1. Work only on high-probability job orders:
– I once heard from a $1 million producer that for every 15 job orders he wrote, only two to three of them would be worthy of a full search.
– Top recruiters are at peace with the idea that they can’t place every candidate and they can’t fill every job order.
– Managers: Require rookies to get permission to work a search.
– Pre-close these items with clients: hiring process, urgency, what happens if it goes unfilled?
– Focus on marketing stars rather than simply filling orders.
– Get comfortable saying no to clients with unrealistic expectations.
– Know your target: If you’re a micro firm, go for higher-end searches where you can have an impact. If you’re a midsize firm, you can target mid-level searches with lots of openings on which you can tag-team.
2. Have a system for defining the best searches to work on:
– Label each job order as an A, B, or C.
– An A must have cooperation, urgency, and marketability. An A search warrants both a database search as well as original research.
– A B is missing one of the above components, and a C is missing two or more. A B warrants a database search only, and a C does not warrant any effort at all.
– Write these orders under a heading of A, B, or C on a white board and update it daily.
– Label your candidates as A, B, or C too, and screen them thoroughly.
3. Tell your clients why it is in their interest to give you timely feedback:
– Pre-close timely feedback: “The clients who get the full focus of my team are those who respond quickly and give us feedback.”
– Remember that your clients will treat you the way you teach them to treat you.
– Let them know why you will be calling: either to clarify specs, present someone, or ask for feedback. Also let them know that most calls will last 5 to 10 minutes.
– Ask them to notify you of any changes so that you can pace yourself.
– Pre-close the issue of timely feedback with candidates, too.
4. Talk to your clients directly about any lack of feedback:
– Remind them of the schedule to which they have committed if they flake out.
– If they are not responding, be clear on the fact that the search is on hold until you hear back.
– Let them know that their decision-making and timeliness are being observed by the candidate.
– Make two calls, then send one fax. If they still don’t respond, move on.
5. Ask your clients for concrete commitments:
– Get interview times in advance. This tests your client’s urgency and also motivates you to take immediate action.
– Add a “client responsibilities” section to your agreement letter.
– Get exclusives or retainers from your clients.
– If nothing else, get a $2,000 engagement fee.
– Schedule follow-up calls while your client is on the phone with you.
Gary Stauble is the principal consultant for The Recruiting Lab, a coaching company that assists firm owners and recruiters in generating more profit in less time. Gary offers three FREE SPECIAL REPORTS on his training website, including “The 3 Things That Lead to Placements.” Get your copies now at www.therecruitinglab.com.
