Two years ago I was watching a documentary on PBS about monkeys who lived by a river. When they showed how a monkey went about foraging for his food, I felt as if I was watching a big billing recruiter work his magic.

The monkey was looking for insects underneath river rocks. He would pick up a rock, look at it, and put it back if there was no insect. Then another rock. And another. After about a dozen rocks without a juicy insect underneath, he finally found one. He quickly picked at it and ate it, then put the rock down. He did not run around the office telling his friends how good the insect was. He did not tell his manager how great the conversation with the insect was. He did not get up from his phone and run out and take a cigarette break or refill his coffee. Instead, he quickly picked up another rock.

The monkey developed a rhythm to how he would pick up the rocks and maintained that momentum. There are three lessons we can apply from this metaphor: First, that eventually you will find good insects if you turn over enough rocks. Second, you need to turn them over with a specific pattern and rhythm. Third, if you ever need to hire another recruiter, consider hiring a monkey who lives next to a river.

Be the monkey. Start by understanding that your year is a compilation of well-executed hours and that if you slack off on just a few hours each day, it will add up to an unfortunately large gap between where you are and where you could be on your desk. Here are four tips to keep you turning over enough rocks and building the right momentum in your day:

1. Break your day into an hour by hour rhythm. Use this free download, the Telephone Discipline Tool, to help you build and develop a rhythm and a momentum on your desk. (Go to the ‘educational tools’ section on my site under ‘recruiters resources.’ The site is www.recruitingmastery.com) Do not let the simplicity of this tool keep you from using it. It doesn’t matter how long you have been in the business, either. You can always get better. Use this free tool to help sharpen your hourly focus.

2. Understand that your day needs to have a specific direction. At the beginning of each day, ask yourself this question: ‘What are the two or three things I need to accomplish today to be considered successful?’

3. Understand the power of one extra call per hour. If you spent 1,000 hours on the phone all year and was able to connect with only one more person each of those hours, you would have 1,000 more candidates and prospective clients in your database. What would that do to your income? Whenever I ask that question at my seminars and in-house training programs for search firms and staffing agencies, the answer is always at least $30,000 – $100,000 in W-2 earnings. Add it this year to your income by committing to reach one extra person per hour. The tool will help you do it.

4. Get excited about planning your day and make it a tight plan. Each phone number that you have to look up during your prime calling time keeps you from developing the rhythm and the momentum.

Bonus tip: Keep track of how many ‘connects’ you make each day and start charting it on a graph. Do this with the colleagues in your office over a thirty day period, and see how your ‘connects’ numbers increase by at least twenty or thirty percent in just a month.

Scott Love has created a free recruiter training site with over 150 free downloads, tools, instruments, and articles that can make recruiters money right away. Visit it at www.recruitingmastery.com. Copyright © 2006 Scott Love

To win the confidence of your clients and candidates, you need to win over their trust. Trust is a byproduct of rapport. Rapport is a byproduct of common areas of interest. So it seems like all we have to do to win their trust is develop a rapport with them. All we have to do to develop rapport is find things that we have in common. But if this is so easy in theory, how come most recruiters come across so slick and pushy on the phone with their candidates and clients? Why is it that most candidates and clients feel like they are being manipulated, controlled, and pressured into doing whatever the recruiter wants them to do?

If I push you, what do you do to me? One of two things. You either run away or you push back. That’s a problem because most recruiters come across by pushing. Instead of applying pressure, find ways to relieve it. Be a pressure valve with your clients and candidates, not a pressure builder. When you relieve the pressure in your relationships, you attract people to you. When you build pressure and try to control others, you push them away.

Candidate control and client control are deceptive myths and do not exist. Many well-intentioned recruiters have heard these phrases and tried to control their clients and candidates because they thought it was the only way to close the deal. If you try to control other people, they will resist and you will get frustrated, which explains why so many recruiters either burn out or go crazy because of the ‘emotional roller coaster’ aspect of the business. Instead, follow these four steps to assume a leadership role in your relationships with candidates and clients and watch how much more influence you have with them (and see how much more peace of mind you have):

1) Put positive intention into your relationships. If your intentions are to serve, it will be felt by the other party. If it is to be self-serving, that, too, will be felt. Focus first on the contribution, then the commission. Clearly know why and how you can contribute to others. If you think this way, people will be attracted to you. (Note: The essence of major achievement isn’t really in the things that you say, but in the way that you think. If you want to reach new heights and real achievement, you need to start thinking differently before you try on new verbiage. I have seen drastic increases with many recruiters who I’ve mentored and coached, because they change their thinking and all of a sudden they are doubling their production. I’ve seen it with my own eyes. It works).

