Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Gary Stauble

Gary Stauble assists owners and their teams in implementing leading edge strategies that create the biggest results with the least required effort. You can download his complimentary report, "$1 Million Time Management" which outlines nine time management secrets of a $1 million producer.

Articles by Gary Stauble

How-To

Agreements, Slumps, and Offers



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Topic 1: Should you start a search without a signed agreement?

We were all likely taught that you should never start a search without a signed agreement. This makes good sense for many obvious reasons. However, what do you do if a hiring manager authorizes you to send people for a search but does not return your agreement promptly?

Hiring authorities (like all of us) only do things when it is obvious that it will benefit them in a tangible way. Reading a contract in detail before they receive a candidate is not always at the top of their priority list. Often it is your presentation of a star candidate that provides the motivation for the manager to sign your agreement.

Business Development

Nine Ways to Better Client Marketing



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1.) Defuse the sales pressure.

You must defuse the pressure inherent in the sales process by acting like a consultant rather than a salesperson. If your marketing objective is to find clients for whom you can truly provide value, then your prospect will sense this, and tend to be more open to what you have to say. The key is to let them know early on you are someone who does business differently than many of the recruiters they may have dealt with in the past.

On the first phone call you could say something like this:

How-To

Oh No! The Hiring Manager Wants to Present the Offer



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Editor’s note: Each month, Gary Stauble offers quick, easy-to-implement ideas on various subjects. This month’s topics have to do with when to start a search, your inner dialogue, and presenting offers.

Topic #1: Should you start a search without a signed agreement?

We were all likely taught that you should never start a search without a signed agreement. This makes good sense for many obvious reasons. However, what do you do if a hiring manager authorizes you to send people for a search but does not return your agreement promptly?

How-To, Motivation

The 3 Elements Of A Proactive Daily Plan



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When I first started in the business back in 1994, I was fortunate to hear Peter Leffkowitz speak at a recruiting seminar in Los Angeles. One of the sections of his training that particularly stood out to me was his approach to time management and planning. He described the two main ways that recruiters tend to work a desk:

Reactively working a desk: This is the method that 80% of recruiters use to work a desk. This method can best be described as S-T-R-E-S-S. This is the land of soaring peaks followed by deep, dark valleys. It entails little planning, sporadic execution and lots of reacting.

Reacting to incoming email, incoming calls, interruptions, client demands etc. It involves chasing deals, working from adrenaline and a production-oriented focus. Essentially it’s a neurotic way to work a desk and often leads to burnout.

Proactively working a desk: This is the method that 20% of recruiters use to work a desk. There is a subtle but powerful difference in focus. Instead of simply focusing on production, proactive recruiters concentrate on building the activity that generates production. This involves planning and then executing from a proactive stance.

How-To

Pose Your Way to Greater Confidence and Bigger Production



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Research by social psychologists at Harvard and Columbia universities has revealed startling facts about how simple shifts in posture can have profound effects on how well you present yourself in client meetings, fee negotiations and marketing presentations.

Research had already shown that the mind can influence the body. For example, it’s common knowledge that if you’re feeling depressed, there’s a high likelihood that your immune system will be depleted. But what researchers Amy Cuddy, Dana Carney and Andy Yap wanted to find out was could the opposite also be true; could the body influence the mind?

They discovered an easy exercise that anyone can do that can change not only others’ perceptions of them, but the way they feel about themselves by spending two minutes “power posing” before a stressful situation. I’ll explain how the “power pose” works in a minute. First I want to explain the experiment itself.

Business, Entrepreneurship

Is Your Business Model the Right One For You?



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In my one-to-one coaching sessions with firm owners, I periodically deal with someone who has clearly chosen the wrong business model for themselves and are now suffering either mentally or financially as a result. In terms of designing your business model and org chart, the old adage, “measure twice, cut once” would save loads of heartache for those willing to think strategically about what kind of business to build. Most new owners erroneously believe that “bigger is better,” and make poor decisions regarding hiring, adding office space, increasing expenses, etc.

As a starting point for understanding which business model is best for you, it’s important to understand the various roles an owner must perform. Michael Gerber (author, business skills trainer) tells us that there are three roles that every business owner must be able to fulfill either himself or with the help of employees. The three roles are:

Uncategorized

Make Faster Pies With Low Hanging Fruit



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You’ve probably heard that it is not a good idea to pick low hanging fruit. My question is:

Why the hell not?

I enjoy picking low hanging fruit. It’s within easy reach and requires minimal effort. I don’t enjoy dealing with rickety ladders and having to stretch just to grab one little apple. I want to fill my basket with as much good stuff as I can, and have time left over to enjoy the fruit of my labor (pun intended).

Is there something inherently suspect about things that come easily?

Cold Calling, How-To

Working With Gatekeepers and Candidates



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Editor’s note: Monthly in The Fordyce Letter Gary Stauble addresses issues of importance to every recruiter. In this column reprinted from the March issue, Gary tackles gatekeepers and presentations.

Topic #1: Getting Past the Gatekeeper

So you’ve done the work of tracking down the name of a key individual and now you’re about to make that all important call but you’re worried about being questioned by a gatekeeper. Here are some ideas for making sure that your call gets put through:

The Business of Recruiting

The 3 Things That Lead to Placements



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tough-interview-questionsWhat are the 3 things that lead to placements? Simple; Sendouts, sendouts & sendouts.

Definition: A sendout is an interview between a client and a candidate.

Of course there’s more to a placement than just the sendout but because our business can quickly become overly complex, it’s important to narrow the aperture on what’s really important and to keep that at the forefront of your activities.

I remember when I started in the business it took me several weeks before the light bulb went off. My manager said, “Gary, the sendout IS the sale in this business.” Prior to that I thought I was supposed to be making lots of calls, trying to fill jobs, returning calls, reading resumes, posting jobs, etc., but didn’t have a laser-like focus on tracking and increasing sendouts.

How-To, The Business of Recruiting

Get Control Of Your Time, Your Phone, Your Mail



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This monthly article gives you quick, easy-to-implement ideas on various subjects. This month’s topics have to do with taming your phone and email inbox and outsourcing your admin tasks.

Topic #1: Get Control of Your Phone

The phone may be the best money making tool in a recruiter’s tool box but it still must be used intelligently so that it doesn’t become a time sink. In terms of who has access to me via phone, I have a simple guideline — the more you pay the more access you receive. That is just economics 101.

So if a client has just paid me a $30,000 retainer, of course they have access to me. But, if a candidate is calling who I’ve never spoken to, who hasn’t submitted a resume, and who is not in my primary area of focus, that call will likely go straight to voicemail if I’m busy. You have to remember that 85% (or more) of the candidates you talk to are people you are never going to be able to place.