How to be a Highly Paid Recruiter.
How to be a Highly Paid Recruiter
The 5 Day Recruitment Action Programme
This manual assumes:
a) Sales experience, opening closing, objection handling and closing.
b) That you have experienced recruiting staff yourself.
c) You have completed our five-day Success Moves Induction Action Programme. This manual focuses on recruiter skills only.
DAY 1: Clients
DAY 2: Sourcing Placeable Candidates
DAY 3: Placing People
DAY 4: Funnels, Chatbots and AI
DAY 5: Personal Productivity
CHECKLISTS
DAY 1: CLIENTS
Recruiting Success
Companies and candidates both clearly tell you what you need to know. So just sending the right CVs to match each vacancy is what a good Recruiter should focus on.
Companies and candidates both clearly tell you what you need to know. So just sending the right CVs to match each vacancy is what a good Recruiter should focus on.
Dream on. That is a route to demanding work with no return.
In the real-world companies must be talked into offering candidates that are not ideal. And vice versa. So, although you are not technically ‘closing’ like in winning a client in the first place, make no mistake your persuasive and influencing skills have got to be focused on closing deals between the client and candidate. Paramount is your ability to listen and use that knowledge to have a ‘street wise’ sense of what can be matched together for money.
You do not send CVs and wait for clients to decide who of those they wish to interview. That would mean they have no faith in your judgement and are only making decisions based on CV content. All candidates write weak CVs from a marketing perspective. Instead find out what really are the ‘hot buttons’ of a client’ and which of the needs are desirable, but not essential. Take control. I have regularly placed candidates that are nowhere near the specification. Perfect candidates rarely exist. You are not like a tailor that can make a suit to exact client order and wishes. We have a finite pool of people. Employers, bosses, companies, jobs will never be perfect. The skilful recruiter places the people he can get hold of. The unemployed are always best. They can start immediately and accept offers and come over keen at interview and they do not drop out.
The skill of the recruiter is having that sense of when and where and how money can be made. Then moving fast. For example, an active candidate is about to create a recruitment need in their current company when they resign. Sending out invoices is the only measure of success. Giving companies advice and candidates career consultancy might be nice and enhance reputation but it is not chargeable.
When a company grows and develops its own HR function it gets many agencies prospect them. Their response is to set up a Preferred Supplier List (PSL). Usually, it is open to tender once a year. You can tender. You can also get around this by contacting Line Managers directly, best done by referring to one of our specialist products like GRIP or SPA. Or to approach with a specific candidate.
Client and Candidate Dominant Markets
For trainee level requirements you will often have a client that can take 3 to 5 people hoping to get one ‘diamond’ out of it. There are plenty of people about. For this type of assignment, we sell the Interview Process Day. Loads of candidates and clients. Perfect.
For trainee level requirements you will often have a client that can take 3 to 5 people hoping to get one ‘diamond’ out of it. There are plenty of people about. For this type of assignment, we sell the Interview Process Day. Loads of candidates and clients. Perfect.
In say Chartered Accountancy you have a situation where picking up clients is easy. Most firms have acute staff skill shortages and are happy to talk to you. They will prefer contingency and multiple agencies to get a larger reach. Candidates are in very short supply. He who has the candidate is king. So, if you come across a red-hot Chartered Accountant who wants to work in the profession, your best marketing strategy is to ring all the firms in his area and get him interviews fast. This will also give you a client database for the future.
In other markets like senior executives, say Financial Controller/Directors there is a shortage of clients, abundance of candidates. Recruitment consultancy is sorting through the many to find the right one. Best done, for client and us, on a retained basis. At senior level contingency looks very unprofessional to candidates.
Actions
Is your market niche client or candidate dominated?
Where exactly does Supply and Demand balance in your niche for maximum potential fees.
Why do Clients Use Agencies?
There are several reasons, some are based on false assumptions.
Agencies have a candidate database.
They have not got the time or know how to do it themselves.
They want someone to filter an appropriate shortlist.
They want a ‘go-between’ to negotiate for them with candidates and close on their offer.
To keep salary levels and who and what they are recruiting for confidential to their own staff and competition.
They have a recruitment budget to spend.
What is the value of a Client to Success Moves?
Large and regular fees.
How easy are fees to make?
Are there multiple vacancies?
Are there ongoing vacancies?