2) Assume a leadership role with your clients and candidates. If they have agreed to send you a resume or give you a search assignment, then they are looking to you to provide leadership in the process. Say things like this: “We need to interview this candidate right away because we do not know when his interest level will wane. What are the two or three days you have open next week when we can schedule it?” When you are the leader, they are looking to you to tell them what to do and what happens next.

3) Leadership is servanthood. When you tell people what to do, think in terms of how it will benefit them, and communicate it to them in that way. “Let’s get this candidate in your office as soon as possible, Joe. I think we might be able to get him on board for you by the end of the month if we can get interviews scheduled right away. That way you can start working on running your business again.” Remember that people do things that are in their own personal best interests, not yours. It’s not about you, it’s about them.

4) Change your thinking about overcoming objections. Traditional sales training taught sales people to overcome objections and close, close, close, regardless of whether or not the product or service provided a benefit to the other party. That is certainly a model of selling that is taught to sales people (think “Glengarry, Glen Ross” and “Boiler Room”). But you can bill more and make more when you find out why someone will say ‘yes,’ and show them why you can benefit them on a personal level, in a way that aligns with their desires.

Consider yourself a leader that will take them to a place which will benefit them. Think in terms of denying what benefits you and focusing on what benefits them. Think as if you never really get any commission in closing the deal but you get paid more by finding ways to contribute to others, and that your income is dependent on how many times you communicate the message of servanthood and benefit to them. Once you start thinking that way, you will be amazed at how differently people respond to you and how you will start finding ways to communicate that message.

Here’s an example of a phrase that brings this concept to scripting that you can use today: “Joe, I’m fine with whatever you choose to do with my client. All I ask is that you keep an open mind with them during the interview. Whatever you decide is okay with me.” There are two reasons you say this: First, they are going to do what is in their best interests anyway. Second, it endears you to them. It brings them closer to you in the relationship and they’ll never forget that you put their best interests ahead of you getting a fee. That’s important because when it comes time to tell them why they should turn down a counteroffer, you’ll need to draw on the strength and power of that authenticity in the relationship. If you build it in the beginning in the right way with the right intention, you don’t have to scramble at the end when their employer offers them a double-top-secret bonus and a raise.

Remember that they are going to do what they are going to do. Let’s just admit it and find a way to leverage it to our advantage and to theirs. And the best way to do it is to seek to serve, adopt a leadership mentality, and find ways to communicate how our service will benefit them on a personal and an emotional level.

Scott Love has created a free recruiter training site with over 150 free downloads, tools, instruments, and articles that can make recruiters money right away. Visit it at www.recruitingmastery.com. Copyright © 2006 Scott Love

A friend of mine started his career in executive search several years ago. I mentored and coached him and, in his first twelve months, he billed over $300,000. What made his early success even more remarkable was that he had never been in a sales career before. He had poor sales skills, was sloppy with his paperwork like the rest of us, and didn’t know the business all that well. But it was his competitive desire to win that helped him to overcome these deficits. He possessed a remarkable strength of character and a commitment to integrity that drew people to him and made candidates and clients trust him. It was easy for him to engage new clients and candidates and bring them into a relationship where he would put them together and close the deal. He seemed to be a natural big biller.

Shortly after his twelve month anniversary in the business, his performance started to decline. For a period of five consecutive months, he did not close a single deal. So we conducted several deal autopsies to find the cause of why those deals that were pending fell apart at the last minute.

What we discovered was a gold mine of information, but unfortunately it was too late. There were at least six or seven deals that should have closed but did not, and all of the reasons for them not closing were within my friend’s control. He didn’t ask the questions he didn’t want to hear from candidates. He didn’t ‘push back’ with clients when they insisted that they make the offer to the candidate. He didn’t challenge candidates when they said they just might consider a counteroffer from their current employers. In other words, he knew what to do when he came into these scenarios. But there was a single reason that I believe kept him from doing this. He just didn’t feel like he deserved to win. Creating a six figure income was new to him. It was uncomfortable. And I believe that his subconscious mind kept him at his previous income level.

