“The longest road is the road to nowhere,” meaning that without goals it’s difficult to focus or work with much direction. Whilst recruitment is a highly targeted environment already, ensure that you don’t ‘drift’ by applying goals to all that you do.
Recruitment would be easy if it wasn’t for clients and candidates. Ultimately try to remember that this is your lifecycle to work as you see fit. Try not to get too distracted by clients and candidates pulling you in all directions and taking you off track
You have to be flexible in everything that you do – and this includes your mindset. Often a new recruiter is too fixed on a single objective when they’re performing a task and this is understandable when we’re learning the job. However, a great temp recruiter will see multiple opportunities in everything that they do and it stems from having multiple objectives and a flexible attitude
The fast paced and changeable nature of a temporary recruitment environment is as challenging as it can be attractive to many people. As much as you need to have great organisation and time management skills, you’ll also need a flexible, adaptable approach because your day will change
Perhaps one of the more valuable forms of commitment we can get from the client is a visit. If you think about it, we can often gain far more information about a job, work environment and the client themselves by meeting them for a short period of time.
If you want more commitment from clients when you’re taking bookings – ask for it!! If every recruiter that they give the job to ends the call by saying, “Leave it with me and I’ll see what I can do” it really doesn’t inspire any confidence at all
Look to the quality of your questions and where possible try and focus on the impact of the role not being filled will have for the client. This line of questioning ensures that we understand the real ‘need’ for the hire and gives us some leverage with the client when it comes to rate, timelines and commitmen
A little bit of knowledge can sometimes be a dangerous thing – we all know the dangers of assumptions. Whilst you will have a good knowledge of many of your clients and may have worked on the same or similar roles for them previously, wherever possible try and talk to them to work out where this booking is different.
We gave you a lot of ideas that you can use to apportion your revenue target in a commercial and relevant way. But please don’t try to use all of them – it would over complicate your plan. Pick two or three of the ideas provided that are most important top you right now
Whilst we will want to have as much control over how our desk evolves, it is worth recognising that there are certain factors that will dictate how our desk ends up on the efficient to effective scale that we have little control over
We defined all three of these terms during the module, but perhaps the most important thing is to create a balance between all three. With achieving this balance in mind, we asked you to write answers to three questions in your booklet and below you will find our answers
This is quite a technical sales rhetoric, but the concept is really straight forward. What you do here is firstly offer a 3 thirds retained option, focusing the benefits around the exclusive nature of retained search and then offer a contingent exclusive option
When you have established that a role is suitable for exclusivity, you don’t have to be absolute with your sell. Even if your client doesn’t think that exclusivity is the best way to promote the job, you still have the option of working the role on a non-exlusive basis.
Exclusivity can be a great solution for your client and for you – but not always. Once you get used to selling exclusivity, don’t make the mistake of always selling it. There are some jobs which just are not right for exclusivity
We mention three myths in the module and gave you some ways of dealing with them, but it can be easy to see these myths as negatives – in fact they are great things to hear! Sounds odd, but let us explain why they are good
We mentioned in the module that one of the most common reasons that recruiters do not work on more exclusive roles is that not enough ask and sell exclusivity often and well enough. So, provided you want more exclusive work, then you should get into the habit of asking for it and selling it – frequently
The pace at which we need to work may well mean that on occasion we have little option but to qualify our candidates over the phone. Please bear in mind that when we do this, we miss out on lots of information that we could easily pick up in a face to face meeting.
If you think about it, the CV is a very limited and limiting document. It’s a candidate’s opportunity to tell us exactly what they think we want to hear and we should see it for what it is – a sales document for the candidate.
Synergy or ‘synchronous energy’ is one of the most frequently used and least understood concepts in contemporary business speak. We can apply synergy to time management by blocking tasks together – for instance grouping a batch of sales call and doing them altogether will ensure that we see momentum and better pace to our work
“If it’s your job to eat a frog, it’s best to do it first thing in the morning. And if it’s your job to eat two frogs, it’s best to eat the biggest one first.” Mark Twain’s advice on eating amphibians is strangely appropriate to effective time managemen!! Get the tasks you’re not looking forward to out of the way early