Is the client exclusive?
Is the company easy to sell to candidates?
Is the boss easy to sell to candidates?
Are there a good source of candidates?
Can you slot interviews in fast?
This means that up front you agree with the client that, for example, to ask the client for a link to his calendar. We all have MS365 to do this. Then you always take the first available slot. Or ask him to pencil out his Tuesday and Thursday afternoons for you to set up interviews. This means that you tell a candidate 2pm Thursday and then send the details to the client. You do not have to liaise back and forth.
This means that up front you agree with the client that, for example, to ask the client for a link to his calendar. We all have MS365 to do this. Then you always take the first available slot. Or ask him to pencil out his Tuesday and Thursday afternoons for you to set up interviews. This means that you tell a candidate 2pm Thursday and then send the details to the client. You do not have to liaise back and forth.
Decisive. They make offers quickly and generously.
What Affects a Client’s ability to Offer an Attractive Salary
The salaries of anyone the report to or who reports to them. Obvious range.
What other people are earning in the team.
A budget set by his superior or the Financial Director.
Client Personality. He believes in saving every penny or conversely, he believes pay peanuts get monkeys.
Why Do Clients take people outside the specification they gave you.
This is human nature. Job specifications are usually made with reference to the job role from a technical skill and responsibilities point of view. However, offers are made based on culture fit, personal chemistry, gut feel, getting on, an interest in common, prejudice, pressure to get the role filled etc. The skilled recruiter develops instincts to work human psychology and see the potential of a match to make money.
Meeting Clients
This can be online or face to face there are pros and cons of both.
This can be online or face to face there are pros and cons of both.
Face to face builds a stronger rapport, give you a better feel for their culture and allows social interaction better such as discuss it over coffee. A personal visit certainly makes the relationship stronger which can help both short and long term. Online is quicker, cuts out travel time/cost and allows participants in various locations. Three major advantages.
What is the appeal of Contingency Recruitment to Companies.
a) No money to be paid upfront. There can be several reasons behind it.
It is all they know.
They believe the answer to skills shortages is have more agencies looking.
They do not have any money. This is ‘rogue trader’ because even after placement your invoice is unlikely to be paid anytime soon.
Less risk. They can even cancel the recruitment exercise at no cost.
HR or Line Managers must get authority from a superior for an upfront payment. Thus, wish to avoid it.
What Success Moves like about Contingency Recruitment
Simple, easy to win clients and can start work immediately. Often clients do not even want terms or contracts signed.
High fees. We are unlikely to ever go below 15%, except for a Membership contract.
No commitment to deliver.
When we have it exclusive anyway.
Can send a hot candidate to multiple interviews in our niche (Or that of other Partners). The hot candidate is the commodity of value not the client.
Multiple, and /or ongoing and /or additional capacity. Means that another agency making a placement does not close off all the vacancies. Often in sales for example can always take one more good person as pay their own salary.
There are three things that lead to success in contingency recruitment. Speed, Speed and Speed. Slow recruiters are constantly cancelling interviews they arranged because they find out that the position is now filled. Or the candidate has taken another offer. Those who like to pay attention to detail and do everything perfectly come second and earn nothing. You need to cut corners and make it happen fast.
You are in competition with other recruiters, and when a job is closed it has gone. If you delay, or you let your client or candidate delay. You will come second. And the fee rate for those who come second is zero. Winner takes all.
Contingency Recruitment
Most companies when recruiting look at firstly doing it themselves. They post on their website, place free ads on Indeed or buy some ads themselves at full retail price. Like most industries they learn the hard way that they cannot replicate the databases, software, processes, experience, candidate preference and focus that recruitment businesses have. So, they go to agencies and like the contingency idea. Only pay on success after someone has started. Great at first sight. But it has major flaws to the company.
Most companies when recruiting look at firstly doing it themselves. They post on their website, place free ads on Indeed or buy some ads themselves at full retail price. Like most industries they learn the hard way that they cannot replicate the databases, software, processes, experience, candidate preference and focus that recruitment businesses have. So, they go to agencies and like the contingency idea. Only pay on success after someone has started. Great at first sight. But it has major flaws to the company.
Say a £6,000 recruitment fee. You go to six agencies. Winner takes all. To a recruiter this is a £1,000 value deal and you get that level of service. This means introduction only, send you CVs and the client does most of the reading CVs, filtering, and interviewing.