According to Rick Pitino, in his book Success is a Choice, the biggest reason why some people succeed and why some people don’t is because of this issue of feeling like they deserve to win. I personally believe this goes back to our old programming when we were kids. “Don’t be so selfish.” “Focus only on the needs of others.” “Money is the root of all evil.” “The rich keep getting richer and the poor keep getting poorer.” “We’re poor but we’re proud.” The truth is that money is just a tool and a measurement of how much contribution you make in the world. Once you get past this issue and overcome your limiting beliefs, you will see your billings skyrocket.

Here are three ways to overcome this issue:

1. Act as if you have already achieved. Act the way a big biller acts. Sit the way a big biller sits. Talk on the phone as if you are already a big biller. You will never have anyone ask you how long you have been in search if you sound like you are a big biller. People respond differently to big billers than rookies and amateurs. Once you start acting like one, you will become one.

2. Do what it takes to achieve and then you will start feeling as if you deserve to win. If you don’t feel like you deserve to win, it probably means that you have not put forth the effort on what it takes to hit your targets. Push yourself. Go to bed tired and satisfied that today you gave your best maximum effort. Each day, each hour, each phone call deserves your best effort. You owe it to your clients and candidates, your manager and colleagues to give it your best shot with every dial and connect. You even owe it to yourself.

3. Read Pitino’s book and also ‘The Prayer of Jabez.’ This book is about an Old Testament character who actually prays to be blessed. Can you imagine praying to be blessed? I’m not trying to get religious here, but when I first read this book a few years ago it was a new concept and went against everything I ever heard about praying. But the more I studied this concept and read that book, the more I learned that we are designed for greatness and destined for success. We can achieve more when we see ourselves as contributors who want to have a right relationship with our source of strength, peace with others and harmony in relationships, and an expansion of our wealth as we give more to those who can benefit from our service.

Some of you might think this concept is ‘fluff’ and devoid of any content. I beg to differ, but then again that’s just my opinion, nothing more. You can say the right things, have the best scripts, and even present the best candidates. But if you fail to overcome the feelings of not deserving to win, your subconscious mind will sabotage your success and find ways to bring you to a more comfortable income level. Achieving success takes some getting used to. The sooner you start feeling like you have earned it and deserve it, the sooner you will attract it to you.

Scott Love has created a complete system that can show you a step-by-step model of becoming a big biller. This 27-hour audio CD program comes with a ‘better than money back guarantee.’ Over 1,500 recruiters have invested in his training materials in the last three years. His website is http://www.recruitingmastery.com/. Copyright © 2006 Scott Love

You need confidence when you deal with high level decision-makers, strong candidates, and even stronger gatekeepers. If you don’t sound like you have it, they won’t even take your call. And if you do get through, they’ll think you’re an amateur.

Have you ever heard a mousy recruiter on the phone? It’s so sad and sounds something like this: “I’m sorry to bother you, Joe, but you aren’t interested in exploring other opportunities, are you?” What’s even worse is that those recruiters who are doing this don’t even know they sound this way. They think they sound great and confident, but really they don’t.

Here are the seven steps to make confidence a core competency. This takes time and work, but anything worthwhile usually does. If you make minor changes in how you grow in your confidence, it will give you a greater return because most of the people who listen to you will really want to consider what you are saying.

1. Enlist the help of your team. Have them evaluate recordings of you getting beat up over the phone. Have them listen to your calls and judge you in how confident you sound.

2. Recognize that confidence is a byproduct of achievement. Look at the major achievements that you have scored so far this year. Once you start achieving success, you will achieve more success. Success always leads to more of it, so learn how to build on it. Once you have a great client call, make another great client call. Put off the urge to run around the office and tell everyone about the candidate that just accepted the offer. Wait an hour and make five more phone calls to your best clients during that time. Use that energy as leverage to help you achieve more success. Think back to the time you were a kid and mastered some sort of activity. Maybe it was gymnastics, soccer, baseball, playing an instrument, performing in a play. Remember how confident you felt when you hit the home run in little league or played your instrument in front of a large crowd? That’s how we grow in our confidence. We learn the lessons of achievement and build on them. In the search business, it’s the same way. We take our success and build on it.

3. Daydream about your success and act as if you have already achieved it. When your clients sense that you are a successful recruiter, they respond to you that way. Tenure has never been a requisite for success in the business, and if you have had more than one person in the last six months ask you how long you’ve been in the business, then you need to reevaluate how confident you sound. If you sound confident, then you must be tenured. And if you’re tenured, you must be successful. Don’t worry about being a big biller. Just learn how to sound like one on the phone and people will respond to you as if you are one.

