Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession

Jon Bartos

Jon Bartos is a premier writer, speaker, and consultant on all aspects of human capital and achievement. As president and CEO of Jonathan Scott International, he has achieved industry-leading success. He is one of an elite group of executive recruiters who have billed over $1 million annually. In a 10-year period from 1999 to 2009, he cashed in over $10 million in personal production. He has established Jonathan Scott International as a top 10% executive search and contract staffing firm. The office has won over 17 international awards in the MRI Network, including International Billing Manager of the Year and Top 10 SC Office. He also competes nationally in Masters Track and Field and is a four-time national champion in the Pole Vault. To help recruiters reach their potential, he developed the RPM Dashboard, a total revenue performance management system for the recruiting industry that allows offices and individuals to set goals, get a series of weekly dashboard views of performance metrics and receive specific suggestions for immediate improvement of critical areas. www.rpmdashboard.com. Contact Jon at 513-701-5910 or jon@jonbartos.com.

Articles by Jon Bartos

Business, How-To

Double Your Revenue Without Doubling Your Effort


We are no longer in the recessionary period of 2009. Though growth is slower than originally anticipated,  it’s becoming a better economy, so  now is the time to take advantage!

Many recruiting firm owners and individual recruiters, expecting improvement, set goals at the beginning of the year to increase production 10%, 20% or 25% over last year. Those are exciting numbers, but what if you could double your revenue? Double it starting this month and without spending more time then you currently do at work. Sure, one can double revenue by doubling the amount of time spent marketing, recruiting, and putting in the hours in the office, but no one wants to spend 12-15 hours a day working. The key is to double your revenue without spending any more time working than you already do.  

Business Development

The Art of Marketing and Business Development, Part 3 (of 3)

man script

The Scripts That Work — 6-10

Welcome to the last installment of The Art of Marketing and Business Development series. Last week, we discussed the first five business development scripts that are working today:

  1. Reference from an Internal Champion
  2. C-level Approach
  3. Vertical Market Approach — “Insight”
  4. MPC/”A” Player Approach
  5. Combination Approach

This article continues with highlighting the additional five marketing scripts, 6-1 0. Keep in mind: different selling situations will call for different scripts. As a recruiter, it is important to have as many options (clubs) in your recruiting bag as possible. Master them all, so you will be prepared for any selling situation and have the ability to pull them out when that shot is needed. Don’t forget, the goal is to achieve a large quantity of job orders coming in so you have the ability to continually ‘top grade’ the work you have on your desk. Until you get a large number of “A” search assignments (job orders), keep marketing every day. That’s right – every day.

Business Development

The Art of Marketing and Business Development, Part 2 (of 3)

woman phone script

The Scripts That Work — 1-5

Earlier this week, I shared with you three key principles to establishing a strong marketing foundation. Of course, it all starts with obtaining high quality searches.

After that though, you need to know how to have an appropriate conversation with potential new clients, and the best way to do this is by having a pre-written script to help you. Today, I bring you the first 5 of the top 10 marketing approaches that rock the recruiting world today. 

Business Development

The Art of Marketing and Business Development, Part 1 (of 3)

business man on telephone

The Three Critical Business Development Principles

Finding the perfect candidate for an open search assignment is an exciting moment in any recruiter’s day and contributes significantly to the overall success of achieving their goals. More important than fulfillment, however, is the role that business development plays in the process. Effective marketing is the biggest factor in any recruiter’s success.

There are three key principles to establishing a strong marketing foundation. It all starts with obtaining high quality searches. The better the search you have to recruit on, the more placements you will make. Period. Most of us agree with this concept, however practicing it seems to have become a lost art. Time is money and you want to make sure you are spending your time on searches that will result in placements. Ask yourself about the searches you are currently working on – are you guaranteed a placement if you find the person you are looking for? Resources are too valuable today to be risked on uncertainty. A good search means that “if” you find the right candidate, your client will hire them — no maybes and no excuses.

Business, Technology

The Simple Method of Working Smarter: Using Time, Tools, and Techniques to Get Your Life Back, Part 2

work desk by John Griffiths

Ten Technology Tools to Work Smarter

As world communication media quickly move toward faster communication methods, we all need to realize the impact technology is having, not only on society but on our profession as well. Adopting and using these changes can be a very daunting task. As recruiters, we need to ask ourselves, “How can I use these new technologies to achieve the greatest impact?” And, “Which ones do I use when there are so many options to choose from?” We all want to spend more time on the important things in our lives, and less time on the not so important. It is critical to assess the options based on what will give us the greatest return on our investment in the limited time that we have.

The good news is that technology provides the recruiter several options that can significantly improve daily output when used appropriately. Consider the following ways that technology can be used to work smarter rather than harder…

Business, The Business of Recruiting

The Simple Method of Working Smarter: Using Time, Tools, and Techniques to Get Your Life Back, Part 1

tap pencil by Rennett Stowe

The e-Principles and those nasty time wasters

For those of us in the recruiting industry, staying in business in recent years has meant putting in more time at the office, making more phone calls, and essentially working harder to hopefully get the same results as we were seeing in the mid-2000s. More time on the job translates into spending less time with our family and friends and enjoying the things we really want to do. My question to you is this – “If you had the option, wouldn’t you rather work smarter, not harder? Wouldn’t you like to get your life back?”