Whereas the client can go to six agencies. Recruiters send each CV to six different employers not caring which one succeeds.
Agencies will offer a rebate up to 3 months max. Ask them to guarantee the person for 12 months and you will find how zero interest they have in the success of the appointment, only the placement.
On contingency the agency (s) have no commitment to the client. It is no way an indication of what a retained service would be like.
You realise that contingency recruitment is an auction. Which is why when prospects ask me would I do 15% or even 10% I offer to do 5% if they want! They get the idea that below 15% is a waste of everyone’s time. Nothing will happen.
Contingency Exclusive
“Mr Client. Are you with any other agencies?”
“Mr Client. Are you with any other agencies?”
If they say no,
“In that case can I ask you for two weeks exclusive. If so, I will put my team on it as top priority and have them selling your opportunity to quality candidates today.”
You need not contract on this or even email confirm. They will do so because if they are convinced you can do the job properly. It saves them the time in briefing other agencies.
Do not ask for exclusive if you have doubts that you can find the people because they are in a serious skill shortage market. If this is the case clients tend to prefer contingency because they believe it gives them a wider trawl of the market. In this situation most agencies will not spend any time on it.
Contingency Service
Always filter and call candidates before sending them to a client.
Secure confirmation they are keen to do an interview immediately.
Push the client into seeing them quickly and telling them what is special about them. (Do not leave it for the client to review CVs and decide on interviews without your influence.)
Candidates click apply on multiple job adverts believing the more they apply to the more interviews they will get. This leads to inappropriate applications with zero chance of placement. Clients will stop using you if you do not filter.
You need to sell them the job and make sure they will do an interview if you can get them one. Knowing they are keen, you can now push the client into seeing them. Either by calling them or writing on an URGENT email what is special about them not on the CV.
Ask probing question including the hot buttons of the client or anything they have specifically asked for. You then have material to talk the client into seeing them.
It allows you to think that getting the candidates to rewrite their CV emphasising what the client is looking for.
You can probe candidates for referrals of other candidates AND for sales leads, i.e. other companies they have done interviews.
All recruitment is about speed. So, if the candidate says for example, they just did a second interview expecting an offer tomorrow. You can feed this to your client and tell them to see the candidates this afternoon.
When you have a placeable candidate. I.e. can start immediately, keen, cheap, work anywhere etc. You have someone that you can canvass to pick up a quick placement and new clients.
You will have established a report with eh candidates and learnt their ‘hot buttons.’ This will make it a lot easier for you to close on an offer.
How much more you do than above depends on how valuable the client is to you. How placeable their positions are. You can still visit them, write job descriptions, videos etc if you think it is worthwhile. Although not retained they still pay the same fee, if not more, for a placement.
The Interview Process Day
1. You can make multiple and/or extra placements. Often used for multiple recruitment you can make up to five placements on one event.
1. You can make multiple and/or extra placements. Often used for multiple recruitment you can make up to five placements on one event.
2. Our recruitment admin team book the hotel and trawl in the candidates for you.
You will be trained on the day how to run and Interview Process Day. There is a separate training guide.
Closing
Unlike most selling a recruiter must close the client on making an offer and the candidate in accepting it. The wise recruiter finds out what the candidates really wants, not just salary but other ‘hot buttons.’ He does this before and after interview. Depending on these you can get the client to make an appropriate offer. For example, sometimes offering a 3 months’ salary review or an upgraded job title will do the trick.
Action
Make sure you have six ideal clients. If not focus on Prospecting until you do.
Find a really hot candidates and sell one of your current clients to see him.
DAY 2: Sourcing Candidates
Job Advertising
We buy bulk adverts on job boards, and advertise on Linkedin and Facebook. You can also set up “watchdogs” that alert you to any new registration on key candidates. We use an ATS/CRM system CEIPAL that collates all CVs, jobs, and communication with sophisticated AI to help productivity. We have recruitment administrators that place and coordinate adverts. For an Interview Process Day, they process applicants to eventbrite to email invites, all for you. Most times we source candidates just from straight forward adverts.
You then headhunt, search on Linkedin, post and message in key groups and network to find the placeable people.