4. Read as if your life depended on it. Read books on motivation, success, and achievement. This is how real changes take place at the very depth of your soul. And when it starts there, on the inside, it usually manifests itself in expressions of confidence which positively draw people to you. Remember that this business is about relationships, but the most important one is the one that you have with yourself. Invest time in developing you.

5. Write down your own life core values. Ask yourself this question: ‘If I had all the money in the world and all of my relationships were perfect, what’s left over?” When you seek to identify those core premises and values that govern all that you do, and when you take the time to write it down, you are embarking on an exciting voyage of self-discovery, which builds your confidence level. People can pick up on ‘phonies’ over the phone real quickly, so when you define who you are at the inner most depth of your being, you are building authentic character. This is the age of authenticity. Start declaring it and defining it and watch how much people are drawn to you.

6. Write your personal mission statement, the purpose of your life. Ask yourself this question: ‘What is the purpose of my life?’ When we chart out the direction of where we are going, we usually increase our odds of getting there. When we can see the future and declare it as our purpose, people are drawn to us. Confidence is a byproduct of knowing who you are, and that’s where big billings start.

7. Keep a journal. Document your victories and frustrations and all the feelings that go along with them. When you have a problem that you need to solve, write down the issue in your journal and you’ll usually come up with the answer.

Remember that success is a choice and it usually is harder than the status quo. For the next thirty days, make a decision to work on the above seven steps and see how much more people are drawn to you.

Scott Love has created a complete system that can show you a step-by-step model of becoming a big biller. This 27-hour audio CD program comes with a ‘better than money back guarantee’. Over 1,500 recruiters have invested in his training materials in the last three years. His website is www.recruitingmastery.com. Copyright © 2006 Scott Love

To achieve big billings on your desk, all you have to do is do what big billers do. Think the way they think. Treat your clients and candidates in the way that they treat their clients and candidates. Close the deals the way they close the deals. Plan the way they plan. Study the business the same way they study the business. Act as if you already are a mega-producer and you will start to become one.

There is no mystery to the mechanics of our business. Just master the basics and do the right things the right way, over and over again. But the biggest challenge you have is your own mortal human nature. To compensate for this, you must continue to study and study the basics over and over again. We have a tendency to do what is quick and easy instead of what is right. By studying the basics over and over again, we compensate for this deficit. Only two percent will achieve mega-success in our business because only two percent are really willing to do everything that it takes. Do today what others won’t. Have tomorrow what others can’t.

Consider this five-step training plan to begin your journey today to bigger billings.

Step One: Get on board with creating a ‘training’ or a ‘learning’ culture in your firm. And even if your firm is resistant to this culture, then take it upon yourself to own your own training. Last month, I received an email from a frustrated recruiter who was employed with a large search firm that invested absolutely nothing in the training of their staff. But fortunately, he shared with me that he ‘owned’ his own training and committed to teach himself the business, even though his manager was tight with the training dollars. Today your recruiters are screaming for quality training, and because most signs indicate an upturn in the market, today is the day to start investing in their performance. Whenever a recruiter calls me and says that he or she is looking to make a move to a different firm and asks for my advice, I always tell them that generally the firm with the biggest commitment to training is the best one to consider. If they’re not willing to invest in your future, why should you invest in theirs?

Step Two: Admit what you have or have not done to date with your training. Go back to January 1st of this year and add up how much you personally invested in your own training.

Step Three: Have a colleague hold you accountable with your daily diet of reading. Tell him or her what your goal for the week is for training. Are you going to watch sales training videos over lunch? What tape programs are you checking out of your firm’s training library? What sales books are you going to read this month? What seminars are you going to attend? Do you listen to training tapes and CD’s in your car?

Step Four: Teach others the business. You learn something once you teach it to others because then you own it.

Step Five: Measure. Anything that is measured generally improves over time. Measure the first half of this year’s billings compared to the second half with your training system in place. Once you see how it has specifically improved your production, you will make it an even higher priority next year.

Remember that it is the mastery of the basics that gives you mastery over your W-2. Follow this five step plan, commit to mastering the basic elements of the business and you will bill more this year than you ever thought possible.

