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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'goals'

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



fordyce-default

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

Ask Barb

Holding Staff Accountable Is Your Job



Ask Barb

Dear Barb:

How can I hold my team accountable to hit their goals? We set goals, but no one in my office takes them seriously. I would think that their commissions would be motivation enough because I don’t pay a substantial base salary. If I fired everyone who isn’t hitting their numbers, I’d end up firing all but two employees. I know you believe in holding people accountable, but I don’t know that it’s realistic. Any advice would be appreciated.

Debby L.
Orlando, FL
Ask Barb

Barb Bruno’s New Recruiter Production Program



Ask Barb

Dear Barb:

Would you be willing to share the first quarter metrics you implement for new hires? I have not hired someone new in over two years, and I’m not sure what minimum standards to implement. I plan to use your tutor to train them, but need to understand metrics. I know your average fee is around $25,000 which is our average as well. That is why I feel the metrics you use will work for my business. I hire individuals who have no prior recruiting experience.

Louise P.
Baton Rouge, LA

Dear Louise:

Motivation

Your 2014 Recruiting Resolutions: How Are You Doing?



2014 calendar resolutions-free

2014 calendar resolutions-freeThe New Year has come and gone and already so have many of our resolutions. This was the year we were going to get more organized, start a regular workout schedule, network more frequently, lose weight, and, of course, make more money.

But statistically speaking, by the end of January’s first week 25% of us already gave up and dropped our resolutions. By the end of June, only 30% of us will still be at it, and by year’s end that number drops to 14%.

Why is this? Why do so few have the resolve to stick with it and achieve their goals? Perhaps we over think the process and make things harder than they should be. True success begins when we resolve to keep it simple. Block out all the noise and don’t get lost in the technology, social media, past failures or successes. The key to winning the recruiting game is simple and can be reduced to three basic components: Activity, Quality and our Target Market.

Ask Barb, Motivation

What Do I Do To Motivate a Stalled Team?



Ask Barb

Dear Barb:

I know my recruiters could produce more, but I don’t know how to motivate them. It’s like I want more for them than they want for themselves. My four senior guys seem burned out when the economy was difficult. Right now, we have business, but many of our good orders are not being filled, which is very frustrating. I’ve tried to encourage them. I’ve offered contests. I threatened to take action, and I even became a micro-manager, which I hated and so did they.

They are not costing me money, but they are not making me the profits I would like. I feel I already overpay them, so I’m not willing to motivate them with more money. Any other suggestions?

Motivation

5 Techniques For Dealing With Professional and Personal Setbacks



Vinay Nadig
Vinay Nadig

Vinay Nadig

I talk about 20 core leadership secrets in my executive coaching, speaking and writing. But if someone asked me to name only one that can make an immediate impact, I would pick the behaviors to counter setbacks.

All of us have had (and will continue to have) some professional setbacks – prospects breaking off at the last moment after a seemingly agreeable interaction, clients refusing to renew, etc. While these examples are very specific to my situation, we all face setbacks as we strive to achieve our goals. It may be in our personal or professional lives, but setbacks and obstacles are here to stay with us.