The people at ERE Media and The Fordyce Letter did another outstanding job of putting on the third-annual Fordyce Forum. Great speakers, a phenomenal location at the brand-new M Resort in Las Vegas, outstanding networking opportunities, and great people.

I was truly humbled when one participant, Gerald Bullock, told me he had been reading my articles for awhile and attended the conference specifically to see my breakout. No biggie you might think, but he came all the way from Japan. That’s a lot of pressure!

I wanted to leave you with a few “nuggets” I took back. You can also view my “tweet stream” by following me on Twitter (mikegionta).

First, here are some nuggets from Barb Bruno:

• “If I am more successful than you it is because I heard more NO’s than you.”
• “There are a number of reasons salespeople fail, the number one reason is attitude by 50% of all cases.”
• “Don’t allow the luxury of staying in a bad mood for more than 5 minutes. MOVE ON!”
• “Instead of reading or watching the news, invest one half-hour per day in training and self-development. This will add up to 24 days of training after one year.”
• “Get a coach. I have 3 coaches: a wealth coach, a business coach, and a life coach.”
• “Change is a necessity, NOT a luxury.”

Second, here are some great ideas from Jordan Rayboy:

• “Good judgment comes from experience, experience comes from from making mistakes, mistakes come from poor judgment.”
• “Great recruiters do things consistently that average recruiters only do occasionally.”
• “The average American loses 28% of productivity per day. The key culprit is multitasking.”

Finally, here are the key points from my presentation on Hiring and Retaining Great Recruiters:

1. Most advertising for recruiters does NOT sell the position, it describes what we need. Explain your firm’s vision in your advertising to be more attractive to great recruiters.
2. We are recruiters, yet we don’t recruit our own talent. There are some very attractive places to recruit out of right now like mortgage banking, retail, high end car dealers, and brokerage to name a few.
3. The key to a successful hire is to begin setting formal and specific expectations as early as the first interview, not just the first week of employment.

Bonus Tip: To enroll for FREE in my 7 part audio series, “The 7 Deadly Sins recruiting firm owners make and HOW to avoid them,” visit www.TheRecruiterU.com. This will give you more ideas on planning and running your recruiting firm, especially in a tight economy.

“Hiring in this economy? Are you crazy?”

That is what many recruiting firm owners say when I suggest that NOW may be one of the best opportunities in YEARS to find and onboard your next superstar biller.

That’s right. Most economic indicators are showing a bottoming to the economy and are predicting economic growth late this year and early next. The individuals you are looking for are more plentiful now than they will be next year. Additionally, some of the industry’s biggest billers were “recession children,” having started in times of economic duress.

The people hired in difficult times, with a proper system and mentoring, develop great discipline early on for survival. Once the economy turns, their billings explode as the same effort gets phenomenal results.

If this makes sense and you wish to learn a proven system to increase the likelihood of hiring a great recruiter by upwards of 350%, consider attending this year’s Fordyce Forum in Las Vegas on June 10, where I will be presenting a 3-hour workshop with my step-by-step system.

I will pull back the curtain and reveal the process that increased my ability to attract great talent, get them up and running quicker, and retain them longer.

Check it out at www.FordyceForum.com!