Advert Copywriting Rules
a) The Job Title is most important and must reflect the keywords that candidates put into search queries. If it is ‘commission-based sales’ ‘always say ‘self-employed.’ ‘Executive ‘attracts very experienced people. Look at previous adverts and their responses. Use our templates and tweak them.
a) The Job Title is most important and must reflect the keywords that candidates put into search queries. If it is ‘commission-based sales’ ‘always say ‘self-employed.’ ‘Executive ‘attracts very experienced people. Look at previous adverts and their responses. Use our templates and tweak them.
b) Repeat the job title multiple times in the advert itself.
c) Place multiple adverts with differing locations at various times.
d) Use full copy length allowed as this will increase its attraction and amount of keywords.
e) Impact is greatest in week one and then the adverts lowers in rankings. Sunday evening is the best time to launch an advertising campaign.
f) Run several adverts with different headings and keywords.
g) Place adverts through a Senior Partner or one of the Recruitment administrators.
H) Responses will go into our CEIPAL database for search on any future requirements.
i) Candidates are themselves sources of other candidates and job leads. So always remember to ask for this.
Headhunting
Responses from adverts are the best candidates. Because they are clearly actively looking. Then there are passive candidates who will all take a new position if the offer is attractive to them. Passive can be quite valuable because they are not with other agencies nor actively applying. There are various sources of passive candidates. Actively approaching passive candidates is also an effective way to secure new clients. They know that you go the extra mile.
CV Database search
Linkedin search
Direct approaches with client provided key employers.
Posting on your Linkedin feed.
Other SM Partners
Networking groups
Using professional lists and online directories.
Facebook recruitment funnels.
The Job Description
Always on retained, although you can do job descriptions for contingency. A job description is where you take a candidate after an application for the purpose of automated filtering and selling the job to the right applicant. So, after application they are sent an email saying to read and watch the video on the job description and then book a Teams meeting in your diary.
Actions
1. Become familiar with and use Nutshell daily.
2. Search for a ‘Java Developer’ who speaks French on each of the above. Or a specific role and skill from your niche.
3. Tell your leader a candidate requirement you have, and he will demonstrate a search.
Candidate Management
Remember speed is always paramount because no candidate is going to restrict himself to depending just on you for new opportunities. Even if they are not actively applying, recruiters, contacts and companies will be approaching them daily.
Remember speed is always paramount because no candidate is going to restrict himself to depending just on you for new opportunities. Even if they are not actively applying, recruiters, contacts and companies will be approaching them daily.
Most candidates will be applying for jobs and as soon as they apply, are with other agencies. They will be doing other interviews. However, much they like you, they will always do what is in their best interest. Perceived as often their judgement is clouded, or they have a recruiter closing on them for his fee.
So, with candidates it is best to move fast before a rival offer closes on them. This is also why those with long notice periods are to be avoided. Whilst working notice a recruiter will ring them with an interview and say. “I know Harry you have a secure offer starting in 2 months So what harm would it do to look at this exceptional interview through me.” Do this yourself. The notice period also allows their boss to offer them a promotion. Statistically 50%, whilst working notice, will just go cold on the new opportunity and not show up.
Actions
List four ways you can speed up candidate processing.
Winning Rapport, Trust, Credibility with Candidates.
Candidates are transient and there are a multitude of them. Think of your niche as a community. Develop your reputation and brand. They have friends and peer groups. One day or even sooner they themselves will be recruiting staff and they will remember who treated them well as a candidate. You will have regular clients who first came to Success Moves as candidates.
Rapport can be as simple as the NLP technique of ‘mirroring.’ Frankly, it works without fail and is simple to adopt. When you have rapport, you can communicate at their level. A good recruiter changes his/her approach accordingly.
Only work with motivated candidates. The unemployed are best. Next best is an applicant to an advert. Next is a headhunted candidate. Last is the ‘testing the market’ timewasters. Remember candidates are not customers. They do not pay you anything. So will happily use your time for free.
The Candidate Process Key Tips:
1: Ask the candidates all the checklist questions (See end) before making a pitch. That way you can shape it to fit and get him/her excited.
Know your client and candidates ‘hot buttons’ and sell the candidates on the hot buttons of the client that match his.
3. Consider telling a candidate to rewrite their CV to match what the client is looking for.
4. Inspire excitement in the job and then urgency to do an interview asap.
5. Pre-close them on the winning the offer and accepting it.
6. Test if they are doing other interviews not through us. Pick up the leads.
7. Build their confidence before interview and teach them how to close on getting the offer.
8. Try to get three candidates for your client. Even if the star is clear, it gives them the feeling of having had a choice and sets the star up.