Scott Love has created a complete system that can show you a step-by-step model of becoming a big biller. This 27-hour audio CD program comes with a ‘better than money back guarantee’. Over 1,500 recruiters have invested in his training materials in the last three years. His website is www.recruitingmastery.com. Scott’s next two-day training in Las Vegas, ‘No Limit Recruiting’, is on June 9 – 10 and is only $377 per attendee and comes with a lifetime money-back guarantee. Details, curriculum, and testimonials are on the site. Copyright © 2006 Scott Love

I’ll never forget the most miserable hour of my day when I first started in the business. It was ‘plan time.’ This dreaded hour was spent hand-writing names and numbers of those people who I was going to call, and if I didn’t call them, then I’d have to spend an entire hour the next day handwriting the same numbers and names over and over again. This was before computer databases existed and it was a miserable experience, so I did what any fun-focused recruiter would do: I blew it off. And my production reflected my lack of planning.
But a few years later, when databases became main stream, I found that I didn’t have to handwrite the names and numbers over and over again.

All I had to do was print out the names and numbers of who I was going to call. I didn’t really have much focus of when I was going to call them and I was supposed to develop some sort of a plan, but I figured that I’d just randomly follow the call list and I did what any over-confident technology-savvy recruiter would do with planning: I blew it off. And my production reflected my lack of planning.

Finally, I made a decision to hit the next level in production. I was tired of almost achieving my goals and knew that I had to get just a little bit sharper on my desk. The only way I could get better with my placements was to get better with where I spent my time, which is the whole objective of planning.

Follow these seven secrets of planning and see how much more you can bill in the next 90 days:

1. First, start each day with a specific focus: “What are the two or three things I need to accomplish today to be considered successful?” Write those goals down every day and think about them throughout the day.

2. Review your activity sheet. Identify those four or five searches that need to be ‘touched’ in the day. Do you have to extend an offer for search assignment A? Do you have to prep and debrief interviews for search assignment B? Do you have to qualify candidates who you recruited yesterday for search assignment C? Do you have to find candidates for search assignment D? Do you have to source names for search assignment E? Review your activity sheet and make notes each day on what action items need to happen to keep the rhythm of the searches moving forward. Ask yourself this question when you look at each search on your desk: “What is the most important thing that needs to happen with this search, right now?”

3. Carve out specific blocks of your time for each of those four or five action items. Thirty minutes of name generation, sourcing, can give you a list of twenty to forty callable names if you do it right. (8 – 8:30) Three hours of recruiting can give you coverage of fifteen candidates if you hustle and stay on the phone and keep your initial recruit calls to six minutes or less. (8:30 – 11:30) Two or three hours of prepping, debriefing and qualifying can help you bring your candidates forward in the process and give you more information on those who you wish to present to your clients. (1 – 3) An hour blocked out for your client and candidate who are getting ready to bring closure to your deal is enough to close it, but be flexible on this because this type of call is the most significant of your day and takes priority over all other conversations. (3 – 4). And wrap up those calls at the end of the day that are still important (4 – 4:30) and leave at least thirty minutes to an hour at the end of the day to strategically plan where you are going to spend your time tomorrow ( 4:30 – 5 or 5:30). Each day is different, but this gives you an idea of how you can keep your desk balanced. You can also shake it up by scheduling business development calls with warm prospects and other business-generating activities a few times a week.

4. Respect the phone time of others. Would you interrupt a surgeon in the middle of surgery to talk about your weekend? Why do you do that with your colleagues? Are you working on a search together with another recruiter? Then schedule your ‘connection time’ in advance so both of you know when you’re going to talk about it. Set up specific protocols of when it is acceptable to socialize and when it’s not. This doesn’t institutionalize a cold and formal culture in an organization. In fact, it frees it up to know when it’s time to hustle on the phone and when it’s time to goof off. Goof off time is important, but it’s important that you do it when it doesn’t interfere with the core business of building external relationships.

5. Schedule your own breaks in advance. Schedule your stretch-breaks and lunches in your plan. Reward yourself once you have completed each blocked group of time.

6. Hustle throughout the day, especially after a good call. Did you just close a deal? Then spend the rest of the day involved in business-development activities or marketing a candidate. The biggest mistake that recruiters make after they achieve success is that they limit themselves to that one singular success and take the rest of the day off. Success begets success. Leverage it to your advantage to get you to the next level of success that you deserve.

7. Inspect each other’s plans. We’re recruiters, for crying out loud. We don’t do anything unless we know someone else will be checking up on us, so at your next team meeting, discuss what your plan for the week is and bring a copy of your plan for today. Show your colleagues how you block out your groups of time (you can even just print out a blank page of Microsoft Outlook’s daily calendar and schedule your time on that in pencil) and how you assemble your call lists from the database. Make a commitment to each other that for the next 90 days nobody leaves the office until they have a plan in place for the next day.