Business, Entrepreneurship

10 steps To Achieving Your Life Dreams


We’re well into 2011 at this point. At this time, many people have started to fall off the bandwagon of the resolutions that were made not too long ago. If you are like most people, you may have had the best intentions, but once you take stock in where you are today versus where you were one year ago, your life probably did not change measurably in any direction. You might have a little more or a little less money, you may have gained a little or lost a little weight, but all in all, even with visions of grandeur, you stayed relatively stagnant. If you take the past year’s results and multiply them by 50, there is a good chance that is pretty much where you are going to end up.

Don’t feel bad. Most people are in the same boat. The reason? Most do not understand the true commitment and the process required to make life impacting changes and attaining goals. So how to do people really make massive changes in their lives to ensure they reach their desired state of business, living, and life? Let’s look at what the research says on how people attain goals.

For Managers, TFL archives

Effective Leadership and Performance Optimization, Part 2: Developing a Culture of Performance

Henry Ford

Recruiting is a tough business; an activity oriented phone- and Internet-based business where statistics indicate that nine out of ten new recruits don’t survive their first calendar year. It’s also one of the only businesses where the product can tell you “no.” Add to these inherent challenges the fact that research shows the average US worker wastes 26% of their day on socializing and personal Internet use (Malachowski, 2005), which is probably closer to 40% now that social media has taken over with Facebook and Twitter. The ability for a manager to develop a strong culture of performance is extremely difficult, if not outright impossible.

Some organizations manage to do this despite the challenges. How do they do it? How do they grow aggressively and reach 50-100 employees while others struggle to hire and keep a few productive ones? The answer: successful owners and managers develop a strong culture of performance.

For Managers, TFL archives

Double Play – Effective Leadership and Performance Optimization, Part 1: Getting Your Team to Own Their Performance


When things wind down past mid-season in baseball, separating the teams in the pennant race from other teams is not a difficult task. It seems year after year the same teams are vying for the top and showing strong performances, as many others are struggling to remain competitive.

With hopes long gone of any chance of a winning season, what happens to the team’s morale? How frustrating for the owners who spend millions on key talent, for team managers who spend countless hours coaching, and for players who have given the game their heart and soul. Do they continue with a great attitude, knowing their ultimate goal will not be achieved, or do they accept the situation and go through the motions of playing out another average season of effort and performance?

The real question is what do the successful team managers do that give them more wins consistently while many managers struggle to keep their teams alive with mediocre results year after year? Can’t we ask the same of our industry? Why do some offices see recruiting performance success and enjoy strong growth and profitability on a consistent basis year after year while others just struggle to survive in any economy? Like a professional baseball team that can never get the right formula to consistently be in the pennant race in the middle of the season let alone the end of the season — the problem ultimately lies in ownership and accountability.


The Four Rules for Successful Recruiting in a Recession, Part 2


In yesterday’s part 1 of this article, I explained the first two rules to follow in a tough, tough marketplace. After all, when dealing with client objections in this economy, you’ve got to have a strategy in place to deal with them. Here are the next two rules you need to implement immediately.

Rule Number 3: Show how you can add value—and eliminate the problem.

Once you have identified the source of the problems troubling your client, show how you can add value. The truth in this economy is that while it’s easy to find average talent today, it’s still extremely difficult to find exceptional talent.

In extraordinary times, ordinary people don’t solve problems. “C” players simply don’t have what it takes to help their teams triumph over the myriad of issues this economy creates for businesses. Lucky for us, that’s our specialty. We bring exceptional talent to our clients. That is how we add value, whatever the economy.

I recommend the following general script:

“Mr. Client, let me ask you a question. What we’re finding is that in today’s market average talent is everywhere, but exceptional talent is very difficult to find. Those are the individuals knocking the sales quotas down for your competitors in the Southeast. Here is my question…since I talk to the “A” players in your market on a daily basis, would you like me to bring to your attention the top “A” players in the Southeast? The people who could quickly solve your revenue issues?”

With this simple paragraph, you’ve identified exactly the value you bring to the table and how you directly solve customer problems.

If you do this right, there can be no hiring-freeze objections. You bring exceptional talent to the table — the people who find a way to be successful in any economy. It’s a very clear choice: a team stuck with average players and failure or a team stacked with “A” players and thriving, whatever the economy! You are the one who can make that difference for them…

Rule Number 4: Spend more time getting good business.

In a recession, it’s not that there is no business to be had, it’s that unfortunately, most of it is bad. When the economy is this tight, clients reduce fees, put multiple recruiters on a single search, and delay hiring indefinitely. A successful recruiter’s goal is to get enough good business to eliminate the need to work on bad business.

Bob Marshall came up with the Job Order Matrix a few years ago and it still is worth its weight in gold today. The Matrix poses a series of questions that rate a job. It distinguishes between great job orders or search assignments and those that need to be left alone.

To acquire more good business, increase your marketing time. It isn’t enough to market a few hours a day; you’ve got to invest serious time every day to get good business.

Marketing time is based on the number of “A” search assignments you have and your unique marketplace. If you are going to take a true “A” player to market into your prospect and client base, you will have a lot more success than other marketing techniques today. My rule of thumb – if you don’t have enough “A” search assignments to hit your numbers for the next three months, then increase your marketing time.

Times are tough. Every industry in our country is facing challenges. But I like to tell my staff that strong winds make strong trees. With every day that passes, we are one day closer to a better economy. And when we emerge from this storm, we will have the improved skills and increased professional confidence born of experience.

More important, our clients need us. Don’t let them stop you from helping them make it through this recession. We will all benefit from doing our jobs the best we can, even in a challenging economy.