9. If Contingency try to get three offers for your candidate.
10. Seed the idea of giving a new job at least 3 months to settle in to protect against a replacement.
Actions
Role play a candidate being prepared for interview using a real example in the group.
The Reverse Robin Hood Source
We take from the poor and give to the rich.
Every employee in the world thinks that they are underpaid. Most of them are being paid what they are worth. (Inflation thankfully accelerates the velocity of job moves and offer levels). The pyramid of any departments starts with a crowd and at the top is just one Head of Department. Competition rapidly gets tougher as we climb the career ladder. Trouble is employees have got used to promotions and salary rises early on and expect it to continue. This leads to a lot of recruiters trying to sell people who are already earning their full value. They ask the client for more and it just does not work. You do not make placements by talking salaries u. Instead, you use the Reverse Robin Hood Technique. You find companies that are poor payers to headhunt from. You pick as client those that are generous payers. Then if you have a job at, say £40K you target people currently earning £30-£35K. It means you get easy placements with plenty of room for manoeuvre.
Actions
Role play the candidate checklist. Purpose is to use this as a prop and even when familiar continue to use it as one missed item can lead to a placement failing.
DAY 3: Placing People
Focus on candidates that will accept offers and clients that will make offers quickly.
What is the value of a Candidate?
How serious are you about a new appointment?
If they are unemployed, they are the most serious. In an unsatisfactory job comes second. Looking for a strategic career move third. Would consider a tempting offer fourth. Last on the list is those that are evaluating the market to see what is out there. Often to use this knowledge as a negotiation with their current boss for a rise.
If they are unemployed, they are the most serious. In an unsatisfactory job comes second. Looking for a strategic career move third. Would consider a tempting offer fourth. Last on the list is those that are evaluating the market to see what is out there. Often to use this knowledge as a negotiation with their current boss for a rise.
“Can I tell you how the recruitment world really works. It always goes to he who moves fastest. If you want to fit in comfortably and prepare and arrange a date a week or two away the vacancy will have gone. This is a fantastic job and will have a lot of demand. So, it is important that you can interview very quickly. Does that make sense? If I get you an interview, can you give me the authority to slot you in with up to 48 hours’ notice? If yes, I will push you strongly and as priority.”
Are you currently doing other interviews? (leads)
Interviewing
Interviewing can be a real time burner. Therefore, we have a few rules.
Leverages your time through Interview Process Days in hotels or zoom when appropriate.
Use prefiltering chatbots to interview only those that are appropriate.
Keep interviews short and to the point. Candidates all love to tell you their life history in great detail. Be assertive and stop them. You must take control and keep it less than 20 minutes maximum.
Only interview candidates that you are likely to place.
Interview Preparation and The Pre-Close
Most candidates are nervous and not naturally good at interview. However, you can increase their success rate by preparing them by briefing them on the company, position and especially the person they will be meeting. Train them with questions you know they will be asked (because you asked the client) and make sure answers line up. Teach them how to close the interview by asking how well they did and stating they are very interested, ask for the offer etc.
“If they offered, you £60,000 salary would you accept it.”
Yes immediately, fantastic.
I would think about it.
No, it is not enough.
Anything other than yes clearly shows that you have work to do until you have a potential deal. Do not leave success at interview to them. You must probe to find out what else it would take to convince them. Sometimes however good the offer they intend staying put. Or quite often it is something outside of sales package that concerns them. In your set up make sure you have gone through the checklist.
Remember candidates are not customers. They do not pay you. One of the reasons they prefer to use us instead of applying direct.
Offering CV, interview, and general career advice only do when helps them become one of your placements. You would only ever meet a candidate if on an Interview Process Day or retained assignment.
Offering CV, interview, and general career advice only do when helps them become one of your placements. You would only ever meet a candidate if on an Interview Process Day or retained assignment.
Marketing a Hot Candidate
Sometimes you will find yourself with a ’hot placeable candidate’ that did not get the position they applied for, but you know they are sought after. You know someone is going to earn thousands in a recruitment fee in the next week from them. What you do is ring around. Forget messaging too slow, prospective employers. Ringing with a specific candidate is the best approach and as well as placing him can quickly bring you in new clients.