To summarize, here are the three components of a solid plan:

1. Specific goals of achievement written out: Two or three things that need to be accomplished.
2. Blocks of time carved out on a daily calendar, and what you are going to accomplish during those times.
3. Printed out call lists from the database for each of those blocks of time.

Bonus tip: Stay off the internet during your call time. Use it to plan during your plan time. If you must use it, then schedule ten minute internet breaks throughout the day to catch up on phone numbers that you need to find for candidates who have been referred to you. Schedule admin breaks to email candidate resumes to clients or to check your personal email. The tighter your plan is, the more focused you are on your effectiveness of achieving your daily objectives.

Scott Love has created a complete system that can show you a step-by-step model of becoming a big biller. This 27-hour audio CD program comes with a ‘better than money back guarantee’. Over 1,500 recruiters have invested in his training materials in the last three years. His website is www.recruitingmastery.com. Copyright © 2006 Scott Love

Tenure is not a requisite for success in the search business. A desire to achieve, persuasiveness, ethics, and competence in mastering the fundamentals are the four skill areas that catapult big billers to the top.

It doesn’t matter how long you’ve been in the business to achieve big billings. Experience helps, but what really matters is how well you do the right things in the right way with the right intention over and over again, always focusing on the contribution to others before the commission to yourself. Shorten the learning curve by initiating your own training, and the rest will fall in to place.

I once met a seasoned recruiter who was far from reaching his potential in spite of what seemed to be a confident outward appearance. It seemed as if his twenty years of experience was really only one year of experience twenty times because he could never master control over himself or the basics of the business and settled into the complacent comfort zone of not wanting to get better. If you are new to the business, you can outbill the biggest veteran in your office if you duplicate a model of success that is proven. What one person can do, so can another. If others have done it, so can you.

Mastering success in our business is a matter of mastering skills and habits, and skills can be easily learned and habits can be developed. The sooner you learn and apply the skills required for success, the sooner you will have the success that you deserve. But it all starts with your desire.

Start with an overall strategy of success in the search business, and break that long-term strategy down to the level of basic daily tasks. Here’s how to do it.

First, start with an annual billing goal. What do you want to bill for the year? Write it down, and create a thermometer-looking device and tape it to the side of your computer monitor at work. Just like the United Way fundraiser thermometers that indicate the progress on their fundraising campaigns, color in red ink the amount of fees that you earn every time you close a deal. Watch the ‘temperature gauge’ rise as you close more deals, rising closer and closer to your annual billing goal. (download a free pdf of this tool on my website www.recruitingmastery.com. Look under ‘recruiters resources’ and then ‘educational tools’).

This simple tool does two things for you:

1. It shows you how much you have already achieved on the path to success, helping you to feel successful. This keeps you motivated and in the game. When we feel successful, we become successful.

2. It also shows you how much farther you have to go to reach your goal, which creates stress. There’s nothing wrong with stress. The problem with stress is that most of us don’t know how to manage it. (Side note: Believe it or not, this business can be very relaxing. When you are doing everything right and your funnel is full, it’s a predictable business when you work in a state of flow. Appropriate stress prompts us to stay motivated and on the phone. Learn how to manage it (compress and release) and you can use it to your advantage.)

Here’s your first homework assignment for the day. Write your annual billing goal on this thermometer and tape it to the side of your monitor. Remember to look at it everyday and remind yourself of the direction that you are headed for the rest of this year. You are sixteen percent done with 2006. Use this tool to give you an edge on your strategic direction and to give you the incentive to polish your practices and hone your habits.

Once you have determined the course on which your ship is headed, it’s now time lay in the legs of the trip. Each month, week and day, ask yourself this question: “What are the two or three things I need to accomplish in order to consider my month/week/day successful?” Focus on those two or three things and delegate everything else. Focus on the core issues that define your success and make everything else a lower priority.

With a strong direction, a clear focus, and a well-executed plan, you’ll be head and shoulders above the rest of the pack in no time.

Scott Love has created a complete system that can show you a step-by-step model of becoming a big biller. This 27-hour audio CD program comes with a ‘better than money back guarantee’. Over 1,500 recruiters have invested in his training materials in the last three years. His website is www.recruitingmastery.com. Copyright © 2006 Scott Love