While all professions have their sources of frustration, the executive recruiting profession is in a unique position because we can be frustrated by either side of the sale! Clients and/or candidates can change their mind; go back on their word, etc. If we were financial advisers and we consulted with a client and that client chose to invest in 100 shares of IBM, those shares could not say "I don't want to be in your client's portfolio!" Let's face it, making a placement is an emotional nightmare and is a culmination of a number of activities that lead to it.
Frankly, making a placement is truly the one thing we can't control in the placement process.
Seriously-- think about it. We can not control the decision on either side. Can we influence it? Absolutely. Control it? Absolutely not!
If this is true, then why is the main focal point of most owners and managers of recruiting firms the ONE thing they can not control? Most recruiting training focuses on this to the exception of the most important parts of the process! This is a recipe for perpetual frustration and makes running a recruiting firm educated guess work.
Stop focusing on placements! Today!
You heard me, stop focusing on placements and focus on what counts--ACTIVITY. I am going to talk about the taking and tracking of numbers. Now, for those of you reading beyond the last sentence, Congratulations! Many have disengaged. We all learned this, yet my experience with my client recruiting firm owners is that few actually do it. My experience is also that those that take, track and execute to specific targets rarely fail. Actually, they are usually among the highest producing offices out there.
As we know, placements are a function of interviews and job orders. Interviews and job orders are a function of live presentations, which are a function of attempts. While we don't control placements, we do control the number of attempts. Attempts and good presentations lead to good job orders and candidates. These can be measured daily and weekly and, tracked over time are predictable.
We know this yet we don't do it!
Again, we all know this, yet most do not do it. Why? It is Boring with a capital "B"! I don't take our numbers. I have a service called the lock-on report that emails each AE every Friday morning as a reminder to send their data in. The data is compiled and sent to me in a very easy to use format. It is by far the best tool for tracking numbers and seeing their relationship on the market. I don't recommend the owner or manager take numbers from AE's with more than 6 months experience-because it won't happen! Have your administrator do it and put it on a spread sheet if you do not want to pay a service to do it.
Frankly, making a placement is truly the one thing we can't control in the placement process.
Seriously-- think about it. We can not control the decision on either side. Can we influence it? Absolutely. Control it? Absolutely not!
If this is true, then why is the main focal point of most owners and managers of recruiting firms the ONE thing they can not control? Most recruiting training focuses on this to the exception of the most important parts of the process! This is a recipe for perpetual frustration and makes running a recruiting firm educated guess work.
Stop focusing on placements! Today!
You heard me, stop focusing on placements and focus on what counts--ACTIVITY. I am going to talk about the taking and tracking of numbers. Now, for those of you reading beyond the last sentence, Congratulations! Many have disengaged. We all learned this, yet my experience with my client recruiting firm owners is that few actually do it. My experience is also that those that take, track and execute to specific targets rarely fail. Actually, they are usually among the highest producing offices out there.
As we know, placements are a function of interviews and job orders. Interviews and job orders are a function of live presentations, which are a function of attempts. While we don't control placements, we do control the number of attempts. Attempts and good presentations lead to good job orders and candidates. These can be measured daily and weekly and, tracked over time are predictable.
We know this yet we don't do it!
Again, we all know this, yet most do not do it. Why? It is Boring with a capital "B"! I don't take our numbers. I have a service called the lock-on report that emails each AE every Friday morning as a reminder to send their data in. The data is compiled and sent to me in a very easy to use format. It is by far the best tool for tracking numbers and seeing their relationship on the market. I don't recommend the owner or manager take numbers from AE's with more than 6 months experience-because it won't happen! Have your administrator do it and put it on a spread sheet if you do not want to pay a service to do it.
An article by Dougles Chan - The Recruitment Guru. Also known as the Zhuge Liang for recruitment. A recruitment coach & mentor that specialized on coaching recruitment business owners and staffing agency recruiters.
Author of 8 books. 25 years in recruitment business coaching & mentoring. Focus countries will be in Singapore, USA, UK, Australia and others.
He created the recruitment agency market tumour law, C-Marketing, V-Marketing and blog marketing for recruitment agencies and staffing agencies.
He also specialized in business, sales, marketing, digital marketing, SEO, SEM, and social media recruiting. For 1 to 1 private consulting or recruitment coaching, please check here.
He also write articles related to how to start a recruiting business.
Author of 8 books. 25 years in recruitment business coaching & mentoring. Focus countries will be in Singapore, USA, UK, Australia and others.
He created the recruitment agency market tumour law, C-Marketing, V-Marketing and blog marketing for recruitment agencies and staffing agencies.
He also specialized in business, sales, marketing, digital marketing, SEO, SEM, and social media recruiting. For 1 to 1 private consulting or recruitment coaching, please check here.
He also write articles related to how to start a recruiting business.
No comments:
Post a Comment