Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'goals'

Ask Barb, The Business of Recruiting

You Can’t Motivate the Unwilling



Ask Barb

Dear Barb:

How can I motivate my sales team to produce more? I know they could all do much better, but they seem to be satisfied with average production. They look to me for motivation which I find very frustrating. Shouldn’t they motivate themselves?

Sharon M., St. Louis, MO

Dear Sharon:

You can’t motivate another person especially if they choose not to be motivated. What you can do is identify what is most important to the individuals you employ. If your sales team understands the WIIFM (What’s In It For Me), they will motivate themselves. People do things for their own reasons, not yours.

Ask Barb

A Gap Analysis Is Your Roadmap to a Winning Year



Ask Barb

Dear Barb:

I want to do whatever it takes to have a record year. I heard you talk about conducting a gap analysis at the end of each year, but I don’t remember what it entailed. Would you please outline the process?

Thank you,

Alexander D., Indianapolis, IN

Dear Alexander:

A gap analysis is a strategic planning tool to help you understand where

Ask Barb

Make Your Team Accountable So the Business Grows



Ask Barb

Hi Barb:

I have a very tenured team who love working for me. I don’t believe in micro-managing, but I feel we could be achieving so much more as a company. How do I go from no rules or standards to implementing accountability without losing everyone?

I sent them to a conference in Las Vegas and they didn’t attend the sessions and had no problem telling me. My last two hires quit because they felt like outsiders to my four tenured recruiters. I now realize my business will not grow or prosper unless I make changes, but I don’t know where to begin. What would you do if you found yourself in my position?

John R., Dallas, TX

Dear John:

There is no value in beating yourself up for mistakes you’ve made as a

Celebrating Successes

Even A Falloff Can’t Take My Kodachrome Away



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I intentionally slept in for the good news. Offer is in. Fifteen minute celebration. “Kodachrome,” my good news song. Two cigarettes. Huge cup of coffee. Back to work. Close deals.

We all celebrate in different ways. This was my way of celebrating. I had just hit $75K in billing for the month of January. Then I had to figure out how to squeeze out another $25K. I had one more interview that looked promising. I have to hit $1 million in 2014. I repeat: I have to hit $1 million in 2014. No more excuses. I clipped $240K for the last quarter in 2013. I must keep up the pace, running fast with no time to slow down.

Ask Barb

Create Your Own Dream Board and Realize Your Dreams In 2015



Ask Barb

Note: Today, Barb Bruno explains what a dream board is and how to build one. Next week she shows you how to use it to meet your goals for the year ahead.

A dream board is a visual picture of the dreams you have for your life that you want to come true. The concept is that we attract to us what we think. If we put good things in front of us, those things we’ve always wanted, those things we’ve always thought about having in our lives, then we will attract what we think.

I’ve watched clients want something but not write it down, and not

Ask Barb, For Managers

My Team Isn’t Producing. What Do I Do?



Ask Barb

Dear Barb:

I’m frustrated by the results this year. I know my sales team could produce more. How do you light a fire under people without having them walk out the door? They are never on the phone and seem to think sending emails and texting is just as effective. They also spend way too much time on social media sites, job boards, and searching our database rather than calling possible candidates to place.

I’m at my wits ends and really don’t know how to motivate my current team. There are times when I think I should fire everyone because I could make more money just producing by myself. How do you motivate your team?

Walter M.
Detroit, MI
For Managers, Motivation

With A Performance Contract They Fire Themselves



Results-free

Results-freeFor managers, there is one thing worse than hiring the wrong person and that is to keep that individual employed with their agency long after the collective experience dictates they should be terminated. Yet, in almost every case, managers will admit they have difficulty with making termination decisions.

From my many years of experience in working with managers in hundreds of staffing firms on both a national and international basis, I have concluded that the primary reasons for this apparent lack of decisive action include one or more of the following:

Ask Barb

Call People? Talk to Them? What A Concept!



Ask Barb

Dear Barb:

How do I get my younger recruiters to make phone calls? They are convinced that our candidates will only communicate by text or email, but I believe this is the way my recruiters want to communicate. They look at me like I’m a dinosaur and don’t listen to my advice. They are not hitting their goals, so how do I force the issue?

Amanda H.
San Jose, CA
Motivation

Your Problems May be Opportunities In Disguise



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Standing on the football field in the fall of 2011, hours before a Baltimore Ravens game against the Pittsburgh Steelers, I reached out to shake the hand of former NBC Sports President Dick Ebersol and introduced myself.

“Nice to meet you. I’m Gerry Sandusky.

He snatched his hand back, a flinch reflex as if my hand were on fire. Before I could say, “Gerry with a G, no relation to the former Penn State coach,” Ebersol had disappeared into a nearby crowd of people, a safe distance from the awkwardness caused by the sound of my name, an identical sounding name as a convicted child molester. Problem.

Ask Barb

Manage by Numbers and You’ll Hit Them



Ask Barb

Dear Barb:

Our sales are inconsistent and even my managers have accepted the fact that we will have at least one flat month every quarter. That’s four flat months out of the year and obviously my expenses don’t decrease during those flat months. I’m out of answers on how to get more consistent production out of our team.

I know you speak at many conferences and do some in-house training and consulting with owners. Because of your exposure to companies all over the world in our profession, do you agree that flat months are just a reality of our business?

Donna F.
Houston, TX

Dear Donna:

I don’t believe that you should accept the fact that every year you are going to have four flat months. This proves the concept: If you think you can or if you think you can’t you’re right! The only way to guarantee consistent production is for everyone to hit their individual result standards on a daily basis.

Often, a flat month follows a record month because during the record month your sales team is focused on prepping, debriefing, closing, and celebrating. They stop doing the basics that guarantee consistent production (recruiting, marketing, presentations, etc.).

If you monitor sendout totals, you can accurately predict production. It is extremely important for you to manage by numbers because numbers don’t lie. When your team is having a great time, encourage them to stay on the telephone because they are on a high and will obtain great results.

Barbara J. Bruno, CPC, CTS