Sometimes you will find yourself with a ’hot placeable candidate’ that did not get the position they applied for, but you know they are sought after. You know someone is going to earn thousands in a recruitment fee in the next week from them. What you do is ring around. Forget messaging too slow, prospective employers. Ringing with a specific candidate is the best approach and as well as placing him can quickly bring you in new clients.
ACTION
Market a hot candidate.
Protecting Against Dropouts
We give replacement guarantees not refunds. This means you do not have the possible situation of returning fees. It does however mean that you have the commitment to replace without any extra fee. This policy locks in the client and stops them considering going to other agencies. More senior positions are less likely to drop out. The highest dropout rate is likely to be at trainee level or sales. They just do not take to the new work, not what they expected.
We give replacement guarantees not refunds. This means you do not have the possible situation of returning fees. It does however mean that you have the commitment to replace without any extra fee. This policy locks in the client and stops them considering going to other agencies. More senior positions are less likely to drop out. The highest dropout rate is likely to be at trainee level or sales. They just do not take to the new work, not what they expected.
Our contract has payment terms of all invoices being paid within 30 days of start or the replacement policy is void.
More importantly rather than just hope your placements last the distance there are moves you can make to lower the risk.
Place the best fit candidates that you can.
Check with a candidate if they are in process with other interviews. This might mean they have an immediate option if they want to drop out. If so, make sure your opportunity is well sold. That is what closed means. Their other interviews are valuable sales leads.
Think of anything that may happen to give your placement doubts in the job and address it now.
Seed the idea in the candidates that the first period in a new job is sometimes hard and to stick through it.
If in doubt, stay connected with the candidate and encourage them to stay until replacement cover ends.
Client may wish to terminate early. Sometimes you can pre-empt a problem by probing and coaching the candidate accordingly.
Double check that offers letter, contracts, resignations, and acceptance letters all happen fast.
Remind a candidate of the start date and ensure there are no second thoughts.
Match candidates whose values, age, race, education level, background, religion, and style match the culture of the company. Study the current team to figure out who is likely to fit in.
Negotiation
There are three areas that you negotiate and close deals.
With prospective clients. Fee rates, deposits, replacement guarantee length etc.
Salary offers from clients
Salary acceptance level with candidates.
Client Candidate Liaison
Inspire urgency from clients. You need clients that will give you authority to slot interviews straight into their diary or agreed slots. Who on interview make quick decisions.
Move fast, especially when you have a hot candidate to offer before competitors start coming in with rival offers or the candidate goes cold.
Push for offer letters from clients fast, because most candidates will not resign or start without one.
Consider getting the candidate to rewrite their CV to match client requirements.
If you must pass on bad news. Get straight to it without delay. Equally fast move to the next opportunity.
If on contingency get the candidate other offers.
DAY 4: Funnels, Chatbots and AI
Automation, Funnels, Chatbots and AI
We are always looking to increase productivity. Tech is developing so quickly now we are keeping a watch on developments that we can use. This section purpose is to make you aware and question if you should be using a productivity tool.
Funnels
A recruitment funnel can save you a lot of time and give you access to candidates that you could not get from job board advertisements. For example, say you want to recruit Field Sales Executives for home improvement companies. You know that there are a lot of people with experience in other jobs that can be trained and earn high income in this sector. So, for example someone who has sold in B2B can make it. So could a tradesman (plumber, painter, fencer, decorator, boiler, engineer) that is used to calling on homes). So might anyone who is a ‘people person.’
So, you set up a short (not recruitment advert) that says. “Have you considered a career change into sales. Are you a plumber, decorator…… and thought you like dealing with people. Have you thought that your experience can be transferred to the very lucrative home improvement sales industry. Click here for more details.”
This advert takes you to an online landing page. It has a video and script. Perhaps offers a free guide, invite to a webinar, training course, interview whatever in return for contact details. They fill this in and say go to your webinar page that goes through all the whys and hows. Then click a link to go to an advertisement. Or a chatbot. Anyway, you get the idea. Plumbers do not look or apply for sales jobs as they have not got the experience etc. They do not see it as an option. You have now captured a market that is unique to you. You have made a skills shortage area into a candidate’s abundance area and can place a great deal of people.
