Dear Barb:
I want to hire, but I know my experienced recruiters will throw a fit if I throw a rookie into the mix. I thought about hiring an experienced recruiter who would bring a book of business with them, but then I worry about being sued of they have a non-compete.
How do I get my experienced people to give a new person a chance to succeed? My people know how to sell but they are all about themselves, not about helping someone else succeed. Every time I mention hiring I just get complaint after complaint. They are all convinced that a new person costs them money.
Do you hire experienced recruiters?
Bob P., Memphis, TN
Dear Bob:
I do not hire experienced recruiters. I hire successful sales people and then teach them our profession. If someone is willing to leave another owner and bring their clients and candidates, you have basically hired a thief. In the future, when they leave your firm they will do the same to you.
The easiest way to integrate Sr. and Jr. Recruiters is to have your rookies start on the recruiting side of the placement process, not client development. If they begin to attract top talent for your senior recruiters, they will see the value in these new hires.
You can’t rely on a Big Biller to coach, mentor, or train. They are too selfish and successful to be bothered helping someone else. It is often an average producer who makes the best mentor. If you don’t have time to train, go to www.staffingandrecruiting.com/TPTDemoRecording which can show you how to take training off your desk.
Stress the “What’s In It For Them” when you hire a new person and if possible involve them in the hiring process so you obtain their buy-in early.
Barbara J. Bruno, CPC, CTS
Would you like to Ask Barb a question? Email her at support@staffingandrecruiting.com. Each month in The Fordyce Letter print edition, Barbara Bruno answers questions from individuals in the Recruiting Profession. We will bring you some of these Q&A responses from Barb each week on FordyceLetter.com.