -Paul J Meyer The holidays either side of Christmas Day are typically quieter from a business perspective. It really is a ‘most wonderful time of year’! In addition to being truly present with family and friends, these quieter days provide great opportunities to step back and invest some quality time in reviewing and planning. If you are someone who genuinely wants to set their recruitment business and personal life up for success in the new year, then I’m sure you will be one of the minority taking some time to create a plan and set goals. To paraphrase Darren Hardy, “Goal achieving is not the act of writing down a list of wishes, as if it were a Christmas list, with the hope that one day you will wake up one morning with your goals realised. There is a very specific process for discerning what you really want, what is most important, and then developing a specific plan of action.” Let’s be candid, the journey to superior performance and results in the Recruitment industry is neither for the faint hearted or the impatient. These things certainly don’t happen on their own. It takes being intentional about our purpose and creating a specific plan that will keep you motivated, taking action and being accountable long enough to see your goals and dreams come to fruition. (This sentiment is at the heart of our Linked In...
Did you get your unfair edge?

Did you get your unfair edge?

How are you going to capitalise on the increasing talent shortage? As we countdown the advent of Christmas and the final 14 working days of the year, our minds will no doubt jump between festivities and the next business year. What will a great 2016 look like for your recruitment business? What questions are you asking yourself/your team? What are you putting in place now so you hit the ground running in 2016? A couple of weeks ago my friend, and highly regarded search practitioner and trainer, Doug Beabout joined me in delivering a webinar. We looked at why now presents one of the best opportunities in the history of recruiting. And with this in mind, we highlight some key ingredients that will set your recruitment business up for success and an unfair edge in 2016. You can access the full video here. Hiring Managers are deeply concerned because they are struggling to find the talent they need. Many business opportunities are being lost, translating to real financial loss because companies don’t have the right people in place (see min 20 of the webinar). Candidates are scarce and demographics will keep it this way. Here are some startling realities about the shrinking candidate pool: The size of “Gen X’ is 40m people lower than the ‘Baby Boomer’ generation. Since 2005, the baby boomers have been vacating the workforce, so employers have fewer people to choose from. For the US working population aged 25 and older with 4 years or more higher education, the unemployment rate is under 3 %. What does that mean? – Well it means that 97%...
How to get an unfair edge and supercharge your recruitment business in 2016: Part 3

How to get an unfair edge and supercharge your recruitment business in 2016: Part 3

The stars are aligned in your favour As an owner or director/manager, there is a great deal of opportunity in the years ahead for well organised and disciplined recruiters executing a streamlined, value added process. There has been a historic need for companies to use external search services, and even considering the industry and economic challenges, this need will continue. Some of the frequently reported challenges include: Shortage of Talented Candidates Employers Frustrated by a lack of Success Filling Key Positions Growing Internal Recruitment Functions Persistent, Negative Attitude About External Recruiters These marketplace changes are putting additional pressures on search firms to: a) Differentiate their value proposition from a business development perspective b) Work in true partnership with their clients from a search process perspective in order to do their best work and complete the search c) Adopt hands-on direct recruiting process, demanding better “Desk” organisation   The balance of power is shifting from too many candidates to too few. However, for those with their ‘glass half full’ there are great opportunities on which to capitalise. For example, client perspective industry research from the AESC indicate some of the key things clients want from their search partners, including: Clients want a high touch, client-centric offering Clients want more transparency during the search process Greater interaction with the search firm is required to feel they have bought the services of a trusted advisor Approximately 70% of companies are using external recruiters, one third of them paying the full fees good recruiters deserve. The question is, what’s being done by 1 out of 3 recruiters that’s meriting higher fees and revenues...
How to get an unfair edge and supercharge your recruitment business in 2016: Part 2

How to get an unfair edge and supercharge your recruitment business in 2016: Part 2

DROPPED BALLS DON’T SCORE POINTS   In our previous post about setting your recruitment business up for success we considered the lessons from why assignments fail. Now let’s look at some reasons why recruiters fail to achieve greater levels of success: Managing the numerous elements of multiple search projects simultaneously is overwhelming and your effective organisation slipped through the cracks As an owner/manager you did not set new recruiters up for success from the outset with a defined process and a mechanism to stay on task The Client failed to “Sell” the candidate on the opportunity The Candidate failed to “Sell” themselves to the client You failed to determine and/or establish urgency with either party The Candidate backed out of an offer because of relocation/family issues The Client engaged with another recruiter to “increase their odds” The Client saw no reason to function as a cooperative partner with you Hang on I hear you say, many of these reasons surely point to external forces, not to me! Under closer inspection however, we all know the painful truth that search assignment failures are rarely the result of what we do, but more often the result of what we fail to do (HINT – it is often to do with personal discipline, inconsistency and oversights). The results listed above are either mistakes you recognise, or a reason to assign blame. Top producers realise that the onus of leading the process is on them. They anticipate these events and take “unfair advantageous steps” to avert them. If you are in the game to WIN, join us on 19th November for the strategies...
How to get an unfair edge and supercharge your recruitment business in 2016 – Part 1

How to get an unfair edge and supercharge your recruitment business in 2016 – Part 1

How is your 2015 finishing up; Have you already smashed your billing targets? Are you tantalisingly close to hitting them? With only 33 working days until Christmas, we are getting to that time of year for reflection and preparing for a better 2016. We look at our accomplishments and achievements, we also look at our deficits and disasters to help figure out how to be better next year. Wherever you stand, nearly every recruitment business owner, sole practitioner and recruiter would love to earn more than the previous year. With 2015 still fresh in your mind, it is a golden opportunity to reflect and capitalise on your unfair advantage. Doing the same in 2016 and maintaining hope is, as wisely defined, insanity. $1m plus billers are thinking ‘what can I do a little better?’ They achieve so much by adding every wise advantage possible. If you’re wondering where do I start my self-review, look at the things you control such as best practices and process, and ask yourself how did they stack up against my ideal standards? Which assignments ran well and which ones didn’t, why not? What can I do better in 2016 that will ensure I get more of the results I want? Very soon a lot of answers for setting up a great 2016 will come your way. Until then, I invite you to consider some of the biggest reasons that search assignments fail: Did you jump into a search without fully qualifying the project and laying the foundations for a successful search? Did the search breakdown due to lack of client engagement and communication? Did...