That is how a recruitment funnel can work. There are many alternatives.
Chatbot
A chatbot example use can be filtering key questions for a candidate.
ACTION
Leader to demonstrate a funnel chatbot and AI in action.
DAY 5: Personal Productivity
Key Principles of Top Recruiters
a. Fast is always best. A phone call is faster than a message.
b. Always focus your time on what is closest to money.
c. Only have clients that make quick decisions.
d. Only deal with clients that make generous competitive offers.
e. Only deal with candidates that are very motivated to get a new job.
f. Know you client.
g. Prepare a candidate for interview to ensure they perform well and close.
h. Have a ‘killer instinct’ be focused on winning your next deal.
How much am I earning?
There are various tasks in recruitment. We put an hourly financial value to each task. Clearly you need to be focusing your time which is finite on higher earning activities. I am assuming you have a full portfolio so not including sales prospecting activities.
There are various tasks in recruitment. We put an hourly financial value to each task. Clearly you need to be focusing your time which is finite on higher earning activities. I am assuming you have a full portfolio so not including sales prospecting activities.
Talking to a candidate about accepting an offer. £500 per hour
Talking to a client about making an offer £450 per hour
Talking a candidate into being interested, excited even about doing a specific interview opportunity. £300 per hour
Talking to a Client to persuade them to see a candidate(s). £300 per hour
Presenting a group of candidates at an IPDay or online Zoom. £300 per hour
Making calls to clients or candidates £250 per hour
Headhunting on Linkedin £200 per hour
Meeting Clients £200 per hour
Interviewing a candidate £150 per hour
Prospecting £100 per hour
Writing adverts and job descriptions. £75 per hour
Training and learning £25 per hour
Checking emails £10 per hour
Writing up notes £10 per hour
Keeping records up to date. £10 per hour
Surfing the Internet reading interesting articles £0
Being inactive. £0
Procrastinating and justifying delaying action £0
Thinking time £0
Focusing on anything other than making a deal £0
Over many years of managing recruiter teams and consulting to recruitment companies I have tracked the difference between those earning very big money and those not doing so. There are some universal traits that have not changed over time and technology.
Phone time is an exact correlation to earnings. He who makes more calls/zooms earns more.
This business is primarily about talking to people. Telephone, zoom. Face to face.
The lowest performing recruiters vary between inactive or spending time on admin’ activity, attention to needless detail, slow and lacking the ‘money hunger’ which gives a focus on making a deal.
What keeps an Ambitious Recruiter off the phone.
Fear of failure/rejection.
It is boring and they lack the discipline or motivation to do what needs to be done. Instead, they focus on what is more interesting.
Prospecting is a step away from making money.
Lack of confidence in what they are doing.
The greatest teacher is talking to people. They will soon teach you with real market intelligence about what is happening. You will learn what does not work quickly change and adapt turning in to where the money is and how together hold of it.
Checklists
However good a recruiter we are, we will forget the odd detail which could cost thousands. The simple checklist ensures we ask the right questions and establish the key information. Making sure we avoid a deal falling through.
However good a recruiter we are, we will forget the odd detail which could cost thousands. The simple checklist ensures we ask the right questions and establish the key information. Making sure we avoid a deal falling through.
Profiling a Candidate Checklist
QUESTIONS
How serious are you about a move?
What is your dream job?
If your current employer offered, you more to stay, would you?
How quickly can you start a new job?
What are your five top requirements for your ideal job in order?
What is your current salary?
What is your target salary?
What is your short-term career goal?
What is your five-year career goal?
What achievement are you most proud of?
Why do you want to leave your current job?
Have you ever dropped out of a job within the first 3 months?
What are your three top qualities for an employer?
What other companies do you have interviews with?
Preparing a Candidate for Specific Interview Checklist
QUESTIONS
Have you sent them a company brief?
Have you told them the job brief?
Have you built their confidence level?
Have you gone through expected questions?
Client Profile Checklist
QUESTIONS
Do they make decisions alone?
Do they offer generously?
Fee Rate Agreed
Number of people in company?
Contingency Client Checklist
QUESTIONS
Can you slot interviews in.
Do they offer generously?
Fee Rate Agreed
Number of people in company?
Do they make decisions alone?
Candidate Interview Checklist
QUESTIONS
Are they a big or small company person?
Is salary their main motivation?