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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'management'

Ask Barb

The 3 Question Weekly Team Checkup



Ask Barb

Dear Barb

We are only filling 30% of our direct orders and 40% of the contracts we’re writing.

We specialize in IT, and I know it’s next to impossible to find the talent our clients are demanding. My team is saying they can’t work harder or do more, but I hesitate to hire and add to my overhead which will reduce my profits. When is it best to hire? Do you think I should wait or hire now?

Marcia H., Ft. Lauderdale, FL

Dear Marcia:

If you hire right, your new hire should be a revenue generator within a

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

Ask Barb

Co-Worker Driving You Nuts? Talk to the Boss



Ask Barb

Dear Barb:

I work with someone who is driving me nuts. She is negative, disrupts our office and never takes responsibility when her deals blow up. She has worked for the company for over 15 years and the owners turn a blind eye when we complain. Two of my co-workers are going to start their own firm. I feel like I should tell my owner, but how do I do that without jeopardizing my job. I love my owners, but I’m probably going to leave with my co-workers. What would you advise me to do?

Anonymous in Houston

Dear Anonymous:

It sounds like you are caught between a rock and a hard place. It also

For Managers, The Business of Recruiting

Here’s How to Turn Performance Reviews From a Negative to a Positive



Performance review - free

Performance reviews. Are there any two other words in the English language that cause more anxiety and resentment on the part of employees, and more fear and loathing on the part of managers?

I admit it; I hate performance reviews mostly because they tend to take place only when there are performance issues. That casts the manager as the bad guy who’s delivering bad news.

One of the biggest traps we fall into in the recruiting industry is that the immediate always takes precedence. We react quickly, because it is in our nature, and a part of our business; a hot new job order, a great new lead. Gotta close the deal now, now, now! But that can lead to now, now, POW, if we manage reviews the same way. If we are to be effective managers and owners, we must revisit the entire concept of performance reviews, understand their value, and recast these otherwise unpleasant formalities as an opportunity for growth and improvement.

For Managers

Get Rid of These 10 Undercover Time-Wasting Over-Workers



Placements and the law logo

Recruiters are always wondering how we’re able to respond so quickly on a national basis. Believe it or not, we work regular hours. I learned the techniques when I was managing a recruiting office.

You can too, if you:

  • Understand where your non-productive time is spent and;
  • Overhaul your procedures.

All the time-management seminars, workshops, books, calendars, timers, alarms, buzzers and electronic voices in the world won’t help you. They’re just pea-shooters in the war against time. Your problem isn’t on the battlefield, it’s in the war room — right there in your office.

Here are the 10 biggest undercover over-workers:

For Managers, How-To, The Business of Recruiting

Here’s How to Plan Your ‘Grand Vision’ For 2015



Target Plan

Year-end is a great time. We get to reflect over what we have accomplished and what we have yet to do. We get to celebrate what we did right and we get to write off our failures as part of the past. And we get to redirect our efforts in a new campaign. It’s a cleansing of sort and if done properly will provide energy and direction going into the New Year.

When I look at year end planning, I believe it begins with the overall Vision Statement. This Vision Statement should describe the “grand, overall” destination of where you want to be. I learned from the great Mike Gionta, that a good Vision Statement is a one-page statement that tells a story as if it had already happened. Basically, write a one page statement as if you were 5, 10, 20 years in the future describing what your life has accomplished. Revisit this statement annually and modify it as you deem appropriate.

With the Vision Statement in place there are certain “Big Bucket” plans that will need to be addressed. They all must work together to support the Vision Statement and the execution of these plans will allow your Vision to become reality. The Big Bucket items that I believe fit our industry are:

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, The Business of Recruiting

How Long Do I Wait For First Production?



Ask Barb

Dear Barb:

How long do you give a new recruiter, before you realize you may have made a bad hiring decision? My new recruiter has had no production going on five months, but he seems to be close to closing his first deal. I hate to lose the money I’ve invested so far in his compensation and training. How much longer should I ride this out?

Barry N.
Fort Lauderdale, FL
Ask Barb, For Managers

Managers Must Teach Fishing



Ask Barb

Dear Barb:

I’m managing a team of five recruiters, but I’m still responsible for my own production. Most of my day is spent answering questions, making matches and hand-holding my recruiters. I can’t stop helping them because without my help we would not hit goals.

My owner only cares that goals are reached, but I don’t know how much longer I can carry the office or work the hours I’m working. I like the override I’m getting paid, but I could actually make more money if I only focused on my production.

Should I walk away from being a manager?

Joe D.
Topeka, KS
Business, For Managers, Viewpoint

Don’t Just Promote Your Top Biller



headphone recruiter-free-stockimages

OK, it’s time to promote. Naturally any company’s preference would be and usually is to promote from within. However, when it comes to the world of recruiting, all bets are off the table.

Recruiting is an animal unique unto itself. It is sales, business development, and sourcing all in one. No other sales-related job has such a unique structure, and requires so many different segments of the sales process to come together in order to be successful. I’ve worked with many recruiters and salespeople over the years, and have seen some great recruiters go on to become great managers and leaders in the industry. Yet at the same time, I’ve also seen some great recruiters who can’t manage their way out of a